Advocate | Summer 2015

advocate The magazine from the leading employee benefits advisory

advo group Corporate Health Insurance Provider of the year page 12

robert half flexible working gathers pace page 34

dr. lynda shaw an interview with the cognitive neuroscientist & stress expert page 14 cover feature

axa & simplyhealth axa due to acquire simplyhealth’s private medical insurance business

“We are delighted to have found a good home for our customers and people in AXA PPP healthcare”. Romana Abdin, Chief Executive, Simplyhealth

page 06

Issue #14 Summer 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 summer 2015 | advogroup.co.uk | 02

advogroup.co.uk | what’s inside issue #14

“what’s inside issue”#14

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 Summer 2015 edition of Advocate magazine, the quarterly digital publication from ADVO Group, one of the UK’s leading employee benefits consultancy.

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.

As usual we also have a selection of fascinating interviews including the highly revered cognitive neuroscientist and psychologist Dr. Lynda Shaw on combating stress at work, in addition to interviews with

AXA PPP Healthcare’s Dr. Mark Winwood, and Tom Hadkey from the Recruitment & Employment Confederation.

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.

Advocate magazine will be back again in the Autumn.

Subscribing to Advocate magazine is completely free at issuu.com/ advogroup.

meet the team at advo group

larry bulmer chief executive

colin boxall commercial director

Larry Founded ADVO Group in 1997 and remains fully involved in the dayto-day running of the business.

Colin joined ADVO Group’s board in 2008 and has over twenty years employee benefits experience.

lbulmer @advogroup.co.uk

cboxall @advogroup.co.uk

For more information visit www.advogroup.co.uk

chris mc cracken director

kevin crew it director

Chris joined the main ADVO board in 2008 having previously worked in wider financial services.

Kevin oversees our award winning online service and is further developing staff and flex- benefit platforms.

cmccracken @advogroup.co.uk

kcrew @advogroup.co.uk

gill mateo operations director Gill joined ADVO in 2006 becoming Operations Director in 2013.

gmateo @advogroup.co.uk

advocate summer 2015 | advogroup.co.uk | 03

advogroup.co.uk | contents

CONTENTS ISSUE #14 | summer 2015 advo news Page 08

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ADVO Group’s Larry Bulmer to join AMII Executive Council

Page 10

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ADVO Group provide expert insight into the health insurance industry’s mobile technology landscape

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 06

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AXA to acquire Simplyhealth’s Private Medical Insurance business

Page 32

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Three quarters of consumers find conflicting health advice online according to the latest research from Bupa

THREE QUARTERS OF CONSUMERS FIND CONFLICTING HEALTH ADVICE ONLINE page 32

OCCUPATIONAL HEALTH news Page 14

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An interview with cognitive neuroscientist and psychologist Dr. Lynda Shaw

Page 22

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An interview with Dr. Mark Winwood, director of psychological services for AXA PPP healthcare’s specialist Health Services division

HUMAN RESOURCES news Page 18

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1 in 4 have an ongoing difficult relationship at work according to report from the CIPD

Page 26

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Institute of Leadership and Management finds those over fifty are routinely overlooked for promotion

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An interview with Tom Hadley, Director of Policy, Recruitment & Employment Confederation

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Flexible working begins to gather pace according to latest research from Robert Half

Page 28 Page 34

advocate summer 2015 | advogroup.co.uk | 04

ADVO PROVIDE INSIGHT INTO MOBILE TECHNOLOGY LANDSCAPE page 10

advogroup.co.uk | contents

FLEXIBLE WORKING REVOLUTION BEGINS TO GATHER PACE page 34

INTERVIEW WITH DR. MARK WINWOOD, AXA PPP HEALTHCARE page 22

INTERVIEW WITH TOM HADLEY, Recruitment & Employment Confederation page 28

OVER FIFTIES ROUTINELY OVERLOOKED FOR PROMOTION page 26 advocate summer 2015 | advogroup.co.uk | 05

advogroup.co.uk |axa to acquire simplyhealth’s pmi | morale matters for uk managers

“

We are delighted to have found a good home for our customers and people in AXA PPP healthcare

”

romana abdin chief executive, simplyhealth advocate summer 2015 | advogroup.co.uk | 06

advogroup.co.uk |axa to acquire simplyhealth’s pmi

axa due to acquire simplyhealth’s private medical insurance business alongside further healthcare acquisitions www.news.advogroup.co.uk AXA has announced that it has reached an agreement with Simplyhealth to acquire its private medical insurance (PMI) business, subject to approval by the appropriate authorities. Simplyhealth has been operating in the UK private medical insurance (PMI) market since 2005 after their acquisition of insurer BCWA in 2005. They subsequently acquired Groupama’s UK PMI business in 2011. Employing around 400 people in Bristol, it provides health cover for over 200,000 people, individually and through its SME and corporate customers.

Simplyhealth undertook a comprehensive strategic review, shaped by the views of thousands of their customers and a detailed analysis of the market for healthcare funding and services. In their analysis, one of the biggest opportunities for them is everyday healthcare, helping customers with their everyday health needs through funding, delivery and guidance. This will now be the focus of their business and their decision to sell the private medical insurance section has been made in this context.

The acquisition will further strengthen AXA’s presence in the UK healthcare market and clearly evidences their continuing commitment to being the preferred provider in each of its key strategic business areas.

Simplyhealth and its intermediary partners to ensure a smooth transition providing excellent service and continuing cover for all individual and business customers.”

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we look forward to working with Simplyhealth and its intermediary partners to ensure a smooth transition

”

Simplyhealth’s PMI Centre of Excellence in Bristol, and employees who work wholly or mainly in the acquired businesses, will transfer to AXA PPP healthcare under TUPE and so it is not anticipated that in the short-term there will be any issues amalgamating the two businesses.

ADVO has a large number of clients with Simplyhealth who have proven to be a good insurer partner delivering innovation and a high standard of customer care. Larry Bulmer, ADVO’s CEO stated “We will work closely with Simplyhealth and AXA to ensure we continue to deliver the same standard of support and customer service with stability of future pricing”.

Romana Abdin, Chief Executive of Simplyhealth said:

In a further move to strengthen their position with the UK PMI market AXA Keith Gibbs, Chief Executive, AXA PPP also announced they had reached an “This is a deal that makes sense for both agreement with The Permanent Health healthcare said: sides. The sale of our PMI business Company Ltd (PHC), a specialist will accelerate Simplyhealth’s strategy “With its well balanced, stable book of health insurance provider, to acquire of investing in everyday healthcare, business, Simplyhealth’s PMI business its private medical insurance (PMI) addressing the everyday conditions that business, subject to regulatory approval. will be an excellent addition to AXA stop people from making the most of PPP healthcare and this agreement has Following the deal, PHC – whose life. AXA PPP healthcare has a longpresented a rare opportunity to acquire medical and dental plans are already term commitment to the PMI market complementary business in the UK. underwritten by AXA PPP – will Both companies share a commitment to and this sees them acquiring a business continue to operate independently with well-aligned values and great offering outstanding customer service, and maintain its intermediary and supporting their local communities and customer service standards. We are client support services from its delighted to have found a good home for Rickmansworth base. being an employer of choice. our customers and people in AXA PPP healthcare.”

“We look forward to working with

advocate summer 2015 | advogroup.co.uk | 07

advogroup.co.uk |corporate advisor awards 2015

advocate summer 2015 | advogroup.co.uk | 08

advogroup.co.uk | corporate advisor awards 2015

advo group’s larry bulmer to join amii executive council www.advogroup.co.uk The Association of Medical Insurers and Intermediaries (AMII) recently announced a series of new additions to its Executive Committee. Among those joining the team will be ADVO Group’s Chief Executive Officer, Larry Bulmer.

This key appointment continues ADVO Group’s long-standing presence within the Association of Medical Insurers and Intermediaries with ADVO Group’s Sue Smith only recently announcing her retirement from the Executive Committee. Larry was a former Chairman of the Association and Colin Boxall, ADVO’s Commercial Director, a former Executive Committee Member.

Established in 1998, AMII is a highly revered organisation acting as trade body for UK-based private medical insurance advisories. The organisation is in fact unique in this respect and provides an invaluable service in seeking to maintain a high level of professional conduct and continued development throughout its membership in accordance with its Code of Ethics.

The organisation describes its mission statement “AMII is the voice of the health insurance industry, representing insurers and intermediaries. It aims to promote consumer confidence in health insurance, promote the value of independent advice and raise professional standards”.

AMII has traditionally championed independent advice and the raising of standards within the health insurance industry. Industry wide exams have been introduced with members of the Association working to a code of ethics and commiting to ongoing professional development of its advisors and staff.

Seen as the voice of the health insurance industry, AMII supports advisory firms and insurers, lobbies government and works alongside a number of other trade associations such as BIBA and insurer organisations such as the Association of British Insurers (ABI).

AMII also engages directly with the public and is often approached to comment on current healthcare issues and debates. Members of the public that visit the AMII website can find local advisors that specialise in medical insurance and are committed to providing impartial advice.

AMII is currently arguing for a “radical rethink” of the way in which the United Kingdom addresses healthcare as a whole. One of the key arguments

by AMII in this respect is for the establishment of a national “health and wellbeing body”.

AMII strongly believes that “new, visionary thinking” is needed to form a cohesive health and wellbeing strategy and a UK-wide body is needed to manage the “health and wellbeing process from start to finish”, with stronger links between the public and private sectors. AMII has further argued that the private sector should no longer be seen as a competitor to the provision of health and wellbeing, but rather act as an integral and fully integrated “part of the solution”. AMII further commented “The entrepreneurial drive and expertise of the private sector should be harnessed. We need to establish a UK body, involving both public and private sectors, with the objective of managing the entire process from start to finish”.

With such an array of issues and areas of debate at the forefront of today’s heathcare industry, ADVO Group is delighted to be able to continue to contribute its expertise to AMII and help shape the vital discussions to come.

advocate summer 2015 | advogroup.co.uk | 09

advogroup.co.uk |corporate advisor awards 2015

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Technology is all about ‘staying connected’ and we believe employees want to feel this is as real for them in the workplace as in other parts of their lives COLIN BOXALL, commercial director, ADVO GROUP www.aDVOGROUP.co.uk

”

ADVO Group’s Commercial Director, Colin Boxall, lended his expert opinion to ‘Health Insurance & Protection Daily’ in an online article looking at the ever expanding mobile technology landscapes for healthcare, wellbeing and employee benefits.

Commenting on today’s current technological offerings, Boxall said “Employee expectations are changing. As their lives move to instant access of information they will increasingly expect this from their employers. Insurers are quickly responding to these challenges and additional online services such as virtual GP appointments leading to claim authorisations will become commonplace and expected as part of a health insurance policy.

“The introduction of VitalityHealth’s online GP service later this year, preceded by Simplyhealth’s myWellbeing [for corporate clients providing GP services, advice and counselling helplines and health information] are an excellent response and a natural progression in response to not only advances in technology but the general public’s problems accessing primary care.

“For international policies the wider capabilities of claims submission and wider health support as currently available through Allianz Worldwide Care’s MyHealth app are more than a ‘nice to have’ making a real difference in how employees can access and pay for medical care.”

Boxall further commented on the real value of today’s applications and technology for clients “As with wider traditional ‘softer’ benefits I do not believe many clients would currently

choose to move a policy based purely on enhanced online capabilities, they are however an excellent ‘tipping point’ where price is similar allowing wider new business opportunities.”

ADVO Online’s unique value “It does the job of other systems, such as including Total Reward Statements which cost many thousands of pounds but is actually more tailored towards benefits than any we have seen. Unusually for technology “Technology is all about ‘staying platforms ADVO-owned technology connected’ and we believe employees for staff portals and HR management want to feel this is as real for them in capability are covered by existing adviser the workplace as in other parts of their fees. Smartphone access complements lives,” he says. “They want to know what and meets today’s expectations. their company is thinking, doing and planning and they want to feel that their “We believe the way forward for best employer is talking to them – that they communicating the value of benefits to are ‘engaged’.” staff is via an online application which they are curious to check out ‘a little ADVO are of course themselves and often’ and is always to hand. The long-standing proponents of utilising staff portal could include online discount technology to benefit clients. ADVO’s shopping to drive traffic to the site. own technology platform, ‘ADVO Online’ provides members with details “The use of technology moves client of their particular insurance policy, conversations away from products to including what’s covered, making a claim how to more effectively manage data and finding the treatment centre that’s management and communicate with their right for them. Boxall commented on employees.”

advocate summer 2015 | advogroup.co.uk | 10

advogroup.co.uk | corporate advisor awards 2015

“

Technology is all about ‘staying connected’ and we believe employees want to feel this is as real for them in the workplace as in other parts of their lives

”

colin boxall, advo group advocate summer 2015 | advogroup.co.uk | 11

advogroup.co.uk |corporate advisor awards 2015

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Our technology platforms may separate us from competitors but it is our people that ultimately make the difference

colin noxall, advo group advocate summer 2015 | advogroup.co.uk | 12

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advogroup.co.uk | corporate advisor awards 2015

ADVO Group named Corporate Health Insurance Provider of The Year by Wealth & Finance International Magazine advo’s colin boxall & larry bulmer comment www.aDVOGROUP.co.uk Wealth & Finance International Magazine recently awarded ADVO Group the title of Corporate Health Insurance Provider of The Year. The publication operates a comprehensive selection and judging process for all shortlisted candidates, as their website explains “Wealth & Finance International is dedicated to working around the clock to shine a spotlight on the brightest, best performing and most deserving companies and individuals from around the business world. We take choosing our winners very seriously and every single one is chosen on merit. As we said, we’re only interested in recognising the very best so, no matter how big a business is, nobody can buy their way to success”.

The magazine also commented on ADVO’s award win saying “ADVO is a leading UK brokerage that delivers traditional services with a focus on added value. They do this through having the right people supported by their own in house technology. Their philosophy is to be different and invaluable. ADVO Group offers employee benefits solutions through the care and expertise of Investors in People staff with a client retention rate of 97%. ADVO has for many years recognised the common difficulties for employers in efficiently managing multiple staff benefits while effectively communicating value to employees. All ADVO clients have access to their unique online management system which removes much of the burden from Human Resources Departments. Individual staff portals are a boost to engagement helping employees understand and appreciate the value of their benefits and allowing greater flexibility over individual lifestyle needs.

In addition they include total reward statements, treatment locators, insurer online claims and links to retail discount sites to encourage frequent visits.”

Colin Boxall, ADVO Group’s Commercial Director commented on

the award “Technology and people is the key. You need to have great people but give them the tools to be the best they possibly can. We demand a great deal from our people. They are expected to be always at the top of their game, but also to enjoy working here. The personal touch is important for us. Our technology platforms may separate us from competitors but it is our people that ultimately make the difference.”

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technology and people is the key. You need to have great people but give them the tools to be the best they possibly can

”

ongoing cost with the main overhead data control. Advisor firms have in the past used technology and online benefit platforms to make big profits. Our view differs. Use of technology brings considerable efficiencies which we are able to pass onto clients.”

Chief Executive at ADVO Group, Larry Bulmer also commented “Even if clients do not use the system the functionality is there, ready to be activated. Our account managers use the system in the same way regardless of any client interaction as it controls and links into all of ADVO from policy management, compliance, training, accounts and Introducers. It is ideal for multi-country employers in managing and communicating with staff.

ADVO is well known in the UK, as a first rate intermediary but this is the first time recognition has extended overseas. Being awarded best intermediary by a magazine with such a global reach is particularly pleasing”.

This technology platform, known as ‘ADVO Online’, has always been a core For more information on Wealth & strength and point of differentiation for Finance International visit what ADVO brings to the industry. Colin www.wealthandfinance-intl.com.

Boxall commented “We are astounded by costs charged for online platforms.

Technology, once developed has little

advocate summer 2015 | advogroup.co.uk | 13

advogroup.co.uk | interview with dr lynda shaw

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Even when we go on our holidays the laptop is open and we think everything will crumble without us checking our emails

dr. lynda shaw advocate summer 2015 | advogroup.co.uk | 14

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advogroup.co.uk | interview with dr lynda shaw

We adopt a stance of ‘must try harder’ rather than ‘I am stressed and this is pushing me over the edge’ dr lynda shaw www.drlyndashaw.com

”

Dr Lynda Shaw is cognitive neuroscientist and chartered psychologist, a Forbes contributor, an Associate Fellow of the British Psychological Society, a Fellow of the Royal Society of Medicine and Professional Speakers Association as well as an entrepreneur and author. Lynda recently highlighted the need for for businesses to stop an epidemic of workplace stress. In this latest interview we gain a further insight into the current research on this issue and the steps that employees and employers can take to address the situation.

Your message to businesses to tackle workplace stress coincided with National Anxiety and Depression Awareness Week. Can you firstly tell us some more about this awareness week?

The business community needs to help prevent a stress and anxiety epidemic in the workplace. This generation of workers is facing more stress than any other because of the constant bombardment of information, over multitasking and the need to be available 24 hours a day. We are more stressed than we have ever been, more unable to wind down and in my view more anxious than ever before.

survival of the fittest. Stress is not sign of weakness it is a normal reaction to being overloaded and we need to take heed before it seriously affects our workers health and then the business.

then we can’t cope with the volume waiting in our inboxes once we get home. Even our valuable respite time is shrinking. Add this to the fact we are also constantly told that we can have it all and to aim for perfection in all areas of our lives and you can see why this epidemic has got out of control.

As a nation of workers, do you think our stress levels have steadily increased over a long timescale, or do you think there has been more of an exponential increase Technology seems to be playing a in recent years? fundamental part in today’s stress levels through bombarding us with information There has been an exponential increase around the clock. Do you think the because we are juggling more and more utilisation of technology itself can also because of the constant bombardment work to alleviate workplace stress? of information and over-sharing, the need to be available 24/7 and because Technology is of course both good competition and expectation are and bad. Technology provides us with You highlighted research figures from inextricably linked and having less and the information we need in just a few the Health and Safety Executive that less restful and mindful time. The flood seconds. However we are also addicted in 2011/12 , 428,000 people in the UK of information and technology means to technology and we are feeding our reported work-related stress at a level we can’t switch off. When I was in the addiction constantly. Having useful they believed was making them ill. Were mountains in the Tigers Nest monastery apps is wonderful but the key is to find you surprised that this figure was quite as in Bhutan even the monks were able to a way to get away from technology and high as it was? get signal on their mobile phones. You to utilise the ability we all have but don can’t escape technology and nor do we t use – to turn it off and to be mindful to I thought it would be higher but people necessarily want to. alleviate stress. don’t admit to stress because they like to portray an image of resilience and being Even when we go on our holidays the Part of the problem also seems to be able to cope with whatever work and life laptop is open and we think everything the inability to successfully wind-down throws at us. We adopt a stance of “must will crumble without us checking our and relax once a stressful situation has try harder” rather than “I am stressed emails and doing a bit of work here and passed. What would you recommend and this is pushing me over the edge”. In there. We also panic because if we don’t as tips to be able to more effectively some business sectors it’s simply down to keep on top of emails whilst on holiday unwind?

advocate summer 2015 | advogroup.co.uk | 15

advogroup.co.uk | interview with dr lynda shaw more creative, positive and willing and therefore are of more valuable to the The importance of a clear mind should company. We know stress leads to all not be underestimated, bottling up sorts of illnesses and ill people require emotions is not healthy and will only lead days off work. We need to enjoy our to unnecessary stress! Whether you find work and we need to feel good about we a friend/colleague/family member, make do. It’s that simple. sure you work through any issues you have that feel insurmountable.

You have pointed out that both employers and employees can both take key steps You have argued that stress in the to combat workplace stress levels. What Have Technology-no days! On holiday would you recommend to employers and and maybe one day of the weekend – say workplace reduces productivity and employees as the most fundamental and no to emails and going on the computer. can significantly increase rates of staff turnover.

Do you think today’s employers easiest of these steps to put into action?

It might take some serious commitment truly yet realise how damaging high at the start. stress levels can be to their businesses?

I would love to see businesses have an informal team meeting once a week Exercise regularly, this helps to keep your Mostly employers do not realise how where people are encouraged to talk body and brain active and also helps to about how they are finding things and alleviate any stress. Taking a walk around damaging high stress levels can be to their businesses. Some do but most where they are at and what they need and the park and pilates are excellent if you don’t.

When stressed our brains look to not be treated like a whiner or moaner are looking to unwind in a more tranquil for perceived threat and then naturally if they say things are getting on top of environment. Alternatively if you are focus upon it thereby narrowing our them. looking for something more energetic, perceptions and creativity.

When we are seek out an exercise class to release some not stressed we open up and become positive endorphins but remember to We spend more of our lives at work than at home, thus making it all the more important to enjoy what we do.

If you are not enjoying your work then be proactive, speak to your manager and work out what your issues are and how they can be overcome. Don’t allow your work to bring you down – remember we work to live, not the other way round!

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relax afterwards.

Exercise regularly, this helps to keep your body and brain active and also helps to alleviate any stress

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advocate summer 2015 | advogroup.co.uk | 16

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 | 1 in 4 have difficult relationships at work

1 in 4 of us have an ongoing difficult relationship at work, finds CIPD report news.advogroup.co.uk New research from the CIPD, the professional body for HR and people development, highlights that one in three UK employees (38%) have experienced some form of interpersonal conflict at work in the last year – this includes one in four (29%) who have had isolated disputes or clashes and a further one in four (28%) who report ongoing difficult relationships. The CIPD is warning that mangers have a key role to play in diffusing tensions early on as workplace conflict can have a major impact on employee wellbeing and business outcomes, with as many as one in ten employees leaving their organisation as a result.

The report, Getting Under the Skin of Workplace Conflict, found that conflict manifests itself in a number of ways at work, the most frequently cited one being lack of respect, according to 61% of respondents. Alarmingly, one in every 25 respondents who had experienced conflict at work in the last year, said that they had experienced the threat of or

actual physical assault at work. The CIPD is urging employers to build a business culture that supports positive working relationships and channels which mean that any workplace conflicts can be dealt with early on before it escalates and becomes unmanageable.

When conflict does arise at work, it’s

advocate summer 2015 | advogroup.co.uk | 18

most often perceived as being with line managers or other superiors (36%) rather than with direct reports (10%), highlighting the important influence of the power balance in how conflict is experienced. In other words, the junior person in the relationship is more likely to identify the issue as a problem, while the senior person either didn’t identify it

advogroup.co.uk | 1 in 4 have difficult relationships at work

as a problem in the first place or sees it as having been resolved. The most common cause of conflict is a clash of personality or working style (44%) rather than a conflict of interest as such. Individual performance competence and target setting are also among the issues most likely to spark conflict, with promotions or contractual terms of employment being less influential.

boss or other superiors and as many as 1 in 4 said that their line manager actively creates conflict.

Jonny Gifford, Research Adviser at the CIPD, comments: “All too often, employers brush workplace conflict aside, putting it down to a difference of opinion. but it’s clear that it has a serious impact on our working relationships, wellbeing and productivity. Line The report found that there is a clear managers have a crucial role to play power differential at play with employees here. For the most part they are seen as being most likely to perceive a lack of a positive influence in helping to create respect, bullying or harassment from their strong, healthy team relationships, but

there’s still a clear case for developing managers and providing them with the skills they need. We need managers who can both build robust teams, where challenges can be made in a nonthreatening way, and nip conflict in the bud before it has the chance to escalate.

These are not generally seen as part of a core skills set for line managers and that view needs to change.”

The CIPD’s report found that in some instances, conflict has become unworkable, resulting in one in ten people leaving a role either by moving

advocate summer 2015 | advogroup.co.uk | 19

advogroup.co.uk | 1 in 4 have difficult relationships at work to a another role in the organisation, resigning or being dismissed. There are other impacts as well; individuals feeling stressed is the most common one, followed by a drop in commitment or motivation. One in seven cases, (14%) said that there had been a drop in productivity and in 6% of cases, stress levels escalated to a point where an individual went off work sick.

When it comes to dealing with conflict, the most common approach tends to be informal, with individuals discussing the matter with their manager, HR or Personnel team, or the other person involved. We also look to our friends and family for support and advice – women are twice as likely as men to do this – but this does not seem to bear any relation to how well the conflict is resolved.

Gifford continues: “Both ongoing difficult relationships and isolated incidents at work can have major ramifications for employees’ personal wellbeing and morale and serious implications for the organisations through demotivation, absence, and employee churn, not to mention the time it can take management and HR to resolve disputes.

The CIPD has the following advice on tackling conflict management in the workplace: More scope for mediation: In the CIPD’s survey just 1.5% of employees who had experienced conflict used mediation as a tool to resolve interpersonal conflict but 46% of employees surveyed overall thought that it was an effective approach to dealing with workplace conflict and With one in ten people leaving their role more than one in ten (13%) felt that they as a result of it and one in seven saying personally had had a relationship that it affects their productivity, interpersonal would have benefitted from mediation. conflict is something that no business can This points to an unmet demand for ignore.” alternative forms of dispute resolution

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(ADR).

Line management matters: Line managers have a key role to play in creating good working relationships at work and would benefit from particular training on managing and resolving conflict within the team as well as understanding how they need to protect their team in conflict situations resulting from external influences, e.g. suppliers, the general public if in public-facing roles, etc.

Develop a suite of options for conflict resolution: While the survey supports the value of more informal approaches to resolving conflict, it also confirms the importance of having formal grievance and discipline procedures. However, in some cases, such as in conflict rooted in personality differences, they do not seem to help. Employers should therefore provide a range of options to help resolve different types of conflict.

When it comes to dealing with conflict, the most common approach tends to be informal, with individuals discussing the matter with their manager, HR or Personnel team, or the other person involved

”

advocate summer 2015 | advogroup.co.uk | 20

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 | interview with dr mark winwood

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Thirty-eight per cent of middle aged workers feel stressed all or most of the time. This constant stress will have a negative impact on an individual’s mental health

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dr. mark winwood, director of psychological services, AXA ppp healthcare advocate summer 2015 | advogroup.co.uk | 22

advogroup.co.uk | interview with dr mark winwood

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Stress can affect anyone at any time and is not specific to a particular industry. one in four will experience a mental health issue during their life dr mark winwood, axa ppp healthcare

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www.axappphealthcare.co.uk

Recent research from AXA PPP healthcare has uncovered a series of worrying statistics with regard to the health and wellbeing of middle aged workers, in particular; that they tend to take more sick days than any other age group; averaging 2.3 sick days in the past six months. In our latest interview, Dr Mark Winwood, director of psychological services for AXA PPP healthcare’s specialist Health Services division, provides some further expert insight into this research.

The recent research that looked into the work and home pressures being felt by the 30-49 year old age group showed a number of worrying statistics. Which figures really stood out for you as being particularly alarming?

For us the statistics paint a worrying picture on the state of wellbeing for this middle age bracket. Thirty-eight per cent of middle aged workers feel stressed all or most of the time. This constant stress will have a negative impact on an individual’s mental health. This age bracket needs to manage their wellbeing better to prevent burn out or falling into unhealthy habits such as craving sugar and relying on alcohol consumption to relax. One way to achieve this is to build up their resilience as this will help make them mentally stronger.

Many of the employees in this age band felt their career path had reached a point of limited future progression.

What factors do you think could be contributing towards this group feeling this way about their jobs?

Following the recession, the UK has experienced difficulties in the job market, with people scared of losing their jobs. When combined with an ageing workforce and the resulting fewer opportunities as people are working for longer, career paths can seem to reach a plateau. While the pressure from an unstable economy is now easing, people are still feeling the after effects such as stagnated career paths through, for example, lack of training. If workers think their career has stalled, they should talk to their line manager and look to set specific objectives to help them meet their ambitions.

about their problems. Other initiatives employers can use to help manage stress include offering flexible working as this allows employees to adapt their work/ life balance or reduce pressures such as the opportunity to avoid a rush-hour commute.

Employers clearly need to take action to address the issue of the stresses felt by their middle-aged workers. What do you think are some of the most effective initial steps employers could take in addressing this?

The amount of sick days taken by this age group is telling. They are clearly under lots of pressure, which is leading to a high proportion of sick days.

Employers need to look at improving their wellbeing by discouraging regular overtime or presenteeism. In addition, they could introduce resilience training as this helps to make employees more able to manage pressure and can help them deal better with any stresses that come their way. Any changes must be

One simple step employers can take is to ask how employees are feeling.

Asking in one-to-ones or regular catch ups normalises the question and gives employees the chance to open up

This middle aged group of employees seem to take a far greater proportion of sick days off each year. A multitude of factors could be affecting this such as lack of motivation, overworking causing illness and stress etc. What do you think are most likely to be the main contributing factors?

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advogroup.co.uk | interview with dr mark winwood encouraged from the top down, meaning senior managers need to set an example by practising what they preach otherwise junior members will not feel able to follow suit.

One of the main causes of stress for the middle aged group were financial stresses. Do you think the recovering economy could potentially help to alleviate this issue, to a certain extent at least?

likely to affect workers within certain industries over others, or do you think the issues are more general across the workforce as a whole?

different organisations will respond more positively to certain support more than others. If an employee is suffering from stress or mental health problems, the best thing to do is talk to someone about your Stress can affect anyone at any time and problems and find enjoyable activities is not specific to a particular industry. that help you de-stress. Don’t be afraid One in four will experience a mental to talk to someone, whether it’s your GP health issue during their lifetime, or line manager as by doing this they can showing how common it is. Businesses determine the most appropriate support are becoming much more ‘mental health and initiatives that would be of value. By aware’ due to extensive media coverage identifying what the employee needs, the on its impact. Businesses have to be more appropriate interventions can be made. aware also due to the 2010 Equality Act as they can’t discriminate against those Employers should be mindful of this with mental health conditions. Awareness issue when it comes to mental health is a good thing as not understanding the and ensure the appropriate support is in problem breeds fear and stigma. place to help employees get the required support. Training should be available to What would be your advice to employees help give line managers confidence to in this middle aged banding to improve initiate a conversation and prepare them their outlook and manage the causes of to handle the employee’s response to their stress? What do you think are some their concern, along with directing them of the easiest steps they themselves can to what they need in terms of support. take to improve their situation?

The last five years have seen a significant squeeze on wages through the rising cost of living and inflation. We are now starting to see wages rising which is great news for employees but there is still some way to go. If employees are in significant financial trouble this will have a huge impact on stress and mental wellbeing.

Employers need to encourage open conversations where employees can share their problems, whatever they are, which in turn can help ease burdens they may be experiencing and enable their employer to direct them to available support.

When it comes to mental health or stress, there is no one size fits all approach Do you think the stresses felt are more and different groups of employees in

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If employees are in significant financial trouble this will have a huge impact on stress and mental wellbeing

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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 |ageism is widening the leadership skills gap

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There is an inequality in Britain’s workforce that is contributing to a large and worrying leadership skills gap

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katie cooper head of applied research & policy, ILM advocate summer 2015 | advogroup.co.uk | 26

advogroup.co.uk |ageism is widening the leadership skills gap

over 50’s routinely overlooked for promotion according to ilm www.i-l-m.com Workers aged over 50 are routinely being overlooked for promotion despite possessing the essential knowledge and experience needed to fill the UK’s leadership skills gap, according to a new report released today by the Institute of Leadership and Management (ILM). ‘Untapped talent: Can over 50s bridge the leadership skills gap’, which has drawn from a survey of over 1400 UK managers, reveals that many organisations wrongly assume that staff over 50 lack the desire to develop and progress into more senior leadership roles.

ILM found that managers rated team members aged 50 plus far lower than younger age groups for their keenness to learn, develop and progress, scoring them at 46% for these attributes, compared to 67% for Generation X (born 1965–1976), and 79% for their younger millennial colleagues (born 1977–1997).

In fact, the over 50s rated their own keenness to develop at 94%, higher than the youngest millennial age group surveyed, who trailed in last place with 87%.

was compared to 76% of millennial managers and 62% for Generation X. Kate Cooper: “We are seeing signs of organisational ageism, where highly skilled and talented staff members have less opportunity to progress as they get older. It seems this culture is so embedded that many workers over 50 are accepting they have limited opportunities in their current organisations.”

Department for Work and Pensions figures show that an estimated 13.5 million jobs will be created over the Kate Cooper, Head of Applied Research next 10 years, over which time only & Policy at ILM said: 7 million young people will enter the labour force. This is leaving the UK “There is an inequality in Britain’s with a skills gap - especially within workforce that is contributing to a large leadership and management positions. and worrying leadership skills gap.

A previous ILM research report, the We see that over-50s are typically not Leadership and Management Talent being given equal opportunity to apply Pipeline, found 93% of UK employers their much-needed occupational skills, worry that low levels of management knowledge and customer focus within skills are preventing them from a leadership role. This is because older achieving their business goals. workers are wrongly assumed to lack the desire to learn and progress into Kate Cooper: “At a time when the more senior positions, when in fact relatively weak performance of UK we found they are just as keen, if not management is affecting both national keener, than their younger colleagues to and organisational competitiveness, grow and develop.” there is a real opportunity for organisations to recognise the benefits The study also found that older workers’ of an age diverse workforce and realise confidence and career targets are the untapped leadership talent of the lower than their younger counterparts. over 50’s by investing in their on going Despite a keen desire to advance, fewer training and development.” than half (46%) of over 50s managers expected to progress into a more senior position within the next 3 years. This

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advogroup.co.uk | interview with tom hadley

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Our research is showing that there are now skill shortages across the economy tom hadley director of policy, rec

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advogroup.co.uk | interview with tom hadley

With so many employers reporting that they wouldn’t be able to take on more work without more staff, the question now is about where that talent comes from tom hadley, rec

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www.drlyndashaw.com

The Recruitment & Employment Confederation is the largest trade body for the recruitment industry, representing 3,349 corporate members and a further 5,759 individual members through the Institute of Recruitment Professionals. The REC’s recent JobsOutlook survey highlighted that 39% of employers have ‘no capacity’ to take on more work without more staff, and a further 56% have only ‘a little’ capacity. Director of Policy at the REC, Tom Hadley, provides some expert insight into the survey’s findings.

The latest JobsOutlook undertaken by the REC uncovered a series of findings indicating the need for many businesses to take on additional staff to match growing demand. Which of the statistics or findings from the study struck you as being a particularly salient indicator of this growing need for more staff?

with eight in ten saying that they would take on more people in the next year. So it’s clear that a lot of UK businesses are planning to expand.”

“We survey employers on a monthly basis to find out about their hiring intentions over the next quarter and the next year. What we’re seeing is that workforce capacity has been steadily falling, so in our latest report 45 per cent of employers reported having no spare capacity, and a further 51 per cent said they have only a little capacity, so these employers would need to take on more staff to meet growing demand.

“As well as talking to employers we survey recruiters on a monthly basis – our Report on Jobs. We ask them about the volume of people they are getting into permanent and temp work, and what we’re seeing is that there’s growth in all sectors and in all regions of the UK, with the North and the Midlands both reporting robust growth. So the jobs boom isn’t isolated just to the South East.”

“We know that businesses are keen to take advantage of the good economic conditions, and the same report shows that three quarters of employers want to hire more staff in the next three months,

Do you think this trend will continue to develop as the economy continues to recover following the recession? If so, do you think business’s need for more staff will accelerate at a greater speed?

Has this trend emerged predominantly in cities such as London or are we seeing more of a trend across UK as a whole?

“Confidence is high and businesses are keen to expand right now. According to our Report on Jobs, the number of people placed in permanent jobs by recruiters has gone up each month for the last two and a half years, and there’s no sign of that slowing down.

“The question is how sustainable this is in the long term. Our research is showing that there are now skill shortages across the economy, and recruiters are reporting worsening candidate availability in all regions month on month. The latest data highlighted IT, Engineering, Blue Collar, Medical and Teaching as areas where permanent staff are in short supply, so these shortages are being felt in both the private and the public sector.”

“A big part of our work at the moment is about making politicians aware of this problem, because a lack of workers to meet demand threatens the sustainability of our economic growth.”

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advogroup.co.uk | interview with tom hadley Another of the study’s findings was that many employers are reporting talent shortages in industries such as engineering, IT and construction. What steps do you think could be taken to tackle this issue?

Good Recruitment Campaign, which helps businesses operate best practice – including accessing talent pools that might otherwise go overlooked.”

You also mentioned that recruiters have a major part to play in connecting “With so many employers reporting that employers to untapped talent pools including the 1 million older workers they wouldn’t be able to take on more not currently employed. Aside from work without more staff, the question recruiters, do you think there could be now is about where that talent comes any other barriers preventing these older from. There’s a few things that need to workers from finding employment, and happen. how do you think these barriers could be “Firstly, we need improvement to training tackled? and education in the UK so that the “That’s right – we have 1 million 50-64 skills that jobseekers have better match year olds who have been made redundant the needs of employers. That means in the UK, and that’s a huge amount of major improvements to careers advice skill and experience that businesses could in schools, better vocational education, benefit from to help meet demand. and reskilling programmes for older jobseekers.

“The challenge is that older workers can face negative stereotypes, so “As well as up skilling UK workers, employers have to take responsibility the government needs to take a sensible for considering applications fairly. approach to immigration. Despite the There’s also an issue around how jobs are political sensitivities the reality is that we need to bring in more skilled workers advertised, because not all older people not fewer, in order to meet the rocketing will look for jobs on social media or the internet, and the language that employers number of vacancies. A priority is use in adverts is important. Words like addressing the restrictions on visas for “energetic” or “vibrant” can imply the highly skilled workers, which would need for someone young, and in fact this allow businesses to access the people can amount to indirect discrimination. they need to grow and create jobs for more British workers.”

“In June the REC will be launching a joint initiative with Age UK to help raise “Employers have a big part to play awareness of the specific challenges that too, because they need to get better older workers face and the measures that at attracting and retaining talented recruiters and employers can take to help people. One of our core projects is the

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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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overcome barriers. It’s important that businesses can benefit from the skills and experience that older workers bring.”

The issue of zero hour contracts was a key debate issue during the recent election. How do you think the increasing need for employment, as shown in your study, will effect the prevalence of zero hour contracts within the UK? “The difficulty is that when we read about Zero Hours contracts in the media it’s often used as a term to describe all types of flexible labour. The reality is that no one has accurate data on how prevalent Zero Hours contracts are now, so it’s difficult to predict a trend for the future.

“It’s also interesting to note that 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, to allow them to work around other commitments. When used appropriately, Zero Hours contracts offer people flexibility and increased choice. That said, we support the government’s new controls on ‘exclusivity’ clauses, and it’s important to clamp down on abuse.”

For more information on the Recruitment & Employment Confederation visit www.rec.uk.com

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 |conflicting health information online

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People want to know more about their health and wellbeing than ever before

dr. paula franklin medical director, bupa uk

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advogroup.co.uk | conflicting health information online

conflicting health advice often online according to latest bupa research www.bupa.com Four in five people (79%) turn to the internet for health information and advice; an act which could put them at risk of making poor decisions. New research from Bupa reveals that more than three quarters (84%) of adults in the UK who have searched online for health information admit finding conflicting healthcare information, leaving many feeling confused (30%), frustrated (20%), concerned or anxious (14%) when asked to select the best option that applies.

Worryingly, the research which polled over 2,000 UK adults online, also found that only two in five (41%) said they would be likely to visit a medical professional after reading healthcare advice online.

Commenting, Dr Paula Franklin, Medical Director for Bupa UK, said: “It is hardly surprising that people are feeling confused and frustrated when looking for health advice online, given the amount of information out there.

People want to know more about their health and wellbeing than ever before so it is essential that they know where to get trusted and clinically approved advice, and are aware of the risks of reading unqualified health information.”

There is a clear need for more help in navigating healthcare information online. More than three quarters of those questioned (76%) said they would find it useful if medically approved healthcare advice displayed a ‘quality mark’ from an official regulator. Yet nearly three-quarters of people (73%) have not heard of The Information Standard (a government-backed organisation which awards a quality mark to reliable sources of information such as NHS Choices and Bupa UK). Any printed information or webpage displaying this quality mark has gone through a rigorous assessment to check that the information is reliable and trustworthy.

While its reassuring that 44% of people questioned would trust a website that has been backed by the government

(such as The Information Standard) when searching for health advice, worryingly one in ten (11%) would trust health advice if the website “looks professional”, while a similar number (9%) would feel a website is ‘trustworthy’ if it appears high up in an internet search.

Dr Paula Franklin adds: “I strongly urge people to look for one of the many qualified websites that are marked with the Information Standard’s quality mark when searching for health information online, and to always access personal advice from a healthcare professional before taking a course of action.”

Dan Wills, Assessment and Development Manager, The Information Standard said: “Across England, thousands of organisations produce health and care information for the public which varies greatly in terms of quality and reliability. With the use of smart phones and tablets we have large amounts of this information at our finger tips but how can you tell which information is trustworthy? The Information Standard is one method by which to check the information you are reading. Any information baring The Information Standard logo has been produced following a robust process that has evidence and their target audience at the center, so you can be assured it is not only from a reliable source but also explained in a way you will find useful.”

advocate summer 2015 | advogroup.co.uk | 33

advogroup.co.uk |flexible working gathers pace

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Just because employees are at their desks in the office doesn’t mean they are always working productively

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phil sheridan managing director, robert half

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advogroup.co.uk |flexible working gathers pace

Flexible working revolution begins to gather pace acording to latest research from robert half uk www.roberthalf.co.uk New research from Robert Half UK reveals that opportunities for flexible working are increasing dramatically within UK firms. In the last three years, the prevalence of remote working has increased by as much as over a third (37%), amongst UK companies.

Any existing concerns that remote working without direct physical supervision leads to a decrease in productivity appear to be increasingly unfounded. The research reveals that 60% of human resource directors, rising to 65% in the public sector, believe giving employees greater autonomy over working styles and practices including remote working and flexi-time results in a growth in productivity.

companies increasing remote working opportunities in the last three years.

Phil Sheridan, Managing Director, Robert Half commented:

“Just because employees are at their desks in the office doesn’t mean they are always working productively.

Employees can work just as effectively remotely, especially now that advancements in technology have enabled us to share files, communicate Human resource directors increasingly with colleagues and collaborate on believe that offering greater autonomy projects, without the added burden to employees, such as flexible working, of a commute or distractions in the results in positive business benefits. Of office. With UK businesses facing a the human resource directors surveyed skills shortage, companies need to

by Robert Half UK, over half (51%) consider offering a positive working thought greater employee autonomy environment that supports the needs of would boost creativity and almost half a modern workforce in order to attract (45%) believe it makes employees and retain top talent.” easier to manage.

“Before implementing a flexible The findings reveal that public sector working initiative, companies should employers are leading the remote ensure they have a proper structure in working revolution. Amongst public place so that benefits for employees are sector employers in the United balanced with business needs. Firms Kingdom, the prevalence of remote should also look at how they utilise working has increased by almost flexible contracts and staff resourcing half (47%) in the last three years to support those who choose to work in alone. The trend is also replicated a more traditional setting”. in the private sector, though the rate of progress is slower, with a third of

advocate summer 2015 | advogroup.co.uk | 35

advogroup.co.uk | thanks for reading

thank you for reading see you in the autumn 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 CHRIS MC CRACKEN simply and best of all; it’s absolutely Director free! cmccracken@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

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GILL MATEO Just to remind you about who we are Operations Director and what we can offer, ADVO Group gmateo@advogroup.co.uk 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 summer 2014 | advogroup.co.uk | 36

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 #13 spring 2015 We discuss with CIPD’s Research Advisor for Human Capital Metrics and Standards, Edward Houghton, the challenge of measuring and understanding human capital. We are also featuring a fascinating interview with Jamie Lawrence, editor of human resource website hrzone.com. We are also looking at a range of other human resource and occupational health stories such as new research that aims to explore the questions ‘what is it that today’s young workers really want?’ and the survey that suggests as many as a third of employees are currently finding the strain of work difficult to manage. We also feature a piece looking at one of the must haves for this Summer; travel insurance.

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.

Issue #11 autumn 2014 In our cover feature we gain a fascinating insight into a recent study commissioned by AAT which discovered that most employees prioritise a range of elements over salary concerns.

We are also featuring two further exclusive interviews, with Joe Wiggins from online awareness community, Glassdoor and Glen Hughes from law firm, Irwin Mitchell. We are also looking at a range of other human resource and occupational health stories such as one in three Brits pulling a sickie which is costing business an enormous £9bn, the damaging effects of ‘myopic management’, how UK workers prefer professional development over ‘cool’ offices, the ways in which nightshift workers can boost their health and how walking or cycling to work improves wellbeing.

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