This case study may be useful if you are looking for examples of developing a wellbeing policy, increasing awareness of wellbeing, developing resilience training schemes and/or promoting wellbeing initiatives.
Landmark offers a range of initiatives and support on wellbeing backed up by strong governance arrangements and policy.
Having experienced the devastating impact that mental health problems can have on an organisation, Chambers decided to take proactive steps to invest in the health of its members, pupil barristers and staff.
(iii) there is the existence of a clear framework to ensure that serious issues relating to the wellness of any individual in Chambers can be identified, and that individual given appropriate support.
Allied to this is the need to ensure members, staff and pupil barristers understand the options that are available to them should they be suffering from issues impacting their wellbeing, particularly: stress, anxiety or any other form of mental health problem.
They recognise that the unique characteristics of the self-employed Bar mean that, despite being part of a chambers, members tend to work in very isolated environments and therefore tend to suffer more acutely from stress, anxiety and other related mental health problems.
Landmark believes investing in people's health pays dividends in terms of having a happier, more engaged and more productive workforce. Additionally, taking a proactive stance helps to reduce the stigma attached to mental health problems and sends a positive message to their workforce about the type of culture they are promoting.
They believe strongly that having a wellbeing framework in place which provides internal support to members, pupil barristers and staff and/or, signposts them to specialists who can help them, has a direct financial benefit to chambers. This is achieved through better attendance and availability to undertake work, and a reduction in long-term sickness; particularly chronic conditions relating to mental health and/or addiction.
Having mechanisms in place to detect, and hopefully help, members deal with a range of mental health issues has benefit beyond the positive impact on the individuals' wellbeing. By addressing issues early on, Chambers will often avoid the significant management time (and cost) required to deal with regulatory issues surrounding an individual's fitness to practice.
Having experienced first-hand the devastating impact of a wellbeing issue that goes "undetected", Landmark is committed to play its role in reducing, and eventually eliminating, the stigma associated with acknowledging, accepting, and addressing issues relating to mental health at the self-employed Bar. Over time they believe that this will result in positive benefit for Landmark Chambers' reputation as one of the few sets at the forefront of challenging the wellbeing status quo.
• Appointed all members of Landmark's Equality, Diversity and Wellbeing Committee as Equality and Diversity Officers, Diversity Data Officers and Wellbeing 'Champions'.
• Carried out a survey amongst Chambers' members, staff and pupil barristers to establish the extent of any perceived issues (including mental health) and to ask for suggestions as to change.
• As a result of life at the Bar becoming increasingly more burdensome, with heavy (almost unmanageable) workloads, shortening deadlines and concerns over the demands placed on them through the introduction of new technologies.
Having listened to their members and staff through the survey results, the EDWC set about developing an action plan that could quickly start to address the issues highlighted in the survey.
Introduced an Employee Assistance Programme for the benefit of all members, staff and pupil barristers.
Used their biennial Development Day in January 2017 to discuss wellbeing at the Bar and feed the overall objectives of the EDWC in to their members' more generalised strategic discussions.
Amended the concessions contained within their Constitution to better support parents and introduced a variety of policies, including 'Flexible Working for Members' and a 'Parental Leave Policy for Members'.
Trialled a formal mentoring scheme for members and pupil barristers between September 2016 and August 2017, which is now being rolled out across Chambers.
Introduced an equality, diversity and wellbeing training programme, which includes annual training sessions on issues such as: fair recruitment, selection and mental health unconscious bias; emotional intelligence and resilience; managing barrister career breaks; managing mental health at work and mentoring.
Created a Health and Wellbeing Policy to provide a framework within which Chambers could encourage and facilitate working practice and services that support wellbeing.
Ordered bi-weekly fruit deliveries in a bid to counteract the homemade cakes they consume every Monday(!).
Arranged for a nurse from the Fleet Street Clinic to run a seasonal flu jab clinic in Chambers.
Started a bi-weekly lunchtime walking club.
Exploring the best way to introduce a mentoring scheme for Landmark's staff.
Having a specific budget allocated to the Committee to introduce a more holistic approach to wellbeing through the appointment of a bi-monthly masseuse, weekly yoga instructor, etc.
Creating a 'guest speaker' programme to address topics such as mindfulness, nutrition and coaching.
Carrying out a further wellbeing survey to ascertain whether their members, staff and pupil barristers have benefitted from the EDWC's initiatives and ascertain any further suggestions as to change.
Whilst they feel that it's difficult to quantify the benefits gained, they can state with confidence that the initiatives that the Equality, Diversity and Wellbeing Committee has introduced have received a very positive reception.
They received 85 (of a possible 108) responses to their wellbeing survey.
Nearly a third of Landmark's members have requested a mentor in the past month and a similar number have volunteered to undertake the training to become a mentor.
Their Employee Assistance Programme has been used utilised* by 45.55% of their 116 members, staff and pupil barristers, with around five people benefiting from telephone or face-to-face counselling.
Their Chief Executive has also noticed a rise in the number of members that have approached him with upward referrals. This is arguably the most positive inadvertent outcome, as it means that: (i) more of their members, pupil barristers and staff have had the confidence to seek internal assistance when they have experienced stress in the workplace (for example); and (ii) instead of attempting to tackle pastoral care issues themselves and thereby potentially damage their own health and wellbeing, members have recognised the need to consult with someone more qualified and knowledgeable before agreeing an appropriate course of action.
• Ensure that your initiatives have the full support of your Management Committee and, where possible, Senior members.
• Attend any external events relevant to equality, diversity and wellbeing to generate ideas and learn from other sets.
• Carry out a Wellbeing Survey to establish the perceived issues and garner suggestions as to change before you start formulating a strategic plan.
• Remember that change will be gradual and that every positive action, no matter how small, is a step in the right direction.