advocate | winter 2013

advocatethe magazine from the uk’s leading employee benefits advisory

winter 2013 | issue#8 | advogroup.co.uk

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advo group advo’s nadiya hasan’s fantastic health insurance award win page 24

one hundred yearsexclusive interview with greg whyte, Olympian, activity guru and scientist page 10 “There is a direct link between disease and inactivity. Unless we address this, no amount of pharma will make the difference to the population’s health”

computers 4 africaadvo group’s donation and how you can get involved page 28

advogroup.co.uk | what’s in issue #8?

what’s inissue# 8?Welcome to the Winter 2013 edition of Advocate magazine bought to you by ADVO Group.

In this edition we are bringing you an exclusive and in depth interview with Greg Whyte. Professor Greg Whyte is an Olympian, ‘physical activity guru’ and world-renowned scientist. Greg is better known for his more recent role of preparing celebrities for Comic Relief challenges. Professor Whyte is a member of One Hundred Years’ Global Faculty – an international network of medical practitioners. We discuss with Greg the main issues facing international healthcare, advances in medicine impacting on how we live our lives in future, his role as an Olympian and much more.

We are also highlighting the recent, and surprsing research that many people’s efforts to leave behind the hustle and bustle of working in the city can in fact actually leave them with more cramped working environments than before.

Other research has discovered that the UK, alongside Germany, has the worst sickness absence rate in Europe! The research puts forward the argument that ‘An extra one million employees could be at work each day across the EU (over 60,000 in the UK alone), if early interventions were more widely accessible for those with musculoskeletal disorders (MSDs) such as back pain‘. Also in this issue of Advocate are the alarming findings from a survey that has found that sexual harassment is more widespread in today’s workplace than one might think.

There is also plenty of news from here at ADVO Group. We are delighted to announce that ADVO’s Business Development Advisor, Nadiya Hasan, was awarded the title of ‘Best Individual Impact by a Newcomer’ at the Health Insurance Awards 2013. ADVO’s Colin Boxall was on employeebenefits.co.uk discussing the range of different viewpoints on the trend of open referral being offered by insurers. And lastly, ADVO Group were also able to made a large donation of PCs and other computing hardware to the excellent charity ‘Computers 4 Africa’.

larry bulmerchief executive

Larry Founded ADVO Group in 1997 and remains fully involved in the day-to-day running of the business

[email protected]

In this edition we are bringing you an exclusive and in depth interview with former Olympian and member of One Hundred Years, Greg Whyte

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meet the team at advo group

colin boxallcommercial director

Colin joined ADVO Group’s board in 2008 and has over twenty years healthcare experience.

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kevin crewit director

Kevin is constantly working to make sure that ADVO Groups award-winning ADVO Online service is the best it can possibly be.

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chris mc crackendirector

Chris joined the main ADVO board in 2008 having previously worked in wider financial services.

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gill mateooperations director

Gill joined ADVO in 2006 becoming Operations Director in 2013. Gill has oversight of all ADVO Systems and procedures.

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advo groupwho we are and what we do...

advogroup.co.uk | who we are

advocate winter 2013 | advogroup.co.uk | 03

Advocate magazine is produced by ADVO Group

Advocate Magazine is produced by ADVO Group and published quarterly.

ADVO Group Ltd is an independent employee benefits advisory with a broad-based clientele. Our objective is to be seen as the UK’s most trusted adviser on employee benefits solutions.

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contents issue#8winter2013

occupational health

Page 06 | UK has second worst sickness absence rate in Europe but hope for reducing sick days remains

Page 10 | Exclusive interview with Greg Whyte, One Hundred YearsPage 14 | Research reveals escaping the city may mean less space for

office workersPage 16 | Exclusive interview with Vishvapani Blomfield,

Mindfulness In Action

human resources

Page 20 | Sexual harassment rife within the workplacePage 22 | Managers turn to Google for HR information

other advo group news

Page 24 | ADVO’s Nadiya Hasan wins the title of ‘Best Individual Impact by a Newcomer’ at the Health Insurance Awards 2013

Page 26 | ADVO Group’s Colin Boxall: One Size does not fit allPage 28 | ADVO Group donates PCs to Computers 4 Africa

advogroup.co.uk | contents


escaping the city may mean less space for office workers page 14

advogroup.co.uk | contents


page 24 advo & the health insurance awards 2013

advo group donates pcs to computers 4 africa page 28

exclusive interview with greg whyte, one hundred years page 10

escaping the city may mean less space for office workers page 14


advogroup.co.uk | reducing sick days in the uk

UK has second worst sickness absence rate in Europe but hope for reducing sick days remainsaccording to latest study theworkfoundation.com

The UK and Germany have the worst sickness absence rates in Europe, lagging behind countries such as Poland, France and Romania. An extra one million employees could be at work each day across the EU (over 60,000 in the UK alone), if early interventions were more widely accessible for those with musculoskeletal disorders (MSDs) such as back pain. This is according to a report from the Fit for Work Europe Coalition, written by The Work Foundation and published at a summit in the European Parliament, Brussels, endorsed by the Lithuanian Presidency of the EU Council.

Data shows that over 35 million days are already being lost each year to sickness absence in the UK. With many EU member states set to see 50% of their population diagnosed with an MSD by 2030, the report warns that this growing problem cannot be ignored and must be urgently addressed.

The leading cause of sickness absence across the EU, 44 million workers have MSDs – including back pain and strains of the neck, shoulder and arms. This costs up to €240bn annually in lost productivity and sickness absence, representing up to 2% of GDP across the EU. The report calls on EU member states to coordinate action between government departments, employers and clinicians to tackle this problem and save billions while transforming the lives of those affected by such devastating conditions.

“Our analysis now shows that, because access to early healthcare interventions

for workers with MSDs are not being prioritised,” said Professor Stephen Bevan, Founding President of the Coalition – a group representing physicians, patient organisations, economists and researchers promoting policies to improve workforce health. “Thousands are taking unnecessarily long periods away from work or even leaving work permanently when tried and tested tactics could be helping to speed up their recovery and return to work,” he added.

Using data from a two-year trial of a successful early intervention clinic for people with MSDs in Madrid, Spain, the Fit for Work Coalition has developed estimates of the effect of repeating its results across 12 EU member states where comparable data exists.

By assessing and treating 13,000 workers with MSDs after five days of sickness, the Madrid clinic succeeded in reducing temporary work absence



by 39%. The report explores the impact of these findings on 12 EU member states and predicts how they will affect all 28 EU member states.

Professor Steve Bevan, who is also a director at The Work Foundation said, “If these results were repeated across the whole of the EU, we estimate that up to one million workers would be available to work each day. This would be a considerable boost to productivity and significantly reduce sick pay bills at a time when member states are under pressure to make savings and increase economic growth and to tackle unemployment and under-employment. Even if the reduction in

absence achieved were 25% rather than 39%, we estimate that in excess of 640,000 workers would be available for work each day.”

The analysis, led by Professor Juan Jovier, shows that, if the Madrid results were repeated across Spain, where 26m working days are lost to MSDs each year, over 46,000 Spanish workers would be available for work each day rather than taking sick leave. The numbers for 11 other EU Member States are equally striking. For example, in Germany, the 217 million working days lost each year to MSDs could be reduced by around 480,000 (39%) if the Madrid clinic results were

replicated – or by over 300,000.

Dame Carol Black, Co-President of Fit for Work said: “In the UK, 300,000 people make long-term sickness absence claims each year. The results from the Spanish study reveal just how important early intervention is for people with MSDs. The study shows that permanent work disability fell by 50%, while temporary work absence fell by 39% – a vast improvement. We know that work is vital for people’s sense of self-worth, and has huge benefits for individuals as well as for the economy. With the sickness absence currently costing the UK economy £15bn, the benefits of early intervention must be taken seriously by all stakeholders and woven into government policies. Our report is also calling on EU member states to coordinate action between government departments, employers and clinicians to tackle this problem and save billions while transforming the lives of those affected by such devastating conditions.”

In the UK, 300,000 people make long-term sickness absence claims each year Purification Tejeda, a patient suffering from extreme pain from carpal tunnel syndrome, described how she benefited from the support of the early intervention clinic, “I was so scared about the impact it would have on my personal working life. I was given the right diagnosis, treatment and care very quickly and this helped to take away my unbearable pain. Thanks to this clinic, I can go back to work again. Work is so important to me. It makes me feel useful and responsible. I feel alive again.”

The full findings of the research will be presented at a summit hosted by the Fit for Work Coalition taking place at the European Parliament today (16 October). It will be attended by the Lithuanian Minister for Health of the EU and international delegates from welfare and health government departments, businesses and healthcare organisations.

As published on theworkfoundation.com




If these results were repeated across the whole of the EU, we estimate that up to one million workers would be available to work each day

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advogroup.co.uk | exclusive interview with greg whyte


greg whyte one hundred years

advogroup.co.uk | exclusive interview with lucy irvine, advo group

advocate spring 2013 | advogroup.co.uk | 55

There is a direct link between disease and inactivity. Unless we address this, no amount of pharma will make the difference to the population’s healthgreg whyte, one hundred years 100years.com

Professor Greg Whyte is an Olympian, ‘physical activity guru’ and world-renowned scientist. Greg is better known for his more recent role of preparing celebrities for Comic Relief challenges. Professor Whyte is a member of One Hundred Years’ Global Faculty – an international network of medical practitioners.

One Hundred Years is the first fully coordinated and comprehensive professional health management service in UK and Europe. Its mission is to optimise its members’ lives through a range and combination of unique services, refusing to be constrained by the current structures in health care today. One Hundred Years offers 24-hour Corporate Health Office services for its members and group clients, managing every aspect of healthcare: from detailed initial assessments, the formulation of health optimisation programmes, the use of global experts to implement programmes into action, and world-leading insurance cover giving priority access to the world’s leading clinics, surgeons and other experts. Professor Greg Whyte is an Olympian, ‘physical activity guru’ and world-renowned scientist. Professor Whyte is a member of One Hundred Years’ Global Faculty –an international network of medical practitioners. In our latest exclusive interview we discuss life an Olympian, the main issues facing international healthcare and much more.

What made you accept the role of health and human performance scientist for One Hundred Years?

In a word – proactivity. I feel strongly that too much of health care provision in the UK is reactive. One Hundred Years is changing this with its proactive approach. Such an approach not only serves to benefit individuals in terms of optimising their health and improving their quality of life, but as a result it reduces their spend (and that of insurance companies) on reactive medicines and treatments.

I feel strongly that too much of health care

provision in the UK is reactive What is more rewarding, your life as an Olympian or your current role?

Both roles are equally rewarding. In life, it’s not just about what you did, but what you do – and enjoying it. My role of optimising the health of individuals, to help them achieve their life goals, is rewarding in its own way.

What do you think are the main issues facing international healthcare, and what should international health insurance provide that is not currently covered?

As the global population lives longer, the disease environment continually evolves. Improving the quality and longevity of life comes against the backdrop of new diseases and health problems subsequently emerging. For example, Alzheimer’s and dementia are commonplace now, when 50 years ago they were extremely rare. As demand increases on the public healthcare systems around the world, people are increasingly turning to private systems to provide a better service. Amidst this growing market lies the question, “is there the capacity to help deliver that care at the quality people should be able to expect?”. Until now, individuals’ private healthcare treatment has been dictated by their insurance companies, which opens the possibility of the



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needs of the insurer coming before those of the individual. The best form of care will be one where the individual is free to see who they choose, and One Hundred Years are the first organisation to give such unrestricted choice and access.

What do you think are the most forgotten but simple things people could do to look after their health?

PHYSICAL ACTIVITY. The data is unequivocal. As affluence rises and we move towards an environment of reduced workplace activity, where the automation of jobs is fast replacing the physical demands on individuals, we can see a parallel rise in chronic diseases. There is a direct link between disease and inactivity. Unless we address this, no amount of pharma will make the difference to the population’s health.

How do you see advances in medicine impacting on how we live our lives in future?

Advances in medicine will naturally come, but what the advancement of health is really about is individuals taking greater responsibility for their own health. Rather than viewing the healthcare industry as a cure, it should be seen as a support structure to prevent things from going wrong, and to help individuals best manage their health problems if and when they do arise. For example, just because a car is insured, one wouldn’t then set out to crash it. The same goes for one’s health. Everyone wants to either feel better, look better, perform better or live longer. This is what is so attractive about One Hundred Years, as a key line of our service involves empowering individuals to assert greater control over their health by providing personalised medicine and personalised options for treatment and assessments. What do you find more challenging and rewarding, motivating a celebrity to swim the channel or a person suffering a serious illness or injury to return to a normal life?

They are very different challenges, but share a common principle – the journey for the individual. Devising a programme to undertake this journey, while providing the professional and social support structure to relieve

patients of any unnecessary

worries that we at One Hundred Years can take care

of, is what makes my role so

rewarding.

What was your hardest challenge with the many celebrities you have worked with for Comic Relief?

Supporting David Walliams in his efforts to swim the Thames ranks as the toughest individual challenge of the 14 that I’ve done. There were so many challenging factors involved from a physical, mental and environmental point of view. As with any linear endurance activity, there is a great deal of repetition involved and it put a huge amount of stress on a core number of muscles. Despite being a cold and lonely activity at times, both David and I hugely enjoyed it. It also embodies what I and One Hundred Years is all about – taking on any task in a professional manner, no matter how physical or daunting, and conquering it.

For more information on 100 Years visit 100years.com.

Keep up to date with the latest interviews at news.advogroup.

co.uk.


They are very different challenges, but share a common principle – the journey for the individual

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discover what makes advo stand out from the crowd...speak to one of our expert advisors today on 0845 2578833



advogroup.co.uk |escaping the city may mean less space for office workers


research reveals escaping the city may mean less space for office workers

bco.org.uk

The latest British Council for Offices (BCO) Occupier Density Study reveals London and the South East have some of the most spacious workplaces in the UK as changing work patterns transform how offices are occupied. New figures from the BCO reveal that London offices from an overall building perspective are less densely occupied than those outside the capital, and more likely to accommodate meeting rooms and breakout areas that provide a greater variety of work setting for staff.

The BCO’s 2013 Occupier Density Study found that the South and West region has the highest density offices at 8.6m2 per workplace. London (11.3 m2) and the South East (12.7 m2) have lower densities, across

entire buildings, than all regions apart from Wales (11.4 m2). According to the research, the average density of workplaces in the UK today is 10.9 m2 per workplace compared to 11.8 m2 in a previous 2008 survey. This marks a

significant increase since 1997, when surveys at the time indicated that the average office density was 16.6 m2.

While economic pressure and flexible working patterns have encouraged

more efficient and more effective occupation of space over recent years, leading to higher workplace densities, this latest figure represents a slowdown of the rate of increase.

The research will be useful in informing the BCO’s next Guide to Specification, which is due to be published next year, and in guiding the industry about what needs to be done to future proof buildings to

respond to the changing needs of the workplace.

Richard Kauntze, Chief Executive of the BCO, says:“More and more occupiers are now looking for buildings that can cater for a variety of workplace settings and that can respond to their changing needs over time. Traditionally the development sector tends to create workplaces based on a high density

use across the whole space, which has required a higher specification to support it. The challenge in the years ahead will be to design buildings that can meet these aspirations without resorting to over specification

Organisations want to manage their work environments more flexibly, and the ability to increase occupation density is a key element. As a result they desire workplaces that can adapt to specific increased demands as their business needs evolve.”

Organisations want to manage their work environments more flexibly, and the ability to increase occupation density is a key elementThis is further borne out by the study’s findings that more diverse working patterns have seen typical space budgets within buildings change. While at one time a typical space budget might have consisted of 80% fixed workplaces, 15% meeting space and 5% other support space (post rooms, computer rooms etc), the average office today is likely to have a greater variety of work settings, with fixed workplaces accounting for a smaller proportion of the overall space budget. Instead meeting rooms, client entertainment spaces and breakout areas are increasingly used as working styles become more flexible and mobile.

The report found that this is particularly the case for the Corporate, Technology, Media & Telecommunications (TMT) and Professional Services sectors which have average densities of 13.1m2, 12.3m2 and 10.5m2 compared to 9.7m² for the Financial & Insurance sector. Next year the BCO will publish guidelines for workplace densities and consider their impact on key building design parameters as it launches the new BCO Guide to Specification, the ‘standards bible’ for commercial office space in the UK.

For more occupational news visit news.advogroup.co.uk.


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advogroup.co.uk | exclusive interview with vishvapani blomfield

Mindfulness is helpful in many situations: it’s a way of managing stress at work and also working more effectively with serious conditions Vishvapani blomfield, mindfulness in action mindfulnessinaction.co.uk

Vishvapani is the Director of Mindfulness in Action, which he founded in 2010 in Cardiff to offer training in Mindfulness Based Stress Reduction in the region and nationally. It runs courses for the general public, 1:1 mindfulness coaching in person and by telephone and bespoke training courses for organisations and workplaces. Vishvapani has practiced mindfulness and meditation since he was a teenager and is known as an author and broadcaster on connected themes. In our latest exclusive interview we discuss with Vishvapani the value that Mindfulness can have in the workplace and some of the world’s largest companies that are fully utilising the technique.

How would explain mindfulness to someone who has never come across the concept before?

Mindfulness is the capacity to stand back and notice what’s going on in our experience calmly and without judging if it’s good or bad. It means being focused on what is happening right now and letting go of the thoughts that crowd in with regrets about the past and worries about the future.

So mindfulness is a faculty, not a technique. You can cultivate it in lots of ways, but simple meditation practices that calm and focus the mind are particularly effective. Buddhist meditators have used these for thousands of years, but now they’re being subjected to extensive research and taught through tailored courses in secular settings such as the workplace.

Mindfulness is helpful in many situations: it’s a way of managing stress at work and also working more effectively with serious conditions like

chronic stress, anxiety an depression. It really helps to notice thoughts connected with stress (“I have to do this; without me it will all go wrong!); with anxiety (“I’m doing what I can, but I think something bad is going to happen); or with depression (“I’ve got it wrong … again! What’s wrong with me and my life?”). That’s why mindfulness is being taken up wholesale by cognitive therapists and used as a frontline treatment within the NHS.

But there’s much more: mindfulness can help you focus more effectively and live with greater appreciation and satisfaction. I am currently working with someone who’s improving his golf game by learning to be fully present when he takes a shot. And I once worked with a top heart surgeon who learned to pause rather than leaping into action when a crisis happened during surgery, so he could make the best decision.

What is it that makes Mindfulness in

Action unique?

Mindfulness training is a distinctive approach and it’s different from most approaches to ‘self-help’ and stress management techniques. It isn’t about teaching relaxation or even meditation; it’s about exploring what it means to more aware and alive in this moment. It includes turning towards the challenges and difficulties we face, rather than finding ways to avoid them or distract ourselves. It isn’t a clever technique; it’s a different way to live.

At Mindfulness in Action we aren’t trying to be different from other mindfulness trainers, but we are trying to offer mindfulness with a high level of skill and authenticity. I strongly believe that mindfulness trainers must practice what they teach, bringing mindfulness into their life and work.

Personally, I’ve been practising mindfulness for almost 35 years, and my colleagues are also very experienced practitioners. Mindfulness



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is caught as much as it is taught.

What does your typical day at Mindfulness in Action involve?

In the mornings I’m usually either writing or offering one-to-one mindfulness training sessions with people either in person in Cardiff or by phone or Skype. Sometimes I take people through the standard eight-week course, and sometimes we work more informally, depending on what is right for them. On the writing front I am an author and I’ve being doing Thought for the Day on Radio 4 since 2006.

In the afternoons, when I am not engaging with admin, I might be teaching a session for workplace and public sector clients. Right now, on two afternoons a week I am teaching a mindfulness course for Probation Wales with serious offenders. That has been very different, but very rewarding. A couple of evenings a week I teach mindfulness courses for the general public here in Cardiff.

It’s important to me to weave a thread of mindfulness through all this activity: starting the day with meditation, taking mindful breaks in the day, bringing awareness to how I listen to others, being as fully present as I can and noticing my reactions.

What part of your role gives you the most satisfaction?

I love working closely with others and exploring what mindfulness can mean in their life, in relation to their character, problems and habits. I love listening deeply, and working with what is most important and most challenging. This is especially satisfying when people change. Mindfulness is a gentle approach, but often the people make big changes in their lives, letting go of powerful habits, like the ones that accompany stress or depression and cause so much suffering.

What direction or increased specialisation do you see Mindfulness in Action taking in the future?

We are particularly interested in working with public and service sector organisations in a variety of ways: working with staff to increase their resilience and skills, and also working with the service users.

For example, we are hoping to develop our work with offenders and also to work with probation officers, both to help them manage work-related stress and to work with clients more

mindfully. In time, we may offer mindfulness in educational settings and healthcare, for example working with people with chronic pain and depression.

How effective can mindfulness be in helping employees deal with stress?

Mindfulness can make all the difference at work. If you have work deadlines piling up and are getting increasingly stressed, it helps to take a breath, notice that and make a wise choice about what to do next: prioritise, take a break, or just keep going, but letting go of some of the excess worry. There’s more to this than crisis management. It’s possible to find new ways of working that are inherently less stressful, even when you have many demands: learning to pace yourself, manage priorities, handle conflict better and to more aware of your colleagues and their needs.

Mindfulness is also a key to making decisions that are less driven by anxiety, habit or getting over-excited. Taking a balanced perspective and making better decisions is crucial for anyone in a management role.

Do you think the stress levels employees face have increased over time and if so, why do you think this is?

I don’t think people need me to speculate about what’s happening in the workplaces: just look around you! Better still, take a pause in reading this, take a breath, feel your feet on the floor and take stock of what’s going on in your mind and your body right now. The statistics are there to show how workplace stress, mental problems and absenteeism are rising, but we can also see the causes of stress in our direct experience, right now, in this moment!

The statistics are there to show how workplace stress, mental problems and absenteeism are rising, but we can also see the causes of stress in our direct experience What do you think is preventing some companies and organisations from utilising Mindfulness

techniques?

Mindfulness is new. The practices have been around for thousands of years, but mindfulness techniques have only been used in secular settings such as workplaces over the last thirty years or so, and widespread awareness of them is more recent still. Many companies are held back from exploring mindfulness training because they don’t know about it or because the images and ideas they have are wrong.

So let me say, it’s not about zoning out; it’s not religious; and it’s not just for


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If you have work deadlines piling up and are getting increasingly stressed, it helps to take a breath, notice that and make a wise choice about what to do next


hippies and people in yoga pants!

Perceptions of mindfulness are changing with the take-up of mindfulness training in companies like Apple and Google as well as in blue-chip management teams and even the US Marines (they love mindfulness). Scientific research is also helping. In the 1990s that meant a few research papers here and there, but now there are hundreds of papers every year and the US National Institute for Health is putting tens of millions of dollars into mindfulness research. Some studies show people feeling better

after a mindfulness course and proving more robust and emotionally aware, others are mapping the effects of mindfulness on the brain, showing that even a relatively short mindfulness course produces measurable effects on the parts of the brain associated with emotional regulation, calm and balance.

Mindfulness is actually flavour of the month in some quarters, like Silicon Valley, cognitive psychology and counselling, but it isn’t just a fad. My own view is that we are only starting to explore how to use mindfulness in

secular settings.

For more information visit www.mindfulnessinaction.co.uk.

Make sure your employees are happy and engaged by providing them with the best possible employee benefits package. ADVO offers advice on a multitude of different employee benefit solutions. Get in touch today with one of ADVO’s expert and fully independent employee benefit advisors o 0845 2578833 or email us at [email protected].

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advogroup.co.uk | publice sector workers are the least confident

advocate spring 2013 | advogroup.co.uk | 32

advogroup.co.uk | sexual harassment rife within the workplace

sexual harassment rife within the workplaceaccording to new survey slatergordon.co.uk

Six in ten working women have had a male colleague behave ‘inappropriately’ towards them, new research has revealed. The study showed that women were still subjected to sexist attitudes at work with the old clichés of men slipping a hand up their skirt or patting them on the bum still a regular occurrence for some women. While nearly a quarter of women have experienced a senior colleague making a pass at them at some point in their career.

When it came to inappropriate comments and touching more than half of the offenders were more senior members of staff and two thirds of women said the inappropriate behaviour came from a married man.

But despite saying that the behaviour of their colleagues was often degrading and embarrassing only 27 per cent reported the behaviour to someone senior.

The research polled 1,036 women and was commissioned by employment law specialists Slater & Gordon.

Claire Dawson, employment lawyer at Slater & Gordon said: “We deal with some really shocking cases of sexual harassment in the workplace but it’s always surprising to hear how widespread the issue is and how many women don’t feel like they can report behaviour like this.

“We are well in to the 21st century now and the message doesn’t seem to have got through to everyone that this just isn’t acceptable. Women have a right to go to work without having to fend off unwanted advances or inappropriate behaviour from members of the opposite sex.”

“Unfortunately this research confirms what we often see which is that the woman who is being harassed ends up being unfairly disadvantaged because of it.”

More than a third said a senior male colleague had made inappropriate comments about their breasts, sex life, bum or the clothes they were wearing.

One in six women had been forced to fend off a colleague who tried to kiss them and twelve per cent had a colleague place his hand on her behind.

Women also reported incidents where colleagues put their hands up their skirt, touched their legs or thighs and put their hands in the small of their back.

Of the sixty per cent that said they have experienced inappropriate behaviour from colleagues 21 per cent classed the behaviour as persistent.

The most common places for women to experienced inappropriate behaviour were at their desk while they were working late, at an office party or in a staff corridor or lift.

Two thirds said they think that senior people think they can behave however they want with younger colleagues and one in five have wanted to leave a job after an incident.

The research showed that after an incident of inappropriate behaviour women often found themselves ignored by the member of staff or even bad-mouthed or embarrassed.

Of the 24 per cent of women that had a superior make a move on them five per cent then lost their job and more than one in ten said they had been turned down for a promotion.

Nearly half of the women polled had been warned to expect inappropriate behaviour from a certain colleague while the same amount said they thought sexist behaviour would always exist in the workplace.

Only 14 per cent of women are confident that in a few generations sexual discrimination will be a thing of the past while nearly a fifth of women felt that they may have had a more successful career if they had been more receptive to colleague’s flirtatious behaviour.

To read more about this from Slater & Gordon see: http://www.slatergordon.co.uk/media-centre/press-releases/2013/10/sexual-harassment-rife-in-the-workplace-new-study-reveals

Whatever industry you and your employees work in you can ensure they stay healthy with a employee benefit and health & wellbeing solution from ADVO. To find out just how much of an impact this can have on your business speak to one of our expert and fully independent advisors on 0845 2578833 or email us at [email protected].


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advogroup.co.uk | sexual harassment rife within the workplace



managers turn to google for hr information news.advogroup.co.uk

The relationship between line managers and their HR colleagues is under increasing strain, according to new research from global management consultancy, Hay Group. HR teams are feeling stretched. Almost all (94 per cent) HR Directors state that their department was reduced as part of company cost-savings. Three in ten (30 per cent) experienced particularly deep cuts with teams reduced by 11-25 per cent.

At the same time, line managers are leaning heavily on their HR teams. More than two thirds (68 per cent) of HR Directors believe that dealing with day-to-day enquiries from line managers takes up to one third of their time. As a result, over a third (38 per cent) of HR Directors agree or strongly agree that their team spends too long “hand-holding”, preventing them from taking a more strategic view. And the overwhelming majority (94 per cent) of HR Directors believe that empowering line managers to make people decisions is a top priority. However, currently almost half (44 per cent) of UK managers feel disempowered and a further 50 per cent do not agree that they have adequate support from HR to be a good manager.

David Smith, consultant at Hay Group comments: “At a time when HR departments are already stretched, many are struggling under the additional weight of frequent enquiries from managers – from questions about pay and recruitment to development and process.

“Building a stronger alliance with line managers is therefore a key concern for many HR Directors, as they strive to adopt a more strategic role in business.”

Despite their frequent contact, there is little sense of partnership between managers and HR teams, with almost two thirds (64 per cent) of HR Directors stating that line managers expect immediate responses to queries and are unforgiving if the process takes longer. However, the tension comes from both sides as almost half (48 per cent) of line managers find that their HR team is slow to respond to requests. A further 40 per cent feel that HR actively block them from making decisions themselves and two thirds (66 per cent) say that HR closely guards information and data. In addition, a substantial number (58 per cent) of line managers feel that the process for hiring, promoting and resource planning is convoluted and inefficient. As a result, 41 per cent state Google is a better source of information than their HR team.

The message from line managers is clear: the majority (56 per cent) agree or strongly agree that they could make better, faster decisions if the HR team shared more information. 46 per cent state that HR needs to be more responsive and open in order for them to work effectively together. More than one in ten HR Directors globally (14 per cent) cite slow adoption of technology as a key challenge.

David Smith adds: “HR policies provide a strong framework for managers and their employees to act in a way that supports the overall business strategy. The challenge, as we can see from our research, is how to translate this meaningfully to the frontline without stifling or controlling. Activating the workforce by putting more information into the hands of managers is the answer to this challenge. By relieving the pressure on HR and harnessing new technology to give managers access to the information and support they require at their fingertips, HR will start to partner more effectively with managers across their business.”

advogroup.co.uk |managers turn to google for hr information

find out how cash planshelp everyday expenses

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advogroup.co.uk | advo and the 2013 health insurance awards


advo’s nadiya hasan wins thetitle of ‘Best Individual Impactby a Newcomer’ at the healthinsurance awards 2013& advo are ‘highly commended’for best group internationalpmi intermediary advogroup.co.uk

This year’s Health Insurance awards once again lived up to its reputation as one of the industry’s most respected and prestigious award ceremonies of the year. 850 industry professionals attended the Great Room at the Grosvenor House Hotel on London’s Park Lane to celebrate the greatest achievements within the industry. The award ceremony, which took place late-October proved to be a great night for ADVO.

ADVO Group’s Business Development Advisor, Nadiya Hasan, was awarded the title of ‘Best Individual Impact by a Newcomer’. This award was unanimously seen as thoroughly deserved as a recognition of Nadiya’s excellent work at ADVO and her contributions since joining ADVO Group back in 2012.

Nadiya was in fact quoted one year ago in the Winter 2012 edition of Advocate commenting on becoming one of the new members of staff within the company “Over the last few months I have learnt a great deal more about all the aspects or private medical insurance and the importance of treating each client as an individual. I really enjoy working for a company who have the clients’ best interest in mind at all times and where going the extra mile for people is the standard behaviour. In the future I hope to continue with the promotion of ADVO Group”. Nadiya certainly has continued with her great work with ADVO and it’s excellent to this recognised by the industry.

I really enjoy working for a company who have the clients’ best interest in mind at all times and where going the extra mile for people is the standard behaviourADVO Group CEO Larry Bulmer commented on Nadiya’s award in the October 2013 newsletter saying “Congratulations to our Nadiya Hasan who has won the Health Insurance Award for the ‘Best Impact by Newcomer’, a well-deserved and popular industry choice”.

In addition to Nadiya’s award win, ADVO were also ‘highly commended’ as whole for the award category of ‘Best Group International PMI

Intermediary’. This continued ADVO’s well-established history of success at the Health Insurance Awards. Larry Bulmer also commented on ADVO’s recognition in this field “ADVO was also highly commended for our management of international clients. The coveted awards are judged by a panel of notable industry figuresand so it is particularly pleasing to be recognised by our peers”.

Discover for yourself how ADVO Group have their clients’ best interests in mind at all times by speaking to one of our expert and fully independent advisors today on 0845 2578833 or emailing us at [email protected].

“

”

advogroup.co.uk | advo and the 2013 health insurance awards


advogroup.co.uk | one size does not fit all

advo’s colin boxall: one size does not fit all news.advogroup.co.uk


“”

A recent article on Employee Benefits Magazine discussed the range of different viewpoints on the trend of open referral being offered by insurers. Open referral is the restriction placed on the patient’s choice of consultant whereby the patient is usually only given a choice of a small handful of consultants. ADVO’s Colin Boxall was quoted on the article giving his thoughts.

“When open referral was introduced, a number of my colleagues said: ‘Only Bupa could do this.’ Bupa’s market share and influence can, arguably, enable it to mould medical insurance thinking more effectively than other insurers. Its bold approach to managing treatment costs, in turn managing client premiums, has been validated to some degree by the recent Competition Commission findings highlighting that hospital costs in some areas should be lower.

Where Bupa led, others followed, seeing the value of open referral to their customers. Implementation and flexibility does play a part in success, however.

When open referral was introduced to our clients, some immediately saw the logic and benefit, while others viewed it less favourably. Certainly we have

found no employers have chosen to move to an insurer because they want open referral, but we have seen some move away. The decision as to whether this fits depends on the culture and aims of the organisation.

At Advo, we wholly support the concept and see it as a positive step forward, but it is important to understand that one size does not fit all. Indeed, the very essence of medical insurance is choice and empowerment, something that open referral perhaps removes to some degree.

the very essence of medical insurance is choice and empowerment

Insurers that advocate open referral will say choice remains, but with the added benefit of outcome certainty and lower claim costs. But some employers insist it should be up to their employees to select the consultant to look after them. Private medical insurance has always been about choice, the ‘who, where and when’; restricting the ‘who and where’ does not sit comfortably with some employers, regardless of the possible merits.

It is true that insurers with open referral will allow choice; some make it easy, others less so. I commend Bupa for introducing positive innovation, but urge all insurers to continue to allow employees the choice to select what is best for them”.

For more information on ADVO visit www.advogroup.co.uk.



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advogroup.co.uk | generational tensions


advo donates pcs to computers 4 africa news.advogroup.co.uk

Computers 4 Africa is a fantastic registered charity which seeks to makes excellent use of old computers by sending them out to be used in African schools, colleges and community projects. Computers 4 Africa reports that ‘a single recycled PC or recycled laptop can impact 24 children’s lives during its first year, offering new hope to break out of the poverty cycle’.

ADVO were delighted to be able to provide Computers 4 Africa with a delivery of PCs, monitors, printers as well as various other pieces of hardware.

ADVO Group’s IT Director, Kevin Crew commented “We decided to donate our old IT equipment to Computers 4 Africa as we know it will make a huge difference to others who are less fortunate. Having access to computers is now such an integral part of education and learning as a whole and its great to think that our computers will still be able to provide this function. Computers 4 Africa also provides an extremely environmentally friendly solution to managing IT equipment that is no longer needed. If any companies or individuals find themselves with computers they no longer need then I would definitely recommend Computers 4 Africa as a great way to make use of that hardware”.

To gain a greater insight into Computers 4 Africa and the fantastic work they do ADVO Group recently

caught up with the charity’s Head of Marketing, Sharon Roberts.

Tell us more about the charity’s background.

Based in Aylesford Computers 4 Africa are a UK registered charity. Aseri Katanga, Chair of Trustees has a dream that all Africa kids will be able to tell the difference between a mouse and a mouse! Brought up in Bukoba Tanzania and coming to the UK to further his education, Aseri knew first-hand the opportunities that were available when IT is part of the curriculum. When he saw the company he worked for at the time disposing of old computers in the skip he knew in his village that would make the world of a difference; with organisations/individuals in the UK donating computers Aseri provided IT into 26 schools in Tanzania. Computers 4 Africa came into existence in 2005 and to date 1.3million children have accessed as a result with 326,560 currently using their computers. Following a merger with Digital Pipeline in 2011, Computers 4 Africa have been given additional

opportunities; although Africa is still our geography of choice with Computers 4 Africa as our Working Name, the charitable objectives of Digital Pipeline is to supply worldwide.

What does your typical day at Computers 4 Africa involve?

Wow that’s quite a question! Most of my time is spent at our headquarters in Aylesford Kent and where I am responsible for the marketing for the whole organisation. With a general marketing strategy to cover the whole of the UK mainland; I have developed a strategic on-going campaign with our ‘Big and Famous in the South East‘, this is where is want EVERYONE to know about Computers 4 Africa. As relationships are key I attend regular networking events and exhibitions, talking to people about what we do and the changed lives; follow up on leads and contacts; I also look for creative ways to communicate our message using e.g. the seasons, (we are running a design a Christmas Card competition open to all primary school aged

advogroup.co.uk | advo donates pcs to africa


advogroup.co.uk |advo donates pcs to africa

children within the area) current affairs and issues that are relevant to the sector I am communicating with. Typically, these would include education, councils and council officials, local businesses, corporates and individuals, using through every medium possible informing and reminding so when they want a charity to raise money for or have an IT refresh they remember Computers 4 Africa. I enjoy my role and look forward to coming into work, facing the challenges and get excited when I hear feedback from the African projects.

Are you seeing an increase in the number of companies realising the good use that their old IT equipment could be put to?

Yes, we certainly are, once organisations know the service we can provide we are seen as a Win-Win alternative. As we collect their old computers and IT equipment companies know that by reusing rather than recycling they will make a difference in Africa, whilst still complying with the WEEE Directive, environmental and CSR targets.

What do you think is preventing some companies from realising the great cause that they could be

putting their old computers to?

I think it is in the main lack of knowledge – firstly to our existence and then to specific areas of concern, whether that is data security, how the process works, potential costs, etc. all of which I am very happy to talk through.

Do you think there are any wider issues of wastefulness?

I think that we have a responsibility to wherever possible look to repurpose and reuse; it’s very easy to be part of a ‘throwaway society’. As an organisation we are now Carbon Neutral, this was a deliberate decision as it’s environmentally consistent with our IT reuse and repurposing principles.

How can people get involved in the scheme in their local area?

We do have a network of drop off points across the UK (details on the website) for donations of 10+ computers a free collection service is available.Visit us in Aylesford with any equipment you would like to donate.Look into raising some funds through the Elimu Project (education in Swahili), items include £5 for a USB

wristband, £775 for course fees to train a student into an IT teacher up to £8,000 to convert a shipping container into an IT Classroom.

Do you think there is a benefit for companies in their staff knowing that their company is involved in a great scheme such as Computers 4 Africa? For example, do you think this can boost staff morale?

There is great value in staff knowing their old equipment goes to – it does give a boost to morale especially when feedback and photos are received. With the potential to fund raise for us this is an ideal opportunity for staff to work together, building comrades together.

Computers 4 Africa has a very active Facebook page. What kind of information can we expect to find here?

I would like to think our FB page shows an eclectic mix of relevant and interesting articles, news about our work in the UK with stories and impact from Africa, peppered with some team activities and fun bits and bobs.

For more ADVO news visit news.advogroup.co.uk.

thank you for readingsee you in the spring for the next edition of advocate magazine! issuu.com/advogroup

Thanks for catching up with us here at ADVO Group for this Winter edition of Advocate magazine. Advocate will be back once again in the Spring to provide you with the very best human resource, occupational health, employee benefit and private medical insurance news, interviews, features and more!

ADVO Group’s account on Issuu.com will continue to be the primary home for Advocate magazine.

The best way to stay in touch is by subscribing to the news section on the ADVO Group website. You can do this by entering your email address at news.advogroup.co.uk/subscribe.The subscription process is incredibly simply and best of all; it’s absolutely free!

If you’ve got a story that you think belongs in Advocate magazine, whether it’s news focusing on private medical insurance, human resources, occupational health or if you’d like to be interviewed then don’t hesitate to get in touch. Send your inquiries to [email protected]

Just to remind you about who we are and what we can offer, ADVO Group is a multi award winning employee health benefit advisory looking after the requirements of many customers, from small businesses right up to multi national corporations. Whatever your private medical insurance or employee benefit needs, we are here to help. We offer entirely indepent, free and expert advice so don’t hesitate to pick up the phone and give us a ring on 0845 2578833. You can also email us at [email protected].

In case you missed our key contacts at the start of the magazine you can get in touch with any of them on the contact details below.

Larry BulmerChief [email protected]

Chris Mc CrackenDirector, [email protected]

Colin BoxallDirector, [email protected]

Kevin DrewDirector, Advo [email protected]

Yvette [email protected]

Sharon [email protected]

Emma ShawPersonal [email protected]

Gill MateoOperations [email protected]

You can also get in touch by calling us on 0845 2578833, faxing us on 01622 769211. We also have three offices across the country.

Head office:ADVO HouseSt Leonards RoadAllingtonKentME16 0LS

London Office:Essex Hall1-6 Essex StreetLondonWC2R 3HU

Oxford Office:8 Old Station YardAbingdonOxfordshireOX14 3LD

You can also get in touch through any of our social media channels. You can find us on LinkedIn, Facebook, Twitter, YouTube and Google+. Thanks again for reading and see you in the Winter for the next edition of Advocate magazine.

advogroup.co.uk | thanks for reading


find every copy of advocate magzine online at issuu.com/advogroup

Issue #5 spring 2013

Yahoo! CEO, Marissa Mayer calls an end to working from home, ADVO Group launch ‘healthylife, London employers create healthier workplaces and how occupational asthma can be prevented.

make sure you don’t miss a copy by subscribing to our issuu channel... its 100% free!

Issue #6 summer 2013

Exclusive interview with Paul Farmer, CEO at Mind, an insight into the Chinese healthcare system, Microsoft appoints its first female CFO and much more.


advogroup.co.uk | thanks for reading

Issue #7 autumn 2013

Exclusive interview with Wahanda CEO, Lopo Champalimaud, the rise in cancer patients facing workplace discrimination and how flexible working could add billions to the UK economy.

For more information on Advo Group Limited, visit our website www.advogroup.co.ukAdvo Group Limited, ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS is registered in England (No. 4500663) and is author-

ised and regulated by the Financial Conduct Authority.

Maidstone OfficeADVO House,

St Leonards Road, Allington,

Kent, ME16 0LS

London OfficeEssex Hall

1-6 Essex StreetLondon

WC2R 3HU

Oxford Office8 Old Station Yard

AbingdonOxfordshire

OX14 3LD

Tel 0845 2578833Fax 01622 769211

Email [email protected] advogroup.co.uk

ADVO Group | Employee Benefit ConsultantsADVO Group Limited Registered Office ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS

Registered in England No 4500663.The ADVO Group Limited is authorised and regulated by the Financial Conduct Authority

advocate | winter 2013

Documents

advo groups board

professor greg whyte

greg whytemeet

advo online service

professor whyte

scientist page

depth interview

issue of advocate