Version 1.1
EDINBURGH NAPIER UNIVERSITY
SUBMISSION FOR
HEALTHY WORKING LIVES
GOLD AWARD
January 2012 - 2015
Compiler:
Hazel Cameron
Contributors: Jamie Pearson
Liz Young
Sandra Duncan
Kevin Wright
Mike Wallace
Date:
January 2012
Table of Contents
Table of Contents .................................................................................................................................... 2
1.
Introduction .................................................................................................................................... 3
2.
Criteria............................................................................................................................................. 5
Award Checklist................................................................................................................................... 5
Healthy Working Lives in the Workplace ............................................................................................ 5
Current Award................................................................................................................................. 5
Health and Wellbeing Group .......................................................................................................... 5
Health and Safety Staff and Student Training and Recording ............................................................ 5
Assess Safety and Health Needs in the Workplace............................................................................. 6
3.
Raise Awareness of Healthy Working Lives .................................................................................... 7
4.
Healthy Eating, Physical Activity, and Support Policies .................................................................. 8
1.
Healthy Eating ......................................................................................................................... 8
2.
Physical Activity
3.
Support Policies..................................................................................................................... 11
................................ 10
5.
Employability
................................................................................................................. 13
6.
Support Staff Attendance ............................................................................................................. 15
7.
Mentally Healthy Workplaces ....................................................................................................... 17
8.
Avoid accidents in the Workplace................................................................................................. 19
First Aid ............................................................................................................................................. 19
9.
Health and the Environment......................................................................................................... 21
10.
Promote Community health and well-being............................................................................. 27
Staff Benefits ..................................................................................................................................... 28
11.
Lifestyle Checks ......................................................................................................................... 29
12.
Benchmarking ........................................................................................................................... 30
13.
The Future ................................................................................................................................. 31
Short Term .................................................................................................................................... 31
Medium Term ............................................................................................................................... 31
Long Term and ongoing.... ............................................................................................................ 32
14.
Conclusion ................................................................................................................................. 33
15.
Appendix A ................................................................................................................................ 34
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Edinburgh Napier University
Submission for Gold
Healthy Working Lives Award
1. Introduction
In 1996 Napier University took part in the Scotland Health at
Work scheme for the first time. Since then the Health
Promotion Group has worked hard to increase health and
wellbeing awareness to both staff and students within Edinburgh Napier through a number
of initiatives on all the campuses.
Since the initiation in 1996, a number of changes have occurred, as Healthy Working Lives has
changed identity, and Napier University changed name to Edinburgh Napier University in
February 2009. There is also an ever increasing focus on the value and importance of health
and wellbeing at work and work-life balance, in the interests of both staff and management.
In 2009 Edinburgh Napier undertook a tender process, and appointed a new Occupational
Health Services partner in Connaught Compliance, now Santia. This appointment has led to
the University taking on a more direct focus of health and wellbeing in the work place and the
Healthy Working Lives relationship, as this previously fell under the ambit of the previous
Occupational Health provider. The University believes this to be an indication of the
commitment to the importance of health promotion, while still ensuring the contribution and
partnership in the University’s endeavours from the Occupational Health Provider.
Edinburgh Napier prides itself on its ranking as one of the top modern Scottish Universities.
It aims to focus on key objectives contained within the University’s Strategy 2009 – 2014 (see
evidence 1a), in particular:

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to be academically excellent,
to develop confident employable graduates,
to be an international university, and
to be a preferred partner.
To achieve this requires more than just academic results but attracting and retaining staff
who are motivated in the University’s interests. It is here that health and wellbeing plays a
major role. It is now well accepted that staff are attracted to companies for the health and
wellbeing services they offer as much as the role and remuneration.
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The University is very proud that it achieved the Healthy Working Lives Gold award in 2001
and has retained this award at subsequent assessments, and the aim of this document is to
demonstrate that the University continues to engage with the requirements of the Award,
and how it plans to ensure that it maintains the momentum to meet or further develop these
criteria in the future.
In support of the University Strategy, Human Resources devised a strategy to achieve the
targets outlined. Of relevance to the Health and Wellbeing initiatives are the HR Strategic
Goal 5: Collaborate on the definition of the University values and culture, wherein it includes
reference to providing a working environment which provides a work—life balance and
supports general wellbeing at work. (see evidence 1b)
This submission highlights various focus areas that are within the health and wellbeing
portfolio, demonstrating the framework that the University has in place for the interests of
staff and students. Highlights of these focus areas include the developments in respect of the
Environment, which is a critical step from a perspective of environmental awareness, and well
supported by the University as the Sighthill Campus continues its phoenix fashioned
reincarnation. Secondly, the University has taken a step forward in awareness of mental
wellbeing, underpinned by signing up with ‘Mindful Employer’ and ‘See Me’ Scotland. This
exceedingly important area of wellbeing will continue to be a focus area over the next three
years, an important time given the extent of change both within the University and in the area
of Higher Education and the Public Sector in Scotland, during which the University also aims
to achieve the Healthy Working Lives ‘Mental Health and Well-being Commendation Award’.
The report also includes a new section reviewing the work undertaken in respect of
Employability, which is an initiative supported through our Diversity and Equality initiatives.
This is an important area which is supported by factors such as the ‘Two Tick’ accreditation
and again our signing with ‘Mindful Employer’ in continued endeavour to support recruitment
and employment for people from all walks of life.
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2. Criteria
Award Checklist
Healthy Working Lives in the Workplace
Current Award
Edinburgh Napier has been active in promoting health and
wellbeing within the University for many years. In 1997, the University achieved the Bronze
Scotland Health at Work award. By 2001 it had achieved the Gold award which it has retained
since. This was last reviewed in December 2008. (Evidence 2a)
Health and Wellbeing Group
The University has a Health and Wellbeing group which meets regularly and is chaired by the
Director of Human Resources. The minutes of these meetings are retained and circulated.
(Evidence 2b) The group is made up of volunteers and interested parties from all areas of the
University with the aim of providing a broad representation of the staff and their skills – with
influence in areas considering impact on both staff and students.
In 2010 the University’s Stress Awareness Group was brought under the same umbrella,
joining the Health and Wellbeing Group, so that this one group is tasked with the holistic
health and wellbeing of staff and students. The Stress Awareness Group was originally
initiated as an outcome of the Stress Audit undertaken in 2006 (as previously reported) and
as the two groups worked in parallel there was increasingly overlap and duplication, which
made bringing the groups together an obvious decision. This holistic group will now bring
into consideration aspects of Environmental health and wellbeing as well as Physical and
Mental Health and Wellbeing, with the ultimate aim of providing proactive (i.e. prevention
and promotion) initiatives to support these. All the while, ensuring a continued respect of
the statutory and regulatory requirements of Health & Safety.
The Group reports to the Health and Safety Committee and the annual report for 2009-2010
can be seen in the evidence, 2c.
Health and Safety Staff and Student Training and Recording
The University’s Health and Safety department provides extensive training available to all
staff. The training details are recorded by Health and Safety, and the training schedule can
be seen in the evidence section 2d.
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Assess Safety and Health Needs in the Workplace
The University is currently committed to the interests of Safety and Health needs in the
workplace, as is evidenced through the content within this submission. This commitment is
ongoing, and in order to remain relevant needs to be reviewed on a regular basis - especially
where there are significant changes in the organisation, such as the University moving to the
Sighthill Campus.
In light of this move, and the bringing under one roof the entire Faculty of Health, Life and
Social Sciences, a timely opportunity exists to undertake an assessment of safety and health
needs, beyond that required from a statutory or business as usual perspective.
The University would not rely on this method alone for assessing the needs of its staff and
students as there are a number of avenues from which needs can be identified or raised,
these may include:













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Health and safety data such as accident statistics and audits
Stress risk assessment
Human Resources and Occupational Health data such as reasons for absence
Requests from Staff and Students
Risk assessments
Employee Engagement Survey
Student Survey
Health and safety training needs assessment
School /service annual health and safety reports
Occupational health reports
Stress survey
Personal Development Reviews
Universities that count feedback
Special needs assessments, as part of the Personal Emergency Evacuation Program
(PEEP)
For further information, the Health and Safety Plan for 2011-2012 as well as the Fire Safety
plan for the same period can be seen as evidence in sections 2e and 2f.
Also included is the Health and Safety Policy Summary for information – evidence 2g.
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3. Raise Awareness of Healthy Working Lives
The key university wide awareness is created through the Health Promotion Day held annually
and detailed information on the staff intranet. The Health Promotion Day is supported by the
Health & Wellbeing Group – and represents stalls of interest for both staff and students. The
intention of the Health Promotion Day is to provide an opportunity to raise awareness in
general as well as support our staff and students in various wellbeing initiatives. Details
regarding the 2011 HPD are included in the report provided to the Human Resources Court in evidence 3a. The University has also presented the commitment to Healthy Working Lives,
which is included in evidence 3b.
The next Health Promotion Day is scheduled for March 2012, and will be held at our
Craiglockhart Campus.
The University’s Staff Intranet also provides information on various aspects of health and
wellbeing
on
the
web
pages
referring
to
Health
and
Wellbeing
(http://staff.napier.ac.uk/services/hr/workingattheUniversity/healthandwellbeing/Pages/de
fault.aspx ) which is supported by Human Resources, as well as reference on the Health and
Safety pages (http://staff.napier.ac.uk/has). The staff intranet is also used to support other
University wide initiatives such as advertising the benefits available to staff as can be seen on
the
intranet
http://staff.napier.ac.uk/services/hr/workingattheUniversity/benefits/Pages/HealthWellbei
ng.aspx
The University has a number of policies and guidelines that raise awareness of Healthy
Working Lives, and seek to ensure staff awareness of work-life balance. These are addressed
in more detail later on in this document.
The University also has a strong focus on environmental initiatives which are communicated
to staff in order to gain support and engagement by the Environmental Sustainability Advisory
Group. In June 2010 the University secured the Carbon Trust Standard for reducing carbon
dioxide emissions, associated with energy consumed and fuel used in University owned and
leased vehicles, by 19% between 1 August 2006 and 31 July 2009. Thereafter, the University
was further recognised for its environmental work through the People and Planet Green
League. In 2010, the University was placed as joint 12th in the UK and number 1 in Scotland
for this commitment for environmental work. Once again this is discussed in more detail in
the relevant section below.
Further promotion of Healthy Working Lives out with the University, with due consideration
of Edinburgh Napier’s involvement also takes place as can be evidenced by the presentation
made by Liz Young, (Head of Health and Safety) at an event held in Edinburgh (evidence 3c)
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4. Healthy Eating, Physical Activity, and Support
Policies
1. Healthy Eating
The University has an in-house catering department which is very active in promoting
healthy eating in the campuses it serves. They have continued their commitment to
meeting healthy living objectives and were awarded Healthy Living awards at all of the
outlets across the University, apart from Sighthill which is awaiting inspection subsequent
to the relocation in January 2011. The other sites are now also awaiting re-inspection.
Evidence 4 a, b, c.
Furthermore, Catering has subscribed to a policy of Sustainable Food, and have a policy
in this respect which highlights that ‘(H)ealthier, more sustainable food at Edinburgh
Napier University may help to encourage positive lifestyle changes outside the University
for both students and staff, leading to a positive impact on health and well-being, as well
as on our environment.’ (Catering Services Sustainable Food Policy) Please see evidence
4d for the full Policy.
Some of the initiatives we undertook in 2010 and hope to continue to support are:

Introduced new range of healthy snacks

Reduced range of unhealthy crisps.

Increased range of gluten free options.

Skimmed and soya milk options for hot drinks as standard.

Baked potato & hot filling promotions

Vegan options at Merchiston

Increased uptake on porridge

New gluten & dairy free porridge oat bars.
Evidence item 4e is an example of the communication we retain to highlight healthy
eating.
Other initiatives are staff training which cover areas such as highlighting awareness of
healthy food preparation methods which is done in conjunction with healthy living,
merchandising training to aid promotion of healthy options, allergy awareness sessions
The new Sighthill Campus refectory NO LONGER includes fryers. All menu options are
therefore grilled, oven baked or steamed. It seems that chips will be a thing of the past!
Feedback on removal of all fried food has been positive with no negative survey feedback
on this.
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At the opening for the Sighthill Campus in 2011 the Catering operation provided over 1000
complimentary packets of fresh fruit to staff and students to highlight healthy eating
awareness.
Finally, the University is a Fair Trade University. Essentially, by promoting Fair Trade, and
by staff and students buying Fair Trade, the principles of Fair Trade (minimum price for
goods) and the premium paid, ensure that communities in other countries are able to
finance themselves and develop their communities including the areas of health and
environment. It is intended that the University will further broaden this focus in the next
three years, with the catalyst being the Fair Trade Fortnight which took place at the end
of March 2011.
In conjunction with a new local coffee supplier who is firmly committed to not only
Fairtrade but also local issues and the reduction in our carbon footprint we will be
launching coffee with a conscience. The coffee beans we use will be roasted in Scotland
and customers will be able to have their say by using a loyalty card to decide where a
percentage of the money they spend on coffee be used through a local enterprise trust.
Current initiatives are the planting of apple trees in our local area. The University is
investigation ways to promote both of these programs to highlight awareness and
promote our healthy living objectives.
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2. Physical Activity
Physical activity is promoted throughout the University.
The University’s new gym and Sports Centre at the Sighthill
Campus opened on 10th January 2011. The new facility includes a 200m2 fitness suite with
state of the art gym equipment and a 1200m2 sports hall suitable for activities such as
badminton, table tennis, football and basketball. The Centre all the information available on
their web pages on the staff intranet, and examples of these pages can be seen in evidence
4f.
The gym is equipped with the latest treadmills, cross trainers, adjustable cable crossover
equipment, as well as heavy lifting platforms. From January 2012 fitness assessments are
available allowing members to monitor and evaluate their fitness.
A key to the provision form the sports centre is the group fitness program this offers
affordable fitness to students, staff and community alike. There are over 30 classes on our
timetable ranging from Zumba to Spinning. This will be bolstered by our new range of classes
opening at Craiglockhart in January 2012.
The Sports Centre will provide a home for our many indoor student sports clubs and
significantly enhance the services available to our students. Furthermore there are a number
of local clubs utilising the facilities providing a greater opportunity for participation for staff
and members of the local community. Driving forward our sports program is our community
sports development officer who is funded by the Robertson trust and is charged with socially
inclusive opportunities for participation. To fully interact with the local community there are
a number of exciting initiatives that are starting in 2012 including a pilot “open all hours”
programme that is being run in partnership with Edinburgh Leisure and the City of Edinburgh
Council and the Lothian and Borders Police to encourage participation in Sport and Physical
Activity to secondary school pupils in the South West of Edinburgh. “The Open All hours” aims
to target antisocial behaviour on a Friday night by offering alternative sports activities and
social space between 7pm – 9pm.
Further to the “open all hours” programme, [EN]GAGE will be starting it’s inaugural sports
competition called CHALL[EN]GE sports which will provide students, staff and community
members with the opportunity to participate in a variety of sports including 5-aside football,
badminton, basketball, volleyball, kwik cricket and table tennis. The CHALL[EN]GE sports
competition will provide 10 weeks of competition in a ladder style format that openly
encourages competition from our students, staff and the local community to help raise the
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profile of Edinburgh Napier University as an affordable and accessible facility for sport and
exercise.
In September [EN]GAGE in partnership with the NSA is looking to develop an intra halls of
residence to promote social integration for new students and inter university / college
competition that encourages the partnerships between FE / HE institutions.
Finally, [EN]GAGE is opening its facilities to regional events such as the City of Edinburgh
Netball Association play offs and international events that will be open to members and the
general public. Scottish Hockey will be hosting two indoor hockey events in 2012, a memorial
trophy in January and the European Indoor Hockey Championships in February.
The opening times should allow all users to exercise whatever their working pattern.
Opening times
The Centre will be open from 7.30am - 10pm, Monday to Friday, and from 10am – 6pm on
Saturday and Sunday.
The Sports Centre places our academic ‘Sports and Exercise Science’ provision, in close
proximity to our recreational sports provision as well as our ‘Wellbeing Clinic’, and will
increase our opportunities for partnership working.
The Napier Student Association (NSA) also promotes physical activity to their student
members thought various activities through the year, and are represented on the Health and
Wellbeing Group by the Associate President and the Treasurer & Student Activities
representative.
3. Support Policies
Human Resources have reviewed current staff policies and where appropriate developed new
policies to ensure that they support the interests of health and wellbeing in the University.
An example of this is the newly created Employee Assistance Programme (EAP) evidence item
4g which highlights the various policies and support available to staff in respect of wellbeing.
Furthermore policies that have been updated include Managing Sickness Absence (evidence
4h), which has been updated to acknowledge changes in legislation surrounding recording
sickness absence, as well as to ensure that supportive processes are in place to best aide both
managers and staff in working together in the interests of reducing sickness absence where
possible, support staff members where this is not possible, and providing guidance and
support in respect of returning to work after sickness absence.
Other policies providing support, and in the aim of achieving a positive work live balance for
staff, include the Flexible working and Flexitime policies (evidence items 4i & 4j), as it is
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recognised that the provision of these, which is made available to all eligible staff i.e. broader
than the requirements as detailed statutorily, is constructive in the reduction of absenteeism,
positive in preventing presenteeism, and as mentioned, very supportive in ensuring staff have
the opportunity to seek positive work-live balance.
The University furthermore continues to have policies in respect of Alcohol and Substance
misuse as well as Smoking (evidence item 4k & 4l). The University also has a policy for New
and Expectant Mothers (evidence 4m), as well as a fully detailed process surrounding risk
assessment, supported by Occupational Health, who will advise on any adjustments or
restrictions which may help the employee attending work both during pregnancy and post
natal, also detailed within the Maternity Policy (evidence 4n). Related policies have also been
expanded to take Adoption (evidence 4o) matters into consideration, as well as Paternity
leave (evidence 4p). These policies are currently being reviewed in conjunction with the
Unions to ensure that they reflect the recent amendments to the statutory regulations. The
new policies will be communicated out early in 2012.
The application of policies is supported by our Corporate Learning and Development partners,
in particular for managers within the University. Examples of this are the development
initiatives such as Positively Managing Attendance, HR for Line Managers and PDR
(Professional Development Review) 1,2,3 and 4 with 4 specifically referring to developing of
others. All these initiatives refer to the Employee Assistance Programme and in particular to
Occupational Health and Care First.
We are also supported by our external partners in the provision of workshops in the interests
of staff wellbeing – i.e. Care First provide a workshop namely ‘Managing Pressure’ which is
specifically aimed at supporting staff during times of severe change or stress.
Details of examples of these sessions are included in evidence 4q (HR for line managers), 4r
(PDR1) and 4s (PDR2).
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5. Employability
The Department for Education and Skills defines
employability as “the capability to move self-sufficiently within the
labour market to realise potential through sustainable employment. For
the individual, employability depends on the knowledge, skills and
attitudes they possess, the way they use those assets and present them
to employers and the context (e.g. personal circumstances and labour
market environment) within which they work”.
The University values the diversity of its workforce and seeks at all times to increase it
wherever possible. It recognises that barriers faced by particular communities require it to
adopt a more proactive approach and with this in mind the University signed-up to the
‘Positive About Disabled People’ initiative (commonly known as ‘Two Ticks’)
http://www.direct.gov.uk/en/DisabledPeople/Employmentsupport/LookingForWork/DG_40
00314 There are five main principles that the University had to commit to before it could
become part of this initiative. These are:
-
to interview all disabled applicants who meet the minimum criteria for a job vacancy
and to consider them on their abilities
-
to discuss with disabled employees, at any time but at least once a year, what both
parties can do to make sure disabled employees can develop and use their abilities
-
to make every effort when employees become disabled to make sure they stay in
employment
-
to take action to ensure that all employees develop the appropriate level of disability
awareness needed to make these commitments work
-
to review these commitments each year and assess what has been achieved, plan
ways to improve on them and let employees and Jobcentre Plus know about progress
and future plans
The University’s application forms are made available in alternative formats on request to
further enhance accessibility and encourage applications. When a disabled person declares
their disability on the application form staff in Human Resources and the recruiting
department are alerted to any ‘reasonable adjustments’ that may be necessary. All
applications for employment are monitored and disaggregated by ethnicity, gender, disability,
religion or belief, age and sexual orientation (where this information is declared). Figures for
2011 show that out of 2741 applications for employment, 38 declared a disability and,
although not all applicants requested a ‘reasonable adjustment’ in order to attend interview,
the fact that the University actively promotes this initiative sends out positive messages about
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the University’s equality and diversity credentials. It should be noted that the University has
significantly reduced the number of external vacancies which is reflected in the figures both
for applications for employment and, correspondingly, the number of disabled applicants.
This initiative is underpinned by the University’s wider Recruitment and Selection policies and
procedures. Each recruitment panel must have attended the University’s Recruitment and
Selection Training and details are kept very current on the intranet to support the
Recruitment and Selection process. This can be seen in evidence on the web pages
http://staff.napier.ac.uk/services/hr/recruitmentandselection/Pages/RecruitmentSelection.
aspx and in evidence 5a, and a Home-working Policy (which is currently in the final stages of
review) emphasizes that home-working will be considered as a ‘reasonable adjustment’ for
staff with a disability.
The University publishes annual reports on Staff and Student Diversity. These reports are
based on information submitted by both groups and is tracked over time
(www.napier.ac.uk/diversity).
The University’s Equality Scheme 2010-2013 (Evidence 5b) details within the Action Plan some
of the details surrounding the ‘Two Tick’ initiative – and further to this highlights that the
Equality and Diversity initiatives across the University for both staff and students is well
informed and detailed. A medium term goal is to review the scheme from a Health and
Wellbeing perspective to see how the two can dovetail in the interests of our staff and
students – it would be an aim to include this review within one year for review and a second
year to review impact. This will include consideration about how to further market and
communicate the initiatives herein, for instance on the staff and student websites.
The University is in the process of purchasing a new student management information system
which, in conjunction with the newly-introduced staff information system (iTrent), should
provide the University with more robust (and complete) data.
The University also has in place a distinct procedure for staff, students and visitors in the event
of an emergency. This procedure, known as Personal Emergency Evacuation Plan (or PEEP) is
a requirement under Health and Safety legislation and is actioned through the Health and
Safety team, with support and promotion through Human Resources for staff and the
University’s Special Disability Inclusion team for students.
The University signed-up to the See Me initiative in September 2011 thereby committing itself
to eradicating mental health stigma. It has produced an action plan of activity designed to
achieve this aim and this can be viewed at http://www.napier.ac.uk/aboutus/equalitydiversity/Pages/Mental%20Health%20Awareness.aspx
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6. Support Staff
Attendance
Support for staff starts at
Recruitment. In line with recent
changes in legislation, Post Employment Health declaration forms are completed online from
a link included in the Employment Contract, (www.whatrisk.com/osccarssl) and this is
forwarded though for assessment by Occupational Health who will advise on any adjustments
or restrictions which may help the employee attend work.
Upon appointment, and when at a work station, each member of staff is encouraged to
undertake a Cardinus assessment, which is accessed through the staff intranet, and supported
by the Health and Safety department.
There are 4 Health and Safety online assessment packages available on University computers.
These are:

Health & safety essentials

Manual handling plus, and

Work station safety plus

Homeworking
These are also recommended to be repeated when staff members change their office
surroundings or move offices.
The University has a policy for supporting absence management, as briefly referred to above,
called Managing Sickness Absence. The policy advises on recording sickness, guidance for
managers, and the responsibilities of parties, and is in line with current legislation.
One of the main ways of supporting staff who are off work or have repeated absences is
through Occupational Health who advise fitness to work, any adjustments or restrictions
which may be required, or access to additional support and assistance. The University
provides this service through an external provider Santia, previously known as Connaught
Compliance Services Ltd. Details of their services are evidenced evidence 6a.
A further initiative from Human Resources is the implementation of Disability Leave, as per
the Disability Leave Policy evidence 6b, which provides an additional six weeks of paid leave
each rolling year for employees who have a condition, or is a primary carer for a person with
a condition, which is likely to be covered by the Disability Discrimination Act (DDA). This policy
is also supported by the Occupational Health Partners, who would advise whether a condition
is likely to be covered by the DDA.
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A further way of providing support is through the provision of a comprehensive assistance
service, for which the University has the services of Care First, who provide counselling and
information services 24/7 for all staff members. This is communicated on the staff intranet
(evidence 6c). Booklets which are used to communicate the services provided is in evidence
6d. In October 2010 the University compiled an Employee Assistance Programme as referred
to above (Evidence 4g). This Programme is an umbrella document that details all the policies,
guidelines and support that the University has in place for staff, and can be used by both Staff
and Managers. This program is already proving to be of support in helping in situations where
employees have had extended absence and require support on return to work in a format
that is similar to our Employee Support Procedure (Evidence item 6e) however ensures that
the process is in a helpful and supportive fashion.
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7. Mentally Healthy Workplaces
The promotion of good mental health is taken very seriously by the
University, and the signing with See Me and Mindful Employers is
certainly examples of this.
To support the commitment to Mental Health for employees, the University has partnered
with Care First to provide a comprehensive employee assistance service. This service is being
reviewed early in 2012, in line with the contract renewal, and it is hoped that going forward
we will continue to have such a comprehensive provider in place – with a key aim of ensuring
that the services are as much proactive as well as reactive in times of need. Further
information on Care First are included under items 6 c & d.
Examples of this more proactive approach include the initiation of providing on-line
counselling and further wellbeing initiatives on healthy life styles, including nutrition, and
balancing work and life.
In 2006 the University conducted a stress risk assessment which all staff were invited to
participate in. The outcomes of this assessment continue to guide various undertakings and
initiatives within the University as already outlined. It was the intention of the Health and
Wellbeing Group to review these outcomes. However, given the intervening period, the
Group is reviewing further assessment methods, and will be assessing these against the
outcome of the Employee Engagement Survey which has been undertaken for the 4th
consecutive year in October 2011.
A review of the Employee Engagement Survey results, in particular where the questions can
be assigned to the questions used by generic stress audits, will be undertaken in the new year
(2012) to see if the results can provide any informative feedback in causal factors of stress
within the workplace. The Group and HR are also looking at the ‘Work Positive’ assessment,
as this aligns with the Health and Safety Executive Frameworks which is already adopted by
the University in respect of the University’s Stress Policy and Guides for both management
and staff, see evidence items 7a, b & c.
Health and Safety are also reviewing the risk assessments undertaken, and intending to
include up to three questions which may raise awareness of the potential of stress being a
risk within the area being assessed. It is thought that in the event of a concern being
highlighted, the full ‘Work Positive’ assessment will be undertaken, inclusive of identifying
causes, and initiating actions plans in conjunction with the area management to best benefit
the situation. This is a plan for 2012-3 and ongoing thereafter, and it is hoped this will be
reported on in more detail in future reports.
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Edinburgh Napier signed with the Mindful Employer Charter in 2010,
(http://www.mindfulemployer.net/ ) and have received the certificate to demonstrate this
membership (evidence item 7d). Part of this membership requires the University to evidence
their commitment to the Charter through a review process two years after signature (2012).
The University also signed with See Me Scotland in 2011, as referred to in Section 5:
Employability.
A further initiative is the intention for the University to achieve the Mental Health and
Wellbeing Commendation Award with Healthy Working Lives by 2012-3.
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8. Avoid accidents in the Workplace
The Health and Safety department are responsible for
informing staff, students, contractors and visitors of the
procedures for reporting accidents, ‘near misses’, and
dangerous occurrences. This is carried out at induction, on the intranet and through other
related training. Guidance in this regard for both staff and students is evidenced in section
8a & b.
Annual statistics are compared against the UK Higher education for the last 3 years Edinburgh
Napier has been below the UK average for accidents both in staff and student numbers.
In the case of events, instructions are provided to ensure that Health & Safety considerations
are communicated to all involved (evidence 8c)
The Health and Safety department use the data to identify trends and report any findings to
the Health and Safety Committee in the regular meetings and annual report as referred to
earlier.
In 2011 the University retained the RoSPA Gold Award for the 8th consecutive year and has
had the Gold Medal award since 2008, and this is included in the evidence item 8d.
Risk assessment procedures and the implementing of control measures across the University
departments continue to remain a key focus to ensure that we avoid accidents proactively
where possible.
Also important is finding ways to create awareness amongst our students, in particular the
students who are in residence. To this end a joint community/Edinburgh Napier Student
Awareness Initiative Meeting was held to review ways to reduce possible accidents and create
awareness. The minutes of the first meeting in April 2010 are included in evidence 8e. Also
included (8f) is the flyer presented to the students at the residences compiled by The City of
Edinburgh Council giving awareness to healthy eating. Further initiatives are intended
First Aid
In 2011 the University undertook a review of the First Aid provision, and consulted with the
Unions in respect of a First Aid Policy to support staff members who undertake these
responsibilities, evidence 8g. The training has been outsourced since the appointment of
SANTIA, and Corporate Learning and Development work closer with HR to ensure that the
First Aiders remain in certificate.
19 | P a g e
The review also considered the number of first aiders to ensure that with the various moves
within the University we continue to have the appropriate number across each location.
These numbers take effect from 1 March 2012, and the University will also provide sessions
in conjunction with our Occupational Health partner, SANTIA, to look at any trends and
experiences, and these are provided over and above the required refreshers.
A further aim, as outlined in the policy, is to have First Aid Co-ordinators on each of the main
campuses, thereby ensuring that the First Aid rooms are maintained and acting as a
communication conduit between the First Aiders, Human Resources, Health and Safety and
Occupational Health.
Finally the University also has a number of Defibrillators at the Sighthill campuses – which are
within the Health Centre and the Labs within the Health Faculty. A small core of staff
members have been trained on the use of these in the event of an emergency.
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9. Health and the Environment
The environmental and wider social corporate
responsibility commitment of Edinburgh Napier University
is demonstrated through the information, plans, reports
and assessment tools detailed below. All reports referred
to are publically available through the Sustainability Office
website at www.napier.ac.uk/environment.
Where
possible, all reports and campaigns do not only look at environmental performance but
encapsulate a wider assessment including areas such as health. For a brief overview of
projects and progress see evidence 9a. The presentation gives a general overview and brief
introduction to the environmental work developed and developing at the University. The text
below highlights the key points noted.
The Environmental Sustainability Advisory Group (ESAG), chaired by the University Secretary,
governs all environmental work at the University. Membership includes both professional
services and academic staff, as well as student representation through Napier Students’
Association. Meetings are usually held bi-monthly. Membership of the Group (evidence 9b)
and minutes from the meeting held on Friday 20 January 2012 attached (evidence 9c).
The Sustainability Office, comprising of an Energy & Utilities Manager and a Sustainability /
Environmental Advisor is based within Property & Facilities Services. With many other
members of staff throughout the University they are responsible for the day-to-day reduction
in resource use. Plans are also in place to ensure that there are close links between the work
of professional services, academic colleagues and students to ensure that best practice
researched and studied by institutions and schools such as the Transport Research Institute
and the Scottish Energy Centre become best practice and day-to-day practice at Edinburgh
Napier.
The University has an Environmental Sustainability Policy and Plan (evidence 9d and 9e). Both
were discussed at the ESAG meeting held on Friday 20 January 2012 and both will be updated
as per the minutes of the meeting (evidence 9c). Both the Plan and the Policy were developed
to demonstrate the overall commitment of the University, including SMART targets,
essentially to pull together all work. To ensure overall control and management of
environmental performance at Edinburgh Napier the University has committed to developing
an Environmental Management System, working through the EcoCampus Scheme, aiming for
ISO14001 by January 2015. This will take the principles initially demonstrated in the Policy
and Plan and fully embed them into every working area of the University.
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The Edinburgh Napier Carbon Management Plan was launched in March 2009. The five year
Plan set a target of reducing carbon emissions by 25% by 2013 from a 2006/07 baseline coving
energy and water consumed, waste sent to landfill and business travel. To date, emissions
from the University have reduced by 24.1%. The Plan can be viewed in the ‘carbon’ section
of www.napier.ac.uk/environment The Plan also incorporates an assessment of carbon
emissions associated with the daily and term-time commute (as applicable) of all staff and
students. The Travel Plan noted in this section will provide more information on actions taken
to reduce the environmental impact of the commute, and also investigate health issues and
opportunities.
The University gained the Carbon Trust Standard in 2010. Gaining the Standard demonstrates
that the University has been independently and externally assessed to verify the carbon
reductions proclaimed (in 2010 the absolute reduction was measured at 19% for energy
consumed and fuel used in owned and leased vehicles between Tuesday 1 August 2006 and
Friday 31 July 2009). Working procedures, including campaign and training programmes and
overall management of carbon was also assessed. See evidence 9f for a copy of the
assessment form and feedback. The form details in depth the processes in place for
monitoring energy consumption and recording using the Building Management System and
Optima software.
The University entered the Carbon Reduction category of the Environmental Association of
Universities and Colleges (EAUC) Green Gown Awards. Reaching the final, but not winning
unfortunately, the application made to the EAUC shown in evidence 9g. The document lists
all projects carried out to date to reduce carbon emissions, with specific details provided from
page four, within evidence 9g.
To ensure that the Carbon Management Plan is continually assessed, the Sustainability Office
are currently working with SKM Enviros and the Carbon Trust in Scotland to update the Plan
to review progress and integrate new projects and initiatives. To ensure the continued
independent assessment of carbon reduction claimed, the Sustainability Office are also
working with Carbon Masters. The assessment structure is almost identical to that shown in
evidence 9f. The assessment will go ahead in February 2012. Unfortunately the award
application cannot be provided but the results of our assessment will be posted at
www.napier.ac.uk/environment and depending on timing, may be available during the award
inspection by the Healthy Working Lives assessors.
Fifty members of staff throughout the University helped to complete the Environmental and
Social Responsibility (ESR) Survey through Universities That Count (UTC) in 2010. The
University was one of 29 institutions in the UK to voluntarily complete the survey. The review
represented the first holistic environment and social responsibility assessment of the
University. UTC was designed around the Business in the Community Businesses That Count
assessment tool.
22 | P a g e
The final UTC report is available at www.napier.ac.uk/environment in the ‘management tools
and programmes’ section. The University scored 68% for the full ESR index and 77.1% for the
Environment Index contained within. Health, safety & wellbeing and water consumption
were noted as impact areas of outstanding achievement (score greater than 90%). Climate
change and waste reduction and recycling were noted as impact areas of excellence (score
greater than 75%). UTC did not run during 2011. The programme has now been superseded
by the EAUC tool Learning in Future Environments (LiFE), launched in November 2011. The
University is still assessing whether or not to participate. Many areas of assessment will be
covered through the EcoCampus programme noted earlier within this document.
To ensure that the University contributes towards reducing the environmental footprint of
the further and higher education sector, the Principal, Dame Professor Stringer and the
Chairman of the Court of Edinburgh Napier Professor Borthwick signed the Universities &
Colleges Climate Commitment for Scotland (UCCCfS) on behalf of the University in March
2009. UCCCfS is a voluntary commitment signed by all universities and colleges in Scotland
and administered by the EAUC. Our commitment (evidence 9h) and our first annual report
submitted in May 2011 attached (evidence 9i). The May report covers the enhancement of
learning and teaching through the provision of skills, modules and courses; promotion of
research capacity and knowledge exchange activity in sustainability; reduction of carbon
emissions, reducing energy consumption, reducing waste sent to landfill, promoting
sustainable travel and engaging with suppliers. Ultimately our Carbon Management Plan
provides the formula and structure of our commitment to back up the information in the May
report.
To encourage all staff and all students to participate and play their part in reducing the
environmental footprint of the University, the Sustainability Office are working with NIFES
Consulting Group with the support of the Carbon Trust in Scotland to develop a three year
Environmental Awareness Strategy. Currently labelled as the ‘Draft Carbon Management
Awareness Campaign’ Plan, the document shown in evidence 9j provides a wealth of
information, including a full synopsis of all environmental programmes and management
tools and all communication methods available at the University.
The communication methods listed are used on a monthly basis with the aim of reaching all
staff and all students on a range of environmental initiatives and focus days and weeks
including the WWF Earth Hour, Energy Saving Week and European Week for Waste Reduction
for example (evidence of past initiatives in evidence 9k). A staff and student training
programme will be developed as part of the Plan. The Plan will be launched in March 2012
and will be incorporated into the existing communication methods listed in evidence 9j.
There is an Environmental Champions scheme at the University. Evidence 9l gives background
information. There are currently around 50 staff and students on the Champions database.
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The scheme will be developed further as the Awareness Campaign Plan develops. The
Sustainability Office are also working closely with the Edinburgh Napier Conservation Society
(ENCS). During the week beginning Monday 6 February a vast range of environmental
activities will be organised by ENCS on all campuses. They are a relatively new society but
have already organised environmental events at the University including weekly film
screenings.
To run many of our initiatives we work in partnership with a wide range of external
organisations. This ensures that staff and students are receiving environmental information
that is also useful to them at home. This feeds into our wider commitment to aid the Scottish
and UK Governments in reaching local and national carbon reduction targets set.
The largest environmental campaign in 2011 centred around the launch of the 2011
Edinburgh Napier Travel Survey. With financial support from the South East of Scotland
Transport Partnership the following organisations we invited to visit our campuses and
provide support and guidance to staff and students:






Bike Station. Dr Bike maintenance sessions, maps and other resources. 35 participants.
City Car Club. Promotion of the scheme. Participants unknown.
Edinburgh Napier Sustainability Office. Promotion of travel information available within
the ‘travel’ section of www.napier.ac.uk/environment The information online includes
links to organisations such as Traveline Scotland as well as local maps promoting
sustainable travel between campuses. Participants unknown.
The Energy Saving Scotland Advice Centre. Information and the Energy Saving Trust
Driving Simulator. 170 participants.
Lothian and Borders Police. Bike security tagging. 10 participants.
Lothian Buses. Promotion of the buses. Participants unknown.
The Travel Survey attracted 1,409 unique responses, 50% of staff and 5% of students.
Preliminary results show that most staff and students take the bus to work/study (39.32%).
12.63% walk and 5.75% cycle. Statistics are available for staff and students spit or combined
for all campuses. The results give an in-depth insight into how, why and when staff and
students travel to and from all campuses.
The updated Edinburgh Napier Travel Plan using the information gathered from all
participants of the travel survey will be published during March 2012. The Plan set targets to
incorporate projects and future work to ensure that the environmental and health benefits
and implications of all modes of travel, including the staff and student commute and business
travel is included. The Plan will also state that we will continue to work with the organisations
listed above to support our staff and students. Our connection with the Bike Station has
continued with our participation in the ‘A better way to work’ initiative, providing support
24 | P a g e
and advice to staff until March 2012. And to ensure that cyclists at the University have a voice,
we
have
set
up
a
Bicycle
Users
Group
available
at
www.scotbug.com/edinburghnapieruniversity
To run many of our initiatives we work in partnership with a wide range of external
organisations. This ensures that staff and students are receiving environmental information
that is also useful to them at home. This feeds into our wider commitment to aid the Scottish
and UK Governments in reaching local and national carbon reduction targets set.
A biodiversity study of our Craighouse, Craiglockhart and Merchiston campuses was
commissioned in July 2010. The purpose of the study was complete a baseline survey of the
campuses and throughout the course of an entire year study mammals, invertebrates, fungi,
flora and fauna as well as many other species and areas. Monthly reports are available on
the ‘biodiversity’ section of www.napier.ac.uk/environment The complete survey results will
be published in February 2012. The results will allow for a Biodiversity Management Plan to
be developed for the University. The consultant also assessed the grounds of our new
Sighthill campus to provide advice on enhancing the biological quality of the site. The
consultant also conducted a grassland survey within the Easter Craiglockhart Hill Local Nature
Reserve as part of our continued membership of the LNR Group.
The intention is that the biodiversity information recorded will not only list species and supply
information of obvious environmental benefit but the Plan will incorporate health benefits
and will strive to ensure that the University buildings and grounds are welcoming and a
pleasant space to study and work. This includes the continued support of the Easter
Craiglockhart Hill Local Nature Reserve Nature Trail Map, available on
www.napier.ac.uk/environment See page 21 in evidence 9a.
The University has a Sustainable Food Policy. The Policy was developed in 2010 and was
developed to encourage the procurement of sustainable food across all campuses. The Policy
is under review. The Catering Manager procures most food through The University Carters
Organisation (TUCO) and Advanced Procurement for Universities and Colleges (APUC)
national tender agreements. Both organisations build environmental questions into their
tender documents.
The wider goal is to take the existing Fair Trade Group and either develop into a Sustainable
Food Group or incorporate both into ESAG. The University was first awarded Fair Trade status
in 2009. The reassessment application from 2010 is attached (evidence 9n). There are also
plans for ENCS and students from Heriot Watt University to form a joint student-led
Sustainable Food Group or Society.
In terms of food waste, the Facilities Manager with responsibility for waste and one of the
Cleaning Supervisors have implemented a food waste collection scheme within the
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Merchiston Campus kitchen. It is hoped that the scheme will be rolled out to all campuses in
2012, including collections for food waste from staff kitchens and refectory areas. Overall,
staff, students and visitors are encouraged to recycle using recycling bins situated throughout
all campuses. The current recycle rate is 52%.
The environmental work carried out at Edinburgh Napier is assessed annually through the
People & Planet Green League. All UK universities participate in the mandatory assessment.
In 2010/11 Edinburgh Napier was ranked 13th in the UK and 1st in Scotland. The results
received from People & Planet were pulled together in the attached Green League Report
2011, evidence 9m. The report details the plans to be put in place to ensure that the
University really does play its part nationally in reducing the environmental impact of the
further and higher education sector.
For more information on all environmental initiatives at Edinburgh Napier visit
www.napier.ac.uk/environment or contact Jamie Pearson at j.pearson@napier.ac.uk or on
0131 455 3747.
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10.
Promote Community health and wellbeing
The School of Nursing, Midwifery and Social Care run health
events for different companies in the Edinburgh area. Senior
student nurses participate in the events under the supervision of a Lecturer from within the
School of Nursing, Midwifery and Social Care (Faculty of Health, Life and Social Sciences) who
is a member of the Health and Well-Being Group. These events have been very popular and
ways to expand this continue to be explored. Over 500 people attended the events in 2010
– a clear indication of how high on the agenda this is. See evidence item 10a. These days
continued in 2011 in light of the corporate interest in this regard, which we are unable to met
in total due to limitations on manpower and time. The University hopes, as part of the action
plan and in terms of Higher Education initiatives to work with other partners to get a greater
focus on the keenness and see how this can be further explored.
In 2009, a class of nursing students undertaking their week 1 activities were invited by a
lecturer to complete a TurningPoint (electronic) survey on ‘How Healthy are You?’ (evidence
10b) which immediately highlights the results derived which highlighted to the students
aspects of their health. This type of interaction with the student base had positive feedback,
and is to be further investigated to see how it can be detailed to support a greater awareness
of health amongst our student base. During 2010 a new module Healthy Lives was included
in the Undergraduate provision, and student participation has been positive, and as at January
2012 we have about 227 students on this module.
During 2009 - 2011, a Senior Lecturer within the School of Nursing and Midwifery has worked
very closely with the Infant Feeding Advisors in West Lothian in helping them to set up a clinic
at St John’s hospital to help women who are having problems, or needed advice with
breastfeeding. Initially these were held every Wednesday afternoon, but due to work
pressures these have been reduced and they occur on at least a monthly basis, with additional
support when required and student midwives are encouraged to go along as it is an excellent
learning opportunity.
This initiative is hoped to be extended to a faculty practice based at Sighthill, with the support
of Students for practical experience, with the main focus around maternal and infant nutrition.
This highlights that a key area of review in the next three years needs to focus on the
interaction of the University – in particular the Faculty of Health, Life and Social Sciences, and
how we interact with our Community in Sighthill. We are fortunate to be located next to the
Community Health Centre, and would like to see what opportunities we will have to support
the interests of our staff and students in their continued education into practical application
for the interests of the community. We may have enormous opportunity to develop skills as
well as having a positive impact on our neighbours – and this will be explored.
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Staff Benefits
We have a range of discounts offered on the health and wellbeing section of our staff benefits
page on the Edinburgh Napier intranet. This covers our own facilities including advertising a
discount for the Edinburgh Napier Health and Wellbeing Multi-clinic. It also lists discounts
for external organisations including healthcare providers, cycle websites, Care for Sport and
other health clubs and gyms which may be located closer to where staff members live. The
website also has sections for activities, families, getting away, professional services and
shopping.
We have a new staff benefits scheme which started in December 2011 which is run by CIS and
they will provide us with offers for a range of organisations in Edinburgh and Scotland with
sections including keeping fit, looking good, places to go, getting away and going out which
will build on what we already have online with a wider range of offers. Evidence 10c is the
communication that went out to all staff regarding the benefits scheme, and 10d is the
booklet provided to staff members advising of all the benefits available to them.
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11.
Lifestyle Checks
Lifestyle checks are offered to all staff annually through the
health promotion event days held at the University, and
students are also invited to attend (excluding cholesterol tests,
which are provided to anyone over 40 – staff or student). These are conducted under the
direction of lecturers from the the School of Nursing, Midwifery and Social Care in conjunction
with Nursing students – again providing them the opportunity for face to face experience.
The 2011 Health Promotion day was, once again, a huge success, and evidence 11a highlights
the stalls that were put in place, 11b is the floor plan of Craiglockhart campus Reception area
with the stalls drawn up. This shows that the focus included a broad range of lifestyle issues,
such as diet, smoking, drinking, health, fitness, environment etc. Also by using technology,
i.e. Wii, we are also able to present weight and comparative BMI etc. Both Students and Staff
can attend, and the Cholesterol tests once again ran out due to the overwhelming interest!
Also undertaken were blood pressure tests, ensuring that where appropriate follow up advice
was provided.
Evaluation was obtained from the day through forms (evidence 11c), and people who
completed the forms were entered into a draw for prizes. The feedback is included in 11d.
Communication of the day was highlighted on the staff intranet and the televisions that are
located across the campuses (evidence 11e). The day is overwhelmingly supported by the
staff, in particular the members of the Health and Wellbeing group – affording us a number
of qualified people to undertake the tests being done. We also had super support from
external parties, such as Lothian and Borders Police, See Me Scotland, and British Heart
Foundation among others. Feedback was provided to the Human Resources Committee in
April 2011, evidence 3a.
With the Health and Wellbeing Unit now being located at Sighthill Campus, further
consideration is being made into how lifestyle checks can be made more available to staff and
students, this includes making services available such as reflexology, aromatherapy, sports
massage etc.
Further health and lifestyle checks that are offered are fitness checks by the fitness suite staff
who use an exercise bike and related technology to assess staff and students. With the new
sports centre, staff, student and the community will be able to have assessments undertaken
and it is also being looked into as to whether training programs can be designed. This again
is a short term aim for the Sports centre.
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12.
Benchmarking
An initiative ‘Creating Success through wellbeing in Higher Education’ led by
the University of Leeds, in partnership with other Universities, started in
2008, with a pilot in 2008-2009. The details of this initiative are included in
evidence 12a. This project has developed to a second phase which has sought support from the
Scottish Funding Council, and called ‘Improving Employee Performance Through Wellbeing and
Engagement’ (evidence 12b, c), and Edinburgh Napier was involved in some of the early discussions.
These initiative wound up in 2011,(evidence 12d presents the closing documents) and are now being
undertaken by UCEA, and we await to see how we can further contribute to this valuable initiative so
pertinent to the sector.
The Catering Department are part of Tuco, The Universities Catering Organisation. The Scottish Region
meets every three months. It provides an opportunity for all to discuss relevant topics and conduct
benchmarking.
Universities that count audit
Chaste (co-ordinating health and safety in tertiary education report ) evidence 12e
ROSPA
UK Higher education accident ill health and fire statistics
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13.
The Future
Detailed below are the Short, Medium and Long Term
aims that in part gear the three year strategy of the
University in continuing the commitment to Health Working Lives, and our Health and
Wellbeing Group.
Short Term
 Continue to support, develop and review the health initiates already established, and
update policies as required.
 Promote health and well-being through all University activities
 Health Promotion Day – 2012 (this is also intended to be an ongoing aim) which will
ideally target more staff across multiple campuses
 Provide training opportunities for individual development and to promote physical,
mental and social wellbeing
 Update support policies to ensure that they are in line with statutory regulations
 To maintain the link with local educational establishments to increase the awareness
of health related issues they may encounter in higher education and/or the workplace
 Increase and improve methods of communication and marketing of the initiatives
being undertaken
 Roll out the review of First Aid practice and the Policy across the University’s First
Aiders
 Develop ways of helping staff adjust to the changes to their working environment and
practices with the move to the new Sighthill Campus in 2010/11
 Continue initiatives that support the Employee Engagement outcomes and action plan,
being undertaken early in 2012
 The re-contracting of the University Employee Assistance Provider – and either launch
or re-launch dependent on appointment, to create awareness of EAPs as well as the
provider
 Create greater awareness of sustainability – and progress on the progress of the
projects supporting the environment.
Medium Term
 Implement a person-centred programme on health and wellbeing – if possible with
the Lighten-up team (NHS Gloucestershire)
 Encourage healthy workplace initiatives and develop a high profile of ongoing health
awareness within the Edinburgh Napier community.
 Submit application for the Mental Health and Well-being Commendation Award 201213
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




Review methods of assessing the impact of health and well-being activities to be able
to determine the value of initiatives. This will also provides feedback to the health
and wellbeing group as to the number and extent of health and well-being activities
being undertaken.
Evidence commitment to Mindful Employer Charter for review in 2012.
Equality and Diversity Review and Impact review
Develop Maternal and Infant Nutrition practice at Sighthill
Implementation of Stress Survey / Audit process
Long Term and ongoing....
 The process of moving the University’ health and wellbeing focus forward has been
highlighted in previous bullet points and these will serve to encourage appropriate
changes in order to sustain health promotion as an integral part of life at the University.
 Audit feedback, evaluation and examination of the key initiatives will demonstrate an
improvement in the overall health and well being of staff and students
 Community impact project – in particular in Sighthill. (Section 10)
 Continuous review of the Benefits program available to staff – and how these can
continue to benefit the interests of staff’s health and wellbeing.
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14.
Conclusion
The Health and Well-being Group and the University have seen more successes in this year with good
reason to expect this trend to continue. Some of the successes include:









Continued enthusiasm of the Health and Well-being Group
Continued and increased support from Senior Management of Health and Well-Being
initiatives
Successful Health Promotion Days
Continued significant success in environmental initiatives
Continued success in external initiatives undertaken from the School of Nursing, Midwifery
and Social Care
Retaining the RoSPA Gold Medal Award.
Attainment of the ‘Two Ticks’ recognition
Signing up with Mindful Employer and See Me Scotland
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15.
Appendix A
Action Plan 2012
Over and above the targets discussed above, herewith a schedule of some of the key
highlights of 2012.
Details
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
























January
Healthy Working Lives Annual Review – completion
H&W Group – Initiation of review for 2012
Sighthill Campus – Launch of ENgage (sports Centre)
Review Health and Wellbeing Communication Strategy for 2012
Community Breastfeeding Clinic
February
Healthy Working Lives – Reassessment
Care First/EAP - contract review
First Aid Provision / Policy roll out
Risk Assessment Workshop
Manual Handling Workshop
Community Health Checks
Community Breastfeeding Clinic
Fairtrade Fortnight
March
Fairtrade Fortnight (Con’t)
Health Promotion Day 2012
Health, Safety and Fire Awareness workshop
Community Breastfeeding Clinic
Salt Awareness Week – Focus on Men’s Health
First Aid Refresher training
April
Health, Safety and Fire Awareness workshop
Community Breastfeeding Clinic
World Health Day – Marketing/Communication
Launch of appointed EAP
May
Risk Assessment Workshop
Community Health Check Day
Community Breastfeeding Clinic
Arthritis Awareness – Marketing/communication
Walk to Work Week – Marketing/Communication
June
First Aid Refresher Session
Community Health Check Day
Community Breastfeeding Clinic
National Stress Awareness – Marketing/communication
July
Community Breastfeeding Clinic
August
Responsibility
Human Resources
H&W GRoup
SH Sports Centre
Human Resources
SNMSC
HWL / H&W Group
Human Resources
Human Resources/OH
Health & Safety
Health & Safety
SNMSC
SNMSC
Sustainability Office
Sustainability Office
H&W Group
Health & Safety
SNMSC
Catering
Learning and Dev.
Health & Safety
SNMSC
Human Resources
Human Resources
Health and Safety
SNMSC
SNMSC
Human Resources
Sustainability Office
Corporate L&D
SNMSC
SNMSC
Human Resources
SNMSC
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

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


Community Breastfeeding Clinic
World Heart Day – Marketing/communication
September
Community Health Check Day
Community Breastfeeding Clinic
October
Community Breastfeeding Clinic
Breast Cancer Awareness – Marketing/Communication
Alcohol Awareness – Marketing/Communication
November
First Aid Refresher Sessions
Community Breastfeeding Clinic
December
World Aids Day – Marketing/Communication
Community Breastfeeding Clinic
SNMSC
Human Resources
SNMSC
SNMSC
SNMSC
Human Resources
Human Resources
Corporate L&D
SNMSC
Human Resources
SNMSC
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