This has led to an increase in calls from its 400,000 members, which in turn is testing the anxiety levels of staff internally at the Royal College of Nursing, the world's largest not for profit organisation of nurses and healthcare support workers.
The organisation noticed this internal problem when the numbers of calls to its employee assistance programme increased by 40%. Having measured staff absence, the RCN realised 60% of all sickness absence was long term.
Faced with the challenge - and the pressure to modernise its systems - the RCN launched its health and wellbeing action plan. It compiled clear metrics for sickness absence and stress-related absence. It launched ten flexible working options for staff, stress workshops, a cycle-to-work scheme, smoke-free policy, reflexology and optional lunchtime well-being sessions.
The organisation trained 19 staff to become health and wellbeing advocates, in a bid to communicate with their colleagues about the benefits of health and wellbeing in the RCN. Communication also came in the form of a health calendar, which encourages staff to participate in the initiatives it holds throughout the year. These included 'healthy living week' in January to encourage employees to make healthy new year's resolutions, 'travel health week' and 'know your numbers week', where staff are encouraged to measure blood pressure and BMI.
The results speak for themselves. A year on and absence has been reduced to 2.1% (down from 3.6% prior to the launch of the action plan) and long-term absence has also dropped by 16%, saving the organisation £68,000. Overall, the RCN has measured total cost savings of £450,000 directly attributable to its wellbeing initiatives.
The HR Excellence Awards judges were taken by the entry and the variety of initiatives the union has put in place to deal with the issue of absence. In particular, the panel was impressed with the coordinated and holistic approach to wellbeing, as well as the results-driven strategy.
Highly Commended
Centrica
Energy firm Centrica's mantra for health is 'well, flourishing people for a well, flourishing organisation' and in 2010 it launched a health and wellbeing strategy in tandem with its health and safety strategy.
The company's goals were to ensure employees could be well (to get the best out of life and work), get well (with help to get back to work after absence) and stay well (in a safe working environment).
Centrica launched 'well, flourishing people' events across the company - endorsed by senior leaders - focusing on mental health, musculo-skeletal disorders, obesity and late-age working.
As a result, it reduced absence by 10% over the year and boosted employee engagement from 58% in 2009 to 64% in 2010.
Judges noted a "sensible, multi-dimensional strategy" at the company and were especially impressed with the substance of the schemes and how they were made to fit into the company culture.
Finalists
American Express Services Europe
Virgin Trains (West Coast)
Sponsored by WPA
