Workshops will run for 50 minutes and accommodate up to 40 attendees - seating is available on a first come basis but you can express interest in attending any or multiple workshops when you register. Please tick the boxes so we can manage your attendance.
Enhancing personal resilience by positively reframing our current context and tapping into our emotions are some of the key ways to help deal with mental, emotional, social and behavioural stress. The process takes time but is one of the ways to ensure long lasting behavioural change when it comes to our wellbeing. Join Charted Psychologist Jonathan Passmore and CoachHub UKI Behavioural Scientist Windy Maledu, in this interactive workshop where you will learn the first step in this journey and how you can help your teams face challenges in the future with more strengths and optimism.
The pandemic has helped many employers to recognise the role they can play, proactively supporting colleagues' mental health and wellbeing. However, some are realising that to deliver real benefit, it's not enough to adopt ad hoc support measures. Whether you're just getting started, or you're revisiting your approach, join this interactive workshop to:
Many employers wish to prioritise mental health and wellbeing, but not all have hefty funds to devote to it. So, how can you implement a mental health and wellbeing strategy with a small, or even no budget? And, where there’s a budget available, what changes do you prioritize? Join this workshop to hear practical suggestions that you can implement immediately in your organisation and learn how to separate ‘the wheat from the chaff’ when it comes to spending wisely in this busy space.
The people who make up your workforce are all unique, leading different lives and having different experiences. When it comes to health and wellbeing, what works for one individual may not work for another – there is no 'one-size-fits-all' approach. This interactive workshop will explore what inclusive, personalised workplace wellbeing looks like, and how best to cater to the diverse needs of an organisation’s employees.
Mental health in the workplace cannot simply be another tick box. To achieve sustainable change that both supports your people, your organisational culture and business performance is not only a difficult balance, but without true business engagement, is impossible to achieve. This workshop will showcase new methods being adopted by businesses to achieve high levels of engagement, culture change and that all important ‘leadership buy in’.
While many aspects of the pandemic experience are universal, the painful effects have not been evenly distributed. Reports suggest that female carers, young people and some ethnic minorities are amongst those who have been disproportionately affected. What does this mean for employers and how do you need to prepare to meet the wellbeing needs of the next generation entering the workforce? For this workshop, Investors in People has brought together a panel of young leaders working in a range of different environments, representing diverse backgrounds and cultural heritages to share their pandemic perspectives. Invaluable insights for any employer who wants to ensure they attract, support and retain the next generation of talent entering the workforce.
“Thank goodness we invested in mental health” Paul Douglas, VP Volvo Construction Equipment & MD Terex Trucks.
When business was quiet and a short working week was in place, Paul Douglas made the decision to invest in mental health L&D for the entire workforce.
Working with Headtorch, this transformed the mental health culture in a male dominated heavy manufacturing environment. It engaged all employees, at every level in a positive mental health culture.
Hear how this is done in really practical steps, with real examples and the three things that made the difference in coming through the pandemic as a strong team (hint – mental health was one of them). Don’t miss this one!
A practical look at the current state of race in the workplace, the DEI initiatives that are working and the steps we can all take today to drive positive change and competitive advantage through a truly diverse and inclusive company culture.
Since January 2020 the world has changed. The coronavirus pandemic has changed the way the world works, and the Black Lives Matter protests have changed the way the world thinks. Against this backdrop, Green Park’s latest research reveals that despite some progress at board level, the ethnic diversity of the top C-suite positions and leadership pipeline is moving backwards in the UK’s major private sector businesses with ethnic minority and female leaders consigned to the corporate sidelines - functions that hold less influence.
In our experience, most organisations leaders understand the reputational and brand risks of not having a DEI strategy and do want to change, however, while many hunger to reach their diversity destination, too many lack both a rudder and compass. Joined by Dr Tony Sewell CBE, Chair of the Commission on Race and Ethnic Disparities, leaders from Green Park and Race Equality Matters will provide practical insights into DEI best practice, along with their own key recommendations based on 15 years lived experience nurturing diverse talent pools and improving executive and boardroom diversity in major companies across the private, public and third sectors.
Who attended. What they said. Access presentations.
The Real Value of Wellbeing
A CEO guide to unlocking wellness as an asset class
1. Mental health is the leading cause of sickness absence in the UK, costing an average of £1,035 per employee per year:
2. Organisations promoting wellbeing are three and a half times more likely to be creative and innovative:
3. FTSE companies that prioritise employee engagement and wellbeing outperform the rest of the FTSE 100 by 10%:
4. Replacing an employee costs on average 21% of their pay:
5. 53% of millennials say a healthy work-life balance would make them stay at their job:
6. The Thriving at Work report puts the annual cost to the UK economy of poor mental health at up to £99bn, of which about £42bn is borne by employers:
7. 87% of human resource leaders say improved retention is a high/critical priority:
8. Anxiety and depression among workers in the UK has bit a record high, rising by nearly a third in the last four years: