May 2024 Newsletter

Men's Health Week 2024: Prevention is better than cure

As Men's Health Week approaches on June 10th, it's essential to focus on the importance of proactive health management for men. At Spire Occupational Health, we recognise the significance of preventing health issues before they arise, and we are committed to supporting men's health in the workplace.

Despite numerous studies indicating that men seek medical help and use healthcare services less frequently than women, taking charge of one’s health can lead to better outcomes and a healthier, happier life.

Breaking the taboo: Men’s health in the workplace

Men’s health often feels like a taboo topic, with some men feeling unsupported or discouraged to discuss their health concerns openly due to fears of stigma or showing vulnerability. However, it's crucial to break this silence. Data on primary care in the UK shows that men aged 21 to 58 consult a general practitioner (GP) half as often as women. Yet, early detection and lifestyle changes can prevent many health conditions that men commonly face, such as heart disease, mental health issues, certain cancers, type 2 diabetes, and obesity.

Key health concerns for men

Heart disease: The leading cause of death among men, heart disease can often be mitigated through lifestyle changes and regular health assessments.

Mental health and wellbeing: Men are less likely to seek help for mental health issues, with only 36% of referrals being men. It’s vital to address mental health openly and seek support when needed.

Male cancers: Lung, prostate, and testicular cancers are significant health concerns. Awareness and regular self-checks can lead to early detection and better treatment outcomes.

Type 2 diabetes and obesity: These conditions are preventable with healthy lifestyle choices. Monitoring and managing weight, diet, and exercise are critical.

Know your numbers: The importance of health assessments

Regular check-ups are essential in identifying key health indicators such as high blood pressure, high cholesterol, and high blood sugar. If left undetected and unmanaged, these conditions can lead to serious health complications such as heart attacks, strokes, cardiovascular disease, diabetes, and organ damage. Offering comprehensive health assessments can help employees stay one step ahead of their health by proactively monitoring these vital signs.

Mental wellbeing: It’s okay to ask for help

Mental health is just as important as physical health. Men, however, are often less likely to access help for mental health concerns. If you’re struggling, please don’t bottle it up. Talk to someone you trust—be it a manager, friends, family, or a GP. Seeking help is a sign of strength, not weakness. Your occupational health team can assist with various mental health concerns, including depression, anxiety, addiction, insomnia, and stress management. We also collaborate with employers to recommend reasonable adjustments to support mental health in the workplace.

Focus on male cancers

Awareness of male-specific cancers is crucial. Lung cancer often presents with symptoms like a persistent cough or chest pain. Prostate cancer usually doesn’t show symptoms until it's advanced, making regular check-ups vital. Testicular cancer, though rarer, typically affects younger men and can be detected early through self-checks.

Conclusion

By fostering an environment where health and wellbeing are openly discussed, we can help break the stigma surrounding men's health issues. Remember, prevention is always better than cure. This Men’s Health Week let's encourage regular health check-ups and create a culture where seeking help and discussing health concerns is the norm.

If you have any concerns about your health, consider speaking to your Manager or HR Manager. Let's work together to promote a healthier, more supportive workplace for everyone.

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Embracing neurodiversity in the workplace

In recent years, the concept of neurodiversity has gained significant attention, reshaping our understanding of cognitive differences and their impact in the workplace. Embracing neurodiversity is not merely about compliance or social responsibility; it is a business imperative that can unlock considerable potential within an organisation.

Employers are increasingly seeking guidance on understanding neurodiversity, harnessing the unique skills of neurodiverse individuals, and making reasonable adjustments to accommodate their needs. Many are also unaware that occupational health services can provide crucial support in this area.

What is neurodiversity?

Neurodiversity refers to the diversity in how individuals think, move, process information, and communicate due to unique brain wiring. This includes conditions such as autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, dyspraxia, and other cognitive differences. In the UK, it is estimated that 1 in 10 people may be neurodivergent.

Benefits of neurodiversity

Recognising neurodiversity means valuing the unique strengths, skills, and different ways of thinking that neurodivergent individuals bring. Here are some key benefits of having different thinkers within a team:

Enhanced innovation and creativity: Neurodiverse employees often offer unique perspectives and problem-solving skills, leading to innovative solutions and creative approaches.

Improved productivity: Many neurodiverse individuals excel in areas like attention to detail, pattern recognition, and analytical abilities, which can significantly boost productivity.

Increased employee loyalty and retention: Creating an inclusive environment fosters a sense of belonging, improving job satisfaction and reducing turnover rates.

Diverse team dynamics: A neurodiverse workforce enriches team dynamics by introducing various cognitive approaches and strengths.

Creating an inclusive workplace

To support neurodivergent individuals and help them thrive, employers should consider the following strategies:

Flexible work arrangements: Allow for flexible hours and remote work options to accommodate different working styles and needs.

Sensory-friendly workspaces: Design workspaces that minimise sensory overload by reducing noise, adjusting lighting, and providing quiet spaces.

Clear communication: Use straightforward, concise communication. Use colour-coding, provide written follow-ups for verbal meetings, offer information in advance, and break tasks into manageable chunks.

Structured work environment: Implement structured routines and clearly defined roles. This can involve designating specific times for tasks, promoting microbreaks, and establishing consistent routines.

How can occupational health help?

Occupational health services play a vital role in supporting neurodiversity in the workplace. Here’s how they can assist:

Referrals for neurodiversity assessments: Occupational health professionals can facilitate referrals to assess the specific needs and strengths of neurodiverse employees.

Neurodiversity training for managers and staff: Training programmes and workshops can raise awareness, reduce stigma, challenge stereotypes, and equip managers and staff with tools to support neurodiverse colleagues effectively.

Reasonable adjustments: Occupational health can recommend tailored adjustments, such as assistive technology, modified duties, or changes in the physical work environment.

Legal framework: The Equality Act 2010

In the UK, the Equality Act 2010 protects neurodiverse individuals from discrimination. Employers are required to make reasonable adjustments to ensure that neurodiverse employees can work effectively and comfortably. These adjustments might include changes to work practices, physical modifications to the workplace, or providing specialised equipment.

Conclusion

Neurodiversity in the workplace is more than a buzzword; it represents a powerful shift towards inclusivity and innovation. By recognising and valuing neurological differences, employers can tap into a wealth of talent and drive their businesses forward. Occupational health services are essential partners in this journey, providing the expertise and support needed to create an inclusive environment where all employees can thrive.

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What is a reasonable adjustment?

In occupational health, the term “reasonable adjustment” frequently arises when discussing ways to support an employee's successful return to work after an illness or injury, or to maintain their wellbeing in their current role. But what exactly does this term mean, and how does it apply within the UK’s legal and practical frameworks?

Defining reasonable adjustments

Reasonable adjustments refer to changes or modifications an employer makes to remove or reduce disadvantages experienced by employees or job applicants. These adjustments ensure that individuals with unique health, wellbeing, or disability needs have equal opportunities in the workplace, promoting fairness and inclusivity. Legally, under the Equality Act 2010, employers are required to make these adjustments for individuals with disabilities, provided the adjustments are reasonable.

Examples of reasonable adjustments

Reasonable adjustments can vary widely depending on the specific needs of the employee. Common examples include:

Physical modifications: Installing ramps, modifying restrooms, changing lighting or temperature, or adjusting workspace layout to improve accessibility.

Flexible working arrangements: Allowing altered work hours, part-time roles, the ability to work from home, or a phased return to work.

Specialised equipment: Providing ergonomic furniture, screen readers, specialist software, or other assistive devices.

Adjustments to duties: Modifying job descriptions, offering suitable alternative roles, or redistributing tasks.

Training and support: Offering training to use new equipment or software and providing ongoing support.

What does ‘reasonable’ mean?

There is a misconception that reasonable adjustments are expensive and difficult to implement. However, many adjustments can be simple, affordable, and effective. The reasonableness of an adjustment depends on several factors:

Effectiveness: The adjustment must effectively reduce or eliminate the disadvantage faced by the individual.

Practicality: The feasibility of implementing the adjustment within the organisation.

Cost: Adjustments should not impose an undue financial burden on the employer. Government grants, such as Access to Work, can help cover these expenses.

Impact on others: The adjustment should not negatively affect the business operation or other employees.

Some adjustments, though made for specific individuals, can benefit the entire workforce. For example, using more visual aids in meetings to support a neurodiverse employee can improve the overall productivity and creativity of other colleagues.

Legal obligations for employers

Under the Equality Act 2010, UK employers must make reasonable adjustments when they become aware—or should be aware—that an employee or job applicant has a disability. This duty is anticipatory, meaning employers should foresee and act on the potential needs of disabled employees, rather than waiting for specific requests. Failing to make reasonable adjustments can lead to claims of disability discrimination with legal and financial repercussions.

The role of occupational health

Occupational health services play a crucial role in identifying and recommending reasonable adjustments. These services provide expert assessments of an employee’s health in relation to their work and suggest appropriate adjustments. Occupational health professionals work with employees, employers, and healthcare providers to create tailored plans that address individual needs while considering business requirements.

Conclusion

Understanding and implementing reasonable adjustments is essential for creating an inclusive workplace that supports the wellbeing and productivity of all employees. The legal framework provided by the Equality Act 2010 ensures that disabled individuals are protected and given equal opportunities to thrive in their careers. Employers must stay informed about their obligations and actively engage with occupational health services to provide necessary support. By doing so, employers not only comply with legal requirements but also foster a diverse and dynamic workplace where everyone can contribute their best.