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Sky Technology Sky Technology has over 2000 employees based all over the UK. Technology underpins everything at Sky. Our teams are involved in products, across every device and service, customer touch points and interaction, as well as the systems which support our Sky colleagues to do their jobs. Here at Sky Technology we are committed to change the way we think and act about mental health. Within each area of technology, our colleagues have volunteered to work together and become mental health ambassadors to encourage the open discussion of mental health, disability and long-term illness. Working with our Body&Mind network, which operates across Sky, we aim to continue the awareness and work towards upcoming events in the calendar. Our aim is to work together to promote a positive well-being in Sky. We encourage everyone to feel comfortable, open and honest about their mental health and to recognise that we are passionate about achieving a culture where our colleagues understand they are our greatest asset. We want to build teams that can understand the importance of supporting their colleagues by providing many health and well-being services. And equip our people with the tools needed to spot signs and symptoms of mental health issues. We believe that everyone at Sky should feel empowered to be open and honest about their mental health. We are passionate about being a part of Time to Change and ending the stigma that has surrounded mental health for so long. |
MSV Housing MSV is a values-led, people and communities focussed landlord creating thriving neighbourhoods, filled with opportunity and purpose for both our customers and employees. During 2019, MSV have implemented initiatives to encourage a more open culture regarding mental health concerns. We are seeing, both in our communities and in our staff team, an increased level of mental health concerns with little support available externally. MSV are committed to ensuring that all our staff have the opportunity to discuss their own mental health and have access to services who are able to support their needs. We are also committed to ensuring that our customers are signposted to the correct service and are receiving the right treatment for them. Although we have made progress in this regard we want to continue with our work and adopt an open culture to mental health, providing staff with the platform to discuss their own mental health concerns as and when they occur, in order for them to access the right support and for us to implement any strategies that we feel would benefit them. In 2020 we will continue with the momentum that we have already gathered in 2019 by signing the Time to Change Pledge. This is such a positive initiative that we feel both our staff and customers will benefit from and we want our culture to flourish into one where staff can talk openly bout mental health, listen and support others, feel comfortable and confident in being themselves whilst improving awareness and knowledge of what to do if a customer, colleague friend or family member is experiencing mental health difficulties. Our Time to Change action plan details how we intend to work together to do this demonstrating our commitment to a healthy work environment and culture. Signing this pledge recognising our commitment to changing the way we think and act about mental health at every level of MSV and a promise to continue with what we have already started by putting Health and Wellbeing at the heart of what we do. |
King Edward VI College King Edward VI College is a sixth form college that specialises in A-levels for 16 to 19-year olds. Staff strive to maintain the college’s enviable reputation as an institution where excellence is found everywhere and young, ambitious minds thrive. King Edward VI College aims to be an inclusive place where our students love to study. This can only be achieved if the adults who work with our young people are also happy and thriving in their place of work. We want to create a great place to work for our colleagues, which means providing an environment where everyone feels supported to reach their full potential. This support takes different forms, but one of the most crucial is supporting each other to look after our mental health and the health of those around us. This can only happen in an environment where people feel safe to acknowledge their feelings and where stigma around admitting when we might feel that we are struggling has been challenged. As a result, the college pledge to implement a number of actions, including: • A range of clubs and activities throughout the college year including yoga and football which are free to all • Counsellors and a Medical and Wellbeing Officer on site and available to all members of staff • The Sanctuary – a dedicated relaxation space where staff are able to take time to use a massage chair or just sit and reflect or colour to help rebalance their mind and body This is only the start, and we acknowledge that stigma is only ended by open and honest communication, without the fear of reproach or our feelings being dismissed. We have a varied and colourful college community where we aim for individuals to feel valued for their individuality and their contribution to the wider college family. |
Gentoo Group Gentoo Group manages over 28,000 social housing properties in Sunderland. Its commercial arm, Gentoo Homes, is a profit for purpose business that builds around 200 homes per year for sale, which helps to generate subsidy to support the delivery of more affordable rented homes across the city. As one of the largest employers in the City of Sunderland, Gentoo strives to deliver great services to its customers and to achieve that we have to commit to, and invest in the health and wellbeing of our workforce. We recognise that a healthy workplace is a happy workplace and that must encompass positive mental wellbeing. We consider ourselves an employer of choice in the city and take great pride in the working conditions and terms of employment that we offer. Flexible working is of paramount importance to our employees as we know a healthy work life balance facilitates high levels of staff engagement and greater levels of staff satisfaction. We consider our people our greatest asset and have to ensure they are made to feel like our greatest asset. We are committed to equipping our managers with the knowledge and confidence to proactively support their teams experiencing poor mental wellbeing, this could be a simple as a conversation to empower an employee to seek professional help to a more formal intervention such as a stress risk assessment. Through our internal communication channels we want to encourage open and honest conversations about mental wellbeing and we want to create a working environment that enables discussion and debate thus ensuring employees feel supported and empowered. |
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Association of International Accountants Founded in 1928, the Association of International Accountants (AIA) is a global membership body for professional accountants, which promotes the concept of ‘international accounting.’ We have created a global network of world class accountants in over 80 countries worldwide. AIA believes our employees are our greatest asset, and we’re committed to creating and nurturing a workplace culture that allows our people to thrive. A key part of our strategy is to create a safe, welcoming environment for our employees, where they feel empowered, listened to and that they can make a difference. Raising awareness of mental health issues and breaking down the stigma of talking about mental health at work is essential to achieving this goal and we’re fully committed to Time to Change and implementing our Employer Action Plan. |
Compass Disability Services Compass Disability Services enable disabled people to access services, premises and facilities within the South West Compass Disability Services is a customer led organisation that aims to enable & empower people living with all forms of disability. As an employer we pledge to ensure that we do everything we can to support our employees and volunteers to maintain and improve their mental health and wellbeing. We will do this by encouraging all staff to feel able to speak openly about any difficulties they may be experiencing without fear of prejudice or discrimination and will make reasonable adjustments to support them as well as signposting to relevant services. |
University Hospitals Plymouth NHS Trust University Hospitals Plymouth NHS Trust is the largest hospital in the south west peninsula providing comprehensive secondary and tertiary healthcare for almost 2,450,000 people who can access our specialist services such as kidney transplant, cardiothoracic surgery and neonatal intensive care. At University Hospitals Plymouth NHS Trust (UHP) we recognise that we all need to support good mental health, and it’s just as important as our physical health. As part of our continued focus and commitment to promoting positive mental health, we are working hard as a Trust to help foster an open culture around mental health, build individual and team resilience, and improve accessibility to available information and support. We pledge to raise awareness and reduce stigma and discrimination around mental health by creating an environment of equality, inclusion and opportunity for all, and ensure mental health is no longer a taboo subject at UHP. We also pledge to improve the support for colleagues through improving training for our managers in how to support those with mental health problems, and by recruiting wellbeing champions that can help drive through positive change and offer support for colleagues. We will also look to expand the range of wellbeing activities on offer, in order to help and support our people to manage mental health problems and to flourish at work. |
Allianz Partners Allianz Partners is a world leader in B2B2C insurance and assistance, offering global solutions that span international health and life, travel insurance, automotive and assistance. At Allianz Partners UK, we recognise that everyone has a mental health. Our Employer Pledge commitment is to create a culture where employees feel comfortable being open and honest about their own mental health, and to provide the support and resources they need to lead a balanced and health life. We will do this by:
2020 will be our ‘Year of Mental Health’ and the Time to Change Employer Pledge is the first step towards achieving our aim of making Allianz Partners UK a place where all employees are able to succeed in their personal and professional lives. |
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CDM London CDM London is a global healthcare advertising force, responsible for some of the world’s most successful pharma and life science brands. We’re passionate about doing work that changes the lives of patients, carers and society for the better. CDM London are committed to fostering a mentally healthy workplace and we believe that our values (Substance, Style, Conviction & Grace) will allow us to prioritise and promote a workplace where mental health is positive, open and supported throughout all aspects of our agency; not only for the people who work here, but also for our clients and partners. Substance: We know that everyone is different. By understanding this, we can educate and encourage CDM London to be open about their own and others mental health needs, through awareness activities and training mental health first aiders and champions. By knowing how to support each other properly, we can take action to prioritise and advocate the different ways in which people work. Style: We believe in bringing style and creativity to everything we do. So by creating an open and transparent culture around mental health, we will ensure that our people working at CDM London and the clients we work with are able to bring their style and creativity to the table; even if they have challenges and obstacles they need to cross, we will collaborate and support them so they can work to their fullest potential. Conviction: We believe that a mentally healthy workplace is a powerful force that can help our people work and live their lives in a way that makes them happy. That’s why by following the Time to Change action plan, we will have the conviction to create a transparent and supportive culture around mental health. Grace: We care deeply about our work and about the people we work with. Civility, dignity, decency, and respect are what we expect from ourselves and from each other. We strive to be collegial partners and collaborators and do our best to navigate even the most difficult situations with grace. By following the Time to Change action plan and bringing our core values to this pledge, we will bring about a ‘Lifechanging’, positive and transparent culture around mental health at CDM London. |
The Royal Marsden Hospital At The Royal Marsden, we deal with cancer every day so we understand how valuable life is. And when people entrust their lives to us, they have the right to demand the very best. |
First Direct first direct is a telephone and internet based retail bank in the United Kingdom, a division of HSBC Bank plc. first direct is committed to improving the well-being of its people and to create an environment where everyone feels safe, supported and engaged. We want to further open up conversations about mental health and for our people to understand where to find support, simply and easily. A key objective is to educate everyone on where they can find support, with a particular focus on our people managers on how to spot the signs of mental ill-health and find appropriate support – for themselves and for others. |
Teenage Cancer Trust Every day, seven young people aged 13-24 hear the words “you have cancer”. They will each need specialised nursing care and support to get them through the toughest times they may have faced. We’re the only UK charity meeting this vital need. At Teenage Cancer Trust we believe that when people spend time on maintaining their physical, mental and social health they not only flourish as individuals, but this also has positive effects on their friends, family and work colleagues. We recognise that sadly there continues to be stigma around mental health, but we are committed to developing a culture that ensures that our staff and volunteers feel safe to talk about their mental wellbeing and a work environment that allows people to flourish. In order to achieve this we will ensure that all staff have the awareness and tools by which to support their colleagues, we will create ‘safe’ communities led by mental health champions and we provide training to managers so that they can support their teams. Our pledge and the associated action plan are championed at the highest level within the charity and as such there is a commitment to ensure that we have the resources in place to continue to deliver against our objectives. As an employer we understand the benefits of making sure we address all aspects of wellbeing to ensure our people feel as good in the workplace as they do outside of it. When our people are happy/content etc they’re firing on all cylinders and that will mean they will perform better in the workplace and the young people we support will ultimately benefit. |
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Royal College of Physicians Founded in 1518, The Royal College of Physicians is a British professional body dedicated to improving the practice of medicine, chiefly through the accreditation of physicians by examination. ‘Sometimes in life, all you need is understanding and space, in essence a virtual hug to say it’s fine. No words, no advice, but the support to help you make good decisions and to make you feel better and realise that you are valued. The commitment in our mental health pledge is about supporting our people in their workplace, and is a further commitment to create a work environment that actively promotes staff wellbeing.’ Summary by Andrew Goddard, RCP President:
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Cadent Gas Cadent is the UK’s largest gas distribution network with a 200-year legacy. Day to day we continue to operate, maintain and innovate our gas network, transporting gas safely and protecting people in an emergency. By signing the Time to Change Pledge and delivering our Action Plan, Cadent will make a positive impact on the Mental Health and Wellbeing on the 4000 employees who underpin our journey to being the leading gas distribution business in the UK. We know that employees can only be their best self in an environment where they feel valued, respected and supported. Therefore, we are developing a workplace culture that enables Mental Health & Wellbeing to be talked about freely without fear of prejudice. We aim to attract, develop and retain the best talent in our sector and want Cadent to be the company of choice for candidates because Cadent is a great place to work and is highly regarded as an organisation that cares about its people and wants everyone to thrive. We will endeavour to tackle any stigma that may exist using our core company values of Commitment – signing the Pledge is a show of our intention to make Mental Health & Wellbeing a business priority, Courage – encouraging all to be brave and talk about Mental Health, to have those ‘difficult’ conversations or to speak out when they are struggling, Curiosity – developing a culture that asks questions and seeks truths not myths and has resources available for self-discovery and personal development and finally Community – forming a Mental Health Champions Network where we have a workplace that always has the time, a place and a person to talk and listen. Cadent recognises we are on a journey and we have a three-pillar strategy to get us started. Recognise, Manage & Thrive are the areas we will focus on over the next 1-3 years, to move us towards our ambition that coming to work every day at Cadent has a positive impact on our employees and that they all feel able and empowered to raise a concern about their Mental Health and receive the support, advice and guidance they need to help them on the path back to good wellbeing and thriving. Our initial goals are for all employees to recognise the signs and symptoms of poor mental health in themselves and in others and to develop self-awareness and self-care strategies, this will be achieved through training, campaigns and communications. We aim for all managers to have the same level of confidence to support and manage mental health issues as they do with physical health issues, we will achieve this through training, development of a Toolbox area on Infonet. Statistically 5 out of 6 employees are NOT experiencing a mental health illness each year and so we also want to focus on ensuring that these employees continue to thrive and develop life skills to help them in the future as individuals, team members, and citizens. Key areas of focus are:
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Salisbury City Council We are a very large Parish Council who’s aims include: Making Salisbury a better place to live, work and visit; Helping the community to help themselves; Improving public spaces. As a large parish Council (but a small organisation) we are committed to look at what we can do to make a meaningful difference to lives, this includes workplace mental health. During the last year we have tried a number of ways to give a focus on mental wellbeing and we want to continue to develop in this area. We have mental health champions who are searching for ways we can continue educating but also how to make our organisation a safe place to talk about mental health in the same way we do physical health. Our Senior Management Team are committed to this aim and will support initiatives that have been suggested by staff. Our Staff Development Plan includes a focus on mental wellbeing by providing a session on resilience and stress awareness. We have used the 10 steps to wellbeing as a framework to think about things we can do to support both physical and mental wellbeing, this has involved us identifying walks that staff can do at lunchtime from their work site, facilitating a session each month for staff to network across the organisation, taking part in charity appeals, providing education about healthy eating and drinking levels in our staff meetings. We are hoping by signing the Mental Health Pledge that this will further demonstrate our commitment to reduce the stigma of talking about mental health while enabling us to identify and implement real targets to work with in our journey. |
Cotswold Archaeology Cotswold Archaeology is a limited company and a registered educational charity that advances public education of archaeology and furthers an appreciation of the cultural heritage and historic environment in the United Kingdom and other parts of the world. One of our Company Principles is to ‘be a great professional company to work for’ and we recognise that supporting the wellbeing of our colleagues is a key component in delivering on this objective. We believe that we can make improvements to how we support mental health in the workplace, and see signing up to the Time to Change pledge as a tool for helping us deliver on this. We are committed to reviewing our support for mental health and strive to create an organisation where colleagues feel they can talk about mental health and seek help when required. |
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The Lord Mayor's Appeal The Lord Mayor's Appeal supports charity partners Place2Be, Samaritans and OnSide Youth Zones to create A Better City for All. The Lord Mayor’s Appeal pledge to ensure that the conversation around mental health remains as open in our own workplace as the inclusive environments were are encouraging other organisations to create through the This is Me campaign. Former Lord Mayor of the City of London, Alderman Peter Estlin, signed our pledge alongside Caroline Wright, our CEO, to demonstrate our ongoing commitment that the Appeal has to #endthestigma not only in our own organisation but City-wide. |
Thomson Reuters Thomson Reuters is a trusted provider of answers, information & technology. In our office, we focus on the Tax & Accounting sector with staff working on the Development, Customer Support, Sales, Training, Professional Services, Product and Marketing teams, as well as industry experts & consultants. Over the past few years, more and more has been expected from staff, and we were encouraged to do more with less. This resulted in people taking time off with stress and depression. It was clear that things needed to change, and we set about improving the culture in the office. There was no local support for anyone struggling with mental health and there was no focus on the mental and physical wellbeing of staff. At the start of 2019, we decided to focus on the wellbeing of our staff. We set ourselves goals for 2019. These were to
We achieved the first three things on the list, while the bottom two are ongoing. The good news is that things have improved beyond recognition and our office is a happier and more positive place to work. This has resulted in less time off and increased productivity due to staff feeling valued and being more engaged. We know this is only the beginning and we have a long way to go. To ensure we build on the success of 2019, we have given Verity Charles responsibility for the wellbeing work. Verity has already started talking to mental health professionals, charities and volunteer organisations to provide staff with all the help they need and give them opportunities to work in the community. We will be creating new goals for 2020 that will continue to improve our office culture. |
Walker Modular Limited Walker Modular are the only choice for Superior Quality Bathroom Pods. Europe’s Leading Bathroom Pod Designer, Manufacturer and Primary Supplier to Developers, Contractors and Blue Chip Companies. The Walker Modular message is of Future Building; as a company we are passionate about our strong customer relationships, quality services and a sustainable approach to manufacturing and this relies upon a strong, healthy and happy workforce. By changing people’s opinions of Mental Health and removing the obstacles to support we can build a brighter future for ourselves and our employees. Walker Modular are committed to our pledge to continue to promote a positive Mental Health culture across the group with Champions and Mental Health First Aiders available across our facilities working with our employees and striving for the best for our staff.
We are proud to be featured as a Time to Change Pledged Employer. |
Hain Daniels The Hain Daniels Group is one of the UK's leading food companies. It's vision is to make it easier for everyone to lead a healthier and balanced lifestyle. We have recognised the importance of the well being of our employees at Hain Daniels. Without the thousands of people that work throughout our sites, we would not be in business. This is why we pledge to implement a well being policy within year one of taking the pledge, as we recognise It’s Time to Change. To accompany this pledge, we will be training the senior leadership team, managers and a team of mental health first aiders to be properly equipped in helping tackle the stigma and making people feel more comfortable at work. Our intranet and ‘hub’ will have special areas dedicated to mental health and well being support. And we are expanding our benefits offering to include a wellness section. We hope this shows our commitment to the wellbeing of our employees.
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Stationhouse Nursery Stationhouse nursery and preschool – rated OFSTED Outstanding We aim to be Mental Health Workplace Champions, ensuring that all staff have access to a Mental Health First Aider as well as up to date information on community resources. We pledge to offer well-being activities to our staff including a running club, a gym discount, healthy food and snacks and team building events. We take the well being of our staff seriously and aim to create a happy, friendly, supportive environment where employees can be themselves. |
easyJet easyJet is Europe’s leading airline offering a unique and winning combination of the best route network connecting Europe's primary airports, with great value fares and friendly service. We want to create an inclusive and energising environment where everyone is inspired to learn and grow. It’s common sense and it’s business sense; how people feel is the biggest predictor of performance. When we feel included and energised, it’s infectious and rubs off on our team and our customers feel the orange spirit. We have the best people in the industry. While we work on the bigger issues that affect how people feel, we have developed an evolving suite of tools and services to help everyone bring out their best and be at their best at easyJet. I’m pleased to share that we’ve signed the Time to Change Pledge. 9 in 10 employees have been affected by mental health challenges, whether it be personal experience or through someone close to them, such as a family member, close friend or colleague. By signing the pledge we are making a commitment to change this by having the conversation around mental health and making sure that those suffering feel included and know where to go for help and support. |
Purcell Founded in 1947, we are international thought-leaders in Architecture, Masterplanning & Heritage Consultancy. Purcell is committed to raising awareness of mental health issues. Our aims are to:
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Poynton High School The TRUE Leaning Partnership Multi-Academy Trust currently comprises, Poynton High school which is a secondary school and Lostock Hall Primary School. The trust is built upon our core aim which is to secure and improve upon the high-quality education children in our community receive, aged 2 to 19. The head teacher of the founder school and subsequent CEO of the multi-academy trust is totally committed to ensuring that the school is an exceptional place for all our staff to work. He fully endorses the, ‘Time To Change Pledge’ and has been instrumental in facilitating this important workplace initiative. He has appointed a Director of Health and Wellbeing which in itself has sent a strong message to the staff and he regularly communicates face to face with the director so that he is kept fully informed. He has provided funding to train workplace champions and wants to resource a safe, calm place for staff to be able to have important conversations about their wellbeing. Going forwards the CEO is totally committed to ensuring that the strategies we employ here at Poynton High School will be extended to other schools in the partnership and we have already started this work. We undertook a whole staff Wellbeing and Workload survey for the primary school and established a HSWB Group which now meets regularly. We have extended the offer of training for Workplace Mental Health First Aid Champions to Lostock Hall Primary School and the staff there also benefit from our employee assistance programme as well as being able to take advantage of the corporate membership we have secured at a local fitness club. At Poynton High School we have a collaborative culture, which is characterised by mutual support. There is a strong sense of teamwork, shared values and a positive, inclusive, compassionate and friendly ethos. We value all our staff and ultimately, we want them to feel safe and supported. To this end we feel that our commitment to The Time To Change Pledge is a continuation of a journey we had already started and which we fully expect to continue.
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Hoxby Hoxby is a community of over 1000 freelance professionals providing Futureproof consultancy and agency services across Marketing, PR, HR, Innovation and Admin. Founded in 2015, it’s a purpose-led business existing to create a happier, more fulfilled society through a world of work without bias. Hoxby’s purpose is to create a happier, more fulfilled society through a world of work without bias. The whole ethos of the business and community is built on the understanding that everyone is different and celebrating that fact. The values of the business (love what you do, respect the workstyle, better together, play your part, happier world, always improving) are strongly referenced every single day within the community which we believe helps to keep the community feeling positive and supported. Both co-founders have a strong awareness of and experience of mental health challenges and are fully supportive of creating a community that has a strong respect for and awareness of the fact that people are different and may have their own struggles to cope with as part of daily life. This does not mean they are not brilliant at what they do, it might mean they need to work in a different way, to access support to help them more regularly or it might mean that they want to talk about how they are feeling and coping with life at the moment. It’s vitally important to Alex and Lizzie that Hoxby is a community where Associates feel valued and supported, irrespective of their personal circumstances. A world of work without bias means just that and it’s up to every single member of the community to help make that become a reality. By creating a set of responsibilities for Wellbeing in Hoxby, it means there will be someone who (with support) has dedicated time and energy to ensure this Employer Action Plan delivers the added support and focus that mental health in the workplace deserves. There are so many amazing resources out there for us to be able to share with our community that it’s a really We are confident the Hoxby community will embrace this Action Plan and work hard to take the steps needed to make our working environment even more welcoming, understanding and progressive. It is crucial to the values of the Hoxby community that we are who we say we are, and that we practice what we preach. The Hoxby Foundation is there to hold a mirror up to the Hoxby organisation to ensure that we work hard to make and keep our promises to our own community and the world around us too. |
Dynamic Group We are an honest, reliable and ethical human resource provider within the Rail and Construction sectors. Our aim is to offer our candidates and clients the best professional fit, to support the growing challenges that many people face in the Rail and Construction Recruitment industries. The construction sector is ranked among the top for mental health risks. Our main goal is for everyone to get home safe, every day. We have embedded mental health in all aspects of our business, from management continual training to inhouse workshops, procedures, activities and posters around the office to break the stigma associated with mental health. We believe trust and connection are key in order for everyone to feel safe to speak up or ask for help. For that reason, we focus on creating an enabling atmosphere in our offices and with staff working on site. We are never too far from reach, a desk or a call away.
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Northumberland County Council Northumberland County Council is a large employer in the North East of England. The council employs approximately 5000 staff and provides a broad range of services to the local community. Northumberland County Council is proud of its role in providing the best to the people and places it serves. In Northumberland County Council we are committed to supporting our employees to thrive at work. We understand that any of us can struggle with mental health difficulties at various points in life and we pledge to do more to remove the stigma around talking about mental health so employees can seek support at the earliest opportunity. We also pledge to support employees to find their own ways to maintain optimal mental health. In so doing, we want our employees to feel that work is a place that supports positive mental health so that they can reach their full potential both at work, at home and within their local community. We recognise that we are already doing good work to support our employees and signing the Employer Pledge will demonstrate to staff our full commitment to helping them thrive at work |
Bromsgrove District Housing Trust We are passionate about providing accessible, safe and secure housing for communities across Bromsgrove and the surrounding area. We serve our communities and residents as a not-for-profit organisation and so every penny we make gets put straight back in to improving housing and local facilities. At bdht we know that “being you” at work is key to a happy and engaged workforce. We do not expect staff to leave their personal lives at the door at 9am. We want to celebrate with staff, be excited with them and be happy for them. That means we are also here for those tougher times too, when staff need support, a listener or a friend. We are committed to being a healthy place to work and this means educating and supporting all of our staff members to ensure we are a workplace free of mental health stigma and discrimination and to empower our employees to access training and the support they need to continue to grow, develop and excel in their work and to lead happier, healthier lives in and out of the workplace. |
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MSF - Médecins Sans Frontières Our medical teams act fast to save people’s lives in conflict zones, natural disasters and epidemics. We go where we are needed most. MSF UK/IE has signed the Employer Pledge to help eradicate the stigma around mental health, foster good mental health and to create a positive and inclusive culture within the organisation that understands and supports employees living with mental health conditions. |
London Borough of Camden Camden employs more than 4,000 across a wide range of roles – all with the common purpose of providing the best possible public services to our 230,000 residents. Camden is committed to being a truly inclusive organisation where everyone can be their best selves. An important part of this is changing how we think and act about mental health across the organisation and making sure that anyone facing these problems feels supported. That’s why we’re signing up to the pledge – to make it easier for everyone to talk about mental health and do all we can to ensure that everyone is able to find the support they need, when they need it. By signing the Time to Change Employer Pledge Camden aims to challenge stigma, dispel myths, and improve understanding of mental health across our workforce. We see the Pledge as key in ensuring everyone in Camden feels able to be their best self at work; being who they are, feeling valued, safe and respected by each other every day. |
Action on Hearing Loss From day-to-day-care, to practical information, to campaigning for a more hearing-loss aware society, and funding research to find a cure, as the largest charity for people with hearing loss and/or tinnitus in the UK, we aim to support people on every step of their hearing loss journey. Workplaces are now recognised as key settings to promote good mental health and wellbeing behaviours, due to the significant amount of time spent at work. Not only does this make the workplace an important place to advocate for positive mental health, but it also allows for a large number of people from one location to be involved. Crucially for AoHL, there is a proven link between increased risk of poor mental health and hearing loss (Hearing Matters, 2015). As a charity aiming to reduce the barriers people with hearing loss and tinnitus face in their daily lives, we must actively promote good mental health practices for those with, and without, hearing loss and/or tinnitus within our own organisation. By signing up to the Time to Change Employer’s Pledge, we will formalise and streamline existing internal initiatives to create an inclusive and destigmatised workplace, whilst also receiving guidance on how to innovate in this area, and equip our employees with the tools to generate lasting change. The TTC Pledge ensures accountability to our action plan outlined above, and thereby demonstrates an external commitment to workplace mental health. Given AoHL’s disparate nature – with multi-site offices, homebased employees, and shift workers – being part of the TTC Employer Pledge enables us to visibly champion this cause with a gravitas unmatched by an internal pledge. We will strive to:
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Shrewsbury Colleges Group Shrewsbury Colleges Group has been formed by the merger of Shrewsbury College of Arts & Technology and Shrewsbury Sixth Form College. It was formally constituted on 1 August 2016 and is a great place to work. Shrewsbury Colleges Group (SCG) is passionate about offering an outstanding student experience but also to be an outstanding employer to its 500+ employees. The College has four pillars to its strategy the second of which is to be an outstanding place to work. SCG has an on-site HR department consisting of eight trained practitioners providing support to managers and staff. One of the roles within HR is dedicated to, and responsible for, employee wellbeing. SCG has held regular staff Wellbeing Days since 2012, dedicated to the physical, mental and financial wellbeing of staff. These involve organisations such as chiropractors, nutritionists etc. coming along to talk to staff about their health as well as people from our pension’s provider and counselling team. Staff can access sessions such as relaxation at your desk, managing workplace stress and meditation techniques. In 2019 external trainers delivered workshops including Practicing Mindfulness and Managing Stress. Staff can receive discounted onsite gym membership and discounted on-site treatments including massage, aromatherapy, and reflexology. SCG has supported the time required for the Group Vice Principal for HR and Professional Development, Donna Lucas, to be part of the Association of College’s National steering committee called the ‘Mental Health Policy Group’ Donna is one of the two college representatives within the group, working with the Charlie Waller Trust on the national approach to workplace mental health. SCG is committed to ensuring Mental Health First Aid is available to its employees. Many employees are trained and training continues. SCG has a range of policies supporting a healthy work life balance, such as the Flexible Working/Sabbatical Policy as well as those policies written to protect employees such as Bullying and Harassment policies. SCG has a LET’s (Learning Enhancement Team) programme providing opportunities for learning and self-development for employees including, coaching & mentoring. The College has a team of coaches available to support the workforce. SCG promotes initiatives such as Mental Health Awareness Week. Green pin badges are available to purchase on site and in 2019 a daily all staff email covered different aspects of encouraging positive mental health, including relaxation, mindfulness, sleeping well, etc. SCG promotes the work of the Education Support Partnership and offers a Counselling service to its employees, it also works with two occupational health services, who alongside Access to Work and HR can support keeping employees in work, making adjustments or the return to work process. SCG promotes wellbeing in many ways, including onsite staff spin classes and yoga. We have a College walking group with its own Facebook page ‘SCG Ramblers’. SCG organises family days out, in 2019 a trip to Chester Zoo was arranged and employees paid via their wages spreading the cost over a number of months, making this opportunity more affordable. We also hold a ‘visit Santa’ event each year for the children of our employees. SCG works hard at supporting positive mental health within the workforce and is looking forward to being part of this Employer Pledge to further demonstrate our commitment. |
Pledged Employers
- Sky Technology
- MSV Housing
- King Edward VI College
- Gentoo Group
- Association of International Accountants
- Compass Disability Services
- University Hospitals Plymouth NHS Trust
- Allianz Partners
- CDM London
- The Royal Marsden Hospital
- First Direct
- Teenage Cancer Trust
- Royal College of Physicians
- Cadent Gas
- Salisbury City Council
- Cotswold Archaeology
- The Lord Mayor's Appeal
- Thomson Reuters
- Walker Modular Limited
- Hain Daniels
- Stationhouse Nursery
- easyJet
- Purcell
- Poynton High School
- Hoxby
- Dynamic Group
- Northumberland County Council
- Bromsgrove District Housing Trust
- MSF - Médecins Sans Frontières
- London Borough of Camden
- Action on Hearing Loss
- Shrewsbury Colleges Group
- Pages