Warmworks – Finalist 2023, Best for Mental Health and Wellbeing sponsored by Investors in People
Warmworks’ unwavering belief in valuing the individual to help them fulfil their potential has led to the provision of a range of support with multiple access points, indicative of their nurturing culture and supportive working environment.
The Employee Assistance Programme provides different levels of support from high-quality articles and resources to counselling on a range of issues including health and wellbeing, personal finances, and caring responsibilities. There is an agreement that the EAP provider will flag when an employee’s support needs require additional counselling support, the cost of which is met by Warmworks. A user-friendly app gives easy access to topics including good nutrition, exercise, mindfulness and support for resilience and mental wellbeing. There are opportunities to participate in sponsored walks, cycling and five-a-side football as well as a team entry for the Edinburgh half-marathon. An online flexible rewards platform features discounts on a range of fitness and wellbeing options, including free videos on mindfulness, meditation and exercise.
Mental health champion
The Wellbeing at Warmworks programme is led by a trained Mental Health Champion and offers a safe space to talk for anyone worried about their own or someone else’s wellbeing. As well as offering immediate, non-judgemental support, the Mental Health Champion has experience of working within the business and prepares material on topical challenges faced by employees. Their specific training helps to identify those in need and signpost to appropriate sources of support. The regular promotion of the Mental Health Champion ensures visibility of the support available.
Managing mental health
Warmwork’s multi-layered approach starts with positive management practice. There is commitment to the approach to mental health at the highest level, with Chief Executive leading by example and each manager investing time in the wellbeing of their team. Managers get to know their team as individuals, inspiring trust and encouraging open and honest two-way communication. This is facilitated through regular one-to-one meetings as well as an established quarterly review process. There is a recognition that support provided to a team is returned in loyalty, advocacy and commitment.
Flexibility is the default setting, with senior leaders modelling working flexibly. A variety of work patterns are supported and requests are welcomed at interview stage. Absence as a result of poor mental health is dealt with proactively and sensitively, with managers agreeing regular contact with employees and discussing options for additional support where appropriate. There is active encouragement of a phased return to work in support of sustained recovery.