Learning Works, Winter 2010

Learning Works www.unionlearn.org.uk/southwest

In this A low carbon issue » future p.2 »

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health ial wellbe and i at workng supple ment

» News from unionlearn with South West TUC Winter 2010

Job training success p. 8 »

Learning centre lessons p. 6 »

Workers are making a difference Phil Chamberlain reports on how firms are facing up to environmental challenges Green workplace champions have been honoured at a special conference in Bristol.

O’Grady and Haydn Young, CEO of training firm Gaia Active.

Seven employees from across the South West were given awards. These included:

There were also workshops offering practical examples for people to follow on issues such as travel planning, how to promote behaviour change, improving resource efficiency and effective communication and negotiation.

Pierre Fox from Avon Wiltshire Partnership (AWP) in Bristol who was instrumental in setting up the Bristol Vocation Service as a zero petrol team, carrying out 100% of their business travel by electric pool car or bike.

Kevin Maggs from A & P Group in Falmouth, who created a culture within the shipyard of simple energy saving actions such as closing doors, turning off unneeded lighting, heating and equipment.

Sally Childs from NHS Dorset in Dorchester who organised Green Office Week activities which raised environmental issues and showed how individuals and offices can make a real difference.

Jonathan Porritt of Forum for the Future

Steve Crawshaw from Bristol City Council who championed green issues and coordinated and organised the green reps from all the recognised trades unions working for the city council.

The conference offered unions and businesses in the region examples of how they can make their workplaces more carbon-friendly. Speakers included leading environmentalist Jonathan Porritt as well as TUC Deputy General Secretary Frances

The conference was organised by the South West TUC Green workplaces initiative supported by the South West RDA and held at @Bristol.

Nigel Costley, South West TUC Regional Secretary, said: “We need to get serious if we are to face up to our environmental challenges and if we wish to create an economy which makes the best of all its resources.

The efforts of these champions for change and of the Green Workplaces initiative shows what can be achieved.”

Image by Clint Randall/ www.pixelphotography.co.uk

A pint of the green stuff Wiltshire’s Wadworth brewery is just one of the South West companies working with employees to create a greener workplace.

The Devizes-based brewer has been operating since 1875 and moved to its present premises in 1885. The brewery remains in the same family and employs one of only four working coopers and the only Master Brewery Cooper in the country.

It has joined forces with South West TUC and the South West Manufacturing Advisory Service to put on a training event looking at ways of saving money and reducing carbon emissions by introducing energy saving initiatives into the brewery sector.

It has been looking to cut its carbon emissions through various measures including a new vapour capture system.

Continued on page 2...

Unite Rep Andy Barnett with the eco-friendly vapour capture system at Wadworths Brewery, Devizes

Learning Works Winter 2010

Looking to a low carbon future New Jobs, New Skills conference hears from business leaders in the South West Some 60 people attended a new Jobs, New Skills conference which looked at the opportunities emerging in the low carbon economy.

It used workshops and case studies to illustrate and discuss the changes needed at work to meet demands for more resource efficient working practices, to adapt to climate change and the potential effects on working environments.

Image by Clint Randall/ www.pixelphotography.co.uk

Speakers discussed a range of issues from skills training to the impact of government cuts.

Top awards for two education providers Yeovil College were presented with a framed certificate to acknowledge that the QA they first achieved in 2007 has passed its three year reassessment. They also received a new Quality Award plaque for their NVQs in print programme.

Helen Cole, Regional Manager of unionlearn presenting the Quality Award to Plymouth Adult and Community learning Service (L-R) Lorraine Steer and Gill Pitts

Dawn Neale looked at fast-growing sectors such as wind, geothermal and photo voltaics as well as describing the development of the Wave Hub, aerospace and marine manufacturing, and the proposed nuclear programmes at Hinkley and Oldbury.

women. To increase women’s participation in employment there needed to be a reduction in barriers such as increasing flexible working; recruitment to nontraditional jobs; better careers advice; better training in green skills and equitable pay.

Nigel Costley gave an example of the changes to avoid with the recycling sector.

It is one of the most dangerous sectors with many jobs low paid and non-unionised.

Delegates heard from several organisations such as marine company J&S Ltd which has moved from naval defence into the production of sustainable technologies.

It said Unite’s Learning Centre was the “lifeblood”. Tim Crook, from Regen SW, described the 730 low carbon businesses already active in the region and the

Vicky Boroughs, Unison’s Regional Women’s and Equalities Officer, examined what the green agenda held for

Plymouth Adult and Community Learning Service received a Quality Award plaque for their ICT provision. collaboration with training providers.

Despite this, he said that a limiting factor were the skills currently available, including project management.

Meanwhile Dr Bob Mudd, from Bridgwater College, described the college’s new energy centre, and how courses have been devised in consultation with energy firm EDF which has five European pressure reactors designated for the South West.

The event was organised by unionlearn’s Skills Recession and Recovery Project and the South West TUC’s Green Workplaces project it took place at the Genesis Centre in Taunton.

Wadworths Brewery's Cooper, Alastair Simms

Delegates discussed examples of successes in the new green sector and opportunities for trade union members

A pint of the green stuff continued...

Recently it welcomed union and employer representatives from across the region to study what it had achieved and see where this could be applied elsewhere.

Keith Hatch, Green Workplace project worker, said: “The South West TUC Green Workplaces Project is all about 2

working with businesses and helping them live with environmental protection in mind.

“Those, like Wadworth, that adapt now will become more resilient and successful. Working with staff now to cement changes is more cost-effective than waiting and makes firms better placed to protect jobs in the future.”

Prolonged stress can lead to physical and/or mental ill health Spec

Relax and take a deep breath

health ial wellbe and i at w ng suppleork ment

Nearly half a million people are made ill by stress caused by work every year.

Learn how to identify the early warning signs and how to reduce it Stress can be caused by a variety of issues, including long hours, shift work, lack of control, heavy workloads, infrequent breaks, lack of job satisfaction, boredom, too much responsibility, low pay and isolation.

excessive use of caffeine, cigarettes or alcohol

A poor working environment, both physical (noise, over-crowding, unpleasant or dangerous conditions) and psychological (bullying, bad relations with colleagues), can also lead to stress.

chest pain

Job insecurity is also a factor; more significant since the recession and with public sector redundancies expected.

How to spot stress in yourself or others People react to stress differently. Common stress symptoms include: anxiety, irritation, anger or feeling flustered the feeling that things are hanging over you poor concentration and difficulty making decisions headaches, palpitations or hot flushes dry mouth, lump in the throat and shaky hands problems with sleep

a repetitive tic, such as scratching or hair pulling tearfulness, depression or feeling suicidal problems eating or swallowing diarrhoea or constipation loss of sex drive worsening of skin conditions or breathing conditions

Change what you can. Sort out the problems that can be resolved. Learn to say ‘no’.

Have some ‘me time’. The UK workforce works the longest hours in Europe. We all need to take some time for socialising, relaxation or exercise.

Look at your long-term priorities. What can you off-load, or change, to achieve a better work/life balance?

Improve your lifestyle. Eat properly, get plenty of exercise and enough sleep and avoid unhealthy habits.

Tips to tackle stress

Confide in someone. Don’t keep emotions bottled up.

Prolonged stress can lead to physical and/ or mental ill health. If you think you’re experiencing stress-related ill health, NHS Direct suggests you talk to your GP. Follow these stress busting tips, from NHS Direct and Mind.

Focus on the positive aspects of your life.

Take regular breaks whenever you feel things are getting on top of you.

Learn to relax. Follow a simple routine to relax your muscles and slow your breathing Take control and get organised. Make a list of jobs and tackle one at a time Sort out your worries. Try not to worry about things that you can’t change.

For more help, visit www.mind.org.uk

Seeking help Mind Promotes the views and needs of people with mental health problems 0845 766 0163 www.mind.org.uk

Samaritans 24 hour confidential support 08457 90 90 90 www.samaritans.org.uk

Depression Alliance for sufferers of depression 0845 123 2320 www.despressionalliance.org

Sane Charity offering support 0845 767 8000 (daily, 6pm-11pm) www.sane.org.uk

SignHealth A healthcare charity for deaf people.

Counselling service available Voice: 01925 652 520 Minicom: 01925 652 529 www.signhealth.org.uk

Honesty, empathy and confidence Helping members with cancer can be daunting but there are strategies available Each year, the human resources manager of a large organisation is likely to see more cancer cases than the average GP. Dealing with a member who has cancer can be a difficult issue for union reps but honesty, empathy and confidence will go a long way towards handling properly a sensitive subject.

A union rep can help in many different ways: Represent union members in negotiations with employers to ensure they are treated fairly Provide information on useful organisations and contacts Support the employee through listening Provide appropriate support to other work colleagues Improve policies and procedures Naturally it can be awkward approaching a member to talk about cancer so you need to tailor your approach depending on the person and the work environment.

Choose a private place where you won’t be interrupted

person they are taking the points in and understand their concerns. Reinforce that you are listening by nodding or saying “I understand”. Pay attention to non-verbal signals. Give the person your full attention by facing them squarely.

It is important to maintain contact so the person doesn’t feel isolated. It is easy for barriers to come between you so try and tackle those. That might be using the right language or finding out what their core concerns are.

A union rep needs to put themselves in their member’s position and empathise with their concerns. That means thinking about how

Websites for further help Macmillan www.macmillan.org.uk

Cancer Resource Centre www.cancer-resource-centre.org.uk

For people caring for friends or relatives

Be prepared for the meeting to overrun

www.carersuk.org

Remain calm but sympathetic if the union member becomes upset.

Bereavement

Respond to humour but don’t initiate it

Hospice information

Feel able to adjourn the meeting if the person becomes too distressed

National Cancer Advice

A vital skill is the ability to listen. It’s more than simply keeping your ears open. A rep needs to learn techniques to show the

www.cruse.org.uk www.hospiceinformation.info www.canceradvice.co.uk

Representing patients www.patients-association.com

their colleagues and managers are reacting to them.

Honesty is key to making sure a member gets the best help. You need to give them the confidence that you have the knowledge and experience to help them. You also need to be able to admit where your gaps are and aim to find out what they need. The information might not be good news but a member must feel they are getting accurate help.

Dates for your diary Cancer in the Workplace Event Wednesday 2 March 2011, 10am - 3pm Compass Disability Services, Belvedere Trading Estate, Taunton.

A one day session for trade union representatives on the issues, support and resources available. This event is being run in partnership by unionlearn with TUC Education in the South West and MacMillan Cancer Support. Speakers include Kay Jackaman, MacMillan Cancer Support and Dr Julia Verne, South West Public Health Observatory.

For more information and to register please contact: Andy Moss TU Education South West 0117 947 0521 amoss@tuc.org.uk

Cancer in the Workplace Course Three-day course for union representatives, Tuesday 29 - Thursday 31 March 2011, City of Bristol College.

This course will help reps explore issues to be faced if a union member is diagnosed with cancer and find out more about cancer in the workplace, its causes and effects.

For information on this course and details of how to apply please contact: Jeff Kemble, City of Bristol College 0117 312 5607 TUEdadmin@cityofbristol.ac.uk

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A vital skill is the ability to listen. It’s more than simply keeping your ears open. A rep needs to learn techniques to show the person they are taking the points in and understand their concerns

Finding the right balance Susie Weldon finds that mental health problems are far more common than most people realise – and they cost the UK economy a staggering £26 billion a year.

One in four people will experience a mental health problem during their lifetime – a sobering statistic that covers a wide variety of conditions.

Some of the most common – such as anxiety, depression and unmanageable stress – affect one in six British workers each year, leading to 70 million lost working days annually and around £2.4 billion wasted on staff turnover due to poor mental wellbeing, according to the mental health charity Mind.

That’s not all. Work-related mental ill health is estimated to cost the UK economy up to £26 billion every year through lost working days, staff turnover and lower productivity.

Despite such enormous costs, employer awareness of mental health issues at work is poor, says Mind. Most senior managers vastly underestimate the scale of the problem and most think it will never affect their workplaces.

So what is mental distress? According to Mind, one definition is: “A change or disruption to how someone usually thinks, feels, and perceives the world around them. This in turn can have an adverse effect on how they are able to relate to others and look after

“All employers have a ‘duty of

care’ under UK law to protect the health, safety and welfare of all their employees” themselves. It can affect their understanding, judgement and decision-making.”

Mental health problems affect men and women equally, but the types of problems differ. Women are one-and-a-half times more likely to be affected by anxiety and depression, according to NHS Direct.

Men suffer more from substance abuse (one in eight men is dependent on alcohol) and anti-social personality disorders and are also more prone to suicide: British men are three times more likely than British women to die as a result of suicide.

And one person in 100 has a severe mental health condition such as schizophrenia or bipolar disorder.

Creating mentally healthy workplaces through health and wellbeing programmes not only increases employee satisfaction,

but also leads to a higher company profile, according to 2008 research by business consultants PricewaterhouseCoopers.

They found mentally healthy workplaces also lead to higher productivity, reduced sickness absence and reduced staff turnover.

All employers have a ‘duty of care’ under UK law to protect the health, safety and welfare of all their employees. This means they have a duty to assess the risks arising from hazards at work, including work-related mental health problems.

Get yourself a plan Mind says, to create a mentally healthy workplace, employers need to develop a comprehensive strategy that: promotes wellbeing for all staff tackles work-related mental health problems supports staff who are experiencing mental distress.

“Work-related mental ill

health is estimated to cost the UK economy up to £26 billion every year through lost working days, staff turnover and lower productivity”

£2.4 bn is wasted on staff turnover due to poor mental wellbeing

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Learning Works Winter 2010

A two-day Training Day brought together learning reps from across the South West to look at how best to set up and run work place learning centres.

Prepared for anything Susie Weldon reports on measures to tackle the fear of redundancy in the workplace Union Learning Centres play a crucial role in helping people prepare for everything from redundancy to promotion at work.

Fear swiftly spreads through a workplace when the ‘R’ word is mentioned. The prospect of redundancy has everyone worried about finding themselves in the firing line.

Dave Dash, a Regional Officer for Bakers Food & Allied Workers Union (BFAWU), knows all too well what that means in terms of staff morale: “First of all they’re angry, then there’s depression and obviously worry sets in too,” he said.

Marion Mann, South West Skills Recession and Recovery Development Worker, agreed: “It’s like a bereavement.”

But this is where learning centres really come into their own. Marion told a recent Learning Centre Network Training Event in Bristol they played a crucial role in helping people through change at work.

The Skills: Recession and Recovery Project was set up to help unions identify best practice around redundancy and find support for members.

Most people’s first response to redundancy is “an awful panic that they can’t do anything else”, said Marion: “I bet they can – they will have all kinds of transferable skills so helping them identify their skills is very important.”

Change at work did not necessarily lead to redundancy, said Joe. “I’d like to have an up-to-date CV now rather than two weeks before they bolt the door. I’d like to keep my skills up to date – it’s about preparing people in advance,” he said.

Marion said learning centres could also help people progress at work. “There are yearly appraisals, you’re going for an interview for a promotion; you don’t want to have to face that at the last minute,” she said.

“The whole message is you’ve got something really positive, you’ve got a resource that is very useful.”

More information www.unionlearn.org.uk Contact Marion Mann, regional development worker for the Skills: Recession and Recovery (SSR) Project, on: mmann@tuc.org.uk or 07917 415 031

“The whole message is you’ve got something really positive, you’ve got a resource that is very useful” Lois Thorn from the OU showing online information

Tips for growing your learning centres • Help people acquire vital computer skills. Communication Workers Union rep Sean McGeough, based at the Royal Mail Centre in Gloucester, said: “You need IT skills nowadays just to search for a job. This is a real problem for people who don’t use IT at work.”

• Help with CV writing, applications and interview skills – especially those who’ve held the same job for years.

• Make full use of all the free e-learning platforms that are available. There are lots of online resources; check the unionlearn website for ideas.

• Provide access to financial advice.

“People need help with benefits, pensions and debts, and careers advice too,” said BFAWU union learning rep Janine Cokayne.

• Make sure people know about the centre, said Unite learning rep Anna Costello, based at Wincanton in Swindon, Wiltshire: “Put out flyers around the canteen or in working areas and make it welcoming; have newspapers, job adverts, free resources, tea & coffee.”

• Invite the partners in. Employees’ families tend to be forgotten, said Sean, but redundancy is a shock to them too.

• Negotiate a memory stick for everyone from employers. That way, when staff came in, they can keep the information they’ve sourced, said Marion.

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The self-confidence learning can give people is brilliant

Making the right start Experienced reps tell Phil Chamberlain how to successfully launch a learning centre When union officials from across the South West were asked for their ideas on how best to set up union learning centres the ideas flowed thick and fast.

There isn’t an ideal template but preparation is vital.

An initial task is to carry out a skills survey to make sure the learning resource serves the staff’s needs.

Sean McGeough from the CWU said: “A lot of people over 50-years-old do not want accredited courses, they just want to know how to use a computer. UK Online is attractive for that.”

Sean said: “For us it was a complete waste of time getting tutors in as we have a 24-hour operation so people want the training there and then. We’ve moved to online courses for that.”

Alongside that it is very helpful to get management on side – and there may be different arguments that can be deployed.

Andy Harding, from the Prison Officers Association based at HMP Dartmoor, said: “Part of the Home Office target is that 95% of all staff should be at least at a particular level by 2011. Having this facility helps reach that target.

“It can be a feather in the cap for managers. It depends on how you sell it. It can look good for you and it can look good for them.”

and can work with people it really makes a difference, especially if people might have had a difficult time at school.”

If possible, locking in management to an agreement gives security and certainty.

From the beginning it is important to have a long-term plan about how to develop the centre and to keep on reaching out to staff.

Workplaces and workforces will dictate what kind of centre is set up. Whether it is on site or off; open for set hours or available 24 hours a day. Following that it is necessary to select your training providers.

Sean said: “You need to get the right tutor who is capable of gelling with people in the workplace. If you have someone used to dealing with 16 to 19-year-olds it can turn people right off.”

Chris said: “It was important to get the right tutors. If they have got that personal touch

Andy said: “I set up the centre and waited for people to come but it did not happen. I have to got out and sell it every day.”

But the rewards for individuals are clear.

Janine said: “There was a lady who had a reading age of about a three-year-old. She went on a course and she said she was so pleased because she had sat down and read a book with her daughter. That still brings tears to my eyes. “The self-confidence it can give people is brilliant.”

Tips for starting up • Carrying out a skills survey so you tailor your training to meet those needs

• Using free resources such as UK Online www.ukonlinecentres.com

• Selecting the right training provider who fits with what you want and not relying on just one provider

• Keep on reviewing what you are providing to make sure it is what staff are after

• Getting backing from management and drawing up a written agreement with them

• For further information contact Elaine Dobson, unionlearn on e: edobson@tuc.org.uk M: 07799880195

• Having the personal touch to connect with staff

“A lot of people over 50-years-old do not want accredited courses, they just want to know how to use a computer. UK Online is attractive for that.”

Left to right: Delegates Sandra Absalom and Colin Winsbury from CWU and Maria D’Mella, Unite the Union, from Wincanton offered their learning centre tips

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Learning Works Winter 2010

Swing into action

Joint effort after job losses announced at Bristol Tower Wharf site leads to training successes for employees

When Co-op Financial Services suddenly announced that 91 members of staff at their Bristol Tower Wharf centre faced the sack Union Learning Reps swung in to action.

Britannia Staff Union’s project manager Vikki Botham and workplace Union Learning Rep Ali Holly set about organising a learning programme for their members.

Ali said: “It was imperative that people had the support they needed. The finance sector has been hit hard in the South West, we couldn’t let people down.”

The union successfully applied for Skills for the Future project funding, and worked closely with the City of Bristol College in teaching sessions on a range of skills, some leading to NVQs, as well as courses on tackling the issue of redundancy.

“The good news is that the majority of people seeking employment have now secured new jobs”

Appreciation: Danny McLellan

Unionlearn development worker Alan Shearn put Ali in touch with Tim Cowley at JCP, then Redundancy Manager for West of England.

In total, 52 staff benefited from JCP advice.

This included details about the nature of support offered by JCP, redundancy packs, job search, CV writing, information on tax credits, job seekers allowance and for those deciding to take their pensions.

The company has congratulated the union for helping motivate staff through this difficult period. The good news is that the majority of people seeking employment have now secured new jobs.

It was with great sadness that we heard in early August of the death of Unite rep and activist, Danny McLellan.

Danny was a dedicated trade unionist over many years and had championed learning at his workplace, Delphi Diesel Systems in Gloucestershire, where he helped and supported many new learners.

His dedication and hard work will be much missed and we send our sympathies to his family and friends.

(L-R) Marian Mann (unionlearn), Vikki Botham (BSU) and Ali Holly (BSU)

New and moving staff Beth Callinan, left, and Paul Adams have joined the TUC Green Workplaces Project.

Andy Moss has moved from the Green Project to administrate Trade Union Education in the region.

We welcome back Frances Robertson, following a period of sick leave.

Phil Chamberlain and Susie Weldon are job sharing the post of press officer while Tim Lezard and his family tour Europe.

Contact unionlearn unionlearn South West Church House, Church Road, Filton Bristol BS34 7BD t: 0117 947 0521 f: 0117 947 0523 e: unionlearnsouthwest@tuc.org.uk

All TUC publications may be made available for dyslexic or visually impaired readers, on request, in an agreed electronic format or in accessible formats such as Braille, audio tape and large print, at no extra cost. Contact the South West TUC on 0117 947 0521.

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Published by unionlearn with the South West TUC, Church House, Church Road, Filton, Bristol BS34 7BD. Email: unionlearnsouthwest@tuc.org.uk Learning Works is edited by Phil Chamberlain and Susie Weldon, e: southwestmedia@tuc.org.uk. Designed by Rumba www.rumbadesign.co.uk.

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