1. Why staff wellbeing must be part of Healthy FE

Sam Mellor, Department of Health

2. A Healthy Setting

• A healthy and productive life is determined by two sets of factors; those factors and risks within the control of individuals like health behaviour, and those caused by existing social, physical and economic environment surrounding the individuals.

• These indicators of a healthy setting are at the core of HFE.

• HFE supports FE setting be a learning environment where positive well-being is the expectation for all, producing learners and staff who are confident, healthy, safe, emotionally resilient and personally fulfilled.

3. Brief history of Healthy FE Programme

• Now completing Year 2• Framework of good range of products – key

ones: Website, Self-Review Tool, Big College Health Check and case studies

• Good engagement – Regional Networks• 25+ colleges now have Healthy FE recognition• Good foundation for the future• More information on Excellence Gateway

4. BCHC Headline Findings

Survey Dec 2009-March 2010. Completed by 5,800 staff in 39 FE colleges (ave of 41% of staff in participating colleges).

• 50% of all staff are overweight (32%) or obese (18%).

• In previous 6 months, 42% of staff reported being away from college between 1 to 5 times due to illness, disability or a long-term condition.

• Significant percentantages of staff report musculo-skeletal pain (eg 17% reporting back or neck pain).

• 67% of staff felt their health needs were supported by their college.

5. BCHC – Emotional Wellbeing

Although most staff said they felt happy and appreciated at college, there were significant reporting of negative feelings:

• 46% were not able to say that they enjoyed their day-to-day activities• 45% said they were not able to face up to their problems• 29% felt under constant strain• 17% were losing self-confidence• 13% were feeling unhappy and depressed• 23% felt their emotional health was inadequately supported by their employer (5% saying

“never supported”)• Although staff were mostly aware of college support provided, there was very little take up

(mostly below 4%). “Time” was most frequently (44%) given as reason for not using this support.

6. Focus on Staff Health to date

•Key element of Self-Review Tool•We worked with Peter Barnard and Grimsby Institute to share their good practice in reducing sickness absence rates•Mid-Life Health Check – self-review tool for 40+•Signposting to existing schemes eg Investors in People

•BCHC marked up some priorities – stress and self-confidence•Need to work more with HR staff and Trade Unions

• LSIS to take the lead• FE sector to lead on governance• Maintain core elements of Framework• More on evidence of impact• Keep a focus on staff needs• Integrate into other LSIS activity• Regional Networks self-sustaining• DH to maintain involvement but no longer a core

funder

7. Sustaining Healthy FE in the Future

8. Public Health White Paper

• Healthy Lives, Healthy People (Nov 2010)• White Paper out for consultation to 8 March 2011• Aim to strengthen self-esteem, confidence and personal

responsibility• Positive promotion of healthier behaviours and lifestyles• Adapting the environment to make healthier choices

easier• Local delivery - specific reference to contributory role of

FE sector• Employers as key local partners – NHS lead. Health,

Work and Wellbeing Programme

9. Mental Health Strategy

• New MH Strategy No health without mental health – January 2011• 1 in 6 adults has a mental health problem at any one time and 1 in 4 will

experience a mental health problem at some point in their life.• Poor mental health and wellbeing associated with high levels of health risk

behaviour – smoking, alcohol and substance misuse.• Mental health and resilience are fundamental to our success at work• Strategy = act early to prevent mental health problems and intervene early

when these occur• Ensure that mental health has parity with physical health – remove stigmaInitiatives include:• Fit for Work – get workers back to work and better supported• Talking Therapies – wider range/access to support for adults• Time to Change - Increase public understanding/remove social barriers• Supporting innovative practice, supporting research and evaluation to

identify what works

10. Why staff health must be part of Healthy FE

• Essential component of organisational/setting approach/ethos

• Must be all staff – whole community

• Integral part of HR policy

• Contribution to successful outcomes

• Healthy staff better able to support healthy learners

• “Sector owned” must mean staff owned

• Cohesive communities foster better mental health

11. Further Information

www.excellencegateway.org/hfep

Email: Sam.Mellor@dh.gsi.gov.uk

Thank You