News

Employers need a greater understanding of cancer care to support employees

Sunday 5th June was Cancer Survivors’ Day. This was a timely reminder that cancer is often survivable, given the right lifestyle, screening, diagnosis, and care. All of which are factors that employers are in a position to support.

Debra Clark, head of specialist consulting, Towergate Health & Protection, says: “Employee cancer services are often underutilised. Cancer care is included within a lot of employee benefits products but often the employers themselves are not aware of the full extent of the cover they may have arranged for their employees. Yet it’s vital that they’re aware: better understanding of the support available can lead to better health outcomes for employees.” Many cancers are preventable. Around four in 10 UK cancer cases every year could be prevented, which equates to more than 135,000 every year. This is why it is so important for employees to be provided with health and wellbeing support. In the UK, smoking is the largest cause of cancer, and being overweight or obese is the second biggest cause. Employers can assist with both factors by engaging employees with lifestyle, exercise, nutrition support and specific support, such as smoking cessation programmes. Many providers now offer reward schemes for good health behaviours (when employees take part in exercise, meet a step count, buy healthy food or join a mindfulness session, for example), and actively encourage employees to take responsibility for their own health. Screening plays a hugely important part in improving cancer outcomes. For example, lung cancer can be screened with an at-home sample test kit, with results in less than two weeks. The survival rate of five+ years, 2 and half for lung cancer is 61% if caught at stage one, 39% at stage two, 15% at stage three, and only 4% at stage four. However, currently, nearly half (47%) of all cases of lung cancer in the UK are not diagnosed until stage four. Many cancers have very high survival rates. Melanoma, prostate, testicular, thyroid, follicular, Hodgkin’s lymphoma, and breast cancer all have a survival rate of over 80% for five+ years, 2 and half (50%) of people diagnosed with cancer in England and Wales survive their disease for ten years or more (3). What is important, however, is for employees to receive good mental and physical care to help them through. A perhaps surprising amount of cancer care is available to employees via the workplace. Group private medical insurance (PMI) has a wide range of cancer support. This often includes fast-tracked access to diagnosis and treatment, access to medicines and additional support, which may not be available on the NHS. Debra Clark concludes: “Survival rates for cancer can be high if the right steps are taken. Employers are in a position to make a real difference but only if they understand the support available and help employees utilise that support before, during, and after cancer.”

Employee Fear: One in six UK workers are worried that revealing their mental health concerns could result in job loss

Study reveals increasing issues around reporting employee wellness whilst hybrid working, as 95% of UK employees feel that their company doesn’t do enough to identify and support those with mental health concerns.

One in six UK employees feel worried that raising mental health concerns with their company could put them at risk of losing their job, a new report into employee mental health and remote working has found. Throughout the UK, 86% believe that their workplace is not a safe space for employees to be open about mental health. Over the last 12 months, two in three employees have experienced worse mental health at work, compared to the previous year. As remote and hybrid working environments continue to be adopted by more UK businesses, evidence suggests that companies have struggled to adapt their mental health support processes. One in three employees feel less able to raise mental health concerns during remote meetings, often causing any issues to go unnoticed. The Employee Mental Health and Remote Working report – conducted by virtual events and in-person team building company Wildgoose – asked employees from 129 different UK companies whether their mental health at work had improved or worsened over the past year. It also asked whether these employees felt comfortable raising any mental health concerns with their employers and what they believed would happen if they did. Just over one in eight companies in the UK don’t have a process in place for remote workers to report mental health concerns. This is most prevalent in SMEs, where this figure nearly doubled to one in five not having a process in place

Driving an electric car could be more financially accessible than people think

An electric car leasing company has witnessed a 371 per cent increase in demand for hybrid vehicles since the turn of the year amid global uncertainty and rising fuel prices.

The increase is against the same period as last year and with the Government looking to ban the sale of new petrol and diesel cars by 2030, there is increased impetus for motorists to consider investing in electric cars. LeaseElectricCar.co.uk says cost need not be a huge barrier for people who want to switch to electric. A spokesman for LeaseElectricCar.co.uk said: “A number of factors have increased consumer interest in electric cars in the present UK market. Many people may feel the cost of buying an electric car is out of reach, but there is also the option to lease, and leasing one can cost in the region of £200 a month. “The price has come down in recent years due to advances in manufacturing and technology, making this a more feasible option than might have been the case in the past.” LeaseElectricCar.co.uk has reaffirmed its belief more learner drivers should be encouraged to take lessons and tests in electric cars on UK roads - in the wake of COP26. A spokesman for LeaseElectricCar.co.uk said: “Many learner drivers represent the next generation of motorists - a generation which will witness huge strides in tackling climate change across the world. “Already the UK has ambitions to reduce the number of petrol and diesel cars on our roads, and there has been a recent Government announcement suggesting new homes will have EV chargers by law, so the culture towards electric cars is happening. It makes sense for a greater number of learner drivers to get the opportunity for all or at least for some of their learning to take place in electric cars as we approach these future milestones.”

Revealed: 79% of young people believe they have missed out at work due to a lack of assertiveness

Acuity Training questioned 500 employees in a variety of sectors and age groups to investigate questions like how assertive people think they are and the ways they learnt to be assertive in workplace situations.

Acuity Training defined assertiveness as individuals feeling like they can reveal their point of view and opinion at work. Their research found that an average of 88% of those surveyed believe that they are assertive at work. If we look at this from the perspective of gender, 80% of women believe that they are assertive at work compared to a whopping 97% of men. The survey also explored the percentage of people who believe they are naturally assertive at work. It was found that almost 1 in 5 people believed that they had always been assertive and therefore haven’t had to learn to be more assertive. This figure was the same for both men and women. It was also revealed that the ways people learn to be more assertive, 57% answered that they have naturally become more assertive with age, 18% said through mentoring, 18% replied through practice without external help and finally only 4% have been on a training course. The survey also discovered that 55% of workers believe they have missed out at work due to not being assertive enough. Conversely, 41% answered that they didn’t feel this way and finally 4% of those polled were unsure whether they had missed out or not. From looking at age, 79% of young people (under 35) think that they have missed out at work because they have not been assertive enough. On the other hand, 51% of older people (over 45) think that they’ve missed out. Acuity Training also explored if those polled find it easier or harder to be more assertive during a video call. They found that 54% find it easier to be assertive on a video call whereas 46% of people find it more difficult. 55% of men compared to 52% of women feel it is easier to be assertive on a video call.

More than a third of UK office workers have no dedicated workspace at home

Over a third of UK office workers have no dedicated workspace at home, and only 6 percent have been trained for hybrid meetings, reveals a new report from Leeds University Business School.

The report is an interactive tool and suggests practical measures based on evaluation of stakeholders and employee interviews, industry workshops, cross-industry surveys of UK office workers, employee diaries and case study corporations. The report is based on research led by Dr Matthew Davis, Associate Professor in Organisational Psychology, and six of his colleagues at Leeds University Business School and the wider University, which shows that UK businesses have a long way to go to formalise the arrangements that grew organically from the COVID-19 pandemic. According to the authors, staff in charge of designing or updating hybrid working schemes should avoid trying to force a “one size fits all” policy and include employees in the creation process if they want it to be successful. This is because the availability, or lack, of dedicated workspaces at home and familiarity with technology means workers can have starkly different experiences of hybrid working. Analysis of in-depth employee data shows that working from home without access to a specific desk or separate room (e.g., having to use a kitchen table or the sofa) is associated with lower performance, job satisfaction and engagement, say the researchers. The office remains core for most workers (72% wish to work from the office at least once a week). This is good news as there is evidence that spending time working from the office is beneficial, being related to greater employee job satisfaction, engagement and concentration. The report addresses tensions that can be caused by organisations implementing hybrid working schemes, such as employees feeling disconnected from colleagues and managers, and offers managers solutions to tackle the main key challenges caused by hybrid working. Other tensions stemming from hybrid working addressed in the report include the development of an “us versus them” mentality among employees and excessive supervision from managers. The researchers recommend where possible implementing principles of work rather than strict rules which reduce working flexibility, undermining the key benefit many employees say they value from hybrid working. Managers can use this interactive tool effectively, in order to ensure hybrid working is as successful and efficient as possible in their organisations.

Employers report increased productivity as they embrace home and hybrid working

CIPD stresses the need for employers to consult with staff as research shows nearly two thirds of employees who can work in a hybrid way haven’t been asked about their future preferences. The number of employers who report that an increase in homeworking has increased their organisation’s productivity or efficiency has jumped significantly over the last year, according to new research from the CIPD.

When asked in December 2020, a third (33%) of employers said homeworking had increased their organisation’s productivity or efficiency. However, when asked about increased home/hybrid working in October/November 2021, over two-fifths (41%) said these new ways of working had increased this. At the same time, the number of employers that say the increase in home and hybrid working has had a negative impact on their organisation’s productivity has fallen. Under a fifth (18%) of employers say it has decreased productivity, compared to 23% who previously said the rise in homeworking had decreased productivity. The new research by the CIPD, based on a survey of over 1,000 employers and 2,000 employees, gives a clear picture of how organisations and individuals are now approaching hybrid and flexible ways of working as businesses look to ‘live with Covid’. Despite the reported productivity improvements associated with home and hybrid working, there is a potential mismatch emerging between the ways organisations want their employees to work and how their people want to work. One in four (25%) employers want their employees to be in the office/on site all the time, while 39% of employees would like to work from home all or most of the time going forward. The CIPD is urging employers to develop and implement hybrid and flexible working practices in collaboration with employees that are inclusive and offer more choice to all. Organisations should have clear and transparent policies that outline eligibility and access to hybrid working.

Together, we can build workplaces where employees of all ages feel respected, valued and able to fulfil their potential.

With a third of workers now over 50 and five generations in the workplace for the first time ever, it has never been more important for organisations to harness the potential of their multi-generational workforce.

Wherever you are on the age inclusion journey, Age Scotland can support your organisation in a number of ways.

• We offer HR consultancy programmes to support organisations with bespoke, fully-funded support. • Our training workshops cover topics such as age inclusion, unconscious bias health and wellbeing and pre-retirement planning. • Our employer network brings organisations together to share experiences, good practice and insight.

To find out how we can support your organisation, visit age.scot/workplace or email jonathan.park@agescotland.org.uk

Health and Safety Executive supports workers’ health at Scottish construction sites

Construction sites across Scotland were targeted as part of a month-long respiratory health initiative by the Health and Safety Executive (HSE).

Throughout June, inspections supported by HSE’s Dust Kills campaign focussed on respiratory risks and occupational lung disease. Each year in the construction industry, there are thousands of preventable cases of ill health caused by lung disease due to past exposure to dust at work. These diseases often have a life-changing impact and can result in an early death. Site inspections, which took place in June, had a specific focus on dust control, checking employers and workers know the risks, plan their work and are using the right controls. HSE has partnered with construction and occupational health organisations to highlight the control measures required on site to prevent exposure to dust. The network of Dust Kills partners includes British Occupational Hygiene Society (BOHS), Construction Industry Advisory Committee (CONIAC) and Civil Engineering Contractors Association (CECA), Construction Leadership Council (CLC), Health in Construction Leadership Group (HCLG) and Construction Dust Partnership. HSE’s chief inspector of construction, Sarah Jardine, said: “Occupational lung disease is preventable. It can have a devastating impact on both the individuals affected and their family. Every year, construction workers are dying from diseases caused or made worse by their work. We are urging employers and workers to take the necessary precautions today to protect their long-term lung health.” As part of HSE’s longer term health and work strategy to improve health within the construction industry, inspectors will be checking the control measures in place to protect workers from inhaling construction dust including Respirable Crystalline Silica (RCS) and wood dust. The initiative was supported by HSE’s Dust Kills campaign, aimed at influencing employer behaviour by encouraging builders to download free guidance and advice. There is also information to support workers, helping them to understand the risks and how to stay healthy.

1 in 5 will move jobs this year: How to keep employees during the Great Resignation

PwC has completed one of the largest ever surveys of the global workforce (52,195 workers in 44 countries) and a big worry for employers will be the finding that 1 in 5 staff are expected to change job in the next 12 months.

This is a continuation of the ‘Great Resignation’ we saw during Covid and could put an already struggling recruitment market into crisis. Vicky Johnson, Senior HR consultant at employment law and HR support firm WorkNest, said: “We are already seeing one of the most competitive labour markets the UK has ever experienced. Staff shortages are rife across multiple sectors and, naturally, businesses can ill afford to lose existing talent at a time when replacing people will prove incredibly difficult. This research presents an increasing pressure for employers to think creatively about how they can ensure opportunities for growth, development, reward and recognition for their staff. “Research of our own found that less than half (48%) of employees are likely to remain with their employer long-term and 23% say they feel less loyal as a consequence of their employer’s COVID response. “Employees may not be dissatisfied per se, but they have much greater bargaining power now to ensure their needs are met. Businesses will need to quickly review their retention strategies, thinking creatively about how they can improve the workplace, and develop the opportunities that exist within for employees to grow, learn, develop and ultimately, feel their needs are fulfilled. Employers may not be able to meet all salary demands but could look to improve their benefits package instead. “It’s imperative that managers are equipped with the right tools, techniques and knowledge to confidently address any discontent within their teams and to ensure that development, flexibility, progression and opportunities remain firmly on the agenda. “Organisations must recognise the value that managers represent – they are the building blocks that connect the C-suite to the wider business, and are the first line of defence when it comes to resolving issues. Therefore, removing barriers that prevent them from addressing issues, and investing in their capabilities, is vital for overall success and profitability.”

Alcohol, emoji use and workload discussions considered inappropriate in the workplace

Tollfree Forwarding, a telecommunications provider, released a survey spotlighting workers’ opinions on what behaviours are considered inappropriate in the workplace.

According to survey findings, alcohol use in the workplace is considered the most inappropriate behaviour, with 90% of respondents finding it inappropriate. Additional inappropriate behaviours in the workplace include shouting and gossiping, with both behaviours deemed inappropriate by 88% of respondents. A variety of inoffensive actions are considered inappropriate in the workplace, according to the survey. 3 in 5 people (60%) say using emoji in work correspondence is inappropriate. In addition, running errands during work hours is considered inappropriate by 69% of respondents. However, nearly 20% of respondents felt flirting was an appropriate behaviour in the workplace, and most workers (57%) think tactile behaviours, such as a pat on the back, are appropriate. The study also looks at various workplace phrases that can be interpreted in different ways. Phrases like “Bless Your Heart” have quite divisive interpretations, with 65% of people seeing it as “you’re sweet” whereas 35% of respondents view it as “you’re dumb”. The interpretation of the phrase varies even further when looking at the responses between males and females - 44% of woman would interpret “bless your heart” as “you’re dumb” as opposed to only 23% taking it this way. Dave Clark, a practicing lawyer in the U.S. with over 35 years of experience, said inappropriate workplace behaviours and miscommunication could lead to legal repercussions. “Charges for emotional damages are not surprising when swearing, shouting, and gossiping get out of hand in the workplace…gossiping, in particular, can even give rise to slander or libelous claims which are both punishable by law.” “Flirting can create a hostile and uncomfortable working environment for some employees. This is often indicative of a looming sexual harassment complaint.”

Keep your employees healthy and safe.

We support companies to thrive, by looking after your people’s safety, physical health, and mental wellbeing.

Agilis Health’s comprehensive suite of occupational health services cover the complete spectrum of work-related health issues, including:

• Prevention and control measures • Travel health and wellbeing • Health surveillance • Immunisations • Health risk assessments • Recommendations on treatment • Legal support

Provide your team with the occupational health support they deserve.

agilishealth.co.uk/occupational-health