The culture within the organization is respectful and promotes well-being.
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The culture of the organization is open to diversity, inclusion, mental health and disability.
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There is an open culture which enables an employee to ask for support.
Management recognize the impact a positive work environment has on employee wellbeing and productivity.
Agendas for Staff meetings include Mental Health, Wellbeing, Diversity, Inclusion, Disability
Management recognize that positive retention strategies contribute to achieving improved employee wellbeing, engagement and attendance rates.
Relevant policies including Stay-At-Work and Return-To-Work are implemented and reviewed regularly.
Policies reflect an ethos of empathy and support for all employees and are flexible to take account of individual circumstances.
The organization formally records absenteeism.
Absenteeism is recorded according to cause eg Mental Health, Illness/Injury,
The rate of absenteeism is monitored through Management KPI’s.
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The organization is knowledegable in how to support employee capabilities after an absence
There is somebody appointed to support employees whilst absent
Team Leads feel supported to manage their staff when at risk of an absence or prior to a return to work after an absence.
Case Management: The organization proactively manages the return to work process after an absence.
All employees attend a return to work meeting prior to their return.
The organization customises or redesigns jobs for people with a disability?
Mental Health is positively addressed and openly spoken about to reduce stigma.
Early intervention: Systems are in place to support an employee remain in work when faced with a challenge to avoid an absence.
The organization is known as a champion of Wellbeing, Health and Safety
Champions/Leads have been appointed to support key values. If so, please select all Champions appointed from the list:
Communications and PR activities reflect a culture that respects equality and inclusion.
There is a wellbeing policy in place.
The policy has a positive ethos that supports and promotes employee mental health and well-being.
Staff feel respected and valued for how they are more than who they are.
Staff are aware of what to do in order to access support for their own individual well-being.
Staff access these supports
Staff are actively engaged with wellbeing activities.
A range of supports / activities / events are available to employees.
Activities are regularly undertaken to monitor employee engagement and satisfaction at work.
Employees remain in the organization for the benefits of feeling supported, being cared for and access to opportunities for development more so than their salaries.
Employees report feelings of inclusion in the organization e.g. through contribution to policy development, engagement in learning or social activities etc.
Employees speak positively outside of the organization about how they are supported internally
Employees actively seek out the organization for employment
Staff receive awareness training addressing mental health, disability, diversity and inclusion?
Team Leads / Supervisors receive training on how to support Employees who are pregnant or on Maternity Leave
Team Leads / Supervisors receive training on how to support a team member who is having a difficult time? Ie Remain-in-work or Return-to-work
Employees receive support (coaching) in preparing for the return to work of an absent colleague? Eg after a Bereavement
Re-training or upskilling through training are options for employees if a return to their original role after an absence is no longer an option
