After watching the BBC Three documentary Roman Kemp: The Fight for Young Lives and listening to the mental health struggles he has faced, from depression at a young age, to pressures and a hectic work lifestyle and the suicide of his friend, it made me wonder how many of us have mental health struggles at work and if there is anything we can do to support those in need. I was shocked to discover that, according to the HSE, 1 in 4 people in the UK will have experienced a mental health problem at sometime with anxiety and depression be the most common problem affecting our mental health. One of the reasons for this is prolonged work-related stress which can lead to both physical and psychological problems and can aggravate a pre-existing condition. A report by Lord Dennis Stevenson, Thriving at work, states that 300,000 people with long term mental health problems lose their jobs each year and that 15 % of people have symptoms of a pre-existing mental health problem. It is no wonder that the UK is facing a significant mental health challenge at work. With the employment tribunal judge, in the case of Mrs D Phillips v Aneurin Bevan University Local Health Board , concluding that work-related stress can now be classed as a disability under the Equality Act 2010 employers really need to look at how they are supporting those within their organisation suffering from a mental health problem. The annual cost to employers is between £33 billion and £42 billion due to low productivity, sickness absence and staff turnover all because employers are not tackling poor mental health in the workplace. Therefore, isnt it about time employers started looking at ways they can support those that are struggling with their mental health and work-related stress. The 'thriving at work report' proposes a set of 'mental health core standards that can be easily implemented into an organisation. One of those core standards is to develop mental health awareness among employees which can be achieved through awareness training. Companies should also be routinely monitoring their employees mental health and wellbeing as well as providing a healthy work life balance and opportunities for development. If companies do more to recognise and support their employees struggling with their mental health and stress related illnesses they can then provide employees with a healthier working environment where they feel engaged, empowered and supported which will in turn increase productivity.

Whether you need to recruit new members of staff or you have a promotion opportunity, the traditional course of action is to interview a selection of candidates for the role. However, will you get the best candidate for the position by using this method for recruitment or promotion? Interviews alone for new recruits are not great predictions of how your selected candidate will perform. This is because interviews tend to be subjective, with candidates practising answers to the obvious questions, so do you really get to know that person and their capabilities? Job Interviews tend to favour confidence over competence and for those who are shy, introvert or, like myself, find it hard to present oneself well, then this process does not reflect the future performance of all those going for the position. In recent surveys in the UK it showed that 92.5% of people lie on their CV (2018 CV-Library survey), 81% of people lie during their job interview and 71.6% of those that lied getting the job as a result. With this in mind, there must be a better way that encourages candidates to be truthful and is a fairer way to show that they are right for the job. Companies that interview when a promotion becomes available have the opportunity, unlike with new recruits, to look at each person’s performance to ascertain their suitability for the job role. However, this does not always happen with some companies only using the interview process to promote staff. By not looking at past performance those that keep their heads down are usually at a disadvantage and can sometimes be overlooked. Therefore, the interview process for both recruitment and promotion needs to be re-thought. Instead of using outdated and impractical questions, or not looking at past performances, interview should be more of a two-way conversation so that you get to know each other. I have always found that the more informal the interview process the better I have done. Having conducted interviews myself the best candidates are those that engage in conversation with enthusiasm, providing you with a sense of how they would fit within the organisations values, how they will engage with the company’s strategy and how they will perform. This would give everyone the opportunity to showcase they are right for the position. Have you looked at your recruitment process lately……………….

Epilepsy is a neurological condition that affects the brain and nervous system. It is estimated that 65 million people are living with epilepsy around the world. There are half a million people, 1 in 100, of all ages with Epilepsy in the UK. They are caused by a sudden burst of intense electrical activity in the Brain which results in a seizure. There are many types of Epilepsy, that can start at a young age or later on in life, but not all seizures are due to epilepsy and workers are not provided with epilepsy awareness training to help those that this affects. Just over 10 years ago I began having regular seizures. I do not have any recollection of these events and used to wake up either on a floor or in hospital. Apart from those close to me, many people did not know how to help me whilst having these seizures as they had not been provided with appropriate epilepsy awareness training. After having all the tests for Epilepsy, including an EEG (electroencephalogram), I was finally diagnosed with Non-epileptic seizures, also known as Dissociative seizures, which were controlled by medication. I am lucky as my seizures are not caused by electrical activity, starting in the brain, and I have subsequently been able to control them. International Epilepsy Day was started to promote awareness of Epilepsy in over 120 countries worldwide. With one-third of those with epilepsy living with uncontrollable seizures because there is no available treatment that works for them and 8 out of 10 people in developing nations not having access to appropriate treatment it is imperative that we highlight this disease. Epilepsy is a well known medical condition but many still do not understand it and often fear it as they are not given epilepsy awareness training to help them assist if they see someone having a seizure. This has led to discrimination in workplaces and communities throughout the world and a lack of funding for new therapies research. By promoting epilepsy awareness globally we can educate the public and strive to advocate for appropriate legislation that will guarantee human rights for those with epilepsy as well as urge people to take appropriate training training and encourage those with epilepsy to live to their full potential. #epilepsyawareness #onlinetraining

Do Human Resources anti-harassment policies go far enough to protect human rights in the workplace? According to a survey conducted by NBC News and Wall Street Journal in 2016, almost half of the working women in the US have experienced workplace harassment. In the UK, the figures were just as shocking as reported by ‘Still Just a Bit of Banter?’ where out of 1,500 women who took part in the poll, 52% had been victims of harassment usually from a manager or person of authority. 62% of those women were between the ages of 16-24 years old. HR policies such as grievance policies and procedures are helpful of course, but a shocking 80% of women do not report harassment! This isn’t just a HR problem but a human rights issue. In the #MeToo movement it was evident that grievances had fallen on deaf ears and a policy can only go so far. In July 2021, a government consultation was published to try and provide the right legal framework to protect both employees and employers by providing further protection for employees as well as motivation and support to businesses. However, there also needs to be a cultural change within society as the law alone cannot fix this issue. Employers need to consider how to protect their workers and ensure wellbeing in the workplace, not just for sexual harassment, but for all cases of bullying and discrimination. Following the consultation, the government would like to introduce a duty requiring employers to take positive proactive steps to make the workplace safer for everyone and prevent sexual harassment. Global FDI offer a range of online courses that will provide the tools to be able to tackle Sexual harassment in the workplace , help develop good employee relations , as well as providing an understanding of equality and diversity to stop discrimination. They will support staff, to not only realise the implications of their actions, but also encourage those who have been victims of this kind of behaviour to report it before it ends in a tribunal case. Give life to human rights.

At a time when mental health is talked about more openly it has become a very important factor to feature in the work environment given that mental health problems affect around one in four people according to the mental health charity MIND . Mental Health, like physical health, affects us all and can range from the well-being to individuals suffering from severe problems over a prolonged time such as anxiety, depression, phobias, eating problems, bipolar and can lead to suicidal thoughts. According to the Chartered Institute of Personnel and Development (CIPD), work can hugely impact an individual’s mental health by either making a person feel good about themselves or trigger problems. Stress through work is defined by the Health and Safety Executive HSE as 'the adverse reaction people have to excessive pressures or other types of demand placed on them’. Stress in the workplace is mainly caused by overwork, too many tasks and pressure to perform. Persistent stress, overtime and feeling that you are not doing well can lead to physical and mental illness. But also lack of feedback from the superiors can be burdensome. Stress is not an illness itself, but the connection between stress and mental health conditions especially work related stress is considered a form of poor mental health according to CIPD. MIND reported that 60% of adults and 68% of young people in June 2020 said their mental health deteriorated during lockdown. Despite the landmark Mental Health in the Pandemic study conducted by the Mental Health Foundation stating that anxiety about the pandemic has become less common, falling from 62% of those surveyed in March 2020 to 42% in February 2021, it still shows overall that one year on the pandemic has had ‘wide and deep emotional impacts on UK adults’.. The pandemic has either sparked or amplified much more serious mental-health problems. And psychologists are increasingly raising concerns that these may linger in the longer term. The global Covid-19 pandemic seems to have added to already existing working place stresses with the addition of fear of exposure to the virus when returning to the office, job loss or loss of income, finding working from home isolating and struggling to combine home-schooling and keeping up with the demands of work, which has led to overwork and very long working hours without much free time. Whilst employees adjust to new ways of working and grapple with stress and anxiety triggered by the coronavirus pandemic, employers have to be aware that they play a critical role in these uncertain times. Keeping up communication between management and workers, either in small groups or on a one-to-one level is vital, as is listening and thinking about how to avoid stress and burn-outs by considering, if necessary, measures like employing temporary workers. With many workers returning to the office after a year working from home employers can help to alleviate anxiety and stress by continuing good communication, offering reassurance and making sure company health protocols are clear. Health guidelines should be shared in a timely manner (regularly, but not too often) which can be accessed by all employees as well as providing the essentials such as hand sanitizers, surface cleaners and disposable hand towels. Another aspect to consider is the long term effects of Covid 19. If, unfortunately, workers have caught Covid and are still struggling with so called “Long Covid” this can render people unable to work for months. Chinese studies from the first wave of the pandemic show about one in two people developed “Long Covid syndrome”. Of more than 1,700 Covid patients, 76 percent still had at least one symptom after up to six months such as exhaustion or muscle pain. In a UK-study according to Sky news article dated24th March 2021 more than a quarter of those suffering with long covid had clinically significant symptoms of anxiety and depression at their five-month follow-up. Twelve percent had symptoms of post-traumatic stress disorder, while almost half (46%) experienced reduced physical performance. It is causing a major long-term challenge for employers and employees alike and while Long Covid is not yet a formal diagnosis it is likely that as more research is conducted it could be recognised as a long-term health condition. It has been suggested that more than 80 Long Covid clinics can be opened by NHS in England with an extra £24 million funding, according to an article in The Independent dated 15th April 2021. It’s recommended that employers conduct individual risk assessments with any staff member experiencing Long Covid and to make reasonable adjustments for these workers. Employers need avoid adding even more stress for employees, as they might feel anxious about financial and future consequences, how a perceived lesser work performance will affect their job’s future whilst continue to feel unwell, it’s for employers to deal with each employee on an individual one-to-one basis. As every one of us has been impacted by the pandemic and dealt with stress by relieving it through various ways such as relaxation, mindfulness, exercise and keeping connected, there are still areas to look into. Be it in context with return to work after working from home or being affected by Long Covid, a sympathetic and accommodating employer, who can introduce temporary adjustments to working practices such as reduced hours can make all the difference for stress reduction in the work place leading to overall wellbeing and a happier work-life balance and helping to adapt to a changed work environment. Training for everyone within a company is vital as the more we know how to spot the signs of a person struggling with their mental health or stress the quicker we can act and provide them with the support they need.

Although a rise in construction work in November 2020 saw the value of all construction work reach its highest level since the beginning of the year, Covid-19, Brexit and social distancing requirements still dominate the delivery of construction projects as we begin the new year. Despite the challenges that continue to dominate the industry during these unprecedented times the rebuilding of the UK economy after the pandemic is a priority for the UK government. The announcement in December of the COVID vaccine sparks confidence, with projects being granted including a £100m contract to build a mixed-use development in central London and planning permission granted for the Bishopsgate Goodsyard development in East London. To kickstart growth the Chancellor, Rishi Sunak, has committed to £27.5 billion investment in English Roads and funding of 23bn in HS2 until 2025 as well as a new £7.1bn National Home Building Fund and a promise to shift the focus of projects away from the South East and invest in the North of England. As well as the HS2 rail project, the Hinkley Point C power station and the Thames Tideway tunnel there are many projects to watch out for in 2021 including Rolls-Royce's plans to build smaller modular nuclear reactors, Ikea and Skanska's 200-home development in Bristol and plans for the UK's first £2.6bn gigaplant car battery facility in Blyth. The outlook for infrastructure work is the second strongest of all sub-sectors and will be a key contributor to the UK economy in 2021. As the vaccines are rolled out at unparalleled speed and the government continues to commit to the future of the industry, as the countries economy begins to recover, it is a great time to invest in the UK and be part of the industries future. Find out how Global FDI can help you grow your company globally and succeed in the UK #companyformation #businesssupport #healthandsafety #training