ACPOHE’s DisAbility series of webinars: The disabled young person’s journey into the workspace & further education: 12:00 – 13:00 on 21/09/23

ACPOHE’s DisAbility series of webinars: The disabled young person’s journey into the workspace & further education: 12:00 – 13:00 on 21/09/23
Join us for the second webinar in the ACPOHE/DisAbility collaboration which focuses on the disabled young person. The webinar has been co-written with the Association of Paediatric Chartered Physiotherapists (APCP) who will also be hosting.

The Disabled young person’s journey into the workspace and further education will look at:
  •     Moving from a nurturing environment into work/ higher education
  •     Issues faced: career choices, other options apart from traditional routes
  •     Empowering the young person and parents: if you can see it, you can be it
  •     Toolkits: exploring and establishing strengths, challenges and support
  •     The art of resilience & managing barriers
  •     Outside of family and school, who can help?
  •     Ideas of how to influence employer and employees
  •     Case study

Occupational Health Awareness Week 2023 (18-24 September)

SOM and COHPA are once again joining forces to promote occupational health to a broader audience through Occupational Health Awareness Week 2023, which will run from 18-24th September.

The focus of this year’s OHAW will be providing resources for the OH sector to better engage small and medium-sized enterprises (SMEs), who are 5 times less likely to have OH support than large businesses. Our aim is to support the OH sector to better inform SMEs of the role and value of occupational health.

SOM and COHPA will both be launching new pages on their websites for SME audiences. SOM is producing a 15-minute film that introduces OH to SMEs, while COHPA is publishing a new Guide to OH for SMEs. These resources will be available for all in the OH sector to use, distribute and share, and will be tailored to an audience of SME business owners, managers and HR leads. SOM and COHPA will also be launching a new short-film (2-mins) to promote OH to SMEs, which will be promoted on social media via a digital marketing campaign.

Another aspect of this year’s OHAW will be training and recruitment, with a 5-part blog series focused on driving the pipeline of human resources in occupational health.

Events and activities in and around OHAW include:

Last year there was a significant buzz on social media during OHAW and we would encourage all SOM and COHPA members to join the conversation again this year on Twitter, LinkedIn and Facebook. The hashtags this year will be #ohaw2023 and #occupationalhealthawareness, and a suggested content calendar and graphics will be circulated in advance of OHAW.

Major Conditions Strategy Case for Change and Strategy Framework

We are pleased to share that the Case for Change and Strategic Framework (previously known as the interim report) has now been published, and can be accessed via the following link:https://www.gov.uk/government/publications/major-conditions-strategy-case-for-change-and-our-strategic-framework.

In January, we announced our plan to publish the Major Conditions Strategy. The strategy will explore how we can tackle the key drivers of ill-health in England, reduce pressure on the NHS and reduce ill-health related labour market inactivity. To deliver on these objectives, the strategy will focus on tackling the six major conditions groups – cancer, mental health, cardiovascular disease (including stroke and diabetes), dementia, chronic respiratory diseases, and musculoskeletal disorders – that account for around 60% of ill-health and early death in England.

The Case for Change and Strategic Framework sets out our approach towards the final report. It sets out the challenges of a modern health and care system in this country and how we are already addressing some of these through prevention, early diagnosis, early intervention, and quality of treatment and living with long term conditions. This strategic framework provides a lens for how we might tackle six major groups of conditions contributing to the highest burden of disease combined and separately, and what more needs to be done to support the ongoing transition to a health and care system in England that is both more preventative and more personalised.  We also look at cross cutting enablers including, digital technology and innovation, research and leadership.

On the 17th May we launched our Call for Evidence to inform the development of the Major Conditions Strategy by gathering views and ideas on how to prevent, diagnose, treat, and manage the groups of major conditions which contribute to ill-health and early death in England. We received over 4,000 responses and are currently analysing these. Our intention is to publish the Major Conditions Strategy in early 2024 informed by the responses.

Thoughts on Mental Health First Aid in the Workplace – Abigail Hirshman

Blog by Abigail Hirshman, Co-chair, Mental Health Group, Council for Work and Health

A few weeks ago, I delivered some mental health training for managers. During the session I was asked what you should do when someone has a panic attack. I gave some pointers and also mentioned their mental health first aiders might be able to provide support. When a participant asked, ‘What is a mental health first aider?’ I nearly fell off my chair.

The person then said, ‘Oh, so in a mental health emergency we have to ask them for help?’ ‘Well, not exactly,’ I replied. ‘Oh, so they train others in mental health..?’ ‘Well, not exactly,’ I replied. Clearly my explanatory skills needed some work, however it struck me afterwards to wonder what the purpose of mental health first aid (MHFA) is, and what value it can bring to the workplace.

This is particularly topical, as the private members bill proposed by Dean Russell MP to make MHFA a legal requirement is approaching its second reading in parliament[i]. Whilst we must assume that Mr Russell is acting with the best intentions, his lack of consultation with industry experts is concerning, given that many of us view this proposal as misguided and reductive.

Myself and colleagues at the Council for Work and Health (CfWH) have supported the approach taken by three ex MHFA Board Members, Amy McKeown, James Brown and Robert Manson who have written to Mr Russell seeking a wider and much needed consultation [ii]. At the CfWH we have long debated the merits or otherwise of MHFA and concluded that there is a place for it in the in the workplace. However, we believe it is ill-advised to mandate an intervention, where the evidence of its effectiveness is so limited[iii]. There are also a number of other unintended consequences of this approach.

Firstly, it is a distraction; the cost of mental health problems is equivalent to around 5% of the UK’s GDP[iv], and those with a long-term mental health condition lose their jobs every year at around double the rate of those without a mental health condition[v]. To address this requires proper training for managers and leaders of the benefits to making practical and supportive adjustments at work to those who live day to day with a mental health condition.

Secondly, it removes any obligation to consider the wider risk and protective factors to mental health at work. The implication that mental health is a static state that works just fine until you have an ‘accident’ and need first aid suggests mental health is fixed rather than a dynamic and complex experience driven by our early experiences, our genetics and our current environment. In 2022, the World Health Organization (WHO)[vi] published guidance highlighting the risks associated with mental health at work, none of which will be resolved by MHFA and nor should they be. MHFA  is not a preventive measure but like physical first aid is aimed at those in need of immediate help.

Thirdly, this proposal ignores the need for an informed debate on mental health and how the workplace can be both a cause and a cure. The Stevenson Famer report triggered a huge change in the way we think and talk about mental health at work. Whilst this has generally been positive, it is also clear to me that just because we talk about something more doesn’t mean we understand it more. Six years on from the report, I continue to hear the same old tropes and biases, none of which will be eliminated by mandating MHFA.

We are starting to learn from research, lived experience and expert insights what is effective. This potential bill has galvanised industry experts to collectively debate what government could mandate that would actually make a difference. Mental health is complex, there is no one cause or one solution. Mental health at work doesn’t just happen on a Thursday or on a # or because that lovely lady in accounts trained as a mental health first aider. It is about organisations taking a strategic, systemic and systematic approach that evolves and adapts in line with the changing workplace landscape.

Abigail Hirshman is Co-chair of the Mental Health Group at the Council for Work and Health and Director of Charlie Waller Workplace.

[i] First-Aid (Mental Health) Bill – Parliamentary Bills – UK Parliament

[ii] (2) Post | LinkedIn

[iii] RR1135 – Summary of the evidence on the effectiveness of Mental Health First Aid (MHFA) training in the workplace (hse.gov.uk)

[iv]  Mental health problems cost UK economy at least GBP 118 billion a year – new research | Mental Health Foundation

[v] Thriving at Work: a review of mental health and employers – GOV.UK (www.gov.uk)

[vi] Mental health at work (who.int)

Health & Wellbeing at Work 12-13 March 2024

Health & Wellbeing at Work is the UK’s longest standing event dedicated to improving the health, wellbeing, safety, behaviour and culture of today’s workforce.

After almost two decades, Health & Wellbeing at Work continues to lead the way in championing emerging trends, themes and issues and is proudly supported each year by some of the industry’s most-renowned organisations and associations.  The Council for Work & Health are proud to partner with Health and Wellbeing at Work on their 2024 conference.  To join us on the 12-13 March 2024, register your interest here and follow the event on LinkedIn and X to be kept up to date in the build up to the event and hear when The Council for Work & Health conference sessions are announced.  Health and Wellbeing at Work is now part of MA Exhibitions, a division of Mark Allen Group.

 

 

ACPOHE – RESEARCH CAFE: 17 August 2023

Research Café: A brief guide to producing an academic poster – on 17/08/23
Join us and ACPOHE committee member Leonard Joseph for our next Research Café: A brief guide to producing an academic poster.
If you’re attending our Study Day in November this Research Café may be of special interest to you as we’re inviting any Study Day participant to showcase a poster for the day. So join us for our top tips to help you understand how to create the best posters.
Aim: To share some insights into producing an academic poster for sharing your good practice and research
What the session will include:
The session will explore various aspects of producing a good academic poster.  The contents to be discussed include
  • Making a great academic poster
  • Deciding on the various sections of the academic poster
  • Academic poster layout and structure
  • Academic posters – some good and bad examples
  • Few extra tips on “Preparing Versus Presenting” an academic poster for a conference 

Format of the session: Brief presentation + Discussion + Activities + Question/Answer

ACPOHE STUDY DAY 2023 – Friday 17 November 2023

We’re delighted to let you know that our DISCOUNTED EARLY BIRD TICKET for our Study Day 2023 at the University of Birmingham are now available!
This is a full day of CPD for just £60(ACPOHE members) and £110 (non-members) – price valid until 4th September!
Space is limited, so get your ticket now to secure your place. Everyone is welcome!

This year’s theme is BREAKING DOWN BARRIERS, focusing on obstacles that can limit practice in Occupational Health and Ergonomics. Join us to explore strategies and solutions that empower and assist individuals in these contexts.

We will have experts on hand to provide a quick update on SEQOHS standards, HCPC standards and legal aspects in occupational health.

This year we will have plenty of opportunity for networking and the afternoon will be filled with interactive workshops to help you develop your skills and learn how to break down the barriers that many find in running a business or working in occupational health and ergonomics.

Click on the link below to see full details about the day including how to submit a poster presentation and how to get to the venue.

Burnout in healthcare: risk factors and solutions

SOM has published Burnout in healthcare: risk factors and solutions which details the steps needed to help combat the condition, found to be rife in healthcare.

Drawing on research data from a wide variety of sources, the report found that those working in healthcare, such as doctors, nurses and care workers, are particularly prone to experiencing burnout.

According to the 2022 NHS workforce survey, more than a third of healthcare staff report feel burned-out at work, with staff in clinical roles found to be most vulnerable. Further data shows that 54 percent of doctors displayed signs of emotional exhaustion and nearly 40 percent of nurses ‘often’ or ‘always’ felt burned-out at work.

Burnout is not a medical condition, but a state of physical and emotional exhaustion caused by excessive, prolonged, and untreated interpersonal workplace stress. It occurs when individuals become emotionally exhausted, cynical, and disengaged from the job and feel a sense of ineffectiveness and loss of purpose. It can have wide-ranging damaging effects on workers’ health, job performance and quality of life and is extremely costly for the healthcare sector.

The thoroughly evidenced report recommends primary, secondary, and tertiary interventions throughout the healthcare sector to protect employees against burnout and enable those returning from absence because of the condition to do so effectively and safely.

  • Primary level interventions are those that tackle the root causes of burnout. It is crucial to ensure workload is manageable, adequate support is available, leadership is compassionate, inclusive, and ethical and staff are recognised and rewarded for their work and achievements. Training managers to support the wellbeing of their staff, identify early signs of burnout and encourage help-seeking are also particularly important.
  • Secondary level interventions focus on improving people’s ability to cope with the challenging aspects of their roles. Particularly effective strategies include enhancing opportunities for peer support, promoting self-compassion and self-care, providing training in a range of stress management tools, and helping staff maintain a healthy balance between their work and personal life.
  • Tertiary level interventions focus on treatment and encourage a safe and healthy return to work. These include taking a person-centred approach to identifying the factors that contributed to burnout and taking appropriate steps to address them.

With burnout being such a pressing issue in healthcare, occupational health, the specialist and expert field of health and wellbeing at work, will be a crucial part of the solution.

 

The UK is in a fortunate position, with specially trained occupational health professionals, but more investment is needed to expand this workforce through the newly announced workforce plan. SOM is calling for universal occupational health access and will continue to press for more provision until everyone, whether they work in healthcare or in other industries, has the coverage they need to be healthy and happy at work.

 

SOM CEO Nick Pahl said: “This new report outlines in detail why universal occupational health is so important in fighting burnout in healthcare. The NHS workforce plan’s aim is to reduce the overall leaver rate for NHS-employed staff from 9.1% (2022) to between 7.4% and 8.2% over the next 15 years. This can only occur by investing in occupational health – reversing burnout, tackling root causes, so that NHS staff can return to work well. SOM is committed to working with Government and the NHS to meet these challenges head-on.”

 

Professor Gail Kinman, the author of the report, said: “Burnout is an extremely serious matter that impacts workplaces across Britain, but it is a particular problem in healthcare settings. We know that doctors, nurses, and other healthcare professionals are more likely than most to experience burnout and therefore it is vitally important that we take urgent action. There are compelling reasons for organisations to support the wellbeing of their employees. This report, which brings together a wealth of research and findings, recommends the real and practical steps that they can take in the fight against burnout to ensure healthcare staff remain healthy and motivated and that recruitment and retention are improved.”

 

Download the report here.

July 2023