After lunch, from 14.15 - 16.00, running in parallel to the People Development track and the TechTalk Innovation Showcase delegates can choose to join roundtables. Here you can deep dive into topics that matter, share experiences and build your toolkit of solutions. Each roundtable lasts 45 minutes. Delegates will be able to attend 2 different roundtables and also move between tracks.
You can sign up for the roundtables from 8.00am on the day of the event at the venue. If you need any help with understanding how the roundtables work, please contact us at firstname.lastname@example.org.
Roundtables include (more are being confirmed daily):
Taking a preventative approach to wellbeing pays dividends both for individuals and for organisations. But many are struggling to create the culture change that's needed, typically due to lack of engagement. This roundtable provides an opportunity for attendees to:
Share ideas around what works when it comes to engaging employees with a preventative approach to wellbeing
Explore how you get even the most reluctant leaders on board given the important role leaders play in creating this type of lasting culture change
As employers around the world grapple with what work should look like in the aftermath of the pandemic, it's likely that a significant number of people will continue to work at least in part from home as part of a flexible, hybrid model. But combining home and office working can be a challenge. Employees and employers each have important roles to play to ease the transitions, find ways to be effective, and ensure mental health and wellbeing are proactively supported in a rapidly evolving work environment. Join this roundtable to:
Self-harm, sometimes referred to as self-injury, is more common than one might think. 10% of children under the age of 16 will self-harm at some point (with first incident often taking place at around 12 years old), and approximately 17% of people aged over 16 will have self-harmed at least once during their lifetime. Self-harm is largely hidden, but this isn’t to say that you won’t encounter someone who has injured themselves during your career. Join this roundtable to:
Get a better understanding of what self-harm is and what it isn't
Understand how to safely support colleagues who self-harm
Share your experiences of best practice in the workplace, and learn what you
can do to help someone who is self-harming
If you’re a global business and wondering how to extend your mental health plan so that it is culturally aware and builds momentum, this round table is for you.
While the pandemic has globalised us and given us opportunity to connect on deeper levels, it’s also brought up the question of creating a mental health culture on a global scale. With many people responsible for parts of the wellbeing agenda, a variety of budgets and priorities as well as different starting points in different countries, this discussion will give tips and ideas for navigating global change.
Join this roundtable to:
Understand how to develop a mission statement that inspires energy and enthusiasm and empowers people within their parameters to create change from within
Find out how to create and manage an international network of Champions that creates a sense of belonging and builds momentum for your mental health agenda
Discuss the cultural and silo challenge of globalising your mental health mission
The why and how of building emotional intelligence into hybrid working
For hybrid working to be successful, flexibility is essential and a key skill for the future is our ability to adapt. However, the pandemic has stretched even the most adaptable to their limits. Our ability to adapt and be flexible starts with developing emotional self-awareness. Join this roundtable to share ideas and learnings, including:
Have you ever wondered how you can be more inclusive of the Trans experience in your workplace? Are you an ally who wants to make sure you're being as supportive as possible? Or, perhaps you want a better understanding of the Trans community and how you can create a psychologically safe work environment for Trans colleagues? Join this roundtable to:
Acas has found that conflict at work costs the UK £28.5 billion a year, which equates to £1000 for every employee. The read-across from conflict to mental wellbeing is huge. CIPD survey data shows that 56% of employees report stress, anxiety and/or depression as a result of conflict, and the mental health impact of the pandemic has made managing conflict more important than ever. Join this roundtable to share ideas around:
How different sources of conflict can impact mental wellbeing in the workplace
What managers can do to reduce conflict and promote positive wellbeing at work
Emma Slaven, Senior Adviser, Acas
The focus on employee benefits remains as strong as ever, and the Covid crisis has forced employers to really look at their benefit offerings to make sure they are adding value to existing employees and are attractive enough to draw in new employees. Fresh fruit delivered to the office was a staple offering by most employers, however with the rise and demand for hybrid working, reviewing the benefits offered is high on the agenda. Join this roundtable to share thoughts around:
In the fast-evolving world of work, employees are facing new and sometimes unmanageable challenges. According to Microsoft's 2021 Work Trend Index, 41% of people are likely to consider leaving their jobs in what's been dubbed "the great resignation". Employers clearly need to rethink how they can support employee wellbeing from attraction through to engagement, development and retention. Join this roundtable to share ideas around:
With the pandemic blurring lines between work and life, and reports suggesting that many are working longer hours to keep up with workloads, there's increasing recognition that mental health and wellbeing need to be prioritised to head off burnout. But this is often easier said than done. Join this roundtable to share thoughts around:
How you keep mental health and wellbeing front and centre in a fast-moving, ambitious work environment
How you get leaders on board and build credibility with them to ensure mental wellbeing is embedded as a priority
If you’re an HR professional looking for ways to increase resilience, improve reach and boost engagement rates with your mental wellbeing strategy, this roundtable is for you.
Employers are now expected to provide wellbeing benefits to their teams as an essential. However, the traditional tools and solutions that are available often fall short in meeting the range of employee needs and receive lower than expected levels of engagement as a result.
Employees who are seeking mental health support have to grapple with internal stigmas, fear of judgement, and accessibility issues with one-to-one counselling and therapy; Where can they find help outside of working hours and on weekends? Where can they feel safe to open up about their experiences?
Join this roundtable to:
Intersectionality and inclusivity increasingly feature as a focal point in discussions about workplace mental health and wellbeing. But many employers are struggling to create a joined-up approach that speaks to individual needs without singling people out. Join this roundtable to share open conversations around:
· What a workplace mental health and wellbeing strategy looks like when it's built around inclusivity
· Overcoming friction between leaders in different departments so that D&I and wellbeing work seamlessly together
· How we broach wellbeing conversations with colleagues from minority communities in a really confident, practical way
A silver lining of the pandemic is employers’ increasing recognition that psychological safety needs to be prioritised as well as physical safety. To help embed this into organisations, ISO 45003 Standard for Psychological Health and Safety in the Workplace was published in June 2021. Join this roundtable for a valuable opportunity to meet one of the architects of the new standard and get answers to your specific questions including:
How you make the business case for ISO 450003
How the standard applies to colleagues in different work environments, including warehouse and shift workers, as well as those that are office based
If you have an ISO standard in place, is it possible to align to this?
At least two million people in the UK have experienced ongoing debilitating symptoms of physical and mental ill-health following COVID-19 infection, known as 'Long COVID'>. Furthermore, the long recuperation, prolonged absence and as yet uncertain prognosis of Long COVID mean pre-pandemic sickness absence policies are no longer fit for purpose. 5% of people with Long COVID have already been forced out of their jobs. With this in mind, is your workplace prepared to support people with Long COVID? Join this roundtable to share thoughts around:
What needs to be discussed with managers if team members are off work for a longer period with symptoms of Long COVID
What the managers’ responsibilities are
What medical clearances or adjustments may be needed to enable a return to work.
There are 2.3 million victims of domestic abuse each year which costs the economy an estimated £14 million. Two thirds of victims are women, one third men, and up to 75% of those experiencing domestic abuse are targeted at work. Two women each week and one man each month are killed in England and Wales by a current or former partner. Domestic abuse is a hugely destructive problem and employers have a legal duty of care towards domestic abuse victims, yet only 5% of organisations have a specific guideline or policy in place. Since the COVID-19 pandemic, calls to helplines have increased by 61% and with hybrid ways of working, working from home is not always the safe place that it should be.
Join this roundtable:
To understand the issue
We hear time and again how important it is to have C-suite support for mental health and wellbeing initiatives in order for them to be sustainable. But this is often easier said than done. Join this roundtable to share thoughts around:
The need to provide care is likely to affect most of us at some point in our working lives. With an ageing population and people living longer, many employees are finding themselves caring for older, disabled or seriously ill friends or family. An increasing number also fall into the ‘sandwich generation’ (those who care for ageing parents while supporting their own children) and have to juggle parental and caring responsibilities. Furthermore, with paediatricians seeing rises in food restriction disorders and conditions such as ADHD in children and young people, it's possible that even more employees will be supporting a vulnerable family member as a result of the pandemic. Join this roundtable to share ideas around:
As vaccines roll out across the globe, more offices are opening up - or making plans to in the near future. That’s good news for people who are eager to get back to their desks, but what about people who are anxious about returning to the workplace, or feel conflicted? Perhaps they’ve found that they’re happier working at home, feel that they have a better work/life balance, or had a long commute they no longer wish to endure, making the transition back to the physical office a cause of apprehension or ambivalence. Join this roundtable to share thoughts around:
One in six couples experience fertility issues and menopausal women are the fastest growing workplace demographic. These are challenges which therefore affect a significant proportion of our working population. 90% of people experiencing infertility have reported feeling depressed and 9 out of 10 menopausal women experience brain fog or anxiety, according to a recent Fertifa survey.
Join this roundtable to find out more about the link between reproductive health and mental health and understand:
Fertifa will also be revealing exclusive headline data from a brand new workplace fertility survey, not due for public release until November.
Who attended. What they said. Access presentations.
The Real Value of Wellbeing
A CEO guide to unlocking wellness as an asset class
1. Mental health is the leading cause of sickness absence in the UK, costing an average of £1,035 per employee per year:
2. Organisations promoting wellbeing are three and a half times more likely to be creative and innovative:
3. FTSE companies that prioritise employee engagement and wellbeing outperform the rest of the FTSE 100 by 10%:
4. Replacing an employee costs on average 21% of their pay:
5. 53% of millennials say a healthy work-life balance would make them stay at their job:
6. The Thriving at Work report puts the annual cost to the UK economy of poor mental health at up to £99bn, of which about £42bn is borne by employers:
7. 87% of human resource leaders say improved retention is a high/critical priority:
8. Anxiety and depression among workers in the UK has bit a record high, rising by nearly a third in the last four years: