Future proofing our work stress protections Adam Taylor, Tackling - - PowerPoint PPT Presentation

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Future proofing our work stress protections Adam Taylor, Tackling - - PowerPoint PPT Presentation

May 04, 2023 31 likes •361 views

Future proofing our work stress protections Adam Taylor, Tackling Stress Project Lead UNISON Northern Region A breakthrough in tackling stress The solution and the opportunities HSE Management Standards approach Survey Results Focus

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Future proofing our work stress protections

Adam Taylor, Tackling Stress Project Lead UNISON Northern Region

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A breakthrough in tackling stress

The solution and the

  • pportunities
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HSE Management Standards approach

Survey Results Focus groups Action plans

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Full Trade Union involvement

Branch does the survey Members’ trust Confidential, not anonymous Much much more detail

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Full Trade Union involvement

More confidence with results Hotspots identified Better focus group discussion Better action plans

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An example of some survey results

Stress survey results

Comparison with national averages Indications Source: HSE Organisational Data Averages 2007/8 Doing very well, need to maintain performance. Above the 80th percentile Good but need for improvement, above average. Between 80th and 50th percentiles Clear need for improvement, below average. Between 50th and 20th percentile Urgent action needed. Between the 20th and 1st percentile Extreme result. Below the 1st percentile

Risk factors

80th 50th 20th 1st Demands 3.22 3.27 3.04 3.38 3.37 3.29 3.10 2.91 2.40 Control 3.36 3.76 3.59 3.77 3.90 3.72 3.47 3.23 2.57 Managers Support 3.70 3.85 3.50 4.08 3.85 3.65 3.46 3.27 2.76 Peer Support 4.03 4.21 3.98 4.28 4.33 3.89 3.78 3.67 3.38 Relationships 3.91 4.12 3.83 4.33 4.07 4.04 3.85 3.66 3.16 Role 4.23 4.32 4.10 4.38 4.42 4.31 4.18 4.05 3.70 Change 3.09 3.56 3.39 3.58 3.64 3.24 3.04 2.85 2.32 Role 80th 50th 20th 1st
  • 1. I am clear what is expected of me at work
4.30 4.32 4.04 4.41 4.39 4.40 4.26 4.12 3.75
  • 2. I know how to go about getting my job done
4.42 4.44 4.27 4.44 4.61 4.42 4.35 4.28 4.09
  • 3. I am clear what my duties and responsibilities are
4.29 4.34 4.08 4.51 4.29 4.14 3.95 3.76 3.25
  • 4. I am clear about the goals and objectives for my department
4.02 4.18 4.00 4.18 4.36 4.18 4.03 3.88 3.48
  • 5. I understand how my work fits into the overall aim of the organisation
4.14 4.34 4.12 4.37 4.46 4.40 4.26 4.12 3.75 Demands 80th 50th 20th 1st
  • 6. Different groups at work demand things from me that are hard to combine
3.18 3.20 2.73 3.31 3.50 3.22 3.03 2.84 2.33
  • 7. I have unachievable deadlines
3.49 3.67 3.27 3.95 3.68 3.64 3.47 3.30 2.85
  • 8. I have to work very intensively
2.32 2.27 2.12 2.33 2.39 2.56 2.31 2.06 1.39
  • 9. I have to neglect some tasks because I have too much to do
3.11 3.09 3.12 3.15 3.04 3.20 2.99 2.78 2.22
  • 10. I am unable to take sufficient breaks
3.53 3.76 3.69 3.71 3.93 3.68 3.38 3.08 2.28
  • 11. I am pressured to work long hours
3.96 4.00 3.88 4.00 4.14 3.94 3.68 3.42 2.73
  • 12. I have to work very fast
2.74 2.64 2.42 2.85 2.64 2.87 2.65 2.43 1.84
  • 13. I have unrealistic time pressures
3.42 3.51 3.12 3.74 3.61 3.58 3.35 3.12 2.51 Control 80th 50th 20th 1st
  • 14. I can decide when to take a break
3.57 4.03 4.08 3.74 4.32 4.10 3.76 3.42 2.51
  • 15. I have a say in my own work speed
3.30 3.57 3.31 3.62 3.75 3.66 3.41 3.16 2.49
  • 16. I have a choice in deciding how I do my work
3.44 3.86 3.54 3.95 4.04 3.86 3.63 3.40 2.79
  • 17. I have a choice in deciding what I do at work
2.73 3.35 3.08 3.42 3.56 3.19 2.94 2.69 2.02
  • 18. I have some say over the way I work
3.63 4.01 3.73 4.15 4.07 3.97 3.78 3.59 3.08
  • 19. My working time can be flexible
3.48 3.74 3.81 3.72 3.68 3.72 3.29 2.86 1.71 Managers' Support 80th 50th 20th 1st
  • 20. I am given supportive feedback on the work I do
3.42 3.47 3.38 3.51 3.54 3.34 3.11 2.88 2.27
  • 21. I can rely on my line manager to help me out with a work problem
4.00 4.13 3.81 4.33 4.11 3.94 3.73 3.52 2.96
  • 22. I can talk to my line manager about something that has upset or annoyed me about
3.94 4.06 3.65 4.33 4.04 3.93 3.74 3.55 3.04
  • 23. I am supported through emotionally demanding work
3.44 3.67 3.27 3.97 3.64 3.38 3.20 3.02 2.54
  • 24. My line manager encourages me at work
3.71 3.92 3.38 4.23 3.93 4.51 4.39 4.27 3.95 Peer Support 80th 50th 20th 1st
  • 25. If work gets difficult my colleagues will help me
4.05 4.19 3.96 4.26 4.33 3.93 3.79 3.65 3.28
  • 26. I get help and support I need from colleagues
4.16 4.30 4.04 4.44 4.36 4.03 3.89 3.75 3.38
  • 27. I receive the respect at work I deserve from my colleagues
3.88 4.07 3.81 4.10 4.29 3.79 3.66 3.53 3.18
  • 28. My colleagues are willing to listen to my work related problems
4.02 4.28 4.12 4.33 4.36 3.89 3.76 3.63 3.28 Relationships 80th 50th 20th 1st
  • 29. I am subject to personal harassment in the form of unkind words or behaviour
4.24 4.35 4.04 4.59 4.30 4.35 4.14 3.93 3.37
  • 30. There is friction or anger between colleagues
3.45 3.72 3.42 3.90 3.75 3.64 3.43 3.22 2.66
  • 31. I am subject to bullying at work
4.63 4.63 4.28 4.89 4.54 4.66 4.53 4.40 4.05
  • 32. Relationships at work are strained
3.34 3.80 3.58 3.95 3.75 3.55 3.34 3.13 2.57 Change 80th 50th 20th 1st
  • 33. I have sufficient opportunities to question managers about change at work
3.34 3.77 3.56 3.77 3.93 3.46 3.23 3.00 2.39
  • 34. Staff are always consulted about change at work
2.87 3.45 3.38 3.51 3.39 3.05 2.82 2.59 1.98
  • 35. When changes are made at work, I am clear how they will work out in practice
3.05 3.45 3.23 3.46 3.61 3.21 3.06 2.91 2.51 Survey reponse data Number of responses 426 95 26 39 28 Number of questionnaires sent 1088 230 71 Return rate 39% 41% 37%
  • 1. The Service
Percentiles Percentiles Percentiles Percentiles Percentiles Area 2 Area 3 Percentiles Percentiles Percentiles The Service Area 1 Group of services Group of services Group of services Group of services Group of services Group of services Group of services Group of services Group of services The Service Area 1 The Service Area 1 The Service Area 2 Area 3 The Service Area 1 Area 2 Area 3 Area 2 Area 3 The Service Area 1 Area 2 Area 3 Area 1 Area 2 Area 3 Area 1 Area 2 Area 3 The Service Area 1 Area 2 Area 3 The Service Area 1 Area 2 Area 3 The Service
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The colours

Indications Doing very well, need to maintain performance. Above the 80th percentile Good but need for improvement, above average. Between 80th and 50th percentiles Clear need for improvement, below average. Between 50th and 20th percentile Urgent action needed. Between the 20th and 1st percentile Extreme result. Below the 1st percentile

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The general causes

The Management Standards Demands 3.22 3.27 3.04 3.38 3.37 Control 3.36 3.76 3.59 3.77 3.90 Managers Support 3.70 3.85 3.50 4.08 3.85 Peer Support 4.03 4.21 3.98 4.28 4.33 Relationships 3.91 4.12 3.83 4.33 4.07 Role 4.23 4.32 4.10 4.38 4.42 Change 3.09 3.56 3.39 3.58 3.64

Area 2 Area 3 The Service Area 1 Group of services

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Digging deeper

Stress survey results

Comparison with national averages Source: HSE Organisational Data Averages 2007/8 Doing very well, need to maintain performance. Above the 80th percentile Good but need for improvement, above average. Between 80th and 50th percentiles Clear need for improvement, below average. Between 50th and 20th percentile Urgent action needed. Between the 20th and 1st percentile Extreme result. Below the 1st percentile Risk factors 80th 50th 20th 1st Demands 3.27 3.04 2.63 2.94 3.16 3.16 3.29 3.10 2.91 2.40 Control 3.76 3.59 2.75 3.33 4.21 3.73 3.72 3.47 3.23 2.57 Managers Support 3.85 3.50 2.25 2.75 4.40 3.81 3.65 3.46 3.27 2.76 Peer Support 4.21 3.98 3.69 3.63 4.44 4.04 3.89 3.78 3.67 3.38 Relationships 4.12 3.83 2.94 3.56 4.56 3.95 4.04 3.85 3.66 3.16 Role 4.32 4.10 3.63 3.75 4.70 4.16 4.31 4.18 4.05 3.70 Change 3.56 3.39 2.55 3.08 3.83 3.57 3.24 3.04 2.85 2.32 Role 80th 50th 20th 1st
  • 1. I am clear what is expected of me at work
4.32 4.04 3.50 3.75 4.50 4.14 4.40 4.26 4.12 3.75
  • 2. I know how to go about getting my job done
4.44 4.27 4.00 3.75 4.75 4.36 4.42 4.35 4.28 4.09
  • 3. I am clear what my duties and responsibilities are
4.34 4.08 4.00 3.75 4.75 4.00 4.14 3.95 3.76 3.25
  • 4. I am clear about the goals and objectives for my department
4.18 4.00 2.50 4.00 4.75 4.21 4.18 4.03 3.88 3.48
  • 5. I understand how my work fits into the overall aim of the organisation
4.34 4.12 4.33 3.50 4.75 4.07 4.40 4.26 4.12 3.75 Demands 80th 50th 20th 1st
  • 6. Different groups at work demand things from me that are hard to combine
3.20 2.73 2.00 2.50 3.00 2.93 3.22 3.03 2.84 2.33
  • 7. I have unachievable deadlines
3.67 3.27 2.50 3.00 3.50 3.50 3.64 3.47 3.30 2.85
  • 8. I have to work very intensively
2.27 2.12 1.25 2.50 1.75 2.36 2.56 2.31 2.06 1.39
  • 9. I have to neglect some tasks because I have too much to do
3.09 3.12 3.75 3.00 3.00 3.00 3.20 2.99 2.78 2.22
  • 10. I am unable to take sufficient breaks
3.76 3.69 3.75 3.75 3.75 3.64 3.68 3.38 3.08 2.28
  • 11. I am pressured to work long hours
4.00 3.88 4.25 4.00 3.75 3.79 3.94 3.68 3.42 2.73
  • 12. I have to work very fast
2.64 2.42 1.25 2.00 3.00 2.71 2.87 2.65 2.43 1.84
  • 13. I have unrealistic time pressures
3.51 3.12 2.25 2.75 3.50 3.36 3.58 3.35 3.12 2.51 Control 80th 50th 20th 1st
  • 14. I can decide when to take a break
4.03 4.08 4.00 3.75 4.50 4.07 4.10 3.76 3.42 2.51
  • 15. I have a say in my own work speed
3.57 3.31 2.50 3.00 4.00 3.43 3.66 3.41 3.16 2.49
  • 16. I have a choice in deciding how I do my work
3.86 3.54 2.75 3.50 4.25 3.57 3.86 3.63 3.40 2.79
  • 17. I have a choice in deciding what I do at work
3.35 3.08 2.25 2.50 3.75 3.29 3.19 2.94 2.69 2.02
  • 18. I have some say over the way I work
4.01 3.73 3.00 3.50 4.25 3.86 3.97 3.78 3.59 3.08
  • 19. My working time can be flexible
3.74 3.81 2.00 3.75 4.50 4.14 3.72 3.29 2.86 1.71 Managers' Support 80th 50th 20th 1st
  • 20. I am given supportive feedback on the work I do
3.47 3.38 2.50 2.50 3.75 3.79 3.34 3.11 2.88 2.27
  • 21. I can rely on my line manager to help me out with a work problem
4.13 3.81 2.75 2.50 5.00 4.14 3.94 3.73 3.52 2.96
  • 22. I can talk to my line manager about something that has upset or annoyed me about work
4.06 3.65 2.00 3.25 4.25 4.07 3.93 3.74 3.55 3.04
  • 23. I am supported through emotionally demanding work
3.67 3.27 2.00 2.75 4.50 3.43 3.38 3.20 3.02 2.54
  • 24. My line manager encourages me at work
3.92 3.38 2.00 2.75 4.50 3.64 4.51 4.39 4.27 3.95 Peer Support 80th 50th 20th 1st
  • 25. If work gets difficult my colleagues will help me
4.19 3.96 3.50 3.75 4.50 4.00 3.93 3.79 3.65 3.28
  • 26. I get help and support I need from colleagues
4.30 4.04 3.50 3.75 4.50 4.14 4.03 3.89 3.75 3.38
  • 27. I receive the respect at work I deserve from my colleagues
4.07 3.81 4.00 3.25 4.25 3.79 3.79 3.66 3.53 3.18
  • 28. My colleagues are willing to listen to my work related problems
4.28 4.12 3.75 3.75 4.50 4.21 3.89 3.76 3.63 3.28 Relationships 80th 50th 20th 1st
  • 29. I am subject to personal harassment in the form of unkind words or behaviour
4.35 4.04 3.00 3.50 5.00 4.21 4.35 4.14 3.93 3.37
  • 30. There is friction or anger between colleagues
3.72 3.42 3.00 3.00 4.25 3.43 3.64 3.43 3.22 2.66
  • 31. I am subject to bullying at work
4.63 4.28 3.25 4.50 5.00 4.31 4.66 4.53 4.40 4.05
  • 32. Relationships at work are strained
3.80 3.58 2.50 3.25 4.00 3.86 3.55 3.34 3.13 2.57 Change 80th 50th 20th 1st
  • 33. I have sufficient opportunities to question managers about change at work
3.77 3.56 2.33 3.00 4.00 3.86 3.46 3.23 3.00 2.39
  • 34. Staff are always consulted about change at work
3.45 3.38 2.50 3.50 4.00 3.43 3.05 2.82 2.59 1.98
  • 35. When changes are made at work, I am clear how they will work out in practice
3.45 3.23 2.75 2.75 3.50 3.43 3.21 3.06 2.91 2.51 Survey reponse data Number of responses 95 26 4 4 4 14 Number of questionnaires sent 230 71 8 10 11 42 Return rate 41% 37% 50% 40% 36% 33% Indications

The Service

Percentiles Percentiles Percentiles Percentiles Percentiles Team 2 Team 3 Other teams Area 1 Team 1 Team 1 Percentiles Percentiles Percentiles Other teams Other teams Other teams Other teams Team 2 Team 3 Area 1 Team 1 Area 1 Team 1 Team 3 Other teams Other teams Area 1 Team 1 Team 2 Team 3 Area 1 Team 2 Team 3 Other teams Area 1 Team 1 Team 2 Team 3 Other teams Area 1 Team 1 Team 2 Team 3 The Service The Service Team 2 Area 1 Team 1 The Service The Service
  • 2. Area 1
The Service The Service The Service The Service The Service Team 2 Team 3 Area 1 Team 1 Team 2 Team 3
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Hotspots

Risk factors Demands 3.27 3.04 2.63 2.94 3.16 3.16 Control 3.76 3.59 2.75 3.33 4.21 3.73 Managers Support 3.85 3.50 2.25 2.75 4.40 3.81 Peer Support 4.21 3.98 3.69 3.63 4.44 4.04 Relationships 4.12 3.83 2.94 3.56 4.56 3.95 Role 4.32 4.10 3.63 3.75 4.70 4.16 Change 3.56 3.39 2.55 3.08 3.83 3.57 Team 2 Team 3 Other teams Area 1 Team 1 The Service

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It takes time, but it works

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Some unintended consequences

  • 1. Senior management
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Some unintended consequences

  • 2. Resources
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Some unintended consequences

  • 3. Bullying and harassment
  • Good evidence
  • Staff speak up in focus groups
  • Action plan accepted
  • It works
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Some unintended consequences

  • 4. Disciplinaries
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Some unintended consequences

  • 5. Sickness disciplinaries
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Some unintended consequences

6.

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Getting started

The business case

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Example 3000 employees Sickness rate of 12 days pa Equivalent to 100 employees All the costs approx £5M Half is stress £2.5M We can cut this by half £1.2M Project value £1M

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It’s win-win

  • Win for members
  • Win for employers
  • Win for branches
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Where could this work?

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Is stress a problem for members? Is stress a problem for the employer? Would the branch like to get involved? Would the employer work with the branch? Do you like solving problems?

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Summary

The solution with full Trade Union involvement Unintended consequences How to get started Where it might be most useful

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Confidence

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Excited

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Getting started in Branches Capability Capacity

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TUC Survey of Safety Reps 2018 Top three concerns

  • 1. Stress ✔
  • 2. Bullying/Harassment ✔
  • 3. Overwork ✔
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Is it a breakthrough?

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Our Protections

Legislation Enforcement Trade Unions

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57% of all working days lost

Distress Misery Despair

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Let’s do something about it

Organise Win