The following collective pledges support the core commitment to support our workforce to lead healthier lives.
H1. We will embed the principles of the chronic conditions guides (developed through the Responsibility Deal’s health at work network) within HR procedures to ensure that those with chronic conditions at work are managed in the best way possible with reasonable flexibilities and workplace adjustments.
H2. We will use only occupational health services which meet the new occupational health standards and which aim to be accredited in the next 12 months.
H3. We will include a section on the health and wellbeing of employees within annual reports and/or on our website. We will record our sickness absence rate and actively manage this as an organisation.
H4. We will implement some basic measures for encouraging healthier staff restaurants/ vending outlets/buffets for staff, including:
- Ensuring the availability of healthier foods and beverages in all available channels to employees
- Working with caterers to reformulate recipes to provide meals which are lower in fat, salt, and energy and which do not contain artificial trans fats
- Provision of responsibly sized portions of foods
- Provision and promotion of the consumption of fruit and vegetables through availability and price promotion
- Provision of calories and/or Guideline Daily Amounts on menus per portion as a minimum (further nutrients optional)
- Ensure that water is visible and freely available
H5. We will encourage staff to stop smoking, by facilitating onsite stop smoking support services or by encouraging them to attend local stop smoking services during working time without loss of pay. We will also take action to reduce other risks to respiratory health arising in the workplace.
H6. We will offer staff health checks, e.g. the NHS Lifecheck, with appropriate follow up and audit. We will also encourage eligible employees to participate in the NHS Health Check for vascular disease, and other NHS screening programmes (for example for breast or bowel cancer).
H7. We will create an environment where anyone with past or present experience of mental health issues is valued, respected and able to flourish. This will involve providing all staff with the environment, knowledge and tools to develop and maintain emotional resilience and mental wellbeing, while raising awareness of, and providing support for, mental health in the workplace. This will include at least one of the following:
- Encouraging all members of staff to consider the impact of their behaviours and decisions on the wellbeing of themselves and those they work with, manage and have a duty of care for. This will include creating and sustaining an organisational culture where the risks from work-related stress are being effectively managed and controlled.
- Provide specific training for line managers to promote mental wellbeing and resilience. Identify early opportunities to support staff with mental health needs. This will include raising awareness amongst staff, e.g. materials promoting self-awareness, guidance on disclosure of mental ill health, how to identify early signs and symptoms and practical issues such as positive recruitment practices and managing disclosure.
- Providing opportunities for employees to support and develop their overall wellbeing by taking a holistic approach to a healthier life, covering nutritional awareness, physical activity and social engagement.
- Taking a demonstrable and positive stand against mental health stigma and discrimination in the workplace, for example by supporting the ‘Time to Change’ movement.
- Embedding the principles of the Mental Health Workplace Adjustments Guide (developed through the Responsibility Deal’s health at work network) within HR procedures to ensure that people experiencing mental ill health are managed at work in the best way possible with reasonable flexibilities and workplace adjustments.
H8. We will make a commitment to young people at the start of their working lives. We will provide information and support to help them take personal responsibility for their own health and wellbeing. For example, we will promote the importance of exercise, eating well, and good mental health; and we will help those that drink to do so sensibly and those that smoke to stop.
H9. We will treat people within our organisation with respect and dignity. We will do everything we can to prevent stalking, violence or abuse either in the workplace or that which has an effect on people in the workplace, whether from a colleague, family member or anyone else. This will include having guidance in place which is suitable to the size of our organisation. The guidance will ensure that an appropriate, safe and sensitive response can be implemented and our employees supported when they raise such an issue.
H10. As organisations working in the construction / civil engineering industries, we pledge to manage the causes of occupational disease and take action to improve the health and wellbeing of people working across offices and sites large and small. We recognise that prevention and early intervention is the key to success and will take on-going action on at least one of the following:
(1) Annual reporting of the health and wellbeing of employees
(2) The provision of clinical occupational health services (OHS) that work in accordance with the relevant standards e.g. SEQOHS
(3) Arrangements to develop a programme to actively promote health and wellbeing and the effective management of health.
Where relevant, we also pledge to encourage our subcontractors and supply chains to endorse at least one of the actions above to implement good health and wellbeing activities.
H11. We pledge to promote alcohol awareness among our staff, with the aim of increasing their health and wellbeing, and thereby delivering associated improvements in efficiency and productivity.
We will do this by:
- Embedding a workplace alcohol policy drawn up with the engagement of employee representatives
- Promoting alcohol awareness amongst employees, by highlighting the risks of drinking above the lower risk guidelines, and by providing information to help those employees who choose to drink to do so within the guidelines
- Ensuring that employees with alcohol problems receive appropriate help if they want that, and that managers know what they need to do to support them to find help
- Where it is felt appropriate to provide alcohol at company events, ensure that it is served responsibly and that people are helped to drink within the guidelines. For example, by making sure that non-alcoholic alternatives are always available and making it clear that irresponsible alcohol consumption/behaviour is not acceptable.