Adveco Ltd. / Adveco (AWP) Ltd. (Adveco / A.O. Smith Water Heaters) recognise that mental ill-health and stress are associated with many of the leading causes of disease and disability in our society. Promoting and protecting the mental wellbeing of our workforce is vital for the individuals’ physical health, social wellbeing and productivity.

We understand that many factors in the workplace influence the mental wellbeing of individual employees, teams and departments. Acknowledging and addressing the factors which affect people’s mental wellbeing at work have a wide range of benefits, both for individuals and our Company and it is something which we are deeply committed to.

Mental wellbeing in the workplace is relevant to all employees and everyone can contribute to improved mental wellbeing at work.

Addressing workplace mental wellbeing can help strengthen the positive, protective factors of employment, reduce risk factors for mental ill-health and improve general health. It can also help promote the employment of people who have experienced mental health problems and support them once they are at work.

This workplace mental wellbeing policy covers the following aspects of mental health and wellbeing:

Promoting the mental wellbeing of all staff through:

  • information and raising awareness about mental wellbeing
  • opportunities for employees to look after their mental wellbeing
  • promoting policies and practices that promote wellbeing.
  • Developing skills for managers and supervisors to promote the mental wellbeing of employees. Deal with issues around mental health and stress effectively.
  • Providing support to employees through a work environment that promotes and supports mental wellbeing for all employees
  • Offering assistance, advice and support to people who experience a mental health problem while in employment through
  • Support staff returning to work after a period of absence due to mental health problems.
  • Ensuring recruitment practices are supportive of mental health
  • Making reasonable adjustments for retaining and supporting staff who develop a mental health issue

 

Mental health problems and stress can affect anyone, regardless of their position in the organisation. This policy applies equally to all employees. The implementation of this policy will also be supported by other health and safety policies, eg, alcohol and substance abuse.

As an employer Adveco aims to create and promote a workplace environment that supports and promotes the mental wellbeing of all employees and  acknowledge that certain working conditions and practices can negatively affect employees’ mental wellbeing, including aspects of work organisation and management, and environmental and social conditions that have the potential for psychological as well as physical harm.

Adveco’s metal and wellbeing policy aims to:

  • provide employees with information on and increase their awareness of mental wellbeing.
  • provide opportunities for employees to look after their mental wellbeing, for example through physical activity, stress-buster activities and social events.
  • Offer employees flexible working arrangements that promote their mental wellbeing.
  • Set employees realistic targets that do not require them to work unreasonable hours.
  • Ensure all staff have clearly defined job descriptions, objectives and responsibilities and provide them with good management support, appropriate training, and adequate resources to do their job.
  • Manage conflict effectively and ensure the workplace is free from bullying, harassment, discrimination, and racism.
  • Establish good two-way communication to ensure staff involvement, particularly during periods of organisational change.
  • To deliver a culture based on trust, support and mutual respect within the workplace.
  • As an employer we aim to create and promote a culture where employees are able to talk openly about their job and mental health problems and to report difficulties without fear of discrimination or reprisal.

Adveco will:

  • Give non-judgemental and proactive support to individual staff who experience mental health problems.
  • Give new employees a comprehensive induction programme providing an understanding of the organisation, the established policies and procedures, and the role they are expected to carry out.
  • Provide support and assistance for employees experiencing mental health difficulties.
  • Ensure individuals suffering from mental health problems are treated fairly and consistently and are not made to feel guilty about their problems.
  • Encourage staff to consult, their own GP, or a counsellor of their choice.
  • Recognise the working conditions and other organisational factors that may contribute to mental ill-health and remedy this if applicable.
  • In cases of long-term sickness absence, put in place, where possible, a graduated return to work.
  • Make every effort to identify suitable alternative employment, in full discussion with the employee, where a return to the same job is not possible due to identified risks or other factors.
  • Treat all matters relating to individual employees and their mental health problems in the strictest confidence and share on a ‘need to know’ basis only with consent from the individual concerned Where there is prior knowledge of mental health issues, to positively encourage the employment of people who have experienced mental health problems by providing fair and non-discriminatory recruitment and selection procedures.

As an employer Adveco recognise that people who have or have had mental health problems may have experienced discrimination in recruitment and selection procedures. This may discourage them from seeking employment. While some people will acknowledge their experience of mental health issues openly, others may fear that stigma will jeopardise their chances of getting a job. Given appropriate support, the vast majority of people who have experienced mental health problems continue to work successfully, as do many with ongoing issues.

Adveco will –

  • Make it clear, in any recruitment or occupational health check undertaken, that people who have experienced mental health issues will not be discriminated against and that disclosure of a mental health problem will enable both employee and employer to assess and provide the right level of support or adjustment.
  • Not make assumptions that a person with a mental health problem will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
  • Ensure all line managers have information and training about managing mental health in the workplace.
  • Ensure that there is an open dialogue with candidates to understand any adjustments that may be required as part of the recruitment process.

Workplace stress is a health and safety issue and Adveco acknowledges the importance of identifying and reducing potential workplace, stressors.

Adveco aims to:

  • Identify all workplace stressors and conduct risk assessments to eliminate stress or control the risks from stress. These risk assessments will be regularly reviewed.
  • Provide training in good management practices, including those related to health and safety and stress management.
  • Provide confidential counselling for staff affected by stress caused by either work or external factors.
  • Provide adequate resources to enable managers to implement the organisation’s agreed workplace mental wellbeing policy.

Everyone has a responsibility to contribute to making the workplace mental wellbeing policy effective.

Managers have a responsibility to:

  • Monitor the workplace, identify hazards and risks and take steps to eliminate or reduce these as far as is reasonably practicable.
  • Ensure good communication between management and staff at all times and in particular where there are organisational and procedural changes.
  • Assist and support employees who are known to have mental health problems or are experiencing stress outside work – for example, due to bereavement or separation.
  • Ensure staff are provided with the resources and training required to carry out their job.
  • Monitor workloads to ensure that people are not overloaded.
  • Monitor working hours and overtime to ensure that staff are not overworking, and monitor holidays to ensure that staff are taking their full entitlement.
  • Ensure staff are provided with meaningful developmental opportunities.
  • Monitor and report on levels of sickness absence which relate to mental health problems including stress-related illness

Employees have a responsibility to:

  • Raise issues of concern and seek help from their recognised representative, line manager or Doctor.
  • Actively consider opportunities for counselling when recommended.