Thames Water Logo

Thames Water signed the Employer pledge in July 2017. One of the challenges they faced was in assuring Line Managers that you don't need to be a mental health expert in order to have a conversation with an employee who wished to disclose. Managers often fear they might say the wrong thing to someone who shares details of a mental illness, when in fact they have nothing to be afraid of. Thames Water shared this case study with us in order to demonstrate how you can equip line managers to have conversations that may seem difficult, but in fact are often as simple as a conversation with someone who's just told you that they have the flu. Click the button below to read about what they did, and how they did it.

Equip Line Managers - Thames Water

 

Page Group Logo

Page group signed the Employer Pledge on World Mental Health Day in 2016. Like Thames Water, they discovered that managers were often afraid of saying the wrong thing when an employee shared a mental health issue or illness. One of the key things they have worked hard to embed in their organisation, is that managers are not expected to be the source of all information, but they are expected to be able to sign post someone towards the right support and assistance. This can be anything from an EAP (Employee Assistance Programme) or Wellbeing Officer, to a MHFA (Mental Health First Aider) or Mental Health Champion. For Page Group, it's important that a manager feels confident to listen and talk to any employee when they don't feel well. Page Group are quick to reassure other employers that their training and activities are still a work in progress. But they are keen to share what they have learned. Click on the button below to read more about they've done.

Equip Line Managers - Page Group

 

 

Central England Co-operative’s vision is to be the UK’s best consumer co-operative by making a real difference to its members and communities. Mental health and wellbeing has been firmly put on the Society’s agenda since Tracey Orr, Support Services Executive, made a pledge to break the culture of silence around mental health within the workplace.

As a co-operative society, we decided to sign the Time to Change Employer Pledge to illustrate our long-term commitment to put in place the foundations to;

  • Raise awareness around the importance of mental health at work
  • Champion the issue by providing the resources and tools for colleagues
  • Help break the culture of silence around  mental health

Martyn Cheatle, Chief Executive, signed the Time to Change Employer Pledge on the 23rd March 2017 and a comprehensive action plan was put in place to ensure mental health and wellbeing was at the forefront of our thinking.