Leadership : Develop a Leaders Toolkit for Heads of Service, Assistant Directors & Directors to enable them to focus on their wellbeing, Review and update induction approach, including digital resources for new starters, Contribute to annual communication plan for senior leaders to deliver wellbeing messaging, Create a bi-monthly management information pack at Directorate level, reporting to the Group Director People and Culture/Executive Directors highlighting trends in absence and wellbeing activity, Support : Formulate and launch a standard mental health training module for line managers in My Learning and embed in the line manager training programme, Refresh materials for managing colleagues with menopause, Create manager materials on men’s health to understanding how mental health manifest’s differently in men and women, Raise awareness of neurodiversity in the workplace and develop support, Prevention: Increasing awareness and usage of EAP offering and PAM Assist application, Create a wellbeing calendar of external interventions, Improve Peabody’s digital culture with a programme to support all colleagues and managers to equip them to develop positive digital habits, Review our physical health offering and market preventative measures, Data & Metrics: Define wellbeing indexed questions for January 2024 survey. Benchmark against other organisations/sectors and historical data, Regular reporting of wellbeing-related training, sickness absence, people relations and exit interview data as part of management information packs, Define EAP data reporting to provide insight on usage to enable tailored review of service, Analyse wellbeing data in conjunction with demographic data to contribute to localised People Plans,

Wellbeing Foundation

Print
Embed

Leaderboard

Visual style

Options

Switch template

Continue editing: ?