Staff Well-Being
Work-Related Stress Awareness and Management Policy
This policy has been accepted by SMT but remains open for consultation pending ratification by the University Governor lead Health and Safety Committee
1
Statement of Intent
2
Definition of stress
3
Aims and Objectives
4
Non-work-related stress
5
Responsibilities
6
Safety representatives
7
Health
and Safety Committee
1 Statement of Intent (return to index)
1.1 Canterbury Christ Church University has a commitment to promoting a positive working environment through supportive management practices that promote the well-being and good health of employee so they can perform at their best.
1.2 The University recognises workplace stress as a matter of concern and acknowledges the importance of both identifying and reducing workplace stressors. The University has a commitment to minimizing work-related stress. Where such stressors are unavoidable, the University seeks to ensure their proper management.
1.3 The University aims to support any member of staff who may experience work-related stress through the development and implementation of appropriate organisational structures, policies and practices, personal and professional development, and effective communication and participation arrangements.
1.4 This policy applies to all staff in the University and to all campuses; managers are responsible for its implementation and the University is responsible for providing appropriate resources.
1.5 The University will consult with Trade Union and other Safety Representatives on proposed action relating to the promotion of employee well-being and the prevention of workplace stress.
2 Definition of stress (return to index)
2.1 The Health and Safety Executive define stress as “the adverse reaction people have to excessive pressure or other types of demand placed on them”. This definition distinguishes between pressure, which can be a positive state if managed correctly, and stress that can be detrimental to health. Whilst acknowledging that a range of issues external to the workplace may also cause pressure and stress, the University’s responsibility is to address work-related stress.
3 Aims and Objectives (return to index)
3.1 The University aims to minimise the risk of stress through a risk management process that includes the identification, assessment and implementation of appropriate measures within the context of the promoting employee well-being.
3.2 The aims are to be achieved through the following objectives:
3.2.1 Identifying potential hazards that might contribute to work-related stress through conducting risk assessments
3.2.2 Implementing appropriate control measures to eliminate or control the risks
3.2.3 Establishing a system by which these risk assessments are kept under review.
3.2.4 Increasing awareness and understanding of general good health and well-being through identification, prevention, control and subsequent monitoring of causes of stress at work, including where appropriate training and health promotion.
3.2.5 Providing suitable training for managers and supervisors in the identification of work place stress and work place stressors and in the management practices to eliminate or control the risks.
3.2.6 Communicating to all staff the availability of confidential counselling service particularly to those whose well-being might be adversely affected by stress caused by either work or external factors.
3.2.7 Ensuring there are appropriate resources to enable managers to implement the University’s staff well-being strategy, and providing information about appropriate welfare services to all employees.
3.2.8 Consulting with relevant stakeholders (e.g. Heads of Department, safety representatives and other) on issues relating to staff well-being.
3.2.9
Monitoring the arrangements to
improve the quality of the working environment
3.2.10 Educating employees in techniques for recognising and coping with potentially stressful situations
3.3 The following form the measures for the purposes of the monitoring of health and well-being, as a means of identifying any management actions that are required:
3.3.1 Recording, monitoring and analysing absences
3.3.2 Reviewing exit questionnaires, with exit interviews where appropriate
3.3.3 Reviewing the use of the Occupational Health, without breaching confidentiality
3.3.4 Analysing staff surveys in relation to staff well-being
3.3.5 Monitoring information on the management of return to work
3.3.6 Reviewing actions taken as a result of the stress risk assessment
4 Non-work-related stress (return to index)
4.1 The University recognises there may be circumstances where a member of staff’s ability to cope with pressure at work may be affected significantly by the amount of pressure that the person experiences outside of work. Though it recognises its duty of care to members of staff in such situations, the University cannot be responsible for dealing with the causes of stress extraneous to the workplace, such as bereavement, family sickness and/or other personal circumstances.
4.2 Nonetheless, the University seeks to offer appropriate support and address such matters sensitively and appropriately. The University seeks to support staff in a range of ways - see attached for a flowchart showing how the University seeks to support staff and managing health related issues. In addition, members of staff who are suffering stress due to non work related issues may use the University confidential telephone helpline service.
5 Responsibilities (return to index)
5.1 The Senior Management Team is collectively responsible for promoting staff well-being and ensuring, as far as is reasonably practicable, that staff do not suffer from work-related stress.
5.2 Senior Managers at a strategic level are responsible for reducing the risk of exposing staff to unreasonable levels of pressure at work.
5.3 Heads of Department, supported by Staff Development and Human Resources, are responsible for the promotion of a healthy and safe working environment, and for monitoring compliance with this policy.
5.4
Managers are responsible, in consultation with
those members of staff who believe they are suffering from
work-related stress, for seeking appropriate advice, to
determine the extent to which the stress is work-related, and
for arranging with others where necessary, such as Human
Resources, that appropriate support is provided and action
taken.
5.5 All members of staff have a part to play in creating a healthy and positive work environment. There is an expectation that they will advise their manager if they believe that either they or a colleague suffers from work-related stress. There is also an expectation that staff will accept opportunities for support and counselling when recommended.
5.6 The Policy will be supported by a detailed statement of responsibilities, together with guidance on the exercise of those responsibilities.
6 Safety representatives (return to index)
6.1 The University recognises that Trade Unions and other employee representatives have a positive role to play in all areas of health and safety, including work-related stress. The University welcomes the part played by the Trade Unions and other employee representatives in the development of all aspects of this policy, its implementation and the monitoring of progress.
7 Health and Safety Committee (return to index)
7.1 The Health and Safety Committee has responsibility for overseeing the implementation of the Policy, including the monitoring of the effectiveness of the policy and other measures to reduce stress and promote employee well-being.
