According to the CIPD Health and Wellbeing at Work report survey (2023), high workloads remain the main cause of stress-related absences, followed by management-style. Therefore organisations need to take steps in reviewing their organisational culture and working practices to support employees and avoid being overloaded.    

This session will look at:

• Looking at job designs that help stretch employees without overloading them. 
• Equipping line managers to perform their people management role in the right way. 
• Supporting professional development in line with employee wellbeing. 
• Practical steps that can be taken to champion employees to manage the risks of being overloaded such as stress and burnout. 

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Refresh and relax your mind and body with a chair stretch and breathwork session.  You will be guided through a series of low impact moves and breathing exercises that will perk you up better than that third cup of coffee.

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Speaker spotlights: Meet the speakers from the morning sessions to continue the conversation around their topic. Speakers will be positioned throughout the networking area and welcome you to approach them.

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Creating a holistic framework to wellbeing is just the start. To realise the effectiveness of your strategies, employers must look at developing a systematic and preventative approach. 

This workshop will explore how to:

• Use an evidence-based approach to ensure your wellbeing initiatives include the many facets of wellbeing and are the right fit for your organisation  
• Align your wellbeing strategy with your business strategy
• Balance a proactive strategy with reactive wellbeing.

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Good data is essential when measuring the impact of your wellbeing approach. 

This data-driven workshop will explore:

• How to collect and analyse data to evaluate the impact of wellbeing initiatives to ensure they are meeting the specific needs of your workforce
• Assess if decreased absenteeism and sickness rates sufficiently prove the effectiveness of wellbeing strategies
• Leveraging data insights to make strategic adjustments to wellbeing practices 
• Measuring the ROI of wellbeing strategies to sustain momentum and secure senior buy-in.

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• How can AI be leveraged to enhance employee wellbeing? 
• What are the potential ethical challenges associated with implementing AI in wellbeing?
• Evaluate whether AI can have the emotional intelligence and empathy that wellbeing strategies need.

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• Gain insight into the intrinsic link between wellbeing and inclusion and why both are essential for a truly supportive workplace culture.
• Discover wellbeing strategies that address and meet the individualistic needs of employees who are neurodiverse. 
• Equipping managers with the tools to have meaningful conversations around special adjustments for those who request it.

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Health and wellbeing initiatives are continually evolving to meet the diverse needs of employees at various stages of their careers. How can organisations ensure they support each individual through their unique life events?

During this solution room you will have a chance to discuss one of the topics below: 

Topic 1: How can you support and meet the needs of Millennials and Gen Z whilst retaining your Traditionalist, Baby Boomers and Gen X?

Speaker: Nikki Kirbell, Head of Employee Wellbeing - UK & Ireland, Unilever

Topic 2: What measures need to be in place to help employees to balance work with caregiving responsibilities ?

Speaker: to be confirmed

Topic 3: What strategies can organisations adopt to support individuals dealing with long-term or terminal illness?

Speaker: to be confirmed

Topic 4: How can employers support those going through bereavement and loss?

Speaker: Fiona McAslan, Head of Wellbeing, Royal Mail Group

Topic 5: How can employers alleviate the pressure of employees undergoing fertility treatment? 

Speaker: to be confirmed

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With rising pressure on the NHS and growing demand for mental and physical wellbeing, how much onus is on line managers to support employee wellbeing?

Join this roundtable to discuss:

• Who is responsible for the wellbeing of employees and how much responsibility should line managers take? 
• How can we embed wellbeing into workplace culture to relieve some of the pressure off line managers?
• What steps do we need to take to further support wellbeing culture?

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• Discuss the link between women’s health, their careers and economic participation.
• What does successful allyship look like in women’s health?
• Increasing representation of women in senior positions to amplify conversations around women’s health 

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• What does a systematic and risk-based approach to workplace mental health look like? 
• The importance of fostering a psychologically safe environment that encourages open conversations and active listening. 
• Identify gaps in your mental health strategy and literacy. 
• Looking beyond traditional treatments to support those suffering from trauma. 

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Meet the speakers from the afternoon sessions to continue the conversation around their topic. Speakers will be positioned throughout the networking area and welcome you to approach them.

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• A space to be curious around how we can balance personal, employee and manager/leader wellbeing needs, to enable successful delivery of our business.
• Learning from insights within the NHS and best practice that could be scaled and spread.
• Exploring wider actions and potential for impact as a collaborative people profession.

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• How can people partners collaborate with occupational health to get the best out of the partnership? 
• How can people partners use occupational health effectively when you don’t have an in-house occupational health lead?
• Gain a deeper understanding of how occupational health can be used to drive better engagement and practices in wellbeing. 
• Utilising occupation health specialists for advice on wellbeing instead of them providing the final answers.

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