A new report has underlined the gap between the way employees and employers view workplace wellbeing and what support is needed.
The Keep Thriving: Future of Workplace Wellbeing report, commissioned by British Safety Council with YouGov, includes responses from 4,017 employees and employers from different industries across the UK, including construction (6%).
According to the findings, employers consider their approach to wellbeing to be more ‘embedded’ in their own organisation than employees do, and consistently report offering more wellbeing measures than employees say they can access.
Employers clearly recognised the importance of workplace wellbeing, with six in 10 (60%) saying it is either ‘important’ or ‘very important’ to their organisation.
However, they are also more likely to describe their wellbeing strategy as being ‘embedded’ (27% compared with just 20% of employees), while employees are more likely to say there is no strategy at all (21% compared with 16% of employers).
In organisations that consider wellbeing very important, nearly two-thirds (65%) also had a formal definition in place. Where wellbeing is only seen as moderately important, just 19% had a definition.
The survey also asked employees to rate their overall wellbeing both in and out of work.
Almost half (47%) described their wellbeing in the workplace as ‘moderate’, with more than a third rating it high or very high (36% combined). Just one in five reported their wellbeing at work to be low or very low (18% combined).
Furthermore, where strategies were considered by employees to be more ‘embedded’ and mature, they also reported higher wellbeing. In these cases, 8% said it was very high and 61% said it was high.
‘Significant differences exist’
Commenting on the report, Mike Robinson, chief executive of British Safety Council, said: “We know that when done well, supporting people’s wellbeing at work not only helps them thrive and cope with change it also leads to a happier, more motivated and more productive workforce.
“But as we have also found, some significant differences exist between how employees and employers perceive not only what support is on offer but also the maturity of that provision.
“This matters because, as our survey shows, when wellbeing strategies are more embedded and mature, levels of wellbeing are also higher. Which makes it all the more important that we help organisations to develop effective, measurable wellbeing strategies which are fit for purpose for their workplace.”
When respondents were asked what policy changes or interventions would make the biggest difference to improving workplace wellbeing, there was some agreement between employees and employers.
Legally binding obligations such as minimum leave or workload limits came top for both employers (29%) and employees (40%).
A legal duty to assess risks to wellbeing also received significant support (23% of employers, compared with 28% of employees), while voluntary certification or accreditation scored lower (15% of employers versus 12% of employees).
Differing priorities
However, some differences emerge when the size of the organisation is considered.
Larger companies, with 250 or more employees, were the strongest supporters of legally binding obligations (36%), while small companies, employing 10 to 49 staff, placed the strongest emphasis on tax incentives or financial subsidies for wellbeing programmes (35%), as did micro-businesses whose highest priority was also tax incentives or subsidies (29%).
Robinson added: “While this research does not identify one single way forward, it does show that both employers and employees would welcome more clarity, direction and support from policymakers and regulators, possibly even legally binding obligations or better incentives and support.
“The big message coming through these survey findings is the need for clear communication between employers and their staff, to close the gap between perceptions in the levels and types of support and ensure that wellbeing strategies work for everyone.
“In meeting the real wellbeing needs of our employees, we will be better able to deal with challenges we face now and in the future through wider economic and technological change.”
Mental health support and advice for CIOB members, past members and related family is available through CIOB Assist. CIOB, in partnership with Anxiety UK, also provides wellbeing support.
The Lighthouse Charity offers 24/7 free and confidential support on all aspects of emotional, physical, and financial wellbeing.
24/7 helplines: 0345 605 1956 (UK) 1800 939 122 (ROI)
Text HARDHAT to 85258 (UK) or 50808 (ROI)
Live chat and more information: www.lighthousecharity.org
