advocate The magazine from the leading employee benefits advisory
advo group shortlisted at the year’s biggest award ceremonies page 10
doctorcall an interview with dr. charles levinson page 06
unum acquisition of national dental plan announced page 12 cover feature
nuffield health an interview with Head of Leadership and Organisation Development, Vicki Curtis
“Mindfulness can be considered as an integrative, mind-body based approach that helps to increase self-awareness”
page 14
Issue #15 auutmn 2015
advogroup.co.uk | who we are
who we are and what we do... Advocate Magazine is produced by ADVO Group and published quarterly.
community, please follow http://issuu.com/advogroup
Speak to ADVO for any specific query concerning: ADVO Group Ltd is an independent employee benefits advisory with a broad-based clientele. Our objective is to be • UK & International Private Medical Insurance seen as the UK’s most trusted adviser on employee benefits and • Online multi policy management online management. • Total Reward Statements and Flex and Benefit selection portals ADVO can test prospective clients’ arrangements against our • Cash Plans connectedhealthTM benefit benchmark. Please be in touch for • UK & International Group Life & Dependents further details. cover • UK & International Group Income Protection We also offer a bespoke interactive online system for multi • UK & International Group Critical Illness cover policy management and amendments. Employees can also be • Dental & Optical cover given access to their personal benefit details, Total Rewards • Health Screening and Flex Benefits and benefit selection portals. • Staff Wellness • Occupational Health sourcing Please follow http://soc.advogroup.co.uk for more information. T: 0845 2578833 F: 01622 769211 For general information, and/or to join our online HR E: info@advogroup.co.uk
advocate autmn 2015 | advogroup.co.uk | 02
advogroup.co.uk | what’s inside issue #15
“what’s inside issue”#15
This edition of the magazine highlights some major industry news following AXA announcing that is will be acquiring Simplyhealth’s private medical insurance business
Welcome to the Autumn 2015 edition of Advocate magazine, the quarterly digital publication from ADVO Group, one of the UK’s leading employee benefits consultancy.
partnered with Mindlab to launch a mindfulness training programme for businesses.
We also feature a number of the biggest human resource and occupational health stories This edition of the magazine including the population’s features an interview with Dr feelings on employee’s expressing Charles Leninson of Doctorcall; their personal style within the ADVO’s new expert partners in workplace, the most common providing flu vaccinations. We are cause of wasted time at work being also delighted to reveal the four pinned on inefficient processes award categories we have been and duplicated efforts, and the nominated for across this year’s research that suggests many of us upcoming Health Insurance and may in fact find it easier to end a COVER Excellence awards as well relationship with a partner than to as the latest award win at the 10th ask for a pay rise. annual . Advocate magazine will be back This month’s cover feature again in the Winter. Subscribing to explores the effectiveness of Advocate magazine is completely mindfulness at work as we free at issuu.com/advogroup. interview Vicki Curtis, from Nuffield Health, who have recently
meet the team at advo group
For more information visit www.advogroup.co.uk
larry bulmer chief executive
colin boxall commercial director
kevin crew it director
gill mateo operations director
Larry Founded ADVO Group in 1997 and remains fully involved in the day-to-day running of the business.
Colin joined ADVO Group’s board in 2008 and has over twenty years employee benefits experience.
Kevin oversees our award winning online service and is further developing staff and flex- benefit platforms.
Gill joined ADVO in 2006 becoming Operations Director in 2013.
lbulmer @advogroup.co.uk
cboxall @advogroup.co.uk
kcrew @advogroup.co.uk
gmateo @advogroup.co.uk
advocate advocatesummer autumn 2015 | advogroup.co.uk | 03
advogroup.co.uk | contents
CONTENTS ISSUE #15 | autumn 2015 advo news Page 06
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An interview with Doctorcall, ADVO’s new partner in providing flu vaccinations
Page 10
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ADVO shortlisted at the Health Insurance & COVER Excellence awards 2015
Page 12
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ADVO Group named Corporate Health Insurance Provider of the Year by Wealth & Finance International Magazine
MEDICAL INSURANCE NEWS Page 12
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Insurance provider Unum announces acquisition of National Dental Plan
london’s lure begins to fade for millenials page 18
OCCUPATIONAL HEALTH news Page 14
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An interview with Vicki Curtis, Head of Leadership and Organisation Development, Nuffield Health
Page 26
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Workfront survey says stress relief vital for UK businesses as workers speak out
Page 28
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Cyclists more likely to arrive at work more refreshed and motivated
HUMAN RESOURCES news Page 18 Page 20 Page 22 Page 30 Page 32 Page 34
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London’s lure begins to fade for millenials
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An interview with Jonathan Watts-Lay, founding Director of WEALTH at work
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The office is not the place to express personal style according to british workers
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The CIPD announces its programme for its 2015 Annual Conference and Exhibition
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Brits find it easier to dump a partner than to ask for pay rise
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The most common cause of wasted time at work is innefficient processes and duplicated efforts.
advocate autumn 2015 | advogroup.co.uk | 04
brits find it easier to dump a partner than ask for a pay rise page 32
advogroup.co.uk | contents
insurance provider unum announces acquisition of national dental plan page 12
an interview with jonathan watts-lay, director at wealth at work page 22
cyclists more likely to arrive at work more refreshed and motivated page 28
an interview with doctorcall, advo’s new partner in providing flu vaccinations page 06 advocate autumn 2015 | advogroup.co.uk | 05
advogroup.co.uk |an interview with doctorcall
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Flu not only effects individuals in terms of their own health and ability to work, but as it often effects large groups of people at the same time dr. charles levinson, doctorcall
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advogroup.co.uk |an interview with doctorcall
an interview with doctorcall advo group’s new partner in providing flu vaccinations www.doctorcall.co.uk Soon after starting work as a private doctor over 26 years ago, Charles Levinson founded Doctorcall; the UK’s first service to provide 24-hour private GP visits. From their London-based clinic, Doctorcall soon grew to incorporate a range of medical services, including flu vaccines, an area in which they now have more than 15 years of experience. This expertise in the delivery of vaccines now sees Doctorcall work alongside ADVO Group. In this latest interview, Charles discusses the key benefits of these vaccines for employers and employees alike, as well as the company;s key innovations.
Doctorcall offers a number of key services. Which of these do you think are currently the most highly in demand and why do you think this is the case? Demand for our flu services continues to grow and this year we will provide over 45,000 flu vaccinations. It remains most effective method for employers to protect their workforce against seasonal flu bugs.
Which services do you predict may become increasingly important in the future? Increasing pressures on our NHS services mean that short-term sickness absence whilst waiting for a GP appointment, and time out of work to attend an appointment near the employee’s home, represent a major cause of unplanned absence. Doctorcall has developed corporate GP membership schemes which are designed to target this. They’re becoming increasingly popular, especially with younger employees who are often less interested in PMI.
Doctorcall established itself in the late 1980s by providing an innovative visiting doctor service. What are some of the other key innovations the group has achieved since then?
In addition to the visiting doctor services, flu vaccinations program and flu vouchers already mentioned, as part of our occupational health services we were first to offer health screening by questionnaire for companies.
ADVO Group will be working alongside Doctorcall in the management of ADVO’s flu vaccination programme. How vital a benefit do you think flu vaccinations are for employees and employers, as well as for private individuals? Flu not only effects individuals in terms of their own health and ability to work, but as it often effects large groups of people at the same time, it can reduce overall productivity and in some cases, the ability of businesses to deliver their services. By having a flu jab we not only protect ourselves and our colleagues at work, but also our family, friends and especially those at greatest risk of serious illness such as the very young and elderly.
What are some of the key perks through receiving a flu vaccination from Doctorcall in particular? The service developed since it was started over 15 years ago into the most
advocate autumn 2015 | advogroup.co.uk | 07
advogroup.co.uk |an interview with doctorcall efficient and reliable service delivering it to more than 700 businesses nationwide. We use our experience to take the pain out of a vaccination programme by doing as much as possible for our clients. Our emphasis is on flexibility and giving our clients what suits them. We work with them to make arrangements as convenient as possible, from start to finish.
you think this immediacy is for people’s healthcare needs today and how do you think this has evolved over time?
the key is to work out what applies in your particular case (and what is up to date.) We focus on offering individual advice and our website has a great new As people work further away from home, portal where clients can book that oncommitments to family and work will line. increase the demand for services outside of “normal working hours”. It’s become What would summarise as being one normal for us to expect retailers to be overall core benefit of Doctorcall and the available 24-hours a day. Increased services it offers? We help clients communicate the demands for 24-hour service in other programme to staff; provide an on-line important areas including healthcare is We have been reactive in developing the booking process for staff to arrange their inevitable service to meet the precise requirements own appointment. We deliver everything of our corporate customers. The service that is required; and we remove all waste The Doctorcall website provides some has therefore effectively been designed at the end of the programme. great free tips for maintaining good by the users and our clients comment health. What are some of the best tips and on how often it is spot-on in meeting The services you provide have an resources people can find on the site? their needs. If a client needs a tweak to a extremely high level of immediacy; you service to make it fit better, then we are are available round the clock and doctors We try and give useful information on delighted to assist because that is how we can reach people within a couple of hours our website. However, there is a huge develop and improve our service. at work or home. How important do amount of free information available and
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As people work further away from home, commitments to family and work will increase the demand for services outside of “normal working hours”
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advocate autumn 2015 | advogroup.co.uk | 08
advo group are fully independent, private medical insurance experts speak to one of our employee benefit advisors today on 0845 2578833
For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo Group Limited, ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS is registered in England (No. 4500663) and is authorised and regulated by the Financial Conduct Authority.
advogroup.co.uk | advo wins two categories at the acq5 awards
ADVO shortlisted at health insurance & cover excellence awards, and winners at10th ACQ5 Global Awards news.advogroup.co.uk ADVO are delighted to announce that they have been shortlisted for two categories at both the upcoming 2015 Health Insurance Awards and 2015 Cover Excellence Awards. Known as the ‘Oscars of the health insurance industry’, the annual Health Insurance Awards are truly one of the industry’s most revered award ceremonies, celebrating the achievements of intermediaries as well as providers. 2015 sees ADVO nominated for the categories of ‘Best Intermediary for High Net Worth Clients’ and ‘Best Group International PMI Intermediary’ (Sponsored by Aetna International). These nominations further strengthens ADVO’s excellent reputation, particularly with regard to Group International PMI, as ADVO also won this same award category at last year’s event. The 2015 Health Insurance Awards
awards will take place on Thursday 15th October at ‘The Great Room’ in London’s prestigious Grosvenor House Hotel with more than 900 leading figures from adviser and provider companies in attendance. The Health Insurance Daily website commented “From private medical insurance to protection – in both the individual and corporate markets – the quality of entries has continued to rise as intermediaries across the country raise the bar in terms of financial advice and customer service”.
highly regarded events. ADVO Group are proud to announce that they are a finalist for the categories of ‘Healthcare Intermediary of the Year’ and ‘Employee Benefits Intermediary of the Year’. ADVO Group have won the title of ‘Healthcare Intermediary of the Year’ on several occasions but are truly delighted to once again be nominated, proving a continuation on delivering excellent service. This year’s nominations also follow from ADVo being ‘highly commended’ for the category of ‘Employee Benefits Intermediary of the Year’ at last year’s ceremony.
The COVER Excellence Awards are also The COVER Excellence Awards will take one of the industry’s most recognised and place on Thursday 1st October
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advogroup.co.uk | advo wins two categories at the acq5 awards
2015 at the Victoria Park Plaza, London and will feature a number of widely known experts on the judging panel including Stuart Scullion, chairman of The Association of Medical Insurers and Intermediaries (AMII). The official website for the awards describes this year’s eagerly anticipated ceremony, “COVER Excellence Awards 2015 has been a significant year for the protection and health insurance industries. We have seen significant leaps forward in technology and ways of doing things, renewed interest in protection from the mortgage market and legislative and social changes that seem primed to make both markets more attractive to consumers. The 2015 COVER Excellence Awards seeks to recognise and reward those firms and
intermediaries who have been innovating recently awarded the titles of ‘Heath and serving their customers to the highest Insurance Provider of the Year standards”. (Corporate)’ and ‘Employee Benefits Consultant of the Year’ at the tenth ADVO will be looking to add any award annual ACQ5 Global Awards 2015. wins at these two events to a number of “The 2015 ACQ5 Global Award winners accreditations already achieved in 2015. represent the best of breed in the industry and have earned these honours For example, earlier this year ADVO by standing out in a group of very won the award for ‘Healthcare Adviser of impressive finalists” commented Jake the Year’ at the 2015 Corporate Advisor Robson, Group Editor of The ACQ5. Awards as well as being shortlisted for ‘Best Use of Technology by a Corporate For more news on the Health Insurance Adviser’, ‘Best Member Communication and COVER Excellence awards 2015 be Strategy’ and ‘Corporate Adviser Firm sure to look out for the next edition of of the Year 2015’. ADVO also won the Advocate magazine. award for ‘Corporate Health Insurance Provider of the Year’ at the Wealth and Finance Insurance awards 2015. Additionally, ADVO was also very
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advogroup.co.uk |unum acquires national dental plan
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Businesses increasingly recognise that investment in staff wellbeing pays back through better productivity and retention, and lower sickness absence costs
peter o’donnell ceo, unum uk
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advogroup.co.uk | unum acquires national dental plan
insurance provider unum announces acquisition of national dental plan www.unum.co.uk Unum has announced the acquisition, pending regulatory approval, of National Dental Plan (NDP), a leading provider of dental insurance through the workplace. This adds a valuable offering to the Unum portfolio of employee benefits products and services. Unum acquired NDP from Capita plc, in a deal worth £31.7M. NDP is the latest in a wider expansion of the Unum portfolio in the UK, which started with the introduction of Sick Pay Insurance in 2013. With recent growth up to 14% yearon-year that is expected to continue apace, the corporate dental insurance market is attractive. NDP’s specialism in this sector, and best-in-class offering, has meant it has shared in this buoyant growth. By adding access to Unum’s larger, market-leading distribution network, as well as Unum’s existing customers, the NDP business is poised for even more rapid expansion. Together, Unum and NDP will expand benefits to more customers, reach more brokers, and grow the dental market further. Peter O’Donnell, Unum UK CEO O’Donnell, said: “NDP is a great business, providing market-leading dental insurance through the workplace, and we’re proud to have it become part of Unum. We see NDP as complementary to our existing operations, and Unum will retain NDP’s current management and employees. They are vital for implementing our strategic vision for NDP, as well as continuing to deliver NDP’s great service to their existing 500 corporate customers and 150,000 insured employees.”
grow our employee benefits footprint, particularly in the health and wellbeing arena.” “Businesses increasingly recognise that investment in staff wellbeing pays back through better productivity and retention, and lower sickness absence costs. This is why in recent years Unum has been exploring the value of workplace wellbeing. We believe a wellbalanced employee benefits package is a tangible way employers can support their workforce, and NDP’s dental offering clearly augments our portfolio here.” Andrew Bower NDP MD said: “Unum’s purchase of NDP creates tremendous potential to expand access to dental insurance through the worksite. We’re excited by the opportunity to broaden the reach of our proposition, through access to Unum’s strong distribution network and large customer base. This gives firm foundations for the continuity, growth and prosperity of this business.”
“Dental insurance is a natural fit with our existing portfolio, as Unum looks to
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advogroup.co.uk | interview with dr vicki curtis, nuffield health
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Mindfulness can be considered as an integrative, mind-body based approach that helps to increase self-awareness vicki curtis, nuffield health
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advogroup.co.uk | interview with vicki curtis, nuffield health
Research has shown that practising mindfulness changes the brain, helping to improve cognitive performance, and manages stress better’ vicki curtis, nuffield health www.nuffieldhealth.com
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Providing access to more than 10,000 health experts through 31 hospitals, 77 fitness & wellbeing centres and 212 corporate facilities, Nuffield Health is one of the leading not-for-profit healthcare organisations in the UK. In this latest interview, Head of Leadership and Organisation Development, Vicki Curtis, discusses the company’s recent partnership with Mindlab to launch a mindfulness training programme for businesses.
Tell us about your recent partnership with it preaches and offers mindfulness Mindlab in launching your mindfulness programmes to its staff too. training programme for businesses What exactly is meant by ‘mindfulness’? Nuffield Health, the UK’s leading employee health and wellbeing provider, Mindfulness can be considered as an working with 60% of the FTSE 100, integrative, mind-body based approach has created a new partnership with that helps to increase self-awareness mindfulness expert, Mindlab, to deliver and an understanding of what we do and mindfulness training in the workplace. why? Through practice, people are better This will help businesses optimise able to manage thoughts and feelings and employee performance and build are less likely to get caught up in them. emotional resilience. Being in control means they are able to respond rather than react in the usual Nuffield Health and Mindlab will help habituated way. improve employee wellbeing by offering bespoke workshops, including ‘lunch Mindfulness practices include formal and learns’ or themed days as well as a mindfulness meditations, as well as complete Foundation course to establish informal integration of mindfulness mindfulness practice. Sessions are into everyday activities and within the delivered live, either face-to-face or workplace. Developing mindfulness in via webinars to increase accessibility. an organisation has benefits for both the Courses are also supported digitally by employer and employee and can include an app. improved efficiency, resilience as well as better communication and relationships. Nuffield Health also practices what
Do you think more people have started to utilise the technique and why so? Yes they have. Many businesses have now started adopting mindfulness and there are also some well-known figures who have also used mindfulness to get through traumatic times. Dr Gill Hicks MBE, London 7/7 bombings survivor, is one such person and she explains how mindfulness helped her both physically and mentally survive after the attacks. “I was too focused on other people for a long time until I realised I was running myself ragged and had to take some time for myself. I use mindfulness practice as ‘me’ time.”
As well as benefiting employees adopting the technique, it’s argued that mindfulness also benefits employers. It what ways would you say this is achieved?
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advogroup.co.uk | interview with dr vicki curtis, nuffield health Do you think mindfulness training will eventually become a universally integrated aspect of HR and occupation health practice? I’m hopeful that organisations will integrate mindfulness into their ways of ‘being’ and ‘doing’ so it would become common place to encounter mindfulness in many situations from HR and OH practice through to business leadership. We have also been piloting a Mindful Leadership Programme with the Kalapa Leadership Academy (who are leaders in mindfulness, research and leadership development) looking at how organisational leaders can incorporate mindfulness and mindfulness practice into their leadership roles. The combination of insights from neuroscience with mindfulness based methods to help bring them into practice can enable leaders to be more present, attentive and more effective communicators. Coinciding with the partnership between Mindlab and yourselves, Mindlab have created a book called ‘Mindfulness Moments’. What kind of useful tips and information can we expect to find in this book?
To coincide with this new partnership, Mindlab have created a book just for businesses called Mindfulness Moments, featuring practical tips from previous participants of mindfulness sessions on how to integrate mindfulness into everyday life. Designed by students from the London College of Communication as part of their final year project and supported by Nuffield Health, businesses receive the book as part of their mindfulness programme. The book also features tips from mindfulness advocate and comedian, Ruby Wax, who talks about how she deals with stage fright and Dr Gill Hicks MBE, London 7/7 bombings survivor, who explains how mindfulness helped her both physically and mentally survive after the attacks.
The book is also providing some charitable function, can you tell us some more about this? Funds raised from the book will go towards Mindlab’s not-for-profit organisation Mindlab Goodworks, which will enable students in higher education and charitable organisations that cannot afford mindfulness training to have free
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The book also features tips from mindfulness advocate and comedian, Ruby Wax, who talks about how she deals with stage fright and Dr Gill Hicks MBE, London 7/7 bombings survivor”
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support. For more information or to sign-up to a workplace mindfulness session please click here For more information on other employee wellbeing support Nuffield Health provides visit www.nuffieldhealth.com 1Britta K. Hölzel, James Carmody, Mark Vangel, Christina Congleton, Sita M. Yerramsetti, Tim Gard, Sara W. Lazar. Mindfulness practice leads to increases in regional brain gray matter density. Psychiatry Research: Neuroimaging, 2011; 191 (1): 36 DOI: 10.1016/j.pscychresns.2010.08.006 www. dailymindfulness.com/scientific-research 2Sickness Absence in the Labour Market in 2013. Office for National Statistics. Published February 2014. 3Mental Health Foundation. Mental health statistics. Accessed 3 June 2015
discover how advo perks can help your employees with their weekly shop find out more now on 0845 2578833
For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo Group Limited, ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS is registered in England (No. 4500663) and is authorised and regulated by the Financial Conduct Authority.
advogroup.co.uk |lure of london fading for millenials
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SMEs may need to invest and be willing to change their working practices to remain attractive
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gareth oakley, lloyds bank commercial banking advocate autumn 2015 | advogroup.co.uk | 18
advogroup.co.uk | lure of london fading for millenials
london’s lure fades for millenials according to research from Lloyds Bank www.doctorcall.co.uk The ‘brain drain’ to the capital looks to be slowing, with so-called millennials – those born between 1980 and 2000 – happy to work for a small firm, wherever they are located, according to new research from Lloyds Bank Commercial Banking. The survey found that relocating to London is not on the agenda for half (51 per cent) of millennials, who would be happy to move anywhere for the right job. Over a third (35 per cent) don’t want to move away from home, while less than a tenth (eight per cent) insist they will only work in the capital – good news for SMEs located outside of London.
SMEs are banking on policies such as flexible working hours (51 per cent), the option to work from home (28 per cent) and regular training (24 per cent) to recruit millennials.
In fact, location ranked seventh on the list of factors that would attract millennials to a business. Number one was salary (49 per cent), followed by flexible hours (35 per cent), career development opportunities (35 per cent), training opportunities (28 per cent), benefits package (25 per cent) and option to work from home (22 per cent).
That tallies well with what millennials said most interested them when looking for a job: flexible working hours (35 per cent), regular training (28 per cent) and the option to work from home (22 per cent).
While almost half (46 per cent) of millennials said they would rather work for a large business, SMEs can take heart from the fact that 41 per cent would rather work at a small firm and 13 per cent had no preference. Of those who would rather work for an SME, 85 per cent said they think a smaller business is better placed than a larger one to offer them the working conditions they want. It is estimated that millennials will account for more than half of the global workforce by 2020 and will shape the workplaces of tomorrow, a change that SMEs recognise. Almost nine in ten (86 per cent) said the future growth of their business relies on their ability to recruit millennial talent.
Gareth Oakley, managing director, SME Banking, Lloyds Bank Commercial Banking, said: “Our research shows that the vaunted ‘brain drain’ to the capital – where the brightest young minds abandon their home towns to seek opportunities in London – isn’t as evident as previously thought. “Millennials no longer see SMEs as being the poor relation of international corporations. Instead they value their entrepreneurial culture, which they see as being supportive, creative, and full of opportunity to take on responsibility. “SMEs may need to invest and be willing to change their working practices to remain attractive, which can seem daunting, but they don’t need to go it alone. They should speak to their bank or a local mentoring network for guidance on attracting and investing in the young talent they need to successfully grow their business.”
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advogroup.co.uk | personal style in the office
THE OFFICE IS NOT THE PLACE TO EXPRESS PERSONAL STYLE, ACCORDING TO BRITISH WORKERS news.advogroup.co.uk A study from CV-Library, the UK’s largest job board, reveals how one in three UK workers are against their peers expressing personal style in the workplace and an unexpected 64.2% of employees believe employers should instate a strict dress code for all staff to follow. The job site’s latest research reveals a surprisingly conservative employeeattitude and was conducted amongst a cross-section of over 1500 UK workers of all levels. The survey aimed to establish how employees view personal expression in the workplace, and whether details such as tattoos or extreme piercings put workers at the back of the queue when it comes to career progression. Key findings revealed:
style at work, 17% admitted they felt • Over a third of employees (34.5%) uncomfortable don’t believe their peers should be able to • 13.7% of UK professionals have express personal style at work been advised by a manager that their appearance is unacceptable for the • The majority of workers (64.2%) workplace believe that employers should instate a strict dress code at work, regardless of • 13.1% of workers believe their whether they have one or not. appearance is holding them back in their careers • Of those that have expressed personal
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advogroup.co.uk | personal style in the office
• 59.4% of workers believe that professionals with extreme piercings or progression Lee Biggins, founder and managing director of CV-Library comments: “Whether we like it or not, we are all judged by our appearances and it’s important that employees seriously consider the consequences of any choices they make when it comes to expressing personal style at work. “Whilst everybody should have the
freedom to express themselves, it’s important to remember that a place of work is a professional environment, meaning that an employee’s appearance and actions should also be reviewed from a professional perspective.” When measuring how UK professionals like to express personal style, the most popular ways were through tattoos, extreme piercings and unique dress sense: • Almost half (47.5%) of UK professionals have visible tattoos
• 31.7% of employees have piercings (excluding stud piercings in earlobes) • 31% of workers wear unique clothes • 44.6% of men have designer facial hair Interestingly, of the 59.4% of workers that believe visible tattoos and extreme piercings can cause slowed career progression, 39.6% admitted to having piercings and tattoos themselves, indicating that employees are aware that their style decisions may hinder their success at work.
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advogroup.co.uk | interview with jonathan watts-lay
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We are delighted to have found a good home for our customers and people in AXA PPP healthcare
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romana abdin chief executive, simplyhealth advocate autumn 2015 | advogroup.co.uk | 22
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advogroup.co.uk |interview with jonathan watts-lay
The most radical pensions overhaul in nearly a century is underway jonathan watts-lay, wealth at work
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www.news.advogroup.co.uk WEALTH at work helps employees understand how to maximise the value of their benefits by delivering financial education tailored to the needs of individual companies and employee groups. Jonathan Watts-Lay is a founding Director of WEALTH at work and is a recognised commentator on financial services including pension changes. In this latest interview, Jonathan discusses some of the key issues raised in WEALTH at Work’s recent article arguing that greater consideration is needed for people’s retirement ‘glide path’.
The UK pension system has recently gone through a serious of major changes. What do you think are the most significant and far reaching of these changes?
options.
Employees now have to think beyond pensions and consider all savings such as ISAs, share schemes and any deposit accounts, because tax efficient The most radical pensions overhaul in withdrawal of cash from pensions or any nearly a century is underway. These other savings to use in retirement should changes promised to offer employees in be an important consideration. But defined contribution schemes (DC) who without the right financial education, are aged 55 or over, greater flexibility in employees could be left incredibly accessing their pension savings; whether vulnerable to making poor and costly they are still working full or part time or decisions. ready to retire fully. I believe employees will require With the new pension freedoms came their employer to answer three main new options to consider and important questions; ‘what do I need to know?’, decisions to be made which will have ‘what is right for me?’ and ‘how do I lifelong consequences for pension implement it?’ These can be answered in savers. turn by financial education, supported by advice and guidance and then ensuring You recently put forward the case that that the employee can implement their some of these changes may create a chosen option(s). number of challenges for employers and employees alike. Which challenges However, since the pension changes in particular do you think could most we have found that many providers easily arise? including employers and their administrators are simply unable to Whilst the pension changes are a facilitate the freedoms. But I believe that positive way forward for retirees, the this is no excuse as there are specialist increase in flexibility and choice has providers out there such as WEALTH at also brought more challenges than ever work who can offer employees access to before. After all, many employees start these freedoms via the workplace. working life with only the most basic financial knowledge and therefore are You highlighted that the pensions not prepared for the choices they have overhaul may require people to think to make about their retirement income carefully about their retirement ‘glide
path’. What exactly is meant by this term and what are some of the key considerations you would advise people to take on board? An area which we feel is a cause of concern is that employees need to give greater consideration to their retirement ‘glide path’. By ‘glide path’ we mean a chosen investment route that will take an employee up to the point of retirement and potentially beyond. It is a formula that defines the asset allocation mix of a pension savings fund based on the number of years to the target date, usually the anticipated date of retirement. The glide path typically creates an asset allocation that becomes more conservative or takes less investment risk (i.e. includes more fixed-income assets such as bonds and fewer equities) the closer a fund gets to the targeted retirement date. However, our experience tells us that employees find selecting funds for their pension confusing at the best of times, and most choose to invest in the default fund provided by their workplace pension. Prior to the pension changes, a ‘life style’ approach was used and the asset mix in the default fund changed as their retirement date approached, for example including more fixed-income assets in their late career. This is because the default option assumed that an employee would buy an annuity in
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advogroup.co.uk | interview with jonathan watts-lay the future. Many companies are realising this will not now be the choice made by many and consequently want employees to look at their glide path at least ten years before their anticipated retirement date because if they want to choose another form of retirement income such as drawdown, they may wish to address their fund selections at this point, in other words pick a more suitable glide path.
You mention that an employee’s glide path should reflect their needs in conjunction with different means of pensions management. Could you explain how these different means of pension management could intertwine with how people should be managing their glide path? The pension changes have made more retirement income options accessible to all pension savers, for example taking a whole pension fund as cash or buying an annuity, going into drawdown or a combination of some or all of these. If employees have selected a default fund which is geared towards an annuity purchase at retirement and they are now considering drawdown, they should consider other fund choices; for example; exposing them more to equities and less to fixed-income assets. And of course, if this is the case, employees will need financial education in order to understand this and to help them have confidence about what they should do next to make their selections.
Do you think these issues have been further affected by any of the major outlined policies from the recent
government budget? The government has issued a Green Paper titled, ‘strengthening the incentive to save: a consultation on pension tax relief’ for consultation. It has raised 8 questions and has asked for feedback from the industry on potential radical changes which include no tax relief on pension contributions, a flat contribution from the government and benefits to be tax free on exit.
What do you predict could be some of the major future changes to the pension system? The green paper looking at the possibility of scrapping the tax relief on pensions is fascinating as it seems to me to be aligning pension savings with the new ‘Help to Buy ISA’. The truth is that we are not saving enough, so anything that can be done to make pensions simpler and more accessible has to be a good thing. There is a risk that removing the upfront tax relief may reduce the incentive to save but on the other hand, the fund could be accessed completely free of tax.
If someone wants to find out more about any of the recent changes to the pension system and how it affects them, what resources are available to them? The government’s guidance service, Pension Wise offers free and impartial information and guidance to people age 50 and over with a defined contribution (DC) pension. Although it’s great news that individuals will be able to access
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The truth is that we are not saving enough, so anything that can be done to make pensions simpler and more accessible has to be a good thing
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advocate autumn 2015 | advogroup.co.uk | 24
pension information and guidance through this service, it can’t tell you what is right for you and if you go ahead with your retirement plans without receiving regulated advice, then you won’t get the same level of consumer protection. I believe employers should offer financial education in the workplace. Once employees have had this and are at the point of retirement, they will want to know ‘what they need to do next’ and ‘how do they do it?’ This is where regulated advice can help employees make the right choices at retirement and prevent costly mistakes from being made.
Alongside pensions, what other aspects of the human resource domain do you think have recently seen significant change? Many employees struggle to understand various financial issues that may relate to them and often fail to understand the many benefits on offer in the workplace. Employers are recognising that they can help to improve employees’ financial wellbeing by providing them with the knowledge to help them make informed decisions via financial wellbeing programmes. I believe that the delivery of education is the most important element of any financial wellbeing initiative, which should be aligned with the company’s total reward package, using this to improve employee financial capability and encourage savings.
discover your perfect dental plan with advo group speak to one of our employee benefit advisors today on 0845 2578833
For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo Group Limited, ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS is registered in England (No. 4500663) and is authorised and regulated by the Financial Conduct Authority.
advogroup.co.uk | stress relief vital for uk businesses
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UK workers are making a clear call to their employers for help regarding their current levels of stress
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joe staples chief marketing officer, workfront advocate autumn 2015 | advogroup.co.uk | 26
advogroup.co.uk | stress relief vital for uk businesses
Workfront Survey Shows Stress Relief Vital for UK Businesses as Workers Speak Out www.workfront.com According to new research released by Workfront, the leading Enterprise Work Management solution, UK businesses are facing a stress epidemic. Four out of five office workers confessed that they feel burnt out and 73% expect their stress levels at work to increase in the near future. With these problems having a direct impact on work-life balance, morale and productivity, businesses need to act fast. This new report highlights the reasons behind this stress epidemic and what UK businesses can do to combat it. Concerning for employers, 74% admit to feeling unrecognised and un-useful at work. With lack of communication and not knowing what others are working on (37%) cited as the number-one pain point across the board for stressed UK workers, it’s clear that businesses need to break down current silos, allowing people to engage more freely with senior staff members and see how their efforts impact the wider team.
employer adopting the right processes and tools across the business.” Although workers do appreciate stressrelieving perks, what they really want is for their employer to address the source of the problem. When asked how they would like their employer to remedy their stress, the top three reasons workers chose were:
Structures and tools to enable a good support system (60%) More involvement in decision-making and more frequent contact with management (57%) Excessive workloads and competing Professional training on how to deadlines (60%) productively structure your day (37%) Lack of communication and visibility Staples continued, “It’s down to UK into the work done by others on your businesses to take the right steps team (57%) internally to address these issues in Poor access to appropriate resources and order to make teams less stressed information needed to complete work and more productive. Whatever the (37%) causes of stress, more often than not Joe Staples, Chief Marketing Officer there are simple steps businesses can at Workfront, commented, “UK take to streamline processes and boost workers are making a clear call to efficiency, visibility, and collaboration. their employers for help regarding By helping your workforce to become their current levels of stress. With less stressed, you give them the freedom stress having the potential to decrease to shine and do what they do best.” productivity and morale, it will come as a relief to UK businesses that their employees are also indicating these factors can be quickly remedied by their With this report, workers are making it clear to employers that their three main causes of stress are:
advocate autumn 2015 | advogroup.co.uk | 27
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It’s clear that the way people commute to work has a major impact on how they feel when they arrive
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dr. doug wright, aviva uk health advocate autumn 2015 | advogroup.co.uk | 28
advogroup.co.uk |cyclists likely to impropve motivation
cyclists more likely to arrive at work more refreshed and motivated according to aviva www.aviva.co.uk Cycling could be the answer to arriving at work with a spring in your step according to new research from Aviva. In a study of 2,000 working UK adults, more than half of those who cycle to work said they arrive refreshed after their commute. Just 1 in 10 car and bus users claimed the same thing and that figure dropped to 1 in 20 for train and tube passengers. Almost a quarter of cyclists (24%) also reported feeling motivated after their typical commute, scoring higher than any other common form of commuting, including walking. This is double the proportion of bus passengers (12%) who claimed that their commute improved their motivation levels, and triple the proportion of drivers (8%) and four times the proportion of train and tube users (6%).
drivers, along with 9% of train and tube passengers, 7% of walkers and 6% of bus users all admitted that in an ideal world they would use a bike to get to work.
Unsurprisingly, those who cycle to work were also most likely to say they were generally happy with their fitness (71%), beating walkers (63%), train travellers (56%) and car drivers (54%). Those who said they don’t have any For overall impact on mood, commuting commute to work were the least likely on two wheels came up trumps again to feel happiness about their fitness with more than half (53%) of cyclists levels (36%). saying that riding into work improved how they felt. Walking was next best as When it comes to the cost of a commute, a mood enhancer (38%), followed by shoe-leather was the winner with those motorbike (33%), bus (18%), car (14%) who walk to work most likely to spend and finally train or tube (9%). absolutely nothing getting to the office. Cyclists weren’t far behind but it was Dr Doug Wright, Medical Director at train and tube passengers reporting the Aviva UK Health, said: “It’s clear that most expensive journeys, spending an the way people commute to work has average of £54 a week. a major impact on how they feel when they arrive. It seems from our research “It’s interesting that there appears to that if you are willing to jump on a bike be a desire to cycle to work, but often and get to work under your own steam that isn’t being acted upon,” said Dr it can boost your mood as well as your Doug Wright. “Previous research physical health.” we’ve done has shown that can be for a number of reasons, often around safety Despite the positive effects reported and the distance people live from their by those who cycle to work, using a workplace. But if businesses want to car for commuting was by far the most improve the mood of their workforce, it common form of transport, followed by might be an area to explore. buses, walking and trains or tubes. “Offering a Bike to Work scheme, However, it would appear that there showers at the office or secure bike are a number of commuters who storage could help convert some drivers actually long to be cyclists. 11% of to cyclists and businesses could see a
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advogroup.co.uk |cipd annual conference
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HR needs to go back to its roots and really focus on the human in human peter cheese, cipd
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advogroup.co.uk |cipd annual conference
Future-focused HR: Network, learn and get the edge at the CIPD’s Annual Conference and Exhibition www.cipd.co.uk The CIPD, the professional body for HR and people development, has announced the programme for its 2015 Annual Conference and Exhibition, taking place at Manchester Central on 4 – 5 November. This is the major HR conference and event of the year, attracting thousands of attendees and visitors nationally and internationally. This year the focus is on the future of the profession, new developments in thinking and practice, and the drive towards greater value and impact in organisations and the economy. Conference sessions will be geared around five key topic streams:
Herminia Ibarra, Cora Chaired Professor of Leadership and Learning, Professor of Organisational Behaviour at INSEAD • Insights into Changing Context – and one of the world’s pre-eminent understand business change, and the thought leaders, will give the closing external factors that are forcing the need keynote on acting and thinking like for greater agility and innovation a leader for success. Herminia will • HR Essentials and Learning Processes draw on the ways that ‘outsight’, the – explore the latest issues which help principle of acting first and thinking maximise the capabilities and value of later, can change the way we behave the HR function and approach our work. There will be • Business, Commercial Insight and two days of seminars, master classes Analytics – progressing the agenda for and workshops featuring speakers from people metrics and analytics to better top organisations including Microsoft, understand business value and outcomes Ministry of Defence, EDF Energy, • Science of Human and Organisational Virgin Money and L’Oreal, and many Behaviour – getting back to our roots other recognised leaders in the HR field. and applying research from psychology, behavioural sciences and neuroscience The event will also be an opportunity to rethink people management and to learn about, and contribute to, the development processes CIPD’s ‘Profession for the Future’ • Innovation, Digital and Technology – strategy, which is focused on helping what’s happening in the continued push HR and L&D meet its full potential to towards use of technology and digital in champion better work and working lives driving more efficient and effective HR in the rapidly changing world of work. and learning practices Peter Cheese, CIPD Chief Executive, Two keynote speeches from comments: “This year’s event is internationally renowned thought focused on helping us all to prepare leaders will also be delivered at the for the future. Advances in technology, conference. Sir Cary Cooper CBE, globalisation and demographic changes Professor of Organisational Psychology mean the world of work is changing all and Health and author of over 120 the time. More and more organisations books, will deliver the opening keynote are starting to question and rethink on bridging the productivity gap through some of the most well-established HR mental capital and wellbeing at work, practices to be more adaptive and fit for discussing the causes and consequences the demands of a changing workforce, of stress in the workplace. He will also workplace, and the changing nature of explore policies and interventions for the jobs we do. With all the growing enhancing wellbeing and reducing ill debate about purpose, principles, values health in the workforce. and creating businesses that are truly sustainable in every sense of the word,
HR needs to go back to its roots and really focus on the human in human resources. “This year we’ll be bringing you inspiration from thought leaders, practitioners, and consultants in HR, L&D and OD who’ve tried and tested new and innovative approaches in their organisations. But we’ll also be encouraging you to think a little more deeply about the purpose of everything we do in HR and the principles that should guide our decision-making. When we approach a problem or opportunity by asking questions about purpose and intended outcomes rather than just focusing on processes, policies and so-called ‘best practice’ – and then apply everything we’ve known for many years about human psychology and organisational behaviour – that’s when we start to see true innovation and that’s when HR realises its full potential to drive value for everyone.” Running alongside the conference is the CIPD exhibition, where more than 200 leading HR and L&D suppliers will be showcasing their latest innovations and solutions. The exhibition features a free programme of bite-sized learning sessions and insights from suppliers, echoing key themes on the conference agenda: HR Trends and Essentials, Insights and Behavioural Science and Innovation and Analytics. CIPD experts and conference speakers will also be continuing discussion and debate on future challenges and opportunities in a new Future HR Arena on the exhibition floor.
advocate autumn 2015 | advogroup.co.uk | 31
advogroup.co.uk | asking to pay rises
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It’s scandalous that so many people would rather be miserable at work than face a difficult conversation
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petra wilson director of strategy, chartered management institute advocate autumn 2015 | advogroup.co.uk | 32
advogroup.co.uk | asking for pay rises
brits find it easier to dump a partner than ask for a pay rise according to research from the Chartered Management Institute www.manager.org.uk Recent research released by the Chartered Management Institute (CMI) reveals that the nation finds having difficult conversations tougher at work than at home. The research conducted by the CMI shows the British public’s top three tricky conversation topics are all work-related. People find it hardest to talk about pay at work (33%), followed by a colleague’s inappropriate behaviour (31%) and then feedback on poor performance (30%). This compares to personal topics like sex (19%), relationship break ups (17%) and money (16%), which the UK public feels are less hard to tackle. The workplace is not only the setting for people’s most difficult conversations, it’s also where they happen most frequently. More than half of workers (51%) said they have to deal with a difficult conversation at work at least once a month or more.
conversations are really taking their toll on workers. When it comes to our home life we often rely on friends and family to support us with tricky discussions. At work, with no advice or training, it can feel like tiptoeing through a minefield. It’s no wonder 61% of people told us they would like to learn how to manage Despite the regularity of awkward workplace conversations with more workplace exchanges, CMI’s survey confidence. At CMI we want to help found employees and too many managers the UK’s workforce to feel calm and don’t have coping strategies. During in control. That’s important whether difficult conversations at work half of us you’re negotiating a pay rise with your mumble, stutter or trip over our words, boss, or talking to a colleague about whilst 40% of us clam up, and 41% let their performance not hitting the mark. emotions take over from facts. 56% Managers are the lynchpin of so many admitted taking things too personally businesses that they are often at the during these exchanges. centre of these discussions. And, it’s not just the most junior or newest managers The emotional upheaval of difficult we want to help. This is an issue that conversations also takes its toll on cuts across all areas and all levels of workers. The data show that knowing a business.” difficult conversation is coming makes two-thirds of respondents (66%) feel The data reveal that senior managers find stressed or anxious. More than one in difficult conversations especially hard to 10 (11%) said they slept badly or had handle. 40% senior managers admitted nightmares in the lead up to a tricky they have panicked and told a lie when work conversation. Yet, despite the faced with a tricky conversation, and impact of these awkward discussions 43% owned up to losing their temper and on leaders and the workforce, over 80% shouting. of the population have never had any training at all on how to tackle difficult The poll also looked at the main reasons conversations at work. why people are so reluctant to tackle difficult conversations at work. Fear Petra Wilson, Director of Strategy and of not being able to get a point across External Affairs at CMI, comments clearly (31%) and concerns around “Our survey findings reveal that difficult getting upset or emotional (30%) both
ranked highly. With barriers like this, 57% of respondents agreed that they do almost anything to avoid having a difficult conversation. More than half (52%) of the workers have put up with a negative situation at work rather than tackle a conversation about it. Petra Wilson continues “It’s scandalous that so many people would rather be miserable at work than face a difficult conversation. This reluctance to talk things through not only has a negative impact on individuals, but can quickly affect wider team morale. That’s why CMI is here to help. Our top tips are easy to remember using the mnemonic TALK: T – Think about framing how you think about the conversation differently. Don’t label it as ‘difficult’. It may be about a tricky subject, but, by suggesting solutions or alternatives you can focus on constructive outcomes A – Always use clear, simple and neutral language. Refer to specific examples and facts L – Listen to what the other person is saying and hear their point of view. Show you care about how they see things K – Keep the focus on the issue, not the person “By remembering to ‘TALK’ everyone can have more constructive conversations at work, whether you’re the boss, or a brand new manager.”
advocate autumn 2015 | advogroup.co.uk | 33
advogroup.co.uk |wasted time at work
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Both employees and customers are likely to be the ones who suffer as a result of inefficient working methods
maria nordborg director of projectplace customer experience at planview
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advocate autumn 2015 | advogroup.co.uk | 34
advogroup.co.uk |wasted time at work
the most common cause of wasted time at work is inefficient processes and duplicated efforts acording to study commissioned by planview www.projectplace.com An independent international study commissioned by Planview and conducted by research company Loudhouse, reveals that business leaders identify that the most common cause of wasted time during the workday is inefficient processes and duplicated efforts. It shows that companies without tech-driven productivity strategies are suffering the most, which can severely affect customer satisfaction and employee retention. • Inefficient processes (44%), too much paperwork (43%) and meetings (41%) are the biggest causes of wasted time within an organization • Employees and customers are the areas of business most likely to experience a negative impact from unaddressed inefficiencies • Just 40% of business leaders, those who work closely with their IT teams, believe it is easy to measure ROI both before and after investing in new technology • If business leaders were able to claim back 30 minutes a day, over half (56%) would spend time away from the office as opposed to reinvesting that time back into the business • Personal development, development of other staff members and
streamlining business processes are the areas of business most likely to be invested with additional time • Almost all business leaders (96%) believe technology helps drive organizational efficiency The Powering Productivity research surveyed 515 business leaders and key decision makers, from senior management to CEOs, across the US, UK, Netherlands, Germany and the Nordics. The purpose was to explore the attitudes, challenges and opportunities businesses face when improving productivity, investing in technology and minimizing waste. “Productivity losses are not just a problem for the management team.
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advogroup.co.uk | interview with tom hadley Both employees and customers are likely to be the ones who suffer as a result of inefficient working methods,” says Maria Nordborg, Director of Projectplace Customer Experience at Planview. “We can see that efficiency and technological investment go hand in hand so business leaders need to define what efficiency means for their organization. If not, ROI measurement will be another unproductive process that leads to more wasted time further down the line.” The Powering Productivity research shows that workplace inefficiency is a core management issue. The primary cause of wasted time during the workday is inefficient processes (44%), followed by an overload of paperwork (43%) and meetings (41%). Other day-to-day barriers that contribute to wasted time are poor communication and time spent travelling. Business inefficiencies are more than a nuisance for management. The study shows that employees (57%) and customers (48%) are the most likely to suffer as a result of inefficiencies. The burden of inefficiency placed on employees and customers could lead to retention problems in the long term.
Technology is key to maximizing organizational performance. Almost all business leaders (96%) believe technology helps drive organizational efficiency. Having the right tools in place gives companies the confidence to achieve their productivity goals. That confidence is linked to the use of technology. According to the research, 53% of those who regard their efficiency programs as ‘tech-driven’ are more likely to be ‘very confident’ of success than those who regard themselves as ‘techhesitant’ (14%). Previous research has shown that time is being wasted regularly due to inefficient ways of working. If business leaders could claim back the wasted time, would they choose to recharge themselves or reinvest time in the business? Over half (56%) would be rechargers, choosing to invest the additional time in themselves. And just under half (44%) would reinvest the time by putting it back into their business. When all respondents where asked how they would reinvested time in the business, staff development was more likely than typical business tasks. Over
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Zero Hours contracts have often been attributed to the lower-skilled end of the labour market, but this is not always the case. For instance, musicians, guest lecturers and journalists are also in roles where Zero hours contracts are used
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advocate autumn 2015 | advogroup.co.uk | 36
half (56%) would invest in their own personal development. Just under half (44%) would coach other employees if given the opportunity. In comparison, just a third would explore growth prospects or evaluate new products for the business. It is an increasingly important aspect for modern businesses to identify a meaningful return on investment in software and other technology. Only a sizable minority (40%) of companies finds it easy to measure ROI before and after investing in new technology. Maria Nordborg continues: “Efficiency and productivity can be hard to both define and achieve, so defining the ROI of productivity technologies can naturally be hard to define too. The study shows that the IT team can help identify the ways to measure efficiency gains.” Business leaders who are closely aligned with their IT department are better able to identify and judge ROI potential. Twothirds (63%) of those with high levels of IT support claim it is easy to determine value for money both before and after making a technology investment. Less than a third (29%) of those with mid to low IT support believe the same.
discover how working with advo improves employee engagement speak to one of our employee benefit advisors today on 0845 2578833
For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo Group Limited, ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS is registered in England (No. 4500663) and is authorised and regulated by the Financial Conduct Authority.
advogroup.co.uk | thanks for reading
thank you for reading see you in the winter for the next edition of advocate magazine! issuu.com/advogroup Thanks for catching up with us here at ADVO Group for this Spring 2015 edition of Advocate magazine. Advocate will be back once again in the Winter to provide you with the very best human resource, occupational health, employee benefit and private medical insurance news, interviews, features and more! ADVO Group’s account on In case you missed our key contacts at Issuu.com will continue to be the primary the start of the magazine you can get in home for Advocate magazine. touch with any of them on the contact details below. The best way to stay in touch is by subscribing to the news section on the LARRY BULMER ADVO Group website. You can do this Chief Executive by entering your email address at lbulmer@advogroup.co.uk news.advogroup.co.uk/subscribe. The subscription process is incredibly COLIN BOXALL simply and best of all; it’s absolutely Commercial Director free! cboxall@advogroup.co.uk If you’ve got a story that you think belongs in Advocate magazine, whether it’s news focusing on health insurance, human resources, occupational health or if you’d like to be interviewed then don’t hesitate to get in touch. Send your inquiries to info@advogroup.co.uk
KEVIN CREW IT Director kcrew@advogroup.co.uk GILL MATEO Operations Director gmateo@advogroup.co.uk
Just to remind you about who we are and what we can offer, ADVO Group is a multi award winning employee health benefit advisory looking after the requirements of many customers, from small businesses right up to multi national corporations. Whatever your health insurance or employee benefit needs, we are here to help. We offer entirely indepent, free and expert advice so don’t hesitate to pick up the phone and give us a ring on 0845 2578833. You can also email us at info@advogroup.co.uk.
advocate autumn 2014 | advogroup.co.uk | 38
You can also get in touch by calling us on 0845 2578833, faxing us on 01622 769211. We also have three offices across the country. Head office: ADVO House St Leonards Road Allington Kent ME16 0LS Oxford Office: 8 Old Station Yard Abingdon Oxfordshire OX14 3LD You can also get in touch through any of our social media channels. You can find us on LinkedIn, Facebook, Twitter, YouTube and Google+. Thanks again for reading and see you in the Winter for the next edition of Advocate magazine.
advogroup.co.uk | thanks for reading
find every copy of advocate magzine online at issuu.com/advogroup Issue #14 summer 2015 This edition of the magazine highlights some major industry news following AXA’s announcement they will be acquiring Simplyhealth’s private medical insurance business. Simplyhealth’s Chief Executive Romana Abdin, and Keith Gibbs, Chief Executive at AXA PPP both comment on this significant development. We also look at the latest human resource and occupation health stories including research highlighting that 1 in 4 of us have ongoing difficulkt relationships at work and that those over the age of fifty may be routinely being overlooked for promotion. We are also bringing you the latest ADVO news including named Corporate Health Insurance Provider of the Year by Wealth & Finance International Magazine.
Issue #13 spring 2015 We discuss why more businesses aren’t getting involved in charitable work with Steff Lewis, from charitable shopping platform ‘Give As You Live’. We also discuss Bupa’s incredible new smartphone app ‘Bupa Boost’ with Patrick Watt, Corporate Director of Bupa UK. We also look at a range of other human resource and health stories such as how businesses are currently failing to fully utilise the entrepreneurial talents of their employees, how couples are more likely to get healthier together, how the UK’s middle aged group of workers are increasingly feeling ‘the squeeze’ and the report analysing workplace morale.
Issue #12 winter 2014 We discover the revolutionary new healthcare app, ‘Babylon’, with founder Dr. Ali Parsa. We also feature two further exclusive interviews, with Alex Bryson of Niesr and Ann Francke of the Chartered Management Institute. We are also looking at a range of other HR and health stories such as how business leaders are failing those with mental health conditions, how more than 2 million retirees are unable to now find suitable work, and the various muscoskeletal problems than can be caused by our daily commutes into work. We are also bringing you the latest ADVO news including our win at the 2014 Health Insurance Awards, and winning the title of ‘highly commended’ for the category of Employee Benefits Intermediary of the Year at the 2014 Cover Excellence Awards.
don’t miss a copy, subscribe to our issuu channel... its 100% free! advocate autumn 2014 | advogroup.co.uk | 39
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