Compass Magazine | Your Health & Wellbeing Guide | Autumn Edition 2024
Ageing Workforce:
Beware and Embrace
Persistent Pain
Menopause Matters: Enhance Employee Wellbeing with Our New Service
Suicide: Let’s talk about it
Behind the Sirens: Supporting Blue Light Workers
Experiences
Neurodiversity and the Menopause
“The career development provided by PAM Academy is amazing. As soon as a joined, I was told about all the things I could learn and given training and mentoring to move into a senior position.”
Luke, MSK senior clinician, PAM Group
“The training opportunities provided by PAM Academy have enabled me to acquire the clinical best practice needed to progress from joining as an OH nurse to mentoring others.”
Hanna, OH nurse advisor, PAM Group
C ONTENTS
Menopause Matters: Enhance Employee Wellbeing with Our New Service Page 4-5
Ageing Workforce: Beware and Embrace Page 6-7
Behind the Sirens: Supporting Blue Light Workers Through Trauma and Critical Incidents Page 8-11
How to Prevent Back Pain for Office-Based Workers Page 12-13
Know Your Numbers Week Page 14-15
Suicide: Let’s talk about it Page 16-17
How to Set Up Your Workstation Ergonomically to Prevent RSI Page 18-21
Neurodiversity and the Menopause Page 22-23
Persistent Pain Page 24-25
Adult Experiences of ADHD the impact of inattentiveness Page 26-28
Menopause Matters: Enhance Employee Wellbeing with Our New Service
Over the last few years, the frequency of menopause conversations in our public spaces has increased, along with a growing understanding of menopause for women* in or approaching that age bracket. This alongside the fact that women are remaining in work for longer means that menopause has become a hot (no pun intended) topic in the workplace for employees, managers and human resources.
*While we predominantly talk about women in relation to the menopause in this collateral, we recognise and encompass that menopause also impacts transgender and non-binary individuals who do not identify as women.
Nearly 8 out of 101 of menopausal women are in work and 45%2 of women say they feel their menopause symptoms have had a negative impact on their work.
Source 1: Faculty of Occupational Medicine (FOM)
Source 2: British Menopause Society (BMS)
This is a significant section of the workforce, and although each woman’s experience of the menopause will be unique to them, many of them could potentially be struggling with their symptoms impacting their day-to-day functioning at home and in the workplace. Menopause symptoms are often something that many women and those in transition may feel reluctant or embarrassed to discuss with their employer. In recognition of this, PAM Wellness has developed its Menopause Support Services.
Menopause can affect women’s* health both physically and mentally as fluctuating hormones can result in increased anxiety, depression, brain fog, hot flushes, poor sleep and more.
Did you know 1 in 4 women consider leaving their jobs due to menopause symptoms1 and 45% of women feel their menopause symptoms negatively impact their work2.
Source 1: Chartered Institute of Personnel and Development (CIPD), "The Menopause at Work: A Guide for People Professionals."
Source 2: British Menopause Society, "A Survey of UK Women."
PAM Wellness Menopause Support Service will offer clients specialised support for individuals experiencing menopausal symptoms, combining an enhanced medical assessment with access to specialist counselling support, if required. This service is designed to support individuals to manage symptoms effectively and improve overall wellbeing aligned with the latest healthcare standards.
The comprehensive menopause support service includes:
Enhanced Assessment:
Perimenopause and Menopause Triage: Initial completion of an 11-item psychological and physical menopause screening questionnaire, leading to a personalised care plan and onward support options for our essentials or premier menopause service.
Flexible Counselling Sessions:
Tailored counselling sessions are available, utilising a blend of Cognitive Behavioural Therapy (CBT), coaching, and mindfulness techniques to manage symptoms effectively and improve overall wellbeing.
Best Practice Care:
Our approach is aligned with the latest health care standards and best practices, providing reliable and effective interventions tailored to the unique challenges of menopause.
Features:
• Pre-symptom checker – which leads to individual care plan
• Psychological support
• Specialist counselling sessions can take place via telephone or Microsoft Teams
Benefits:
• Establishes a workplace where menopausal employees feel considered
• Encourages individuals to understand the impact of the menopause on their work
• Increases awareness of individual wellbeing needs
• Manage menopause symptoms with a range of techniques to cope with the psychological effects
• Builds an inclusive culture of awareness, support and wellbeing within your organisation
In addition to these support services, PAM also offers training (virtual or in person) about menopause.
• The Psychological and Emotional Impact of Menopause – 1 hour
• Menopause in the Workplace: Managers Guidance – 1.5 hours
If you are a current client organisation who is interested in these services, please contact your PAM account manager
If you are not a current client organisation, please contact wellnesssales@pamgroup.co.uk to start the discussion.
Ageing Workforce: Beware and Embrace
By 2050, the worldwide population aged 65 and above is projected to double from 8.5% to 16.7%. By 2030, there will be over a billion people aged over 65 (Forbes, 2020). This demographic shift means the average workforce age will increase significantly.
In 2019, Eileen Jolly, aged 88, won her case against the NHS for age discrimination. Eileen, a successful medical secretary, was reassigned to the role of referral pathway coordinator without adequate explanation or training. Consequently, she made errors on the waiting list, leading to her dismissal. Despite 26 years of service, she was humiliated when asked to leave the premises in front of her colleagues. Her dismissal documentation included feedback from colleagues about her capability and mobility, of which she was previously unaware. The judge described her as a scapegoat (People Management, 2019).
This case is a clear example of judging due to age and assuming capability! The ageing workforce is a growing phenomenon. As people live longer and healthier lives, financial considerations, and a wish to remain active result, in a choice to extend their working years.
The average age of workers is rising with people working well into their 70s and even 80s. During the COVID era, Occupational Health (OH) came across 90-year-old colleagues needing a COVID risk assessment.
Ageing may be accompanied by physical and cognitive changes that can affect an individual’s ability to perform certain tasks, however, this is not always the case. Ageing effects depend on factors such as genetics, but also lifestyle. Many older workers follow lifestyles that optimise their health i.e. healthy aging. A case in hand is the 68-year-old warehouse worker whose performance outstripped counterparts 30 years younger because of his exercise regime. Exercise is well known to combat or slow ageing effects such as cardiac, respiratory and muscle fitness (NLM, 2015).
Notwithstanding the ameliorating effects of lifestyle management, ageing is a risk factor for chronic disease (NLM, 2019) with the risk of 2 or more conditions rising with age. The number of people aged 65 years and over in employment increased by a record 173,000. (ONS, 2022). When we consider that the UK is facing an ageing workforce, there is a high likelihood an employer will have employees working with a chronic condition. However, this does not justify discounting older workers. People Management (2023) advocates that employers should purposefully attract and retain older workers, who bring a wealth of knowledge, experience, and expertise.
Age is not a barrier to learning, including technology.
Individual differences increase with age, and managers should not assume an employee's capabilities. Many older workers are reluctant to mention a health condition if they fear being deemed incompetent or unable to continue working. However, not all older individuals have health conditions. Good conversations are essential to understanding individual needs. Workplace risk assessments should consider work demands in relation to the individual's abilities and health, not a one-size-fits-all approach. The European Agency for Safety and Health at Work (EU-OSHA) is a valuable resource for managing occupational safety and health of older workers in the workplace.
Age is a protected characteristic under the Equality Act 2010, and any associated longterm condition may also be protected. This underscores the importance of encouraging older employees to discuss their health and workplace needs with their line manager. The Chartered Institute of Personnel and Development (CIPD) produced a comprehensive report in 2021 titled "Understanding Older Workers," which provides employers with advice and guidance on supporting older workers for effective working lives.
One recommendation from CIPD is the use of Occupational Health (OH). OH is an effective tool for providing individual advice to older workers with health conditions and to line managers on adjustments and workplace support.
OH can also provide health prevention and promotion activities, supporting older workers with lifestyle management advice to optimise health and slow ageing. Health promotional activities, such as educational workshops and health screenings, can play a vital role in this context. Workshops can educate employees on healthy lifestyle choices, disease prevention, and stress management, while regular health screenings can help in the early detection and management of chronic conditions. An age-friendly workplace is an environment that intentionally fosters inclusivity, recognises the value of employees across different age groups, and actively supports their wellbeing and professional growth. Key components include treating people with equality and equity, providing lifelong learning and development opportunities regardless of age, and offering flexible working arrangements, especially since many older workers opt for these to remain in the workforce. Prioritising health through health promotion activities, offering health check-ups, and providing accessible resources are essential.
In summary, age-friendly workplaces recognise that a diverse workforce spanning generations is an asset. They actively create an environment where everyone feels valued, respected, and empowered to contribute their best, with OH playing a crucial role in this effort.
Behind the Sirens: Supporting Blue Light Workers Through Trauma and Critical Incidents
Emergency Services Day, also known as 999 Day, is an annual celebration of NHS and emergency service workers. Celebrated annually on September 9, 999 Day is also an opportunity to raise awareness of some of the pressure these services face and the trauma they can be exposed to.
Emergency and NHS blue light workers in the UK play a critical role in ensuring the health and safety of the public. They work under extreme conditions that leave them facing much higher chances of being exposed to trauma than most other professions. This article aims to highlight the dedication and challenges faced by these professionals, and to explore the impact of workplace trauma on their lives and careers.
The pressures of working on the front line
The UK's National Health Service (NHS) employs over 1.3 million people (1), with a substantial number working in emergency services, including paramedics, ambulance staff, emergency medical technicians, and other blue light responders such as police
and firefighters. According to the NHS Workforce Statistics, as of March 2022, there were approximately 44,000 ambulance staff employed across England(1). These professionals are often the first on the scene in critical situations, from medical emergencies to major incidents, making their roles both vital and intensely stressful.
A 2020 study by the British Medical Journal revealed that over 50% of paramedics in the UK experience symptoms of burnout, and nearly 40% report symptoms of post-traumatic stress disorder (PTSD)(2). The constant exposure to life-and-death situations, coupled with long working hours and often insufficient resources, exacerbates these mental health challenges.
It’s not just paramedics that engage in blue light work though with exposure to critical incidents and trauma; some other relevant statistics are:
One study showed C-PTSD criteria was met by 18.23% of firefighters and PTSD criteria were met by 5.62% of them.(3)
Approximately 20% of police officers and employees in the UK exhibit symptoms that align with PTSD or C-PTSD (C-PTSD is Complex Posttraumatic Stress Disorder). However, more than two-thirds of those individuals who are experiencing such symptoms are unaware of their condition.(3)
Studies have identified a prevalence of PTSD ofbetween 20% and 21% in emergency ambulance personnel.(3)
Impact of Trauma in the Workplace
The trauma experienced by NHS and blue light workers not only affects their mental health but also their professional performance and personal lives. Chronic stress and PTSD can lead to increased absenteeism, reduced job satisfaction, and even higher turnover rates. This, in turn, puts additional pressure on already strained emergency services.
A survey conducted by the charity Mind in 2019 found that 71% of emergency service workers felt that their mental health problems had impacted their work (4). Moreover, the stigma surrounding mental health in high-pressure environments often prevents individuals from seeking the help they need.
Clinical Perspective
PAM Wellness Deputy Trauma Manager, Kenny Ralph said “As part of my role in PAM, I speak with emergency service workers, many of whom have been exposed to traumatic incidents while doing their jobs.
While there has been a change over the past 10 to 15 years around the stigma related to mental health, in my experience colleagues appear to be much more accepting of their peers receiving support for issues affecting their mental health than they are of themselves.
I think it would be naïve to assume that this is solely down to embarrassment or shame, as it may previously have been; very often the people I speak to are concerned about how accepting support will look to their employers – “Will it change how I am viewed in the workplace?” is a question I have had to answer, or try to, on more than one occasion. With this in mind, how do we best support those who have a higher chance of being exposed to trauma? “
1 2 3 4
Supporting the Workforce
To mitigate the impact of trauma on NHS and blue light workers, several measures can be implemented. These include:
Enhanced Training: providing training on mental health awareness, trauma responses and coping strategies can help colleagues manage stress and trauma exposure more effectively.
Structured Professional Support (SPS): this is a service that PAM Wellness offers, and provides blue light colleagues with access to regular sessions with a SPS practitioner who is a trained counsellor. SPS sessions provide a safe space to discuss how each person is being impacted by the rigours of their work, to review workplace stressors and challenges and to identify helpful coping mechanisms to improve stress management and wellbeing. Where appropriate the SPS practitioner will provide psychoeducation about trauma, potential symptoms to look out for and how to best to mitigate its impact.
Accessible Mental Health Services: ensuring that employees have access to mental health professionals and resources is crucial. This can be via an employee assistance programme, such as PAM Assist, that facilitates access to in the moment support and where appropriate counselling, or a manager referral into enhanced psychological services with access to appropriate therapeutic interventions suitable for processing workplace trauma.
Organisational Changes: improving working conditions by addressing staffing shortages, offering flexible working hours, and ensuring adequate rest periods can significantly reduce stress levels.
NHS and blue light workers are the backbone of emergency services in the UK, often sacrificing their own wellbeing to service others. It is imperative to recognise the toll that this work can take and to provide comprehensive support to mitigate the impact of trauma. By addressing these issues proactively, we can help ensure that these dedicated professionals continue to perform their critical roles effectively, and sustainably.
2. Alexander, D. A., & Klein, S. (2020). Occupational Stress and PTSD in Emergency Medical Workers: A Review. BMJ, [British Medical Journal](https://www.bmj.com).
3. PTSD UK. PTSD in Emergency Service Workers PTSD in Emergency Service Workers – PTSD UK
Back pain is one of the most common complaints among office workers, with nearly 41% of all musculoskeletal disorders impacting this part of the body. It often occurs as the result of prolonged sitting, poor posture, and inadequate ergonomic setups. If left unaddressed, it can lead to chronic pain, decreased productivity, and overall discomfort. By taking proactive measures, office workers can significantly reduce their risk of back pain and improve their overall wellbeing. Here, we discuss practical tips and strategies to help prevent back pain in an office environment.
Body
1. Ergonomic Workspace Setup
Choosing the Right Chair
Choosing the right chair is a great way to ease or prevent any further back pain being experienced. Some of the key things you should look out for in your work chair are:
• Adjustability: Opt for an ergonomic chair that allows you to adjust the height, backrest, and armrests. This allows the chair to be customised to suit your individual requirements and altered as many times as needed throughout the day.
• Lumbar Support: Ensure your chair provides adequate lumbar support to maintain the natural curve of your spine. If this isnt present in your chair, you can add a lumbar support cushion.
• Comfort: The seat should be comfortable and promote a healthy posture
DESK AND MONITOR PLACEMENT
• Desk Height: Your desk should allow you to work with your forearms parallel to the floor and your wrists straight. You should have adequate space for your legs to fit comfortably underneath without touching the desk.
• Monitor Position: Place your monitor(s) at eye level, about an arm's length away. The top of the screen should be at or just below eye level to prevent neck strain and if you use multiple screens, it’s important to position them so that they are clearly visible without requiring too much neck movement.
2. Proper Sitting Posture
Maintain a Neutral Spine
Its important to find a comfortable sitting position that doesn’t put extra pressure in your spine.
• Sit Back: Sit back in your chai with your back fully supported by the backrest.
• Feet Placement: Keep your feet flat on the floor or on a footrest at a slight tilt.
• Knee Position: Your knees should be at a 90-degree angle, slightly lower than your hips, and should not be touching the underneath of your desk.
AVOID SLOUCHING
• Back Alignment: Keep your back straight and shoulders relaxed.
• Head Position: Avoid leaning your head forward; your ears should be in line with your shoulders.
3. Regular Movement and Stretching
Take Frequent Breaks
• Movement: Stand up, stretch, and walk around every 30 minutes to an hour. Set a timer to remind yourself to take breaks. This not only gives your back a break from sitting, it also helps increase your concentration and productivity.
• Desk Exercises: Incorporate simple desk exercises like shoulder shrugs, neck stretches, ankle rolls and seated twists. These movements help keep the body relaxed and energised.
Preventing back pain requires a combination of ergonomic adjustments, proper posture, regular movement, and healthy habits. By implementing these strategies, office-based workers can significantly reduce their risk of back pain and enhance their overall well-being.
If you’re struggling with back pain, and not sure what changes you need to make to your office set up, consider using PAM Ergonomics Display Screen Equipment (DSE) Assessment tool. This online tool is quick and easy to use and provides you with real time recommendations and solutions.
Know Your Numbers Week:
A Lifesaving Initiative for Heart Health and Diabetes
Every September, a crucial health campaign takes centre stage in the UK: Know Your Numbers! Week.
Spearheaded by Blood Pressure UK, this initiative aims to raise awareness about the importance of monitoring vital health statistics like blood pressure, glucose, and cholesterol levels. As our lives become increasingly hectic, keeping track of these numbers is more important than ever. For those at risk of or managing diabetes and heart health, this campaign is a timely reminder of the power that knowledge and proactive health management hold.
Understanding the Vital Numbers
1. Blood Pressure: Often called the “silent killer,” high blood pressure (hypertension) frequently shows no symptoms but can lead to serious health complications like heart disease, stroke, and kidney damage . Regular monitoring allows for early intervention and management, significantly reducing the risk of these severe outcomes.
2. Glucose Levels: Blood glucose monitoring is essential for the prevention and management of diabetes. Uncontrolled blood sugar levels can lead to complications such as nerve damage, kidney disease, and cardiovascular issues . For diabetics, maintaining blood glucose within a target range is critical for longterm health.
3. Cholesterol: High cholesterol levels can clog arteries, increasing the risk of heart attacks and strokes . Keeping cholesterol in check through diet, exercise, and medication if necessary is a key strategy in heart disease prevention.
The Impact on Diabetes
Diabetes, a condition characterised by elevated blood glucose levels, is a growing health concern worldwide. There are two main types of diabetes: Type 1, where the body doesn’t produce insulin, and Type 2, where the body doesn’t use insulin effectively. Monitoring blood glucose levels regularly helps manage the condition and prevents complications.
For diabetics, knowing their numbers means:
• Better Management: Regular checks enable individuals to adjust their diet, physical activity, and medication to maintain optimal glucose levels.
• Preventing Complications: By keeping blood sugar in the target range, individuals can avoid complications like neuropathy (nerve damage), retinopathy (eye damage), and cardiovascular diseases .
• Enhanced Quality of Life: Effective management of blood glucose levels leads to fewer symptoms and a higher quality of life.
Heart Health and the Power of Prevention Heart disease remains a leading cause of death globally. Many risk factors for heart disease, such as high blood pressure, high cholesterol, and high blood glucose levels, are modifiable through lifestyle changes and medical intervention.
Knowing your numbers can lead to:
1. Early Detection: Identifying high blood pressure, high cholesterol, or prediabetes early allows for timely intervention, which can prevent the progression to more serious conditions.
2. Personalised Health Plans: With accurate knowledge of health metrics, healthcare providers can develop personalised plans to address specific risk factors, such as prescribing medications, recommending dietary changes, and suggesting appropriate physical activities.
3. Empowerment and Control: Regular monitoring fosters a sense of control and empowerment over one’s health. It encourages proactive engagement in healthy behaviours and adherence to treatment plans.
The Role of Know Your Numbers! Week
Know Your Numbers! Week is not just about raising awareness but also about empowering individuals to take control of their health. During this week, free blood pressure checks are offered at Pressure Stations across the UK, often in easily accessible locations like pharmacies, workplaces, and shopping centres. These checks provide a critical opportunity for early detection and prevention.
Additionally, the campaign provides educational resources about the significance of blood pressure, cholesterol, and glucose levels, and how to manage them effectively. By promoting a better understanding of these
vital statistics, Know Your Numbers! Week encourages individuals to make informed health decisions and seek medical advice when necessary.
Supporting Workplace Wellbeing
In addition to individual efforts, workplace wellness programmes play a crucial role in promoting health. PAM Wellness offers comprehensive health assessments that support corporate health initiatives. These assessments can help employees understand their health metrics and provide personalised advice to improve their wellbeing. By integrating services such as these into the workplace, employers can foster a healthier, more productive workforce.
To find out more about these services visit pamwellbeing.co.uk/corporate-health or email salesenquiries@pamwellbeing.co.uk
Conclusion
Know Your Numbers! Week is a lifesaving campaign that underscores the importance of monitoring vital health statistics. For those at risk of or living with diabetes and heart disease, this initiative is a powerful reminder of the benefits of proactive health management. By knowing and understanding these crucial numbers, individuals can take significant steps towards preventing serious health conditions and leading healthier, longer lives. As September approaches, let’s all commit to knowing our numbers and taking charge of our health.
References:
1. Blood Pressure UK. (n.d.). High Blood Pressure and Health Risks. Retrieved from Blood Pressure UK
2. Diabetes UK. (n.d.). Understanding Blood Sugar Levels. Retrieved from Diabetes UK
3. NHS. (n.d.). High Cholesterol. Retrieved from NHS
4. Mayo Clinic. (2022). Diabetes Complications. Retrieved from Mayo Clinic
5. British Heart Foundation. (n.d.). Heart Health and Risk Factors. Retrieved from British Heart Foundation
Suicide: Let’s talk about it
Suicide isn’t spoken about enough. Statistically, 1 in 5 people currently experience suicidal thoughts (McManus et al, 2016).
It can be so common to experience these thoughts, yet such an isolating experience for many. This article will aim to highlight signs of suicidal ideation alongside providing information on how you can support someone experiencing these thoughts. A list of organisations that can provide support are included at the end of this article.
Causes of suicidal thoughts
Anyone can experience suicidal thoughts, of any age and background. These thoughts usually arise from a combination of factors. The factors may include experiencing mental health issues, experiencing adversity, facing loss and experiencing bullying or prejudice.
This list is not exhaustive. Often, suicidal thoughts can accompany a feeling of hopelessness and feeling overwhelmed. The IMV model suggests the key driver for suicidal behaviour is the sense of defeat and entrapment (O’Connor and Portzky, 2018). the individual include greater autonomy, independence, and confidence in the work they produce.
Signs of suicidal ideation
Often, suicidal thoughts will be a symptom of depression, which is a mood disorder. Depression can cause changes in mood and behaviour. Suicidal thoughts can be difficult to pinpoint on their own and can present alongside other symptoms of depression. Common symptoms of depression: persistent low mood, irritability, changes in appetite, fatigue, loss of interest, social withdrawal.
In work, they may be showing changes in productivity; decreased performance, difficulty concentrating, new patterns of lateness or absence, etc.
Depression can be a very subtle condition too. It is very difficult to support someone if they are not comfortable seeking that support or being open about how they are feeling. That’s why suicide can be so shocking; the signs were so subtle or hidden that no one was aware.
How you can support someone
As suicidal thoughts intensify, someone may become more withdrawn socially. This may be due to feelings of being a burden, feeling worthless or believing they will be perceived negatively by others. It can be very difficult for someone to make that first step in getting support. It is important that we, as a society promote awareness and acceptance of suicidal ideation. An excellent resource for this comes from Zero Suicide Alliance who offer free online training on suicide awareness.
If you are concerned about anyone you know, you can try to reach out to them. That conversation may not solve their issues, but it could be immensely helpful for them to offload. Most importantly, it can help feelings of isolation too. They may ask for your advice or they may just need a listening ear. You could encourage them to seek out professional support- by perhaps talking to their GP or contacting a mental health service. If in a work situation, it may be useful speaking to your line manager/ HR about this. Please do reach out for support yourself if you are finding it difficult supporting someone too! In a crisis situation- it is best to stay with the individual to ensure their safety and contact emergency services. It can also be important to remove anything that they can use to harm themselves. Some people may have a safety plan, which you could encourage them to use.
I hope this article has been useful in building awareness of suicide prevention. Here is a list of organisations that can provide further support:
Samaritans 116-123
Shout (text service)- text 85258
Local NHS services- contact GP/111
Emergency services - 999
References: McManus S, Bebbington P, Jenkins R, Brugha T. (eds.) (2016). Mental health and wellbeing in England: Adult psychiatric morbidity survey 2014. O’Connor, R & Portzky, G (2018) The relationship between entrapment and suicidal behavior through the lens of the integrated motivational–volitional model of suicidal behavior.
How to Set Up Your Workstation Ergonomically to Prevent RSI
What is Repetitive Strain Injury (RSI)?
Repetitive Strain Injury (RSI) is a common condition that affects many people who spend long hours at their workstations. It is caused by repetitive motions or prolonged static positions that strain the muscles, tendons, and nerves. Common symptoms include pain, weakness, numbness, and impaired function.
Why Ergonomics Matter
Ergonomics is the science of designing a workplace to fit the worker's needs. A well-designed ergonomic workstation can significantly reduce the risk of RSI by promoting good posture, reducing strain, and improving comfort and efficiency.
There are some key areas where ergonomic solutions can help:
1. Chair and Sitting Position
Choose the Right Chair
Adjust the height so your feet rest flat on the floor or on a footrest, and your thighs are parallel to the ground.
The chair should support your lower back, and many good ergonomic chairs will have lumbar support that fits the natural curve of your spine.
We recommend a chair that is easy to adjust and can be changed to suit your needs throughout the day. You can find a range of suitable chairs at PAM Ergonomics.
Sitting Posture
Sit back in the chair with your back fully supported. Keep your shoulders relaxed and your elbows close to your body, forming a 90 - 110-degree angle. Avoid crossing your legs; keep your feet flat on the floor as this will provide more stability to your spine.
You can find more tips on practising good posture and the importance of good chair ergonomics in this helpful guide from PAM Physio Solutions.
2. Desk and Monitor Setup
Desk Height
Your desk should be at a height where your forearms are parallel to the floor when typing. Adjustable desks are ideal for this. They are specially designed to make it easy for the user to find the optimum height, and can be adjusted between sit-stand positions.
If using a keyboard tray, we recommend that you ensure it is adjustable in height and tilt.
Monitor Position
Position your monitor directly in front of you, about an arm's length away. The top of the monitor screen should be at or slightly below eye level. This helps maintain a neutral neck position and reduced the risk of strains. If you use multiple monitors, place the primary one directly in front of you and the secondary one next to it, ensuring you don't have to twist your neck frequently.
We recommend the use of monitor arms to help you find the perfect positioning, as well as increasing the space available on your desk.
3. Keyboard and Mouse Placement
Keyboard Position
It is important that your keyboard should be flat or slightly tilted away from you to prevent wrist strain. Place it at a height where your wrists remain straight while typing, and your elbows are at a comfortable 90-degree angle.
Ergonomic keyboards can help for those who struggle with RSI due to typing. They come in a range of styles to help users find a keyboard that suits their natural hand placement, reducing the strain on wrists
Mouse Position
Rember to keep your mouse close to your keyboard to avoid overreaching and straining your arms and wrists.
Use a mouse that fits comfortably in your hand and allows for natural movement. Consider using an ergonomic mouse design that supports a neutral wrist position.
4. Additional Ergonomic Accessories
Footrest
If your feet do not comfortably reach the floor, we recommend the use of a footrest to support your feet and maintain proper posture.
Document Holder
If your job role requires you to frequently refer to documents while typing, we recommend using a document holder placed between your monitor and keyboard to minimize neck and eye strain.
Wrist Rests
Consider using padded wrist rests for your keyboard and mouse to reduce pressure on your wrists. Top Tip: Its best to avid resting on them whilst typing, as this can lead to further strain.
5. Breaks and Exercises
Regular Breaks
Take short breaks every 20-30 minutes to stand, stretch, and move around. This helps reduce muscle fatigue and strain.
Micro breaks are another great way to improve your workplace ergonomics. Follow the 20-20-20 rule: Every 20 minutes, look at something 20 feet away for at least 20 seconds to reduce eye strain.
Stretching and Exercises
Incorporate simple stretching exercises into your routine to keep your muscles flexible and reduce tension. Focus on your neck, shoulders, wrists, and hands.
Consider incorporating ergonomic exercises such as wrist curls, finger stretches, and shoulder shrugs.
Proper ergonomic setup is crucial in preventing RSI and maintaining overall health and productivity. By adjusting your chair, desk, and computer peripherals to suit your body’s needs, you can create a comfortable and efficient workspace. Take the time to evaluate and adjust your workstation. Small changes can make a big difference in your comfort and health, reducing the risk of RSI and enhancing your productivity.
NEURODIVERSITY AND THE MENOPAUSE
Hormonal Changes and Neurodiversity: Insights into Perimenopause
Hormone fluctuations which occur as part of the perimenopause can intensify the experiences felt by people who are Autistic or have ADHD. During menopause transition, estrogen and testosterone levels start to decrease, while the stress hormone cortisol rises. These fluctuations can heighten emotions and sensitivities such as intensifying sensory sensitivities, impact emotional regulation, and overthinking which often lead to feelings of overwhelm, anxiety and low mood.
For some, the hormonal changes in midlife mean previously well-developed strategies to manage challenges no longer seem to work. It is at this intersection when some women first become aware that the lifelong challenges, they have been able to control, or mask could be connected to ADHD or Autism. For example, one of the key biological factors known to be associated with ADHD is lower levels of the neurotransmitter dopamine. Estrogen is known to help with the production and regulation of
dopamine in the brain. Decreases in estrogen can therefore exacerbate or bring to light ADHD traits.
Estrogen helps to support other neurotransmitters in the brain; acetylcholine which supports memory and serotonin is key to regulating mood. A decrease in estrogen can increase mood swings, fatigue, feelings of low mood or an inability to regulate emotions as effectively. Women who were extremely competent at work and in many aspects of life, may suddenly find the impact of the menopause is overwhelming and established coping mechanisms start to breakdown. They may feel ashamed and embarrassed, so they might choose to hide their feelings to avoid burdening close friends, colleagues, or family.
To further complicate the process, due to the overlap of characteristics it can be difficult to know which traits are caused by hormone changes and which are parts of a neurodevelopmental condition. This is particularly challenging for someone who may be unaware of their underlying neurodivergence.
At PAM Wellness data from the Neurodiversity Support Services indicates a 55% increase in referrals for diagnostics/screening for women aged 41-50 compared to women aged 31-40. (Jan 2023-Jan 2024)
For women who are aware or who have had a formal diagnosis, having an awareness of the impact of hormone changes will enable them to feel more prepared and seek out the right support.
Keeping a journal of symptoms and feelings, logging their intensity or frequency, noting any triggers can aid understanding and better management. It is important to remember that these experiences are shared by other perimenopausal women. It is important to discuss symptoms with a GP, as there are several support options available, from medication and talking therapies to making changes to health and lifestyle.
Employers have a duty of care to ensure support is in place so perimenopausal employees can continue to remain part of the workforce during this time of transition.
If required, adjustments to work patterns or other reasonable accommodations should be discussed with the employee, alongside providing menopause awareness, creating an employee support group, and establishing a menopause policy. It is important that any policy recognises gender diversity, as a wide variety of employees may be experiencing challenges associated with the perimenopause process.
PAM Wellness can assist with some of the challenges through our neurodiversity support services, EAP and Psychological Services –contact our team today at WellnessSales@pamgroup.co.uk
Persistent Pain
Persistent pain, also known as chronic pain, is a significant public health issue. It is estimated that around 28 million adults in the UK live with chronic pain, which is about 43% of the population. The prevalence of chronic pain increases with age, affecting up to 62% of people over 75 years old.
One of the key types of Persistent Pain impacting sufferers is musculoskeletal pain. This includes conditions such as:
Arthritis: A term commonly used to describe inflammation of the joints, which can lead to pain, stiffness, swelling, and decreased range of motion. There are more than 100 types of arthritis, each with its own causes and treatment approaches.
Back Pain: A common condition that affects people of all ages and can vary from a dull, constant ache to a sudden, sharp pain. It can occur anywhere along the spine, from the neck to the lower back.
Fibromyalgia: A chronic condition characterised by widespread musculoskeletal pain, accompanied by fatigue, sleep disturbances, memory issues, and mood problems. The exact cause of fibromyalgia is unknown, but it is thought to involve a combination of genetic, environmental, and psychological factors.
Quality of life impact of Persistent Pain:
Those impacted by a chronic pain condition will naturally feel the impact on their overall quality of life. The impacts can be far reaching and can impact:
Physical Ability: Chronic pain can limit mobility and physical functioning, leading to a decreased ability to perform daily activities both for work and leisure.
Economic impact: Chronic pain can lead to substantial economic costs, including lost productivity due to work absences.
Mental health: Due to the physical limitation and potential impact on a person’s ability to work, Persistent pain is closely linked to mental health issues such as depression and anxiety.
How can you manage and treat persistent pain?
There are a number of treatment and pain management plans that can help those impacted to manage their pain on a daily basis. Prescription medications, physical therapy and complimentary therapies can all help reduce the impact and experience of pain.
PAM Physio Solutions have developed a dedicated programme to help those who are experiencing long-term pain.
This programme helps participants to achieve a greater understanding of their pain and gain valuable techniques to help reduce the impact pain is having on their quality of life. Throughout the 12-week programme, patients will be supported through their journey by an MSK specialist. The service consists of e-learning modules, practical information and remote, 1-1 fortnightly appointments
to progress in implementing the learned techniques into their daily lives.
Understanding and addressing persistent pain is crucial for improving the quality of life for millions of people in the UK and reducing the broader societal and economic impact.
To find out more about the Persistent Pain Programme contact: physiosolutions@people-am.com
Adult Experiences of ADHD the impact
of inattentiveness
Adults with ADHD often conjures images of someone always fidgeting, not able to sit still and always on the go with lots of energy, but there is more to ADHD than these traits. People can be diagnosed with the inattentive type, hyperactive type, or both. Many neurotypical people are likely to identify with some of the traits that are covered in this article.
However, the key difference for a person with ADHD is that these traits do not come and go, there is no sudden onset or because they are ‘having a bad day.’ ADHD is a lifelong neurodevelopment condition which manifests in childhood. The symptoms are persistent in daily activities and impact several areas of their life, the impact often goes further, affecting personal and work relationships. Negative feelings and awareness of how they are perceived by others can lead to low selfesteem, low-confidence, or depression.
Here are some of the characteristics and challenges associated with the inattentive type with examples of the ways these traits can impact performance at work:
Make careless mistakes and lack attention to detail - ADHDers may avoid reading instructions or make mistakes because they have not checked details such as cross referencing documents or when inputting data. A colleague with ADHD can struggle to stay focused on details or carry out monotonous admin tasks such as checking data, completing forms or submitting expenses.
Difficulties sustaining attention and becoming easily distractedthis can come across to others as not listening in meetings or in one-to-one conversations. Someone with ADHD can quickly become bored, for example, when watching a lengthy training video or reading a report that is not an area of specific interest. People with ADHD can find harder to filter out external noise or other people’s conversations.
Not
following through on tasks and instructions – your ADHD colleague may be incredibly well meaning and willing to take on a number of tasks, enjoying the variety, but a pattern may emerge where the tasks or targets are not completed. They may focus their efforts on the parts that interest them without completing the work as expected.
Difficulty organising and planning – even with best intentions, your colleague with ADHD will make plans and even chart progress but output may seem inconsistent. Plans may be disorganised, for example, forgetting a meeting or double booking, not building in enough time to complete tasks, or taking longer than expected.
Avoids or has an aversion to tasks requiring sustained mental effort - someone with ADHD will avoid doing certain tasks which require concentration or mental effort and really struggle to get past the avoidance stage often procrastinating. Although many neurotypical people may agree they too have an aversion to completing certain tasks, the key difference is they are more likely to complete the task.
Forgetful and lose things during daily activities - even following the same daily routine, someone with ADHD can still forget or lose something they need everyday this could be glasses, keys, or phone. This impacts on their time and as a result they may be late for other commitments much to an ADHDers frustration and possibly their colleagues.
Neurotypical people often struggle to understand the challenges people with ADHD face with day-to-day tasks, due to limited awareness of differences in brain function and the impact this has on day-to-day functioning. Whilst many adults with ADHD have developed strategies and may even have a scaffold of support from a partner or family member; others struggle and may be unaware of the types of support available. They are likely to benefit from working with a counsellor or a neurodiversity strategy coach to find techniques or ways of working to manage the challenges they face day to day.
PAM Groups businesses:
PAM OH Solutions is a national Occupational Health provider. We work with clients across all industry sectors, delivering a flexible range of high quality, pro-active and cost-effective services. Combining the traditional values of professional integrity and good customer service with a modern progressive approach to service delivery.
We deliver efficient and fit for purpose Occupational Health solutions to improve attendance and reduce absence in full compliance with legislation. Our approach extends beyond simply providing a reactive management referral service, we aim to forge strong working relationships with our clients, working in partnership to deliver tailored absence management solutions.
PAM Wellness Solutions was born out of a need to support our customers and their employees from a holistic health and wellbeing perspective in 2009, expanding on the physical health and rehabilitation services that our occupational health sister company has expertly provided since 2004.
Our suite of corporate health, neurodiversity, psychological and wellbeing solutions enables organisations the option to engage with a strategic wellbeing partner to support their employee’s whole health and wellbeing needs, and for their employees to benefit from the multidisciplinary expertise of our extensive team.
• Corporate Health Assessments
• Psychological Services
• Employee Assistance Programme
• Trauma and Critical Incident Support
• Neurodiversity diagnosis and screening
• Menopause Support
• Drug and Alcohol Programme
• Mediation and Whistleblowing
• Workplace Needs Assessments
• Assistive Technology & Ergonomics
• Management Coaching
• Wellness Training, Workshops & Webinars
• Corporate Blood Testing
We are a specialist business under PAM Group and are proud to offer an extensive range of high-quality services, focussing on all of the five pillars of wellbeing.
PAM Ergonomics provide a range of ergonomic workspace solutions and Display Screen Equipment (DSE) Assessments. We pride ourselves on our competitive product offering and strive to proactively support our clients workforce to maximise comfort and productivity.
PAM Physio Solutions provide a variety of physiotherapy solutions and specialist services to ensure speedy, proactive, and early intervention with a focus on clinical excellence and healthy outcomes for clients. We’re committed to client and customer wellbeing and offer comprehensive, end-toend physiotherapy solutions bringing clinical excellence and product-based solutions to our client’s workspaces.
