Compass Magazine | Your Health & Wellbeing Guide | Winter Edition 2023

CO MPA S S Your Health and Wellbeing Guide

WINTER 2023

HIV and AIDS still important in the Workplace

Day of People with Disabilities:

A Spotlight on Non-Visible Disabilities

PLUS...

Raynaud’s Phenomenon Awareness Unlocking Hope on World Cancer Day Five Ways to Combat Soaring Musculoskeletal Issues

+ MORE Compass Magazine 1

Training Programmes at PAM Group We deliver quality, organisation and people – focused services with a vision of being the best and not the biggest.

We believe in innovation, agility and quality and to achieve that, our colleagues are supported to be the best they can be.

We have over 50 colleagues attending PAM funded University courses.

We deliver over 40 training, development and awareness sessions every month to our colleagues on a range of different topics.

PAM Group

The world of Occupational Health and workplace wellbeing is constantly developing. Encouraging our colleagues to keep abreast of developments, means our clients and their employees get the best and most up to date advice.

Our colleagues are supported in developing their writing skills and getting published is part of the achievement.

Our e-learning platform is going from strength to strength, with a wealth of on-demand webinars for our colleagues from every avenue in the business.

PAM Academy facilitates the growth and development of all colleagues at PAM Group and supports the wider management team with evidence based learning, client focussed insight and delivery of recognised industry acceditations.

We would like to talk to you if you are interested in joining the Occupational Health business here at PAM Group, please contact our recruitment team at Recruitment@pamgroup.co.uk to arrange a call.

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www.pamgroup.co.uk

CONTENTS COMPASS

WINTER 2023

Your Health and Wellbeing Guide

Raynaud’s Phenomenon Awareness Page 4-5

4-5

The Key to Safe and Effective Winter Workouts Page 6-7 How to Beat the January Blues in the Workplace Page 8-11

6-7 12-13

Five Ways to Combat Soaring Musculoskeletal Issues Page 12-13

8-11 26

14-15 20-21

22-25

HIV and AIDS, still important in the Workplace Page 14-15 A Spotlight on Non-Visible Disabilities Page 16-19 Time to Talk: Tips for Talking About Mental Health Page 20-21 Unlocking Hope on World Cancer Day Page 22-25 Unlock Comfort and Productivity: Must-Have Ergonomic Accessories Page 26

Compass Magazine is published by PAM Group Ltd. Contact us: 73-75, Sankey St, Warrington WA1 1SL All rights reserved - Reproduction is strictly prohibited - Copyright 2022 © For more information visit www.pamgroup.co.uk Compass Magazine 3

Raynaud’s phenomenon Awareness What is Raynaud’s phenomenon Raynaud's phenomenon affects blood flow, primarily to the fingers and toes. Named after the French doctor Maurice Raynaud, who first described it in 1862, this phenomenon presents itself as an exaggerated response to cold or stress, causing blood vessels to constrict, leading to reduced blood flow to certain areas of the body which could also include the ears, nose and lips. The exact mechanisms underlying Raynaud's phenomenon are complex and not fully understood. However, the sympathetic nervous system, responsible for the fight-or-flight response, appears to play a significant role in this process.

Our blood vessels, especially the arteries and veins, play a crucial role in maintaining a healthy blood flow throughout the body. When exposed to cold or stress, normal blood vessels constrict to conserve heat and redirect blood to vital organs. However, in individuals with Raynaud's, this natural response becomes exaggerated and can lead to significant complications.

Types of Raynaud’s There are two main types of Raynaud's: primary and secondary. Primary Raynaud's, also known as Raynaud's disease, is the more common and less severe form. It usually manifests itself between the ages of 15 and 25, with episodes of colour changes in the affected areas and sensations of numbness or tingling. Secondary Raynaud's, on the other hand, is often associated with other diseases, such as scleroderma, lupus 4

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or rheumatoid arthritis and tends to be more severe, potentially causing tissue damage.

Work cause Using hand-held vibratory tools can also cause secondary Raynaud’s and this potential work condition is known as Hand Arm Vibration Syndrome (HAVS). Exposure to certain workplace chemicals can cause a sclerodermalike illness that is linked to Raynaud's.

An example of this type of chemical is vinyl chloride, which is used in the plastics industry.

Symptoms of Raynaud’s The hallmark symptoms of Raynaud's include changes in skin colour in response to cold or stress. Affected areas might turn white or blue as blood flow decreases, then become red as blood returns. This triphasic colour change is a characteristic feature of the condition. Alongside the visual changes, individuals may experience numbness, tingling, or pain in the affected extremities.

Understanding the triggers of Raynaud's episodes is crucial for managing the condition.

While cold weather is a common trigger, other factors such as emotional stress, smoking, and certain medications like beta adrenoceptor blockers and selective serotonin reuptake inhibitors (SSRIs) can also provoke episodes.

It is essential for individuals with Raynaud's to identify and manage their specific triggers, in order to reduce the frequency and severity of episodes.

Diagnosis and Management of Raynaud’s Diagnosing Raynaud's can be challenging, as there is no specific test for the condition.

Doctors typically rely on the patient's medical history, symptoms, and physical examination to make a diagnosis. In some cases, additional tests, like blood tests, may be conducted to rule out secondary causes of Raynaud’s.

Management of Raynaud's involves a combination of lifestyle modifications and,in some cases, medication. Avoiding cold exposure and adopting warm clothing, including gloves and socks, can help minimise triggers. Stress management techniques, such as relaxation exercises and mindfulness, may also be beneficial. For those who are exposed to handheld vibratory tools in the workplace, a health surveillance programme may be required under the Control of Vibration at Work Regulations 2005. In workers exposed to such vibratory tools at work, it is pertinent to undertake risk assessments where indicated and to keep exposure to as low as reasonably practicable.

Having rotation of tasks in the workplace will likely assist. In cases where there is exposure to chemicals like vinyl chloride, a COSHH (Control of Substances Hazardous to Health) risk assessment will likely be needed and health surveillance may be required.

For more severe cases, medications that dilate blood vessels, such as calcium channel blockers, may be prescribed. In cases of secondary Raynaud's associated with other underlying conditions, treating the primary disease is essential for managing Raynaud's symptoms.

Living with Raynaud's can be challenging, but with the right strategies and support, individuals can lead fulfilling lives. It is crucial for those with Raynaud's to be proactive in managing their condition, including identifying and avoiding triggers, maintaining a healthy lifestyle, and seeking support from healthcare professionals and support groups.

Support Support groups and online communities can provide a platform for individuals with Raynaud's to share their experiences, exchange coping strategies, and offer emotional support.

Examples include: Raynaud's & Scleroderma Association; The Scleroderma Society; Arthritis Action; HealthUnlocked - Raynaud's and Scleroderma and patient.info - Raynaud's Phenomenon Support Group. Connecting with others who understand the challenges of living with this condition can be empowering and reduce feelings of isolation.

Future Ongoing research is essential to deepen our understanding of Raynaud's phenomenon and improve treatment options. Advancements in medical science, including studies on the genetic and molecular basis of the condition, may pave the way for more targeted and effective therapies.

Clinical trials exploring new medications and interventions are also underway, offering hope for enhanced management and improved quality of life for individuals with Raynaud's. By staying informed about the latest developments in research, healthcare professionals and patients alike can contribute to the progress in our understanding and treatment of this intriguing phenomenon.

How can PAM Occupational Health assist?

We can assist with your workplace risk assessments and undertake health surveillance for HAVS and under COSHH. We can also advice the employer on the employee’s fitness to work, including workplace adjustments and any signposting/advice required for employees with Raynaud’s phenomenon. PAM Occupational Health is always ready to support employers and employees.

If you have any questions, please contact your account manager or email info@pamgroup.co.uk

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The Key to Safe and Effective Winter Workouts As the temperature drops and the days get shorter, it's natural to feel motivation for fitness drop during the winter months. We believe that maintaining your fitness routine through the winter is not only achievable but also incredibly rewarding (after all – Summer bodies are made in Winter).

Here are our top tips to help you stay motivated this chilly season: Embrace the Season:

Stay Flexible:

Winter offers the opportunity to enjoy outdoor activities and brisk walks. It's a chance to change up your fitness routine and have fun.

Take the opportunity to bundle up, step outside, and make the most of what winter has to offer.

Winter often brings seasonal challenges that may interfere with your fitness routine. Stay flexible and adapt your schedule as needed.

Even shorter, more frequent workouts can keep you on track and motivated.

Set Clear Goals:

Find a Workout Buddy:

One of the most effective ways to stay motivated is by setting specific, achievable fitness goals.

Whether it's improving your endurance, strength, or flexibility, having clear objectives will keep you focused and driven to succeed, no matter the season.

The winter months are a perfect time to team up with a friend or family member. Exercising with a workout buddy makes your fitness sessions more enjoyable and helps keep you motivated.

You can share your progress and encourage each other to stay on track

Plan Your Workouts: Having a well-structured workout plan can be a great motivator. Try different types of workouts and mix up your routine to keep things interesting.

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Here are some of our top workouts and products to help you with your winter workouts:

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Indoor Cardio with Resistance Bands: Use

resistance bands for indoor cardio workouts, such as high knees and jumping jacks to increase your heart rate and stay warm.

Check out our range of 66fit resistance bands and tubes to support your workout.

Winter Warm-Up Yoga: Rolling out your yoga mat and

practicing a warmup yoga routine will put you on track to combat the cold weather and improve flexibility.

Our range of exercise mats are designed to ensure ultimate grip and comfort for warmups and beyond.

Home Strength Training: Using in home equipment like

dumbbells and kettlebells, you can maintain your strength and build muscle, just remember to warm up beforehand as the cold temperature can lead to increased chance of injury.

Our range of weight training essentials covers everything from wearable weights, to slam balls and kettlebells.

Balance and Stability Exercises: Use balance boards to work on your stability and balance, which can be especially helpful in slippery winter conditions, you will thank us later.

Add one of our best selling balance boards to your workout to help increase your core stability.

Recovery and Injury Prevention: Foam rollers and massage balls can aid in recovery and injury prevention, which is crucial during winter sports and activities or even minor injuries from falling this winter.

Our extensive range of rollers and massage tools are essential for post workout muscle pain or discomfort and can help to keep your training on track.

Remember to dress appropriately for the cold weather and stay hydrated while exercising in the winter. You should always prioritise your safety and choose exercises that suit your fitness level and goals.

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Wellbeing

How to Beat the January Blues in the Workplace In the new year, as we return to work and settle into our routines, it's important to acknowledge that for some, the daily routine can be daunting. With the arrival of 'Blue Monday' on the third Monday of January, known as one of the most depressing days of the year, employers should be ready to address the challenges of supporting employees who may be struggling.

What are the January Blues?

The January Blues is a condition which manifests after the December holidays –making someone feel increasingly low in the first months of the year. While it’s rare to get diagnosed outright, the condition has been linked to Seasonal Affective Disorder (SAD) and depression.

SAD affects around 2 million people in the UK

It’s thought the winter blues, or seasonal affective disorder (SAD), affects around 2 million people in the UK and more than 12 million people across northern Europe. It can affect people of any age, including children.

It can present in different ways to different people however, there are some concurrent symptoms, such as: •

Low mood

•

Anxiety

•

Depression

•

Fatigue

•

Feelings of being overwhelmed

•

Irritability

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How can you spot if an employee is having difficulties?

In a time of performance reviews, new expectations and staff changes, anxiety levels can soar.

Managers must know how to spot the signs of someone in distress, enabling them to offer help.

Some people may be upfront about their troubles, whereas others will be private and wish not to share.

Gaining the ability to recognise indicators of distress will enable you to support your team effectively and minimise the impact on both them and the organisation.

Look out for the following signs and shifts in behaviour, as they could indicate that your employees are facing challenges and might require support: •

Lower productivity

•

Increase in alcohol or other substances

•

Poor timekeeping

•

Conflict where there was none before

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Poor concentration

•

Reduction in communication

•

Increase in absence

•

Extroverts becoming introverted or vice versa

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What can you do to help?

Happy employees are more likely to avoid the negative effects of stress and anxiety but are also significantly more productive. A recent study by the University of Warwick’s Centre for Competitive Advantage found that ‘happy staff increased productivity by as much as 20%’.

Prioritising wellbeing in the workplace is an effective way to help overcome the back-to-work blues.

Here are 4 simple steps that you can present to help your employees: 1. Open up communication Sending a simple welcome-back email after the break can increase motivation and be a good way of lifting spirits. If you're currently using an EAP, use this as an opportunity to relaunch this service.

Try sending a communication/newsletter to your employees to remind them about the confidential support services available, as this is a good way to offer reassurance to anyone needing support.

2. Give praise where praise is due During a time when moods are low, the easiest way to pick staff up is by telling them you appreciate the good job they’re doing. Acknowledging hard work is an instant mood booster and staff will be keen to keep the momentum going!

3. Lead by example Keep your staff motivated by generating enthusiasm throughout January by having regular meetings and calls through the month to highlight achievements of employees and to share any business updates or exciting news. Keep your own morale up and be infectious in your enthusiasm.

4. Encourage your employees to get outside Ensure that your employees make the most of the very little sunlight we get to experience during January by encouraging them to go outside during their lunch breaks. It may not always be convenient due to the weather, but even a ten-minute walk and some fresh air can often make a huge difference to the mental wellbeing of your people.

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How can PAM Wellbeing Help?

Wellbeing

Our comprehensive wellbeing services can help to reduce mental health issues in your organisation with the following support services:

Employee Assistance Programme (EAP) Access to a 24/7 confidential helpline answered by qualified counsellors for in-the-moment emotional support. As well as wellbeing resources to support a variety of personal and professional issues.

Enhanced Psychological Services Access to professional counsellors through management referrals, providing employees with proactive support to effectively manage their mental health challenges.

Mental Health First Aid By implementing Mental Health First Aid to support employees, we can help you reduce the prevalence of mental health issues. All our mental health first aid training is delivered by qualified professionals with experience in workplace mental health.

Mental Health Webinars Increase awareness of mental health in the workplace by booking our workshops and training on specialist topics relating to mental health and wellbeing in the workplace.

Get in touch today to book your consultation.

To find out more, please call 01925 976111 or email salesenquiries@pamwellbeing.co.uk to set up a consultation.

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Five ways to combat soaring musculoskeletal issues There are five key things employers need to bear in mind if they want to reduce absence and presenteeism linked to soaring musculoskeletal issues.

One in ten employees are now affected by a musculoskeletal (MSK) issue and one in three are struggling to cope because they don’t want to talk to their employer about their health.

With NHS waiting lists and GP delays making the situation even worse, hundreds of thousands of employees are simply not getting the support they need to recover or manage their condition to stay in work. As a result, over 23 million working days a year are now being lost in the UK due to MSK issues.

There is much that can be done to support people with issues ranging from back pain and repetitive strain injury to arthritis. The real issue is nipping problems in the bud.

Critical to this is reassuring employees that support services are there to help them, not to manage them out of the business, and empowering them to change behaviour.

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Five ways to empower employees to reduce MSK-related absence 1. Destigmatise the problem Some people might not want to disclose a musculoskeletal injury for fear that this will imply they might struggle to do their job. Recent research found that a third of employees simply struggle through because they don’t want to discuss their condition with their employer.

This can be particularly true of MSK conditions linked to an ageing workforce, such as arthritis and back pain, making destigmatising health conditions an important part of your diversity and inclusion agenda.

Start by educating employees about the support services in place and think about the messages you want to get across. To encourage them to come forward, make sure they know occupational health is there to help them stay in work, not to catch them out or make the case for managing them out of the business.

2. Support people before they go absent Data published in The Benefits of Early Intervention Report shows absence can be slashed by two-thirds if employees are provided with access to support while they are still in work. Unfortunately, a third of managers wait until employees go absent before referring them into occupational health, and half of those wait until the employee has been off for over a month.

By this time, the chance of the employee being in work a month later has fallen from 91% (if they were referred while in work) to just 53%.

It’s therefore essential that managers are encouraged to be aware of nuances within their team and notice if someone goes from being productive to struggling or having sporadic absences.

Managers should be educated how to take people to one side and ask specific questions, such as: “I noticed you’re limping” or “You seem to be struggling with your hand,” so they can then also encourage people to use the support services in place.

3. Empower employees to help themselves Some employees will remain reluctant to disclose their condition or use the support services if directed to do so by work. It can therefore be a good idea to put in place a free helpline, such as our Physio Information Line (PhIL), so they can talk to an expert physiotherapist for free in confidence.

Employees who are able to refer themselves are not only more likely to reach out for support sooner, they’re also more engaged and more likely to put their treatment plan into action. This means they’re also more likely to recover before they go off sick or their performance starts to suffer.

A barrier to employers putting this approach in place is that they want to keep hold of the purse strings by only referring those in desperate need of support. Unfortunately, at a time when the NHS is struggling, this means employees don’t get the rapid access to support they

need, meaning they’re more likely to go absent, costing the employer more in the long run.

4. Encourage positive peer pressure As with most things in life, prevention is better than cure, so make sure someone is accountable for each workstation, whether it’s a desk or a checkout. By ensuring it’s ergoomically set up, employees are less likely to develop MSK issues in the first place.

It’s also good to make employees accountable for their own health. Workshops, webinars, lunch-and-learns can all be used as short, sharp educational opportunities to empower people to look after themselves. As most people find it liberating to discover they can take responsibility for their own health.

Body-mapping workshops, where groups of employees doing similar roles put dots on a map of a body to indicate where they have niggles or pain or injuries can also be useful. It will inspire discussion on where common issues are and encourage employees to share tips on ways of working and protective equipment that they find helps to inspire behaviour change.

5. Put in place reasonable adjustments GPs alone cannot be expected to understand what someone’s workplace is like enough to say what they can still do. This means a third of ‘fit notes’ end up signing people off for four weeks or more, by which time 20% never return.

This has now resulted in record numbers of people falling out of the workforce due to longterm sickness. A record 2.58m people are now recorded as economically inactive by the ONS due to illness, a figure that has risen by 449,000 since the start of the pandemic.

Instead of allowing people to fall out of the workforce like this, employers can work with occupational health clinicians to identify what reasonable adjustments can be made to keep someone in work, even after they’ve been signed off sick by their GP. Not only is this good for business, but it’s also good for employees, many of whom want to continue working and earning and contributing to society, but need appropriate support to do so.

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HIV and AIDS still important in the Workplace Why are HIV and Aids still important in the workplace despite a 38% decline in global infections since 2010? A great question and I am so glad you asked! Hopefully, the next few paragraphs will give you the answer and more.

As an Occupational Health Nurse in an African country, HIV (Human Immunodeficiency Virus) and AIDS (acquired immunodeficiency syndrome) were a constant topic of conversation and a part of my daily workload. We have come so far from those days thankfully, but we need to be careful not to go too far and completely forget about this global public health issue, as other health concerns rise in the media.

London has the highest rate of infections in the UK. With globalization and immigration, more people within the remit of work may need support.

To get HIV there must have been a tran smission of body fluids such as blood, semen, and vaginal fluids. This can include mother to baby during birth and breastmilk from an infected person. It is not spread through kisses, hugs or sharing food and even blood transmission is only a risk when undertaking exposure-prone procedures (EPP) as part of a healthcare worker's role. Previously transmission did occur with blood transfusions, but this is no longer the case due to careful screening.

Let’s start by looking at HIV stats. In the world, there are approximately 39 million people (adults and children) with HIV (2022 figures). 1.3 million acquired HIV just last year. In the UK 106,890 have HIV and just shy of 3000 were diagnosed in 2021. Anyone can get HIV but men who have sex with other men (MSM) (36%) and black African men (37%) are overly affected.

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HIV works by attacking the immune system, HIV works by attacking the immune system, weakening the ability to fight usual infections and diseases. If left, this leads to AIDS with no effective cure. No vaccine is available, and HIV is for life! The only weapons at our disposal are raising awareness to prevent infection and encourage early diagnosis to support individuals to obtain lifelong anti-viral therapy. The latter is essential in allowing people with HIV to live long, healthy lives and able to work effectively because it reduces the virus in the bloodstream, preventing individuals from having a reduced immune system and from passing the infection on the others. Allowing even healthcare workers who are HIV positive to be able to undertake EPP. Regular testing is key to those who may be at risk. The Terrance Higgins Trust says that anyone sexually active should be tested annually and more frequently if they have a higher number of sexual partners. MSM and black African men and women are advised annual testing and 3 monthly if not using condoms. More information on testing and types of tests can be found on the NHS website.

There are two things responsible employers can do to address HIV in the workplace. The first is to raise awareness and encourage people to think about their risks. The second is to consider those who may have HIV, ensuring policies and procedures are adequate in preventing direct and indirect discrimination.

HIV is an automatic disability within the Equality Act 2010. One of only 4 automatic disabilities and yet, due to advanced management of the condition, the one employer is least likely to know about. Employees may feel embarrassed to inform their employer, especially if it is being well managed and the impact is not obvious.

Employers do have a responsibility, if they are aware, to ensure the person is treated fairly by themselves and their colleagues.

This is through the recruitment selection process, terms of employment, progression opportunities, references etc. A robust antiharassment policy and non-discrimination policies support a culture of acceptance. The employer can be responsible for the harassment of an HIV-positive colleague if they can’t demonstrate what they did to prevent such behaviours.

The employer is also responsible for facilitating reasonable adjustments, which are more likely to be required at the start of diagnosis and treatment or when treatment changes. This could include time out to attend appointments and flexibility if the medication is causing the person to feel unwell, leading to presenteeism.

Healthcare workers will need to declare their status and provide evidence of their viral load if they will be undertaking EPP. The use of Occupational Health (OH) in this situation is essential. OH, can also be helpful with advising on other adjustments should the organisation and individual feel they require guidance, alongside more strategic support such as policy and procedure guidance, and anonymised data collection.

Considering the reticence there may be on behalf of the individual to disclose, is encouraging a culture of openness and psychological trust in the organisation. Training line managers on how to have courageous conversations can go a long way. Encouraging campaigns of awareness of HIV and AIDS can bring parity to the condition alongside many other conditions. Facilitating the development of an HIV support group could be useful in supporting those who are newly diagnosed to speak up and feel safe, whilst also encouraging others to get diagnosed and leading awareness campaigns.

More information can be found here: https://www.nat.org.uk

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Day of People with Disabilities:

A Spotlight on Non-Visible Disabilities

In today's fast-paced and diverse work environments, there's an increasing recognition of the importance of inclusivity. Employers and employees alike are realising that diversity isn't limited to race, gender, or physical abilities; it also encompasses neurodiversity. On the "Day of People with Disabilities," it's crucial to understand that not all disabilities are visible. This article sheds light on the significance of neurodiversity in the workplace, emphasizing its role in creating more inclusive and productive professional environments.

What is Neurodiversity?

Neurodiversity is a concept that emerged in the late 1990s, emphasizing the natural variation in human brain function and behaviour. It celebrates the idea that neurological differences, including conditions like autism, ADHD, dyslexia, and more, should be recognised and respected as a part of the spectrum of human diversity. Neurodiverse individuals bring unique perspectives and talents to the table, which can be harnessed to the benefit of organisations.

The Challenge of Hidden Disabilities While many people may be familiar with visible disabilities such as mobility challenges or the use of assistive devices, hidden disabilities pose a different set of challenges. These disabilities are

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not immediately apparent but can significantly impact an individual's life, including their ability to thrive in a workplace.

One of the most crucial aspects of neurodiversity is understanding and acknowledging these hidden disabilities. Conditions like autism, attentiondeficit/hyperactivity disorder (ADHD), and anxiety disorders are often not immediately visible, which is why fostering a supportive and inclusive workplace is essential.

Non-visible disabilities can often present unique challenges and hurdles in various aspects of life.

In the workplace, these struggles may manifest in different ways, from difficulties in concentration to the need for accommodations that aren't readily apparent. It's important to recognise these challenges, as they impact both individuals and the organisations they work for.

The Impact on the Workplace Understanding and addressing non-visible disabilities in the workplace is not only a matter of inclusivity and compassion but also makes good business sense. Here are some key areas in which non-visible disabilities affect the workplace:

1. Productivity and Performance

Non-visible disabilities can have a significant impact on an individual's ability to concentrate and perform tasks effectively. Accommodations and support can enhance productivity, benefiting both the employee and the organisation.

2. Accessibility and Inclusivity

Creating a work environment that caters to individuals with non-visible disabilities ensures that no one feels excluded. This can boost morale, engagement, and teamwork.

– Mental Health Resources Providing access to mental health resources, including counseling and support networks, can be invaluable for employees facing challenges related to non-visible disabilities.

– Clear Communication Creating a work environment where employees feel comfortable discussing their needs is essential. Open channels of communication are key to understanding and addressing these needs effectively.

– Reasonable Accommodations Organisations should be prepared to provide reasonable accommodations tailored to the specific needs of employees with nonvisible disabilities. This could include assistive technologies, ergonomic adjustments, or quiet spaces for focus and relaxation.

3. Legal Compliance

The legal definition of a disabled person is someone “with a physical or mental impairment that has a substantial adverse impact” on their ability to carry out “normal” day-to-day activities.

The disability must have lasted, or will last, at least 12 months. People with neurodivergent conditions who meet these criteria are defined as disabled people for the purposes of the Equality Act 2010.

It’s vital to ensure your business is compliant.

4. Accommodations and Support Accommodating non-visible disabilities in the workplace involves several important steps:

– Education and Awareness Promoting understanding and awareness of nonvisible disabilities is the first crucial step. This can be achieved through workshops, training sessions, and open dialogues that help dispel misconceptions and biases.

– Flexibility in Work Arrangements Offering flexible work arrangements, such as telecommuting, flexible hours, or personalised workstations, can help employees with non-visible disabilities perform at their best.

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The Benefits of Embracing Neurodiversity Embracing neurodiversity in the workplace offers a multitude of advantages, not just for neurodiverse employees but for the entire organisation. Here are some key benefits:

1. Enhanced Innovation and Creativity

Neurodiverse individuals often possess unique problem-solving skills and thinking patterns. These distinctive perspectives can lead to innovative solutions that might not have emerged in a less diverse environment.

2. Improved Productivity

By accommodating the specific needs of neurodiverse employees, organisations can improve their overall productivity. When employees feel understood and supported, they tend to perform better.

3. Broader Talent Pool

Neurodiversity widens the talent pool for organisations. By embracing these differences, companies can tap into a more extensive range of skills and abilities, helping them remain competitive.

4. Enhanced Employee Satisfaction

An inclusive work environment leads to higher job satisfaction among all employees. When everyone feels valued and respected, it fosters a positive workplace culture.

5. Positive Corporate Image

Companies that actively promote diversity and inclusivity, including neurodiversity, are seen in a positive light. This can enhance a company's reputation and appeal to a broader customer base.

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Conclusion The Day of People with Disabilities serves as a poignant reminder that inclusivity should extend beyond visible disabilities. Neurodiversity is an integral aspect of diversity, and it enriches our workplaces by bringing unique talents and perspectives. By actively embracing neurodiversity, organisations can harness the potential of all their employees and create more inclusive, innovative, and productive work environments.

These conditions are a part of the rich tapestry of human diversity, and addressing them in the workplace is not just a moral obligation, and a legal requirement but also a strategic advantage.

Embracing non-visible disabilities creates a more inclusive, productive, and compassionate work environment, benefiting individuals and organisations alike.

At ToHealth we provide a multifaceted solution for businesses aiming to ensure compliance and foster support for neurodiversity within their workplace. We achieve this through a combination of tailored health and wellness assessments, educational workshops to raise awareness about neurodiversity, and the implementation of personalised Workplace Needs Assessments and accommodations to meet the unique needs of employees with non-visible disabilities. We offer an all-encompassing compliance management approach that goes hand in hand with your commitment to nurturing a more inclusive and regulation-compliant work environment.

ToHealth's are commitment to not only meet regulatory requirements but also to empower organisations in embracing neurodiversity and supporting their employees with non-visible disabilities. Through this holistic approach, businesses can enhance their workplace culture, making it more inclusive and, at the same time, compliant with relevant regulations.

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Wellbeing

Time to Talk: Tips for Talking About Mental Health Time to Talk Day is an annual event that is organised by Time to Change. The campaign aims to raise awareness about mental health and encourage people to have open and honest conversations about mental health issues.

1 in 4 of us will experience a mental health issue at some point. Therefore, it’s crucial to have open discussions about mental health. By talking about mental health, we can challenge negative stereotypes, strengthen relationships, support those who are struggling and reduce the stigma surrounding mental health issues, which can impact anyone.

Talking about mental health can be tough, but it doesn’t have to be uncomfortable either.

Simply being there for someone and starting a conversation can make a huge impact.

Here are some tips on how to talk to someone about their mental health: Ask how they are It’s okay to ask someone who has been struggling with their mental health how they are

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doing. They may or may not want to talk about it but assuring them that you are available to talk and that they don't need to avoid the topic can be crucial. Remember, mental health issues are only one part of someone’s life and it’s important to continue connecting with them over the things you’ve always talked about together.

Be open-minded Avoid using clichés like “cheer up” or “pull yourself together” and instead try to be openminded and listen to what the person has to say. Even if you don’t have all the answers, simply talking and listening can be incredibly helpful.

Educate yourself If you feel uncertain about how to start a conversation about mental health, you might find it helpful to educate yourself about different mental health conditions. This can give you a better understanding and provide a starting point for conversation. Asking open-ended and non-judgmental questions, like “how does that affect you” or “what does it feel like,” can also help you to better understand their experience.

How can PAM Wellbeing help?

Employee Assistance Programme (EAP): Round-the-clock access to professional counsellors, health, legal and financial experts. Including digital access to expert health and wellbeing resources and CBT training.

Be compassionate When someone is going through a difficult time, they may still be the same person you know and love. Don’t change your behaviour around them, continue to include them in social activities and offer to do things you would normally do with them.

Be patient It’s okay if someone isn’t ready to talk about their mental health struggles. Even if they don’t open up right away, the fact that you’ve tried to have a conversation with them may make it easier for them to talk about it in the future. Consider sending a caring message to let them know you are there for them.

Supporting someone who has been struggling with their mental health can be mentally challenging for you, too. Using support services such as EAP’s can be helpful to ensure you are also receiving support to deal with the situation.

Enhanced Psychological Services: Access to professional counsellors through management referrals, providing employees with proactive support to effectively manage their mental health challenges.

Training and Webinars: Enhance your manager’s and employee’s mental health awareness with our training services. Learn how to proactively manage work and life pressures with sessions tailored around mental health and having supportive conversations.

Speak to us today to explore how our services can effectively support your people to speak up and not suffer in silence. Please visit our website at pamwellbeing.co.uk or call 01925 976111.

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Unlocking Hope on World Cancer Day Every February, the world unites in a powerful global initiative, known as World Cancer Day, to raise awareness about one of the most formidable adversaries in our time: cancer. In the United Kingdom, the battle against this disease has been ongoing, with remarkable progress and relentless determination. This article delves into the significance of World Cancer Day, the current cancer landscape in the UK, and the benefits of cancer awareness. Join us in exploring the path towards a healthier future.

What is World Cancer Day? Origins and Purpose

The Unity Band

World Cancer Day, established by the Union for International Cancer Control (UICC), falls on the 4th of February each year. It serves as a global platform for raising awareness, enhancing education, and advocating for cancer prevention, early detection, and improved treatment. The overarching goal is to significantly reduce the global cancer burden and inspire positive change.

A symbol of solidarity and support for those affected by cancer, the Unity Band is worn by millions on World Cancer Day. It represents the global cancer community's commitment to working together to create a world free from the fear of cancer.

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Why World Cancer Day is So Important?

Spreading Awareness One of the fundamental pillars of World Cancer Day is education. It serves as an opportunity to inform the public about cancer, its risk factors, prevention, and early detection. The more people understand the disease, the better equipped they are to protect themselves and their loved ones.

Supporting Those Affected World Cancer Day is a reminder that no one fights alone. It's a day of compassion and

solidarity, offering support and understanding to individuals living with cancer and their families.

It amplifies their voices and reduces the stigma associated with the disease.

Advocating for Change World Cancer Day encourages governments, organisations, and individuals to take action.

By promoting policy changes, increasing funding for research, and improving access to healthcare, we can make significant strides towards reducing the cancer burden.

Cancer in the UK: A Comprehensive Overview Cancer Statistics The cancer landscape in the United Kingdom is marked by both concern and hope. As of 2022, more than 367,000 new cases of cancer were diagnosed annually, making it a formidable adversary that affects people from all walks of life. While cancer remains a leading cause of death, accounting for nearly 28% of all fatalities, it's essential to highlight the remarkable progress made in recent years in terms of prevention, early detection, and treatment.

Common Types of Cancer in the UK: Breast Cancer

Prostate Cancer

Breast cancer is one of the most prevalent types of cancer in the UK, and it doesn't discriminate based on gender. While it predominantly affects women, men can also develop breast cancer. With approximately 55,000 new cases diagnosed each year, it's a significant public health concern. However, there's a reason for optimism – early detection through regular breast screening and self-examinations has led to improved survival rates. Innovative treatments and a deeper understanding of the disease have also contributed to increased hope for those affected.

Prostate cancer primarily affects men, with over 47,000 new cases reported annually. It is the most common cancer among men in the UK. The good news is that prostate cancer often progresses slowly, and many individuals may not experience any symptoms until it reaches an advanced stage. Early diagnosis through regular screenings, such as the prostatespecific antigen (PSA) test, is crucial for better outcomes. Ongoing research and advanced treatment options offer promise for those facing this diagnosis.

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Lung Cancer

Skin Cancer

Lung cancer is another significant health challenge in the UK, with approximately 47,000 new cases diagnosed each year. It's often linked to smoking, although non-smokers can also develop the disease. Early detection and lifestyle changes, like quitting smoking, play a vital role in reducing the risk of lung cancer.

Cutting-edge treatments, including targeted therapies and immunotherapies, are offering new hope to patients, particularly in cases where the cancer is detected at an earlier stage.

Skin cancer, particularly melanoma, is a growing concern in the UK, with around 16,000 new cases reported annually. Exposure to UV radiation from sunlight and indoor tanning beds is a leading cause. Prevention and early detection are essential in combating this type of cancer. Regular skin checks, sun protection, and public awareness campaigns have led to improved outcomes for those diagnosed with skin cancer.

Colorectal Cancer

Cervical cancer, predominantly affecting women, results in approximately 3,200 new cases each year in the UK. Cervical screening programs, such as the smear test, have been pivotal in early detection and prevention.

The development of vaccines against human papillomavirus (HPV), a significant risk factor for cervical cancer, has added a powerful weapon to the fight against this disease.

Colorectal cancer, affecting both men and women, is responsible for around 42,000 new cases each year in the UK. This type of cancer typically begins as benign polyps in the colon or rectum and can often be prevented through regular screenings, such as colonoscopies.

Lifestyle factors, including a high-fiber diet and regular exercise, can also contribute to a reduced risk. Advances in surgical techniques and targeted therapies are improving the prognosis for colorectal cancer patients.

Cervical Cancer

The common types of cancer in the UK underscore the need for continuous education, prevention, and early detection efforts. While these statistics may seem daunting, progress in research, treatment, and public awareness offers a ray of hope for those affected by cancer. Through unity and determination, we can work towards a future where the burden of cancer is significantly reduced, and lives are saved.

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The Benefits of Cancer Awareness Early Detection Awareness campaigns and regular screenings lead to early detection, which is often the key to successful cancer treatment. The earlier cancer is diagnosed, the more treatment options are available and the better the chances of survival.

Prevention and Lifestyle Choices Knowledge is power when it comes to cancer prevention. With awareness, individuals can make informed choices about their lifestyles, reducing their risk of developing cancer. Simple changes like maintaining a healthy diet, staying active, and avoiding tobacco can have a profound impact.

Reducing Stigma Awareness fosters empathy and understanding, reducing the stigma often associated with cancer.

This makes it easier for individuals to seek help, support, and treatment without fear of judgment.

Resources for Support For those seeking information, support, or assistance in their battle against cancer, there are numerous resources available: 1. Cancer Research UK - A leading charity organisation providing information, research, and support for cancer patients and their families.

2. Macmillan Cancer Support - Offering practical, emotional, and financial support to those affected by cancer.

3. NHS Cancer Services - Access comprehensive information about cancer, treatment options, and where to find support locally.

World Cancer Day is a day to acknowledge the progress made, the challenges that remain, and the collective commitment to reducing the impact of cancer on individuals and communities. By spreading awareness, fostering unity, and advocating for change, we can unlock hope and create a future where cancer is no longer the formidable foe it is today.

4. Maggie's Centres - Providing free practical, emotional, and social support to people with cancer and their families.

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Unlock Comfort and Productivity: Must-Have Ergonomic Accessories At 66ergonomics, we’re all about ensuring comfort meets productivity when it comes to your workspace. As we navigate the demands of modern work, it's essential to prioritise our health and ensure that the tools we use daily contribute to our overall comfort and efficiency.

But not every ergonomic solution is a bespoke chair or sit-stand desk, there are a few standout accessories that can be game-changers for everyone, promising not only relief from the strains of prolonged desk sessions but also a boost to your work output. Read on to find out more about our three must-have ergonomic accessories that are indispensable for those seeking the perfect balance between work and well-being (best of all – they won’t break the bank!).

1

Unimouse: Revolutionising Comfortable Computing

In a world where one-size-fits-all rarely applies, the Unimouse steps in as a hero of ergonomic precision.

Its innovative design caters to the unique contours of your hand, providing an easily customisable and comfortable computing experience. Say goodbye to the discomfort of traditional mice and hello to a device that adapts to you, ensuring that your work hours are not only productive but also pain-free.

Some key features of the unimouse include: • Body tilt angle anywhere between 35 to 70 degrees • 6 programmable buttons and an ultra smooth scroll wheel • Articulating thumb support • Battery life lasts for up to 3 months, and is speedily charged via USB

2

Puk Wrist Support: A Simple Solution for Wrist Comfort

For many, the wrist bears the brunt of endless typing and mouse-clicking. Enter the Puk wrist support, a simple yet powerful accessory designed to ease the strain on your wrists. This unassuming companion is not just a cushion; it's a preventive measure against the aches and pains that can accompany long hours at the keyboard. Discover how the Puk wrist support can become your silent partner in promoting wrist health and enhancing your overall workspace experience.

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Benefits of the Puk Wrist Support include: • Glide & slide functionality allow for easy of movement around your workspace • Made from thermoplastic elastomer, which acts as a soft surface for your wrist • Latex Free

3

Laptop Riser: Elevate Your Workstation, Elevate Your Health

In a world where laptops have become our constant companions, it's time to elevate our perspective— literally. The Kensington Smartlift Laptop Riser is a tool that goes beyond convenience; it's a key player in maintaining proper posture and reducing the strain on your neck and shoulders. Experience the benefits of raising your laptop to eye level and how this seemingly simple adjustment can have a profound impact on your comfort and well-being.

Key features of the Kensington Smartfit Laptop Riser include: • Four comfortable height options • Compact design • Supports up to 3.5kg of weight.

Are you ready to transform your workspace into a zone of comfort and productivity?

Find more accessories that can improve your working day and habits here.

Compass Magazine wishes to thank its contributors from 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.

Wellbeing PAM Wellbeing 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 mental health, psychological and wellbeing solutions enables organisations the option to engage with

Here at The66Group, our philosophy is founded in supporting people to form healthy habits and wellbeing.

We do this by providing products and solutions for fitness and workplace health challenges.

We work in partnership with the wider PAM Group to provide a range of products that assist with continued occupational health processes, from ergonomic chairs to sit/stand desks, workout staples and much more.

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.

We work strategically to implement proactive workplace mental health and wellbeing solutions, to help organisations and their people thrive.

Workplace Adjustments and Neurodiversity :

• • • • • • •

Diagnosis and screening Needs Assessments Assistive Technology Ergonomics Training/Coaching Awareness Training Management Coaching

Corporate Health:

• • • • • • • •

Health Assessments Wellness Workshops Webinars Training/Coaching Resilience Coaching Education and Training Corporate Blood Testing Online E-learning Modules

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.

Our team of friendly, experienced, advanced and specialist Physiotherapists offer a comprehensive MSK service that also includes appropriate advice and treatment plans which aim to improve employee health and productivity at the workplace. We provide solution focussed physiotherapy services and end-to-end management support.

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Holly House, 73-75 Sankey Street, Warrington, WA1 1SL

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