Workplace Wellbeing Census
How do people in the UK really feel about their wellbeing at work?
Bupa Workplace Wellbeing Census
Wellbeing means different things to different people – from mental and physical health, to general happiness and quality of life. In simple terms, it’s about how we're doing as individuals. We wanted to find out how people feel about their wellbeing at work. So, we’ve partnered with YouGov to publish the Workplace Wellbeing Census† – a must-read for business leaders, people managers and anyone whose work covers employee wellbeing.
The census explores how employees really feel about their wellbeing, how their working life affects it, and how well-equipped businesses are to deal with wellbeing issues. It compares the different experiences of younger and older employees, businesses big and small across 13 industry sectors.
A word from Mark Allan
Commercial Director at Bupa UK
It’s impossible to overstate the impact of the COVID-19 pandemic on business over the last year. Organisations in all industries have had to adapt and evolve in the face of the crisis, while working against a backdrop of major economic uncertainty.
But as well as being a significant challenge, the pandemic has also been a catalyst for positive change. And, as we look toward a period of recovery and regrowth, we should celebrate positive actions that employers have managed to take over the last year. Many businesses have seen the benefits of enabling remote working for the long-term and in bringing traditionally in-person services online.
While it’s been a gruelling year for all organisations, workplace wellbeing is one important area where the pandemic has fuelled progress. Work plays a crucial part in most people's lives, and not just in providing a source of income. It can give us a sense of purpose and achievement, and boost our self-esteem, as well as providing an opportunity to socialise and build friendships with our colleagues at a time when so many have been isolated. At Bupa, we know that a focus on wellbeing allows businesses and their people to thrive.
For many businesses, there is now not just an opportunity for recovery, but for renewal. Employee wellbeing can, and should, be the central tenet of any organisation’s COVID-recovery plan - and its culture too. Success in a post-pandemic working world lies with the businesses who take this once-in-a-generation opportunity for change; their progress now will reap rewards in the future.
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Explore and download the research now
Did you know?
The impact of workload on mental health has dropped from 36% to 27%
36% think their employer is now more understanding about mental health
73% believe working from home is more flexible
68% of those with a disability say working from home means fewer accessibility challenges
56% report less sexual orientation discrimination over the past 12 months
14% of employers have introduced diversity and inclusion policies in the past year
Summary
Employee health is vital to every business, and over the last year in particular, many employees have come to expect that their employer cares about their health.
At Bupa we know that a happy, healthy workforce is a positive one: Employees that feel that their organisation takes an interest in and prioritises their wellbeing are more likely to be engaged, motivated and loyal.
Bupa’s 2021 Workplace Wellbeing Census uncovers a number of ‘wellbeing gains’ resulting from working through the pandemic. More than 4,000 employees were surveyed across industries, nations and regions in Great Britain to gain a comprehensive view of the impact that the pandemic has had on the nation’s workers.
Employees report that they’re benefitting from the ability to work from home, a healthier work-life balance and diminishing accessibility issues. And, importantly, businesses are now able to better understand the needs of their employees. Many are improving their wellbeing provision, offering better information and support, or providing access to health services.
The census shows that there’s a lot for employers to be proud of after the difficulties of last 12 months, which many will be hoping to carry forward. We know that employees now want to see the wellbeing gains they’ve enjoyed taken forward for the long-term - believing that they should become part of both wellbeing packages and, indeed, part of normal working life. And, with a return to normality likely to be a lengthy process, businesses will need to continue managing uncertain and changing workplace dynamics.
By seizing the wellbeing opportunity presented by the pandemic, there are numerous benefits to be found.
Take action now
Every business, no matter what size it is, needs to take employee wellbeing seriously. The business case is simple: Having a workforce that’s healthy, resilient, engaged and motivated helps businesses to thrive.
Here are four wellbeing learnings businesses can take from the pandemic:
Favour flexibility
The majority of us have experienced a change in our working life as a result of the pandemic, whether it’s the end of commuting, changes to job roles, or the industries in which we work.
Some of these changes are perceived as positive: Amongst employees, the availability of remote working, the opportunity not to have to travel to the office, and flexible working patterns are all wellbeing gains that were once considered an incentive, offered by some employers pre-pandemic.
But there’s still work to be done.
For organisations planning their route out of the pandemic, and back to the workplace, making sure the wellbeing gains brought about by COVID-19 remain part of reality will enable more employees to work in a way that makes them feel comfortable and empowered to put as much into their work as possible.
Put mental health recovery at the top of the agenda
The mental health impact of the pandemic has been enormous, not just in a work setting, but for individuals suffering from isolation, bereavement or health anxiety.
As we transition back into pre-COVID-19 ways of working, we need to keep the mental health of people at the forefront of our minds.
Where initiatives such as line manager training, teaching resilience and appointing Mental Health First Aiders were making a significant impact on managing mental health in the physical workplace, organisations now need to rethink the way that they manage mental health, to accommodate the new ways of working brought about by the pandemic.
Accessibility is key
We’ve seen a marked increase in the number of health and wellbeing services offered by businesses over the last year, and our study recognises that employees are generally pleased to be offered them, even if they haven’t had to use them yet.
Most say that their employer has introduced some form of initiative in response to the COVID-19 pandemic and many hope that these changes will become permanent.
Taking this health-first approach to people management moving forward, and ensuring employees have access to help for both mental and physical health concerns, will see employers enjoying greater productivity, reduced turnover and reduced absences, which all make for a more successful business environment
Culture, diversity and inclusion
Organisations with diverse and inclusive workplaces boast a number of benefits; not only does it make for happier working conditions for employees, it also opens them up to new ideas, innovation, and a greater understanding of the world they serve.
We must increasingly put diversity at the top of the agenda. Some ground has been made over the last year, as one in seven employers (14%) have introduced policies to ensure diversity and inclusion in the past 12 months, but there’s demand from their people that they keep up with these initiatives moving forward.
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†The Bupa Workplace Wellbeing Census was published in May 2021. Fieldwork for the study was undertaken on behalf of Bupa by YouGov. All figures, unless otherwise stated, are from YouGov Plc. Total sample size was 4,030 employees in private businesses from 13 different sectors, polled between 5th - 25th February 2021. The figures have been weighted and are representative of all GB adult employees (aged 18+).
Bupa health insurance is provided by Bupa Insurance Limited. Registered in England and Wales No.3956433. Bupa Insurance Limited is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority. Arranged and administered by Bupa Insurance Services Limited, which is authorised and regulated by the Financial Conduct Authority. Registered in England and Wales No. 3829851. Bupa Health Assessments and Occupational Health services are provided by Bupa Occupational Health Limited. Registered in England and Wales No.631336. Registered office: 1 Angel Court, London, EC2R 7HJ.
