Health & Wellbeing

Health & Wellbeing

The success of any organisation depends to a great extent on the individual performance of each member of its staff, and this is often related to the health and general well- being of the individual. University of Worcester recognises that good health depends on a combination of both physical and mental well-being it therefore seeks to maintain a working environment and sets policies together with procedures and systems that are designed to support the health and well-being of all its employees. It must be remembered that each individual retains primary responsibility for his/her own health and well-being, and it is therefore up to us to take reasonable care of ourselves, and to draw to the attention of the University any aspect of our work which is potentially damaging.

THE UNIVERSITY’S LEGAL OBLIGATIONS

 There are two major pieces of legislation relating to the health of staff at work:

1. The Health and Safety at Work Act 1974 employers have a duty to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees,

2. The Management of Health and Safety at Work Regulations 1999 make specific requirements for risk assessment to ensure that before any work is undertaken the risks to health and safety have been considered and the necessary precautions taken.

There are other Acts that directly or indirectly impact on the health and well-being of staff. The University takes its obligations very seriously and has implemented policies that both protect its employees and makes clear the responsibilities that rest with each member of staff.

The Health & Safety Policy sets out the University's position on health and safety at work and identifies the responsibilities of different groups of individuals within the organisation. Risk assessment, training and supervision and consultation between management and staff are covered by the Policy. Arrangements for monitoring health and safety performance and the provision of health and safety advice are also described. The Policy is supplemented by centrally produced guidance on specific topics such as Risk Assessment, Safety of Portable Electrical Equipment and Minibus Driving.

Smoking

The University recognises the right of employees, students and visitors to the University to a smoke-free environment. There is a complete ban on smoking inside University buildings. The designated smoking area is opposite the front entrance to the Hines Building.

If you want to stop smoking, free help is available through Worcestershire PCT on 01905 760222 or at http://www.worcestershirehealth.nhs.uk/News/quit_smoking.asp

Display Screen Equipment

The majority of staff using a computer would be classed as a user. The University has to ensure that a risk assessment is carried out on an individuals work station. The self assessment form and other information including the use of laptops and eyetests are available here

Diversity, Equality and Disability

The University's aim is to create conditions where all staff and students are treated with respect and are not subjected to unfair discrimination in any aspect of University life. The University is an Equal Opportunities employer and as such is committed to giving full and fair consideration to any job applicant with a disability. At application, interview and after appointment, the University will adjust its standard procedures (whenever reasonable) to take into account any special needs e.g. by accepting applications on tape or electronically, by providing enabling software etc. It is the University’s intention, as far as is reasonably practicable, to safeguard the employment of any member of staff who becomes disabled or whose disability increases during employment. If after a full assessment it becomes clear that the existing job is no longer suitable, restructuring of the job, retraining or transfer of the individual will be considered wherever possible.

Current Dignity at Work and Study Policy and Procedure

Dignity at Work

It is difficult to give a complete and inclusive definition of harassment, but defining factors are that the behaviour is offensive or intimidating to the recipient and would be regarded as harassment by any reasonable person.

Common forms of harassment involve offensive conduct and behaviour directed at a person's gender, racial origin, disability, sexual orientation, age, religious conviction or some other personal characteristic. It can also include the inappropriate use of physical or mental power, more commonly known as bullying. In addition to being unacceptable harassment and bullying is potentially deleterious to physical and mental health.

This policy statement sets out the University's position regarding this issue, outlines some useful definitions, illustrates some types of harassment and details the procedures for dealing with complaints of bullying and harassment. It also acknowledges the possibility that complaints may be made with mischievous or malicious intent, and that such cases will be treated as a serious disciplinary matter.

Dignity at Work & Study

In support of the policy the University has instigated a network of initial advisers who represent many different groups of staff and who may be approached for advice and guidance. Staff who feel they are being harassed or bullied are strongly recommended to seek advice from an Initial Advisor as soon as possible to ensure that the situation is addressed appropriately.

Management of Sickness Absence

Staff at the University community are not immune to sickness, therefore the University has developed a policy that takes a positive approach to sickness management, ensuring that staff are treated in a fair and appropriate manner. This policy outlines the role of the employee, the role of the manager and the roles of the Personnel Office and the Occupational Health Service. It covers the procedures from notifying absence through to identifying actions in respect of frequent or long-term absence.

Sickness Absence Policy

Violence and Aggression

No University staff are expected to have to deal with violence as part of their work. If an individual is concerned for his/her health or safety as a result of potentially violent or aggressive behaviour he/she should inform his/her supervisor, head of section or department in order that a risk assessment can be made and precautionary measures put in place.

PRESSURE AT WORK

Life places demands and pressures on all of us, but if these become too great or exist for a prolonged period of time they can affect our health. Demands and pressures can originate from within the workplace (see examples below) or from our lives outside the office, e.g. bereavement, break up of a relationship. Whilst some degree of pressure actually improves performance, each of us has a different ability to cope with pressure, and this can fluctuate depending on our personal situation. Additionally each job carries with it a performance level, which the employee is expected to meet. However, if the individual’s ability to cope falls and/or the expectations upon him/her are too high, a potential health risk exists.

Both physical and mental ill-health are treated the same way under The Health and Safety at Work Act (1974), so both the University has to take reasonable care to ensure the good health of the workforce, but equally the employee has to take reasonable care of their own health and well being.

Possible sources of pressure

Potentially there are many aspects of our day-to-day working lives that may place pressure on us, some examples might be:

• the working environment
• working conditions
• adapting to new ways of working and other forms of change
• work over- or under- load
• our role in the organisation
• poor communication
• too little or too much decision making
• organisational and management style
• inflexible or late-notified deadlines

If these or other pressures increase beyond the individual’s ability to cope, it can affect them emotionally (e.g. irritability, depression, anger); physically (e.g. raised blood pressure, tiredness, headaches); mentally (e.g. impairment of perception, concentration or memory); interpersonally (e.g. relationships become more difficult); or at work (e.g. poor time keeping, accidents, erratic attendance).

What to do about it

If you feel the pressure at work is beginning to affect your health or performance, it is important to take action early especially if you cannot foresee any lightening of the pressure in the near future. Pressures outside of work can also affect our health, and whilst the University cannot control external factors, it is committed to eliminating or reducing the factors within the institution that may affect the health of its employees. The University aims to assist employees in balancing their work and personal commitments and will support temporary or permanent changes to the working arrangements wherever reasonably practicable.

Any requests for such changes should be raised with immediate line managers initially; further advice is available from the Personnel Department.

An employee who needs time to deal with personal emergencies is advised to discuss the issue with their line manager. Compassionate leave is available of up to five days paid leave in any period of 12 months; if additional time is needed it is possible to take annual or unpaid leave, by agreement.

Further information regarding leave for compassionate, parental & family emergency reasons and flexible employment arrangements can be found at

Compassionate, Parental, Family Emergency and Domestic Leave

Flexible Employment Arrangements

Identify the things that can be changed

If you can identify any aspect of your working environment which is adding to your feeling of pressure, e.g. poor lighting, badly sited workstation, these can be addressed fairly quickly. In the first instance you should contact the Health & Safety Co-ordinator, who will advise and if necessary take your issues forward for you.

If the pressure is caused by the nature of your work, the design of your job or the organisational style, discuss these issues with your supervisor, line manager or head of department, it may be possible to make adjustments in the short or long term to ease the feeling of pressure.

When things can’t be changed

Some jobs are just more pressured at some times than at others, so if it isn’t possible to change the working practices, it is important to ensure that you are as prepared as possible to cope with that pressure. Some work stresses are caused by being inadequately trained to do a job, or having insufficient knowledge to complete it fully. If this is the case, you should raise the matter with your line manager so that appropriate training can be undertaken. Some other skills can aid our ability to deal with pressure such as assertiveness, negotiation, and good time management. An effective support network and utilising team-working can also vastly improve how we deal with pressure.

Further information is available at Staff Training

Taking responsibility

There is a tendency to believe that an inability to work well under prolonged periods of excessive pressure is in some way a personal failure, that one is ‘less competent’ than another. In practice all staff work under pressure, and our ability to cope is dependant on a variety of factors; and being aware of the issues before we lose our perception of being able to cope is important.

Any attempt to reduce the factors, which cause pressure at work, has to be a partnership between the University management, the managers of its operating areas, and the employee. This does mean that we need to be aware of our own abilities and to take steps to improve our own coping mechanisms. Sometimes just talking things over with colleagues and peers can go a long way to relieving anxiety. They are likely to be very familiar with the work and schedules of the department and they may have already developed coping mechanisms of their own that they could share with you. If you are unable to resolve your difficulties locally, there are a number of areas within the University that offer support in this area.

Sources of Support

The Personnel Department provides advice and guidance on all matters relating to employment, including those issues affecting the well-being of staff. Their offices are situated in Bredon and any member of staff needing advice or assistance is encouraged to contact the department. Trained mediators are available if there are workplace relationship issues.

Alternatively staff can contact an Initial Advisor. These are members of staff appointed by the University to provide a first line response for anyone who considers they may be experiencing harassment. They are volunteers and they will be prepared to discuss any matter, however sensitive, to listen and inform about the options.

Advice about the potential effect of work on health and health in work is available through a specialist, independent occupational health service - Soma Health Ltd. www.somahealth.co.uk

Staff who have a concern about their health which they consider is being affected by or is affecting their work can arrange for an initial assessment by contacting the Personnel Department.

Alternativly staff may, in confidence, self refer directly with Soma 01905 356000 or enquiries@somahealth.co.uk

The aim of the service is to provide advice on the physical, mental and social well-being of all staff. Amongst the services provided are:

• pre-employment screening
• health risk appraisal
• health surveillance
• referral to occupational health physician
• referral to specialist agencies
• vision screening
• lung function tests
• workplace health promotion
• lifestyle advice
• advice on rehabilitation and resettlement following illness or injury

Exercise and Health

The Sports Centre at the University has a fitness suite, sports hall and tennis courts on site. A Gym and Recreation membership is available to all members of staff, and will allow access to the gym at all times as well as use of the other facilities through a booking system.

For first time users, an induction to the gym is mandatory and the cost comes included in the membership.

The opening hours for the Sports Centre are 7am – 10pm (Monday to Friday) and 9am – 5.30pm on the weekends. During the summer months the Sports Centre will close at 9pm on weekday evenings.

There are also several staff sports clubs within the university, for further information enquire at the sports centre reception.01905 855574 or sportscentre@worc.ac.uk

Rest and recreation is recognised as an important aspect of health, and if this is neglected over a long period, both health and work performance will suffer. Working over-long hours and not taking holidays is counter-productive. Belief and attitude are other important aspects of our ability to cope, and if these are positive, we are better equipped to deal with the demands of life.

Cycling is both a great way to keep fit and is an environmentally beneficial way to commute to work.

It is relatively inexpensive and requires little cost once you have purchased a bike.

There are more and more cycle lanes being put in place in the City and you can cycle past most rush hour traffic jams arriving at work less stressed and more energetic.

Your commute to work is the ideal time to take the opportunity to be more active. If you live close to your workplace why not walk?

Did you know: In heavy traffic jams, the air quality can be poorer inside the car than out. Car users regularly suffer up to three times as much pollution as pedestrians.

Regular brisk walking can:

• reduce the risk of coronary heart disease by up to 50%
• reduce the risk of stroke and diabetes
• reduce high blood pressure
• help you to lose or manage your weight
• tone muscle and strengthen bones
• improve energy levels, reduce stress levels and aid sleep patterns.

A map of walking routes in and around Worcester is available here:

http://worcestershire.whub.org.uk/home/cs-transport-choose-walkcycle060605.pdf

Physiotherapy and Massage Clinic

two-0-six are a team of Chartered Physiotherapists and Sports Massage Association Masseurs here to meet all your injury requirements, be it a sprained ankle, sore back or long term rehab, we'd be happy to have a look and help.
We offer appointments Monday to Friday, daytime and evening. Special rates are available for staff and students.
For more information or an appointment ring 01905 857520.

Pilates Classes

Tuesday and Thursday Lunchtimes
12-1pm
Ring 01905 857520 to book a place

Sports Therapy Massage Clinic

Clinics on Monday afternoons
Massage appointments may be booked by signing the booking form on the door of BB138 (Sports Therapy Suite at School of Health).

Nutrition and Hydration

 An important part of being healthy and productive is the food we eat – the nutritional support we give our bodies. Also of vital importance is hydration. Water makes up 70% of our bodies, and it is important to make a conscious effort to replace the water our bodies are using all the time. Water is needed for virtually every physiological process and is crucial to mental and physical well being. Many people rely on tea or coffee to quench their thirst, as these are both diuretics they do not effectively replace lost water in the body. It is important to take frequent sips of good quality water throughout the course of the day.

Energy and emotions are strongly influenced by what we eat. When anxious, tense or lacking in energy the foods most often taken are those with a high glycaemic value such as cakes, sweets etc. all of which give a quick boost but lead to a subsequent drop in energy and increased feelings of tension or depression.

Constant fatigue and lack of energy are quite often the result of a poor/irregular diet and the increasing consumption of stimulants. Depression, irritability, nervousness, mood swings etc can all be the result of imbalances in energy production and nutrient deficiencies.

The university works with its catering provider to ensure that healthy alternatives are available at all outlets and that in vending machines healthy options are displayed at eye level.

Healthy Eating

EXTERNAL AGENCIES OFFERING INFORMATION

CRUSE Bereavement Line: 0844 477 9400 http://www.crusebereavementcare.org.uk/

Drinkline: 0800 917 8282 (Best time to telephone: 9am - 11pm, Monday to Friday)

National Drugs Helpline: 0800 77 66 00 www.talktofrank.com

National Debtline: 0808 808 4000 http://www.nationaldebtline.co.uk/

Citizens Advice Bureau: 01905 611371 http://www.adviceguide.org.uk/ Drop-in sessions for staff and students are also regulary held in the Students Union Building.

Samaritans: 08457 90 90 90 http://www.samaritans.org/

NHS Direct: 0845 46 47 http://www.nhsdirect.nhs.uk/

MindinfoLine: 0845 766 0163 (Monday to Friday 09.15 to 17.15)

Worcesteshire Womens Aid 0800 980 3331

College & University Union Support Network: http://www.cusn.info/

UNISONdirect: 0845 355 0845 http://www.unison.org.uk/