Agenda item

The Head of Human Resources (HR) presented the HR Assurance Report, the purpose of which was to update the Committee on activities taking place over the last twelve months and particularly in relation to the Covid-19 pandemic period.  A brief overview of sickness absence and the next steps going forward was also included.

 

Additional funding had been secured through the Covid Support Fund to employ a dedicated Health and Wellbeing HR Business Partner to support staff through the pandemic.  This twelve month fixed term post was taken up in July 2021.    The purpose of the role was to support Covid recovery and transition to a new normal for employees.  The Council was ambitious to develop its wellbeing culture and drive sustainable changes to improve employees’ wellbeing in the long term. 

 

Work undertaken by the post-holder to date included:

 

• Development of a Working From Home (WFH) best practice guide (to be launched with new Blended Working Policies) which aimed to support employees to continue to prioritise their wellbeing and develop good WFH practices for self-care.

• Development of a dedicated Mental Health Awareness intranet page, available to all staff, with specific resources for line managers on how to support employees’ mental health.

• Distribution of promotional material for the Employee Assistance Programme, including electronic posters, utilising the staff portal and the distribution of ‘wallet’ sized contact cards.  This was available to all staff 365 days a year.

• Purchased Suicide Prevention Kits and placed these at different venues for

any staff who might need them to access. The kits contained lots of information to help people in a crisis situation.  They would be placed in discrete locations.

 

An unexpected piece of work that had to be prioritised was the implementation of the Health and Social Care Act 2008 (Regulated Activities) (Amendment) (Coronavirus) Regulations 2021, which came into force on 11 November 2021.  The government had announced plans for expanding these requirements into health and wider social care.   Further clarity as to who was covered by the legislation was awaited and it was anticipated this would require further work.  It was confirmed that all Council staff working in the affected settings were double vaccinated.

 

In respect of the Occupational Flu Vaccine scheme, 250 vaccines had been secured and front line workers in direct contact with vulnerable service users/clients were being prioritised to receive those vaccines.  Three clinics took place in October and November and all the vaccines were used.

 

A 7 day free gym pass for all employees to access any Everyone Active gym free of charge had been negotiated.  The aim was to encourage physical wellbeing and activity in the wake of WFH and the impact of pandemic on physical activity habits.

 

The Council’s 2020 submission for the Better Health At Work Award was deferred due to the pandemic, and the team was currently working on a submission for 2021 assessment.   Despite the pandemic, the Council was optimistic that its current status of Maintaining Excellence would be retained.

 

The pandemic had put a pause to the great work and contribution of the employee network of Health Champions and Health Advocates.  However with support and guidance from the new Health and Wellbeing Business Partner, these groups were now back up and running.  Evidence from the Health Champions and the work they did was used in the submission for the Better Health At Work Award.

 

Employee Network Groups had great potential to shape the culture by tapping the ideas, passion and knowledge of employees.  Effective networks could help create change and support leaders and managers in implementing it.  The following networks had been re-energised and met regularly.  They also reported into the Equality and Inclusion Working Group, chaired by the Director of Adult Social Care and Health Integration:

 

– BAME (Black, Asian, Minority, Ethnic)

– LGBT+

– Gender Equality

– Disability and Wellbeing Network

– Carers Network

 

The Council was committed to delivering health and wellbeing support and initiatives that employees needed and wanted.  Seventy two percent of the Council’s current workforce was female, and there had been direct requests from employees to create a Menopause Support Group which was inclusive and open to all.  This Group was launched on 22 September and aspired to create a space for open discussion, opportunities learning sessions and support for all, whether going through, or supporting an individual with menopause.  In 2019 Employment Tribunal claims citing Menopause increased by 167%.   HR planned to review all relevant policies, for example; Performance Capability, Managing Health Attendance and Wellbeing,  and deliver training to increase manager awareness of menopause and how it could present in multi-faceted ways.

 

The following events had taken place or were scheduled:

 

• Mental Health Awareness campaigns were endorsed with information and promotion of World Suicide Prevention Day, World Mental Health Day and National Stress Week.

• October was Breast Cancer Awareness Month and across the Council teams participated in ‘Wear It Pink’ Day.

• November was ‘Talk Money Week’ and representatives from various banks including South Tees Community Bank, HSBC, Barclays would offer free webinars, as well as attend staff locations, to offer free financial advice and information across debt, savings, first time mortgage and financial wellbeing.  Whilst Council staff had not been furloughed, other family members may have been.

 

Work had been undertaken on absence management to evaluate the numbers at the end of quarter two over the last four years.  There had been a significant increase in sickness absence in 2021.  Stress remained the top reason for absence during the last three and a half years.  Stress could include both work and home-related issues.  The significant rise in 2021 was due to absence with Covid-19 and the figure was higher than in 2020. 

 

Future initiatives included scoping and developing additional HAWB initiatives to support employees through reoccupation.  This included 1-1 reoccupation support, mindfulness sessions, sleep, musculoskeletal health, social and physical activities.  Through the Employee Assistance Programme counselling could be offered online or face-to-face if required.  Intranet content would be reviewed and improved with updates and increased of ease of navigation to make it easily accessible and user friendly.

 

In relation to employee surveys it was confirmed that a survey about health and wellbeing would be conducted in January 2022 once the reoccupation was complete.   A recent survey asking staff how valued they felt had produced positive responses from all services, with approximately 70-90% of staff stating that they felt valued and part of this was due to managers being interested in employees’ health and wellbeing.   Around one third of staff had responded to the survey and they could be completed anonymously.

 

It was confirmed that the Employee Assistance Programme and counselling services were also available to Councillors.

 

The Chair thanked the Officer for the presentation and all the work undertaken by the service area.

 

AGREED that the information provided was received and noted.