Welcome to our wellbeing campaigns page. Below you will find information which is designed to inform and educate our people about important wellbeing topics.
Debt Awareness
With the cost of living continuing to rise, we know it’s possible some people may find themselves in debt.
To help anyone struggling with debt we have collaborated with our mortgage partners at Charles Cameron, financial partners at Barclays, and Briggs Boost to help anyone who needs support and information.
Charles Cameron hosted a webinar on how to take control and improve your finances, as well as some general mortgage advice.
You can also visit our Briggs Boost financial wellbeing page which includes the best hints and tips to stay debt free. From using our exclusive discounts to save on your weekly shop, to great savings on bigger expenses like holidays.
International Women's Day 2024
To mark International Women’s Day (IWD) 2024 we’re celebrating the achievements of women around the world and the progress being made towards equality.
We’re in, are you?
Collectively we can:
#InspireInclusion
A huge thank you to everyone who has shown their support for IWD this year.
By investing in both our women and men equally, we will continue to accelerate progress within the business.
💜
We created these cards and distributed them across the business. Colleagues were asked to take a moment to write a simple thank you message. Detailing why that person inspires them, and why they’re valued.
We asked our people why they #InspireInclusion
and here’s what they had to say…
Men's Mental Health Awareness Month
Mental Health Awareness Week 2023
To mark Mental Health Awareness Week 2023 our people took part in a number of invaluable wellbeing days and sessions across the UK. This year’s focus was anxiety and if you missed any of the content from the week we have detailed all the information below.
Your self-care daily checklist
Coping with anxious feelings
Interactive Stress Container
Mindful stretching break
Useful tips to help deal with anxiety
Try the S.U.M.O approach
Check out Sharon McCormick’s presentation from the Listening Centre
Need somebody to listen? Get in touch with the Listening Centre today!
World Menopause Day 2022
Sarah Heeley
In this informative video, HR Advisor, Sarah Heeley, discusses the Menopause and Andropause to help #breakthestigma and normalise conversation within the workplace.
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78.5% of our workforce are women, with the average age of our female employees being 44. The menopause is something that will be affecting a large proportion of our staff at any given time.
Making sure we support people appropriately at this stage of their life is important. Some people will not experience any symptoms when going through the menopause. For others it is a time when physical and psychological symptoms might affect their normal day to day activity and work. In those cases it is important that we all understand that there is help available.
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A culture of awareness is just as important as physical adjustments. It is surprising how little most of us know about the menopause and its physical and psychological symptoms. The Managing Menopause at Work Policy aims to improve understanding across the organisation and to provide an open work environment where our employees feel they can ask for the help they need.
Managers should be careful not to assume that issues a person is experiencing are related to menopause. There are many things that can impact on an employee’s experience at work and individuals should be able to ask for support in any situation when it is needed.
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Menopause is a normal life event for women and we want people to feel able to ask for the support needed without feeling embarrassed or uncomfortable.
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No one should experience any unfavourable treatment because of symptoms they are experiencing or because adjustments have been made. We expect all employees to conduct themselves in a helpful and open-minded manner, as defined by our Respect at Work Policy and Respect at Work Pledge.
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Every woman’s experience of menopause will vary and the adjustments that might be needed will depend on an individual situation. However, we encourage employees to consider and discuss with their line manager any practical measures that may help in the workplace.
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During the menopause, which can last a number of years, women experience a range of symptoms from sleep disruption and hot flushes, to psychological issues such as increased anxiety, mood swings and memory loss.
We encourage employees to consider the support we can offer to help manage symptoms through workplace adjustments. Examples could include having easy access to toilet facilities or having storage space available for personal supplies. Adopting flexible working practices such as changing start and finish times can also help for example if a woman is experiencing sleep issues.
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Managers need to be approachable and willing to have a sensitive discussion about the menopause. There is a template in the policy that gives prompt questions to help an employee and a manager with this discussion. Our Menopause Policy also provides guidance on reasonable adjustments that can help employees feel supported at work.