1. 1. Why staff wellbeing must be part of Healthy FE Sam Mellor, Department of Health

2. 2. A Healthy Setting A healthy and productive life is determined by two sets of factors; those factors and risks within the control of individuals like health behaviour, and those caused by existing social, physical and economic environment surrounding the individuals. These indicators of a healthy setting are at the core of HFE. HFE supports FE setting be a learning environment where positive well-being is the expectation for all, producing learners and staff who are confident, healthy, safe, emotionally resilient and personally fulfilled.

3. 3. Brief history of Healthy FE Programme Now completing Year 2 Framework of good range of products – key ones: Website, Self-Review Tool, Big College Health Check and case studies Good engagement – Regional Networks 25+ colleges now have Healthy FE recognition Good foundation for the future More information on Excellence Gateway

4. 4. BCHC Headline Findings Survey Dec 2009-March 2010. Completed by 5,800 staff in 39 FE colleges (ave of 41% of staff in participating colleges). 50% of all staff are overweight (32%) or obese (18%). In previous 6 months, 42% of staff reported being away from college between 1 to 5 times due to illness, disability or a long-term condition. Significant percentantages of staff report musculo-skeletal pain (eg 17% reporting back or neck pain). 67% of staff felt their health needs were supported by their college.

5. 5. BCHC – Emotional Wellbeing Although most staff said they felt happy and appreciated at college, there were significant reporting of negative feelings: 46% were not able to say that they enjoyed their day-to-day activities 45% said they were not able to face up to their problems 29% felt under constant strain 17% were losing self-confidence 13% were feeling unhappy and depressed 23% felt their emotional health was inadequately supported by their employer (5% saying “never supported”) Although staff were mostly aware of college support provided, there was very little take up (mostly below 4%). “Time” was most frequently (44%) given as reason for not using this support.

6. 6. Focus on Staff Health to date Key element of Self-Review Tool We worked with Peter Barnard and Grimsby Institute to share their good practice in reducing sickness absence rates Mid-Life Health Check – self-review tool for 40+ Signposting to existing schemes eg Investors in People BCHC marked up some priorities – stress and self-confidence Need to work more with HR staff and Trade Unions

7. LSIS to take the lead FE sector to lead on governance Maintain core elements of Framework More on evidence of impact Keep a focus on staff needs Integrate into other LSIS activity Regional Networks self-sustaining DH to maintain involvement but no longer a core funder 7. Sustaining Healthy FE in the Future

8. 8. Public Health White Paper Healthy Lives, Healthy People (Nov 2010) White Paper out for consultation to 8 March 2011 Aim to strengthen self-esteem, confidence and personal responsibility Positive promotion of healthier behaviours and lifestyles Adapting the environment to make healthier choices easier Local delivery - specific reference to contributory role of FE sector Employers as key local partners – NHS lead. Health, Work and Wellbeing Programme

9. 9. Mental Health Strategy New MH Strategy No health without mental health – January 2011 1 in 6 adults has a mental health problem at any one time and 1 in 4 will experience a mental health problem at some point in their life. Poor mental health and wellbeing associated with high levels of health risk behaviour – smoking, alcohol and substance misuse. Mental health and resilience are fundamental to our success at work Strategy = act early to prevent mental health problems and intervene early when these occur Ensure that mental health has parity with physical health – remove stigma Initiatives include: Fit for Work – get workers back to work and better supported Talking Therapies – wider range/access to support for adults Time to Change - Increase public understanding/remove social barriers Supporting innovative practice, supporting research and evaluation to identify what works

10. 10. Why staff health must be part of Healthy FE Essential component of organisational/setting approach/ethos Must be all staff – whole community Integral part of HR policy Contribution to successful outcomes Healthy staff better able to support healthy learners “Sector owned” must mean staff owned Cohesive communities foster better mental health

11. 11. Further Information www.excellencegateway.org/hfep Email: Sam.Mellor@dh.gsi.gov.uk@dh.gsi.gov.uk Thank You