Thames Water

Our Health Journey…

Carol Moore

Health & Safety Manager

Our 5 year journey…

There is no single initiative that will have a profound

impact, be relentless over consecutive years…

Karl Simons

Chief Health, Safety & Security Officer

3

Set your strategy - ‘Time to Talk’

The strategy must aim to

Increase the visibility &

profile of mental health in

the workplace

An approach which changes

the business culture to one

of caring…

Tone from the top – Leadership in Health

4

• Mental Health KPIs captured

and reported at Executive &

Main Board level every month

• Deep dive spotlight on Health

topics at quarterly Group

Health, Safety & Environmental

Committee meetings

• Mental Health included within

the Company Annual Report

Executive & Main Board visibility

5

Two thirds of the company’s work is

delivered through our supply chain

partners.

Our strategy had to embrace our supply

chain…and set out our expectations

regarding physical and psychological

health management

Engage Your Supply Chain

6

Infancy

RA

G1

Developing

RA

G2

Evident

RA

G3

Established

RA

G4

Integrated

RA

G5 Percentage

Score (%)

Minimum standards of OH risk management and

well being yet to be achieved in a number of areas

Mostly compliant occupational health risk

management and well being with plans to achieve

minimum standards

Can evidence full compliance with minimum OH

risk management and wellbeing.

Evidence of OH risk management at all levels and

throughout the supply chain

Evidence of strategic OH management at all levels

extending to peer groups and the local community

Limited awareness of practical health risk

managementMeeting minimum standards in most areas Health is considered in all aspects of safety

Ill health prevention strategy integration with

business operations and supply chain

Evidence of an existing health and well being

strategy throughout the culture and management

systems of the business

1Health Risk

Assessment

Health risks inadequately detailed in risk

assessments including COSHH, Musculoskeletal

hazards Gre

en

Health risk included in all risk assessments

including COSHH and controls implemented for

physical health risks e.g. respiratory, vibration,

noise, skin etc…

Gre

en Psychological health risks are also included in risk

assessments and effective controls are place Gre

en

Physical and psychological health risks are

considered as part of organisational changes e.g.

shift patterns, work location, organisational

restructuring etc.

Am

ber

Il l health prevention strategy extends to include

occupational health credentials assessed during

selection of supply chain and are audited to

demonstrate compliance with required standards

Red 7%

2

Hierarchy of control

(collective vs.

personal)

Individuals provided with PPE, but suitability not

checked Gre

en Individuals provided with the correct PPE but

inadequately trained in use and maintenance Gre

en Individuals provided with the correct PPE and

adequately trained in use and maintenance and

involved in the selection procedure Gre

en

Clear evidence that collective protective measures

are considered first i .e. engineering controls,

substitution with less hazardous material. PPE is

last resort

Gre

en

Managers & employees are actively engaged in

monitoring individual health where task specific

health hazards exist i .e. physical and/or

psychological hazards. Evidence of action taken

and records kept.

Am

ber

9%

3 Health SurveillanceLimited statutory health surveillance programme in

place Gre

en Health Surveillance introduced but only major

issues addressed Gre

en Comprehensive health surveillance is in place for

all of identified hazards Gre

en Can evidence how health surveillance trends are

used to demonstrate effectiveness of control

measures Am

ber Health surveillance trends used in review of

management system Red 7%

4 Health Auditing H&S audits do not include health

Gre

en

Health is included in H&S audits

Gre

en

Key performance measures include health topics

Gre

en Health performance indicators( HPI's ) used in

business decisions Gre

en Continuous improvement plans include health

related objectives

Am

ber

9%

No assessment of fitness to work Developing fitness to work processes Has evidence of 'fitness to work' programme

Clear evidence of an established fitness to work

programme including clear measurement and

performance review

Strategic approach to continuous improvement

including full supply chain engagement

5 Fitness to Work No formal process for assessing fitness to work

Gre

en Pre placement assessments for fitness to work are

conducted. (This may include 'with/for cause' drug

& alcohol testing) Gre

en

Safety critical roles clearly are identified via risk

assessment (e.g. confined space workers, heavy

plant drivers, working at height etc.) and full

program of periodic fitness for work medical

assessments are in place (this may include both

random and with/for cause drug & alcohol testing

program)

Gre

en

Program outcomes are monitored, results used to

inform proactive activities to promote worker

health improvement. Policy/ framework in place for

managing workers who no longer meet the fitness

for work standards for their specified safety critical

role due to health issues.

Am

ber

Fitness to work program (including medical

standards and key outcomes) reviewed regularly

and any actions/changes communicated with

workers and supply chain.

Red 7%

6

Attendance

Management

policy/training

No attendance management/sickness absence

management policy is in place Gre

en Attendance management/sickness absence

management policy is in place Gre

en

Wider management are trained in sickness absence

management policy and procedures and are

competent in its application e.g. Return to work

interviews are conducted following periods of

sickness absence

Gre

en Metrics are produced from sickness/il l health

records Gre

en Action plans with targets and objectives set and

regularly measured to demonstrate improvement;

communicated with workers and supply chain. Am

ber

9%

7Management of ill

health

Sickness/il l health issues are inadequately

managed Gre

en Largely reactive or inconsistent approach to

management of sickness absence/il l health issues

e.g. work related or long term only Gre

en Consistent but stil l largely reactive approach to all

sickness/il l health issues Gre

en

Proactive case management approach to

sickness/il l health issues with early referral to OH.

Phased return to work programmes are

implemented with input from OH/medical

specialists as appropriate

Gre

en Access to early intervention such as physiotherapy,

mental health counselling etc. Gre

en

10%

Few if any wellbeing initiatives undertakenOccasional wellbeing initiatives and campaigns

undertaken

Evidence of regular wellbeing activities that

integrate occupational and general health

improvement

Well being initiatives available to organisation and

supply chain

The majority of workers are considered

ambassadors for health and well being strategies

within the workplace and wider community

8 Health PromotionNo wellbeing activities undertaken, i.e. wellness

days, poster campaigns Gre

en At least 1 wellbeing event/campaign delivered per

year Gre

en At least 2 wellbeing campaigns/poster campaign

per year Gre

en Regular and structured annual plan for delivery of

Health & Wellbeing objectives Gre

en

Support of external health and well being

initiatives, campaigns extend to families of staff

members and stakeholders Gre

en

10%

9Health Education &

Training

No structured education programme, wellbeing not

discussed in key H&S meetings Gre

en Basic education programme in place but in its

initial stages with events at local level only Gre

en

Developed education programme with co ordination

at a company wide level. Wellbeing Champions in

place, evidence that health priorities such as

obesity, ageing workforce are being considered

Gre

en

Comprehensive education programme in place that

considers work and non work related health &

wellbeing on the agenda for all Board, senior

management and H&S meetings. Supply chain is

engaged in Helth & Wellbeing education programme

and have a Health & Wellbeing plan that aligns

with business.

Gre

en

Strategy in place to provide information that

extends to local community and staff family

environment. Improvement of public health

considered as part of the CSR role of the

organisation.

Am

ber

9%

10 Health CommunicationHealth risks not included in inductions or health

and safety communications Gre

en Health risks are covered in company and site

inductions Gre

en Supervisors and managers trained on the

management of health risks Gre

en

All personnel have received appropriate training in

the management of health risks including the

supply chain Gre

en

Can evidence that behaviour's have been influenced

from training on health risks, e.g. worker surveys,

audit , inspections

Red 8%

TOTAL 85%

WO

RK

PLA

CE

WO

RK

PLA

CE

Health Performance Indicators (HPIs)

Category

WO

RK

ERW

ELLB

EIN

G

Thames Water

Health & Wellbeing Maturity Model

Competency Upskilling - Mental Health Education

All Health Education courses delivered at Thames Water use Virtual Reality filming, stimulating

the senses through the use of visual and sound effects that transform the experience…

“The approach being taken by Thames Water using virtual reality to improve mental health in the workplace is

one of the most impressive and practical approaches that I came across when Paul Farmer and I were

producing our report for the PM ”

Lord Dennis Stevenson

Create a learning culture - Executive Reviews

• Included in Health Strategy

• Investigations held for any work

related physical illness absence

• Executive led reviews for any

psychological or physical illness

derived from work that leads to

absence / lost time

• Learnings captured to prevent a

recurrence

• Monitored through H&S Performance

metrics

• Outcomes included in Executive &

Main Board reports

Make it personalAll Thames Water Employees are offered a free annual confidential personal

medical assessment

Pascal® is our confidential, supportive

Wellbeing tool designed to measure

the levels of pressure in your life.

Self Assessment of Work & Life

Share Illustrative Stories

Managers & Employees stories captured and

communicated in Thames Water’s internal

company magazine ‘The Source’

2

Deliver leading expectations

• Report commissioned by Theresa May

• Published in October

• Sets out core standards which every

employer should meet

• Enhanced standards for employers who

want to lead the way

2

Business reporting on mental health

The Government brought together under the

‘Inclusive Economy Partnership’ programme

Thames Water & several major employers

leading mental health in business to support

with the production of guidance for voluntary

reporting for business.

The framework wording sets expectations of

what organisations should do in relation to:

a. Actions your organisation takes on the

health & wellbeing of Employees

b. Employee take up of mental health support

offered by the business

c. The training offered to employees related to

mental health

d. The percentage of individuals with your

organisation that are comfortable disclosing

mental health, and

e. Whether the organisation has made a public

commitment to adhere to both the core and

enhanced standards as set out in the

Thriving at Work Stevenson/Farmer review

of mental health and how you are achieving

these

Steps taken:

• A Framework has been presented to

Ministers

• Framework wording was accepted

• Guidance was launched in December

2018

Royal FoundationHeads Together Campaign

14

Thames Water supported the Charity during the 2017 London Marathon

Supporting development of Mental Health at Work gateway

Supporting Campaigns

Ensure support is available in times of need

• First Aid Needs Assessment to be

undertaken in your company…

• Must consider both physical and

mental health..

• Mental Health First Aid

• Regulatory compliance through

application of the guidance

The guidance will now cover:

• Training

• Provision of information

• Managers and employees

• Employing occupational health

professionals

• Employee support programmes

The HSE worked with MHFA England &

Thames Water to review and agree the

wording now implemented in the ‘First Aid At

Work’ guidance document, which reflects the

need for all companies to assess both their

physical and mental health needs at work

Actively promote the right outcomes

achieved.

Monitor & make visible the statistics…

Karl Simons

Chief Health, Safety & Security Officer

Zero

Compromise

Cards

Catastrophic

Risk

Management

Using mobiles while

driving banned

Safe Driving

Programme

LaunchedUtilities

Management Group

formed

NEBOSH

Certificate for all

managersMandated use of

data logging Cat &

Genny

Permit to Drive

enforced Executive

Incident Reviews

for any Lost Time

Incident

Safe Digging

Essential StandardOnline Driver

Training

Management

Interventions for

anyone receiving

pointsStand Downs for

Contractors

Health and

Safety Awards Monthly Safety

FocusOccupational Road

Risk Group Formed

Hazard Module

on Safeguard

Essential Standard

for Commercial

Vehicles

ZC Behavioural

Safety TrainingTW Passport

revision

Advanced Driving

qualification

introducedService Strike

Dashboard

introduced

IOSH Managing

SafelyPPE Enhanced

across the

company

MD led

conference call

following service

strikes

Pristine Manual

Handling

Investigations

Hazard

ReportingH&S Site FilesMobile App

LaunchedFacts About

Booklets

Animated

Incident LearningVisual Impact

Sessions

Essential

Standards Re-

Branded

Relaunch of

Utilities

Management

Group

Safety Maturity

ModelImmersive

Training

Executive Lifestyle

Challenge

Health and Safety

Policy Refreshed

Zero CompromiseLeading and

lagging indicators

triangle

Health &

Wellbeing Vision

& Strategy

Health &

Wellbeing Maturity

Model

Essential

Standard on

Health &

WellbeingManagers

Resilience Course

NEBOSH

competency for

managers Personal

Resilience Course

Cardinus Training

& Assessment

Hear of You

SurveyPersonal Medical

Assessments for

all

Targeted FACTS

bookletsPhysio access1st Water

Wellbeing WeekFlu VaccinationsPersonal StoriesTargeted Health

PromotionsFatigue

Conditioning

MonitoringHealth Tracking

HSLT Supply

Chain

EngagementPositive Energy

Workshops

Monthly Wellbeing

FocusChanging

Perception's

Prostrate Cancer

Checks

Executive

Reviews for illness

cases leading to

lost timeD&A testing

Tiredness and

Fatigue StandardInteractive Doctor

Assessments

Ergonomics

AssessmentsClinical

Psychologist

Workshops

Mental Health

Quiz

Mental Illness

talksThyroid testingStop Smoking

ProgrammeSlimming WorldWOW

Gain the right feedback…

Listen to the silent voice of the majority, not

solely the vocal voice of the minority.

Karl Simons

Chief Health, Safety & Security Officer