ADVOCATE AUTUMN 2012

the magazine from the uk’s leading employee benefits advisory

advocateautumn 2012 | issue#3 advogroup.co.uk

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resano occupational healthexclusive interview georgina mills, director page 18

googlethe search giant leapsahead in employee happiness page 42

health & safety executivethe occupations which accountfor 8,000 cancer deaths each year page 12 ‘Just under half of all the deaths within the study were found to be from male construction workers’

advogroup.co.uk | editor’s note

meet the teamadvo group

larry bulmerchief [email protected]

colin boxalldirector, [email protected]

chris mccrackendirector, [email protected]

sharon harwood-davisconsultant [email protected]

yvette butterworthcorporate [email protected]

scan for more team info

...in this issue we will be looking at a range of occupational health issues including the industries that can be most damaging to your health“

”Editor’s noteWelcome to the Autumn edition of Advocate magazine bought to by ADVO group!

In this issue we will be looking at a range of occupational health issues including the industries that can be most damaging to your health, the latest approaches and figures on managing stress at work, ADVO Group’s latest appearance in Health Insurance &

Protection’s Boardroom Briefing as well as exclusive interviews from Georgina Mills, Director at Resano Occupational Health and Ian Watkinson, Managing Director at Indus Occupational Health.

We’re also bringing you the biggest human resources news including our feature on Google making the biggest leap in employee satisfaction, the 2012 CIPD conference and it’s focus on the 2012 olympics, ADVO Group’s new LinkedIn group and we pose the question, ‘would Richard branson be your ideal boss?’

In addition to all of that, we are also of course bringing you the latest happenings from here at ADVO Group, and we have some big news. We’ve just been shortlisted once more for major industry awards and we’ve also just relaunched our ‘ADVO Individuals’ website, so be sure to get all the details!

Remember to keep up to date with all the news from ADVO Group by visiting us at advogroup.co.uk and check our our news page at news.advogroup.co.uk. Also make sure you look us up on our social media channels (the details are opposite...).

chris fianderonline marketing [email protected]

advocate summer 2012 | advogroup.co.uk | 02

advo groupwho we are and what we do...

advogroup.co.uk | who we are


Advocate magazine is produced by ADVO Group

Advocate Magazine is produced by ADVO Group and published quarterly.

ADVO Group Ltd is a mid-sized 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.

ADVO can test prospective clients’ arrangements against our connectedhealthTM benefit optimisation benchmark. Please be in touch for further details.

We also offer a bespoke interactive online system for policy updates and amendments. Members may also be given access to their personal benefit details.

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Speak to ADVO Group for any specific query concerning:

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contents issue#3autumn 2012

occupational health

Page 06 | ADVO Group in Health Insurance & Protection’s latest boardroom briefing

Page 08 | Major planned changes to health and safety regulationPage 10 | Nick Clegg calls for more support for employees with

mental health issuesPage 12 | 5% of all cancer death in the UK caused by occupational

factorsPage 16 | 5.7 million in the UK could be allergic to their workplacePage 18 | Interview with Georgina Mills, Occupational Health

Nurse Advisor, Director, ReSano Occupational HealthPage 22 | A quarter of employees have experienced bullying at

their place of workPage 26 | 1 in 5 workers forced to pay for own safety equipmentPage 28 | Interview with Ian Watkinson, Consultant Occupational

Health Nurse & MD, Indus Occupational HealthPage 32 | Is mindfulness the future of employee stress

management?

human resources

Page 34 | Learning lessons from the volunteers of London 2012Page 38 | Sainsbury’s creates innovative employee satisfaction

approachPage 40 | The new online hub for human resource professionalsPage 42 | Google makes biggest leap in employee happinessPage 44 | Would Richard Branson be your ideal boss?

other advo group news

Page 46 | ADVO Group shortlisted for leading industry awardsPage 48 | ADVO Group relaunches ADVO Individuals websitePage 50 | See you in the Winter for the next edition of Advocate

advogroup.co.uk | contents


page 12 5% of all cancer deaths in the ukare caused by occupational factors



page 12 5% of all cancer deaths in the ukare caused by occupational factors

page 42 google’s leap in employee happiness

page 06 advo group in health insurance & protection’s boardroom briefing

page 18 exclusive interviewgeorgina mills, resano occupational health

advogroup.co.uk | managing absence and productivity


Managing absence & productivity in the modern workplaceadvo group in health insurance & protection’s august 2012 boardroom briefing advogroup.co.uk

Larry Bulmer, ADVO Group’s Chief Executive, is featured in the August edition of Health Insurance & Protection’s ‘Boardroom Briefing’. The Briefing saw some of leading figures within the industry gather to discuss some of the key current issues such as absence and productivity as well as the practicalities to making improvements to the health of a workforce.

David Sawers, Editor of the Boardroom Briefing explained the significance of health linked to productivity within the workplace “While supposedly minor health behaviours – being slightly overweight, drinking a little bit too much, slightly high blood pressure, not getting enough sleep – might not result in someone being absent from work in the short-term, the impact on their productivity in the workplace can be significant. Not only that, but if left unchecked, many ‘minor’ health behaviours and conditions can develop into far more serious conditions, such as obesity, cardiovascular disease and stroke. These are all issues that will impact employers increasingly in future years as the working age population becomes older.” David Sawers also went on to explain that the attitudes of employers is changing from being reluctant and hesitant to fully engage with workplace health initiatives to now starting to embrace them to a far greater degree.

Larry Bulmer commented on the issues at hand by saying that the size of the company in question, in addition to the sector in which it

operates in, will have a significant bearing on the employer’s attitudes to the health and productivity of the employees. He said that “It can be very industry-specific as well. In some industries it’s much, much more ‘doable’ than other industries”.

In some industries it’s much, much more ‘doable’ than other industriesThe Boardroom Briefing also addressed which employees should have the most time and attention focused on them in terms of encouraging them to make improvements to the healthiness of their lifestyles. Larry Bulmer said that “It’s actually the bulk in the middle which is where we should be focusing our efforts. I tend to see a lot of companies, particularly in occupational health, focus on the person who is repetitively ill, the person who is causing problems because they are always off. Actually that’s a very minor part of the workforce… The amount of effort and energy and resources you put

into these one or two people means you are missing just a tiny shift in the bulk of the population that’s going to give you a much better increase in productivity”. Larry Bulmer went on to say that whilst dealing with employee absence is still an important consideration for businesses, focusing the attention of the business in question to encouraging employees to make improvements to the healthiness of the lifestyle, even on a relatively small scale, can lead to a significant positive effect on the productivity of the business. On this issue, he said “There has been a focus from occupational health on getting people back to work. Maybe the focus needs to be on presenteeism and managing those people more effectively. If you get the ‘bulk of the herd’ to be just a little bit fitter you are going to increase productivity more dramatically than if you just get one or two people”.

To see how ADVO Group can help improve the health and productivity of your workforce visit advogroup.co.uk or call 0845 2578833 now.

“ ”


There has been a focus from occupational health on getting people back to work. Maybe the focus needs to be on presenteeism and managing those people more effectively larry bulmer advo group

advogroup.co.uk | managing absence and productivity


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health and safety regulations to be relaxed across the ukhundreds of thousands of businesses to be affected news.advogroup.co.uk

New government moves are being planned to dramatically change the health and safety legislation that will effect hundreds of thousands of businesses across the UK. The planned changes will aim to see many health and safety regulations either scrapped altogether or substantially reduced. The proposals have, however received a mixed reaction.

It is being argued by government that the move to make substantial changes to the health and safety requirements of employers is to fuel business growth in the wake of the early stages of recovery from the economic recession. It is argued that the reduction in health and safety regulation will, firstly, reduce the compensation culture which has developed in UK business and, secondly, to reduce the level of red tape that many businesses face, both factors having hitherto inhibited the growth and recovery of many businesses.

The government has been keen to stress, however, that the changes in policy will only be applicable to select industries which are seen as particularly low-risk with regard to health and safety concerns and can therefore afford the easily of regulation. One of the key figures in these recent proposals, Business Minister, Michael Fallon commented on this particular issue in a recent media interview ‘Let me be very clear, this is only for low risk premises, offices, shops, things like that. This is not where there is risk involved, we’re not talking about construction sites, or chemical plants or care homes.’

In an interview with the BBC,

Michael Fallon further outlined the general rationale and procedure behind the planned legislation changes ‘We’ve heard it from previous governments but now we’re delivering on it, we’ve identified all the regulations we’ve had business and indeed voluntary organisations and charities tell us which of the regulations really get in thee way and we’re now determined to tackle those and sweep at least half of them away… It’s an extremely tough target, three thousand and of six and a half thousand either abolished or substantially reduced and we’re going to have to work very hard with other government departments to hold their feet to the fire and make sure they’re part of this agenda. But we simply have to try, we’ve got the economy now lifting itself out of recession, we need to do everything we can to support business to create the new jobs of the future… There are issues too in the Eurozone, the problems there far deeper and longer than anybody predicted and we’ve got some long-term decisions to make to improve the competitiveness of our industrial sectors, but at the same time, we have to help small firms because they’re so often the engines of growth. The firms that are actually going to take on more people.’

we have to help small firms because they’re so often the engines of growth. The firms that are actually going to take on more peopleBusiness secretary, Vince Cable has also commuted on the proposed changes “In these tough times, businesses need to focus all their energies on creating jobs and growth, not being tied up in unnecessary red tape. I’ve listened to those concerns and we’re determined to put common sense back into areas like health and safety, which will reduce costs and fear of burdensome inspections.

The planned changes are planned to be fully introduced April 2013 and will affect both the Health & Safety Executive and local authorities. However, it is believed that from as early as next month, new legislation is planned to be released which will mean that only in cases where business can be shown to have acted with negligence will they be able to face civil damages in health and safety legal cases.

advogroup.co.uk | health & safety regulations


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advogroup.co.uk | health & safety regulations

The planned legislation changes have received considerable support from the business world. For example, head of regulatory policy at the Institute of Directors said that the legislation would be beneficial if it was ‘the beginning, not the end, of the deregulation story.’

The government plans have, however also faced significant criticism. For example, Richard Jones, head of policy and public affairs at the Institute of Occupational Safety and Health expressed his thoughts that the planned legislation changes are characteristic of a general trend of turning health and safety law into an unnecessary scapegoat whereas in fact the real issues inhibiting the growth of UK businesses lie elsewhere. He commented by saying ‘These sorts of announcements have been made before and it is very disappointing that everyone

immediately starts pointing the finger at health and safety, which is always seen as an easy target. The talk of reducing around 3,000 regulations and at the same time focusing on health and safety is misleading. There are only 200 health and safety regulations in total, so any reduction in these will be a tiny percentage of the 3,000 and so far only 21 have been considered’. He further went on to say ‘Good health and safety saves lives, supports business and sustains the economy. We support streamlining and getting rid of redundant legislation, but not a lowering of standards. It’s vital that people understand the massive benefits that good health and safety and regulation bring to the economy and the growth agenda. Government should be promoting this message’

Criticism also came from the trade union body the GMB, whose

National Health & Safety Office, John McClean commented ‘This will not promote growth and could well lead to an increase in accidents at work and in the retail sector increase risks to the public also. Current laws in this area were not enforced very strongly anyway. The burdens will now fall on individuals and society in suffering and cost. Most small and medium firms would not be able to identify the legislation that states they should carry out risk assessments’.

For updates on this story be sure to subscribe to our news feed at news.advogroup.co.uk.

Find out how ADVO Group can improve the health and safety of your workforce by visiting advogroup.co.uk or by calling 0845 2578833.

In these tough times, businesses need to focus all their energies on creating

jobs and growth

vince cable“ ”

advogroup.co.uk | increased care for mental health sufferers


businesses cannot afford not to take mental health seriouslynick cleggdeputy prime minister

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deputy prime minister calls for greater care of employees suffering mental health issuesdedicated employees needed to provide care & support news.advogroup.co.uk

The Deputy Prime Minister, Nick Clegg, has recently made the suggestion that employers should appoint a full-time employee to support other workers who suffer mental health issues.

The Deputy Prime Minister, Nick Clegg, has recently made the suggestion that employers should appoint a full-time employee to support other workers who suffer mental health issues.

This suggestion from Nick Clegg follows on from the ‘No health without mental health’ implementation framework which was launched earlier in the year back in July.

The framework explicitly highlights the role that the workplace and employers can have on their employees mental health by saying ‘Being employed is generally good for people’s mental health and wellbeing. The workplace provides an important opportunity for people to build resilience, develop social networks and develop their own mental capital. Employers in all sectors, including the public sector, can play an important role in supporting the health and wellbeing of their staff by providing healthy workplaces which support their employees’ mental health and wellbeing. The framework went on to say ‘Employment can also be an important part of many people’s recovery from mental health

problems. People with mental health problems can and do work – and supporting them to do so can save employers significant costs relating to staff turnover, under-performance and untapped potential. There is a considerable amount of guidance available on what employers can do to help people with mental health problems to stay in, return to and perform well at work. Often these are simple, low-cost and common-sense interventions’.

The framework has sought to improve the awareness and support of mental health issues on a far reaching level not just within the workplace but across many areas of society. As the framework highlights ‘Mental health is everyone’s business – individuals, families, employers, educators and communities all need to play their part’.

Nick Clegg commented on the issues by saying ‘Seventy million working days are lost as a result of mental health issues every year, costing business £1,000 every year for each employee. Managing mental health at work well can save around 30% of these costs - businesses cannot afford not to take mental health seriously’.

Seventy million working days are lost as a result of mental health issues every year, costing business £1,000 every year for each employeeIt is believed that the ‘No health without mental health’ framework has been received well by employers. However, there has been a certain level of criticism from healthcare providers in arguing that the importance and usefulness of Employee Assistance Programmes (EAPs) has been overlooked.

With the psychological wellbeing of your workforce being so important, make sure you are doing all you can to give them the support they need by visiting advogroup.co.uk or by calling 0845 2578833.

advogroup.co.uk | increase care for mental health suferers


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5% of all cancer deaths in the uk are directly linked to occupational factorsreport uncovers the lid on which industries can prove fatal to your health cancerresearchuk.org

An alarming 8,000 cancer deaths each year in Britain are directly linked occupations. This was the conclusion found in a study funded by The Health and Safety Executive and published earlier this year in the British Journal of Cancer. The startling statistic is equal to 5% of all cancer deaths in Britain each year.

Several key occupational areas were identified as being particularly high risk for the onset of cancer. These included occupations which involved shift work or where contact with asbestos or diesel fumes was commonplace. Just under half of all the deaths within the study were found to be from male construction workers. These workers were were found to have the highest chance of coming into contact with a range of commonly cited carcinogens such as diesel engine exhaust fumes, silica, but most of all, asbestos.

Secondary to asbestos, the next most prevalent occupational factor that was found to be linked in to cancer deaths was night shift work. The study found these night-time working patterns were found to be linked to approximately 1,960 cases of female breast cancer. The next highest occupational risk factor was mineral oils which are found in metal and printing industries. These were found to be linked to around 1,730 cases of lung, bladder and non-melanoma skin cancers. This

was followed by occupations which over exposed their employees to sunlight. This was found to be linked to roughly 1,540 cases of skin cases. Exposure to silica as an occupational factor was found to be linked in to 910 cancer cases and, lastly, exhaust fumes from diesel engines were found to be linked to 800 cases of cancer.

Asbestos is thankfully no longer used within the construction industry. However, significant risk can arise when performing maintenance work on much older buildings where asbestos was used within the building’s construction. Asbestos is also particularly problematic as a cancer risk factor as asbestos-related cancer cases can take a significant length of time to develop.

Looking at the more general trends that the study uncovered, it was found that in total as many as 13,600 new cases of cancer each year can be said to be caused by risk factors which are occupationally related. In generating these statistics,

the researchers in the study used a comprehensive list of work-related cancer causing substances as identified by the International Agency for Research on Cancer (IARC).

The lead author of the study, Dr Lesley Rushton, occupational epidemiologist at Imperial College London, commented on the study by saying ‘We hope these findings will help develop ways of reducing health risks caused by exposure to carcinogens in the workplace… The cancer with the greatest number of cases and deaths linked to work is lung – a disease which is hard to detect early and has poor survival. Over 30 occupational exposures have been identified by International Agency for Research on Cancer (IARC) as definite or probable lung cancer causing substances… One of the best ways we can beat the disease is by preventing it in the first place. Smoking has the single biggest impact on lung cancer risk, but work-place risks are also having a significant effect.’

advogroup.co.uk | occupationally linkedin cancer deaths




Just under half of all the deaths within the study were found to be from male construction workers.

advogroup.co.uk | occupationally linkedin cancer deaths


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Sara Hiom, director of information at Cancer Research UK, commented on the research by saying “It’s very worrying to see so many people developing and dying from occupation-related cancers. A large proportion of the deaths are a result of exposure to asbestos in past decades and improved safety measures should mean that in the next generation or so we will see this number tail off dramatically.

“The Health and Safety Executive has commissioned a review of the evidence on shift work and cancer – at the moment it’s still only classified as a probable cause of cancer. Once the review is complete in 2015, we will have a more definite understanding of the role it may play in influencing cancer risk.

“At this point, we expect the government and employers to take fast and appropriate action to minimise the risks faced by workers and Cancer Research UK will be watching this closely.

we expect the government and employers to take fast and appropriate action to minimise the risks faced by workers and Cancer Research UK will be watching this closely“Not smoking is the single most important thing that can reduce the likelihood of developing cancer - to put this in perspective, there are around 43,000 cancer deaths due to smoking in the UK each year. Maintaining a healthy weight, cutting back on alcohol and taking plenty of exercise can also have a big impact on reducing the risk of cancer.”

The argument for the prevention of the initial causes of cancer is something that was mirrored in the words given by Dr K. Staff in the forword for the study. Dr K. Staff

commented ‘The results should help the Health and Safety Executive develop an evidence-based approach for occupational cancer control.

With lung cancer as the most important occupational cancer and treatment outcomes for this cancer still being very poor and the effectiveness of lung cancer screening in the occupational setting still debated, primary prevention remains the best tool to reduce occupational lung cancer mortality.

The use and manufacture of asbestos, historically the most important occupational carcinogen, has been strictly reduced in the UK since the 1970s. In the past, asbestos exposure occurred within industries such as shipbuilding, railway engineering and asbestos product manufacture. Workers with the highest risks today are likely to be those subject to incidental exposures during the course of their work, for example, building maintenance workers. Because of the long latency, the peak of asbestos-related cancers

is still to come (Tan et al, 2010). This example may also help to understand why there are so few studies directly showing successful reduction of occupational cancer following effective intervention. However, given the robust evidence on the carcinogenic hazard of these exposures, monitoring progress is probably best achieved by monitoring exposure prevalence and levels. In this context, results of an analysis of the Health and Safety Executive National Exposure Database showing that for 12 of the top 19 carcinogens (Cherrie et al, 2007) the average exposure levels between 1986 and 2001 were above the current British occupational exposure limit are alarming and the new strategic initiative by Health and Safety Executive is both appreciated and needed.’

Make sure you provide your employees with access to health care should they need it. Speak to one of the expert advisors at ADVO group today on 0845 2578833 or email [email protected].

advogroup.co.uk | occupationally linked cancer deaths


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A large proportion of the deaths are a result of exposure to asbestos in past decades“

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5.7 million people in the uk could be allergic to their workplace research from allergy uk shows alarming statistics on the effect of the office on our health allergyuk.org

The summer holiday season is officially over and the nation is knuckling down to work. But Allergy UK is warning that the office could actually be bad for our health. The national charity estimates that at least 5.7 million people could be allergic to their workplace. Allergy UK carried out research amongst office workers, primarily allergy sufferers, to establish how commonplace ‘work fever’ is.

From nasal problems, eye conditions, dry throats, breathing difficulties, lethargy, headaches and skin irritations, 95% of those questioned had experienced one or more of these symptoms in the office. But over a quarter (27%) said their symptoms were worsened by their office environment.

Worryingly, 62% of respondents had experienced itchy or watery eyes, and 27% breathing difficulties over the last year in their office.

Alarmingly, over half of the group surveyed had experienced an allergic reaction whilst at work.

Maureen Jenkins, Director of Clinical Services, Allergy UK says: “Much has been reported about Sick Building Syndrome (SBS), the condition which focuses on the frequency of symptoms in buildings due to indoor climate problems and chemical exposure. But Allergy UK has long been concerned about how the workplace and how the office environment actually impacts allergy sufferers.

By 2015, 50% of Europeans will

have some form of allergy, and with indoor allergies on the increase, Allergy UK has put the office under the microscope.

Having examined the hotspots within the home, Allergy UK has widely publicised advice on dealing with indoor allergies. But what happens when we go to work? We have little control over our working environment, so what affect is this having on our health?

Allergy UK carried out research amongst office workers, primarily allergy sufferers, and respondents were questioned on their office environment. The results were enlightening. A large amount of office workers surveyed had experienced worsening of their allergic symptoms as a result of their office environment.

The results are of concern for Allergy UK because it is difficult for individuals to exercise the same control over their work place. Management of allergies becomes increasingly difficult when in communal spaces, so it’s not surprising that a great deal of allergy

sufferers have experienced a reaction at work.

The results are of concern for Allergy UK because it is difficult for individuals to exercise the same control over their work placeThis report outlines the results of the Allergy UK survey, supported by Forbo Flooring Systems, carried out amongst over 1000 allergy sufferers. From the research findings, Allergy UK estimates that at least 5.7 million people could be allergic to their work place.

There are however, steps that both employees and employers can take to reduce the likelihood of an allergic reaction at work. To prevent this figure from rising, Allergy UK believes more people need to understand what causes indoor allergies and be able to recognise the symptoms.”

advogroup.co.uk | 5.7 million allergic to workplace


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advogroup.co.uk | 5.7 million allergic to workplace


Office Hot Spots

According to Allergy UK there are numerous ‘hotspots’ around the office that can have huge implications for allergy sufferers:

• Lack of ventilation: the majority of those with prevalent symptoms at work do not consider their office to be well ventilated. Of the overall sample, only 15% said their office was well ventilated

• Carpets: 90% of office workers surveyed reported their workplace has carpeted floors, but carpets and soft furnishings can harbour house dust mite allergen

• Bookcases: 54% said they had open bookshelves, which when you remove books or items from the shelves, could disturb any dust that has collected, and can release the allergen into the atmosphere

• Plants: 38% have plants in the office which can harbour moulds. Moulds release spores and it is these spores that cause allergic reactions.

But even the people we are surrounded by in the workplace can trigger a reaction. 34% of respondents had a pet allergy; and could react to allergens (pet dander) brought in on people’s clothes, especially cat allergen. 61% of the office workers questioned sat within a metre of someone else, making the risk even greater.

Cleanliness

The survey showed that cleaning of offices is infrequent and doesn’t appear adequate enough to prevent the build up of house dust mites and allergens. 37% said their office is cleaned just once a week or less, while a worrying 17% (nearly one in five) said their office is cleaned infrequently.

Productivity

20% of respondents spent eight hours or more at work. Combine this with visibly dusty and cluttered

desks, soft furnishings, poorly vacuumed carpets and a lack of ventilation and it is not conducive to a healthy working environment.

Allergies don’t just have an impact on the employee. According to the research, they are also having a significant effect on productivity.

73% of those questioned took time off sick in the last 12 months; the majority of the workforce has had some form of sickness in the last year, which is not unusual.

However, the real area of concern is that 42% of allergy sufferers took time off work because of their allergy. 14% of sufferers actually took between four and ten days off sick due to their allergy, figures that could be addressed by actively minimising allergens in the workplace.

42% of allergy sufferers took time off work because of their allergyThere are steps that both employees and employers can take to reduce the likelihood of an allergic reaction at work.

To prevent this figure from rising, Allergy UK believes more people need to understand what causes indoor allergies, such as house dust mite allergen, mould spores and pet dander and be able to recognise the symptoms:

• Ventilation is extremely important. Whether it is windows, trickle vents or an air conditioning system. Ensure that you have clean air in and around you. If however you have hay fever sufferers in the office, keep windows closed for the first part of the morning and also late afternoon

• If you have a heating, ventilation and air conditioning (HVAC) unit installed, make sure it is regularly serviced

• If ventilation is limited, use an

effective air purifier to help remove and reduce allergens such as pollen, house dust mite debris and mould spores

• Review flooring and furnishings. Carpets on concrete floors can trap moisture allowing dust mites and mould spores to thrive. Opt for a smooth or flocked Allergy UK approved flooring that has been scientifically tested by Allergy UK and awarded the Seal of Approval.• Ensure that plants are regularly watered and the top soil removed regularly to avoid moulds, or cover with pea shingle

• Ensure office cleaners have effective cleaning methods and equipment such as a HEPA vacuum cleaner that will ensure that pollens and allergens are trapped adequately

• Take control of your personal desk environment, keep it clear and uncluttered and damp dusttwice a week

• Hang coats away from the desk and ‘traffic’ areas to prevent dust and allergens from being disturbed and released into the air

• Drink plenty of water throughout the day and always ensure that you take your prescribed preventative medication if you have asthma, rhinitis or eczema.

Do you have any top tips for how to stay healthy in the office? If so then share them with our community in our LinkedIn groups or tweet them to us @advogroup.

See how ADVO Group can help to keep your employees healthy by speaking to one of our expert advisors now on 0845 2578833 or send us an email at [email protected].

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In the last 4-5 years I have noticed a vast improvement in the way safety is managed georgina mills, occupational health nurse advisor, director, resano occupational health resano.co.uk

ReSano Occupational Health provides a rage of tailored Occupational health and health Surveillance services specifically for the construction and manufacturing industries. In the latest in our exclusive interview series, we talk to Georgina Mills, Occupational health Nurse Advisor, Director, to discuss how occupational health and evolved within these particular industries, the predictions for the shape of things to come in the future and much more.

What is it that makes ReSano unique?

In an industry where systematic evidenced based practice is routine, ‘unique’ can be quite difficult to define in terms of working practice! From inception, ReSano aimed to provide accurate, professional occ health provision to small & medium sized companies who may be accessing OH for the first time and needed that extra bit of support at the outset. From previous experience in the occupational health industry I had become disheartened with the often expressed phrase of ‘we’re getting Occ Health in’. The health of your workforce is a huge asset to any company – Occ health should just be there, part of the team that you employ to look after your assets. Our individuality comes with that frame of mind. We are part of the team.

What particular trends have you noticed emerging in the manufacturing and construction industries with regard to occupation health

solutions?

In the last 4-5 years I have noticed a vast improvement in the way safety is managed in both the construction and manufacturing industries. The strides that have been made in understanding and implementing the management of safety at its basic level has opened the door to a greater inspection of the ‘health’ side of ‘health and safety’.

Where once it was a strange and unusual site to see a nurse in a hard hat and safety boots on a construction site, I now feel a real sense of appreciation and understanding from both human resource and safety professionals. Coming from a clinical background in ITU, where workforce health was a polar opposite of what I dealt with day to day, I understood from the outset the lack of connection that could be perceived from a production operative or site foreman who’s health and wellbeing seemed to have no connection with getting the job done.

Our clients who have implemented essential statutory health surveillance programs for their workforce and have seen the shroud of uncertainty disappear are now beginning to have a wider view on the impact of health at work. The increasing number of toolbox talks and wellbeing initiatives that we carry out are beginning to show us that industry is not only thinking of occupational health in the sense of a statutory duty to their employee but as an investment in them, and their health.

How do you see this trends evolving into the future?

I can only hope that the strides that have been made thus far continue to grow. Dame Carol Black’s report – Working for a Healthier Tomorrow, really banged the drum to the importance of a good occupational health provision and the importance of improving the health of our working age population on a whole.

advogroup.co.uk |exclusive interview, resano occupational health


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advogroup.co.uk | exclusive interview, resano occupational health


georgina millsresano occupational health



We will continue to see more and more people working until later in life, and in industries such as construction and manufacturing where roles may be physically demanding this will throw a spotlight onto maintaining good health for longer. As companies begin to implement and gain a working knowledge of the benefits of statutory health surveillance and good attendance management, I have no doubt they will begin to widen their view on financial benefits of having a healthy, involved and appreciated workforce.

What does your typical day at ReSano involve?

I am still very much hands on as a OHA so a typical day is generally unheard of! I am involved of course in the running of the department as a whole – discussing requirements with new and existing clients, ensuring staff training and competence is up-to-date. On top of this I get out on to site regularly, carry out health surveillance and management referrals and liaise with our nurses to daily to thrash out any matters they have come across in the day. It can be a very lonely job carrying out on-site work so I try to keep communication regular.

What is the most popular/in-demand service you currently offer to clients? Why do you think this is?

This would certainly be our On Site Statutory Health Surveillance, followed closely I might add by attendance management. The HSE have really begun to focus in on the way employers manage the health risks of their workforce and this has raised the awareness of their duty to their employee. ReSano’s on site service allows employers to have minimal disruption for their staff to attend their OH appointment whilst on site during their normal working time.

There has been considerable research recently to suggest that many deaths within the UK are due to illnesses directly

linked to people’s professions such as the link between cancer and jobs which require working night shifts. Do you think there should be more pressure on employers within these professions to embrace occupational health solutions?

There is already guidance under WTR that advise employers are required to ensure that workers are fit for night work and in addition, must offer a free health assessment to anyone who is about to start working nights and to all night workers on a regular basis. This often overseen by employers and is certainly an area that occupational health providers would highlight.

What do you think is the number one workplace health issue that employers should be prioritising with their occupational health providers at the moment?

That can be tricky, and would vary greatly between job roles. Its questions like these that show the advantage of a well-executed risk assessment. However, the manufacturing and construction industry as a whole I would certainly priorities statutory health surveillance for those employees who are exposed to workplace health hazards. Prevention is better than cure!

With occupational health looking at the health of a workforce as a whole, how important do think it is for employers to offer private medical insurance to their employees as an employee benefit?

An offer of private medical insurance as an employee benefit is certainly very appealing – if employers are finically able to provide access to this kind of service for their employees it would be a great addition to work alongside an occupational health provision. Whilst the NHS have excellent services, it would be reassuring to know that a timely provision was in place to help

support the work carried out by Occupational Health.

it would be reassuring to know that a timely provision was in place to help support the work carried out by Occupational Health.

Are there any factors that can affect occupational health that you think the government could do more to address? (For example, legislation around working hours or information about unhealthy eating etc.)

The discussion of workplace health has many contributors, and is discussed widely in many arenas. The government is no exception and have taken steps to address the current issues surrounding workplace health by commissioning the Black Report which this has allowed many OH Provides to focus on key issues that affect the working population as a whole. My feelings are that the Black report stirred up many discussions and changes within the OH community but has yet to have a relative bearing on employers. Further reviews have emerged on the back of Dame Carols report, for example, the sickness absence system – I hope that the government will take the information gained from this and along with the other reviews that will unquestionably springboard from Black report and ensure greater influence on the manner in which legislation is communicated within businesses and ultimately implemented.

Don’t miss out on gaining FREE expert advice on how you can improve the health and productivity of your workforce. Speak to one of the expert advisors at ADVO Group today on 0845 2578833 or email us at [email protected].

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We will continue to see more and more people working until later in life, and in industries

such as construction and manufacturing where roles may be physically demanding this will throw a spotlight onto maintaining good

health for longer”

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advogroup.co.uk | workplace relationships under strain


Workplace relationships under strain as quarter of employees have experienced bullying at their workplaceaccording to research from Canada Life Group Insurance canadalife.co.uk

Workplace friendships and working relationships that go sour can damage the emotionalhealth, productivity and motivation of the UK’s 29 million employees, according to research from Canada Life Group Insurance.

The unfortunate findings of the research are that huge sections of the UK workforce have had first hand experience of significant conflicts with colleagues or have felt mistreated by those they work with.

As many as over a quarter (26%) of those in the research said that they had experienced a senior colleague abuse their position of power within the company. 14% of those in the study even said that they had in fact been deliberately set up to fail at one of their tasks in the workplace by a colleague that they had a tense relationship with. 26% said that they had fallen out with at least one of their colleagues due to that colleague making their working life more difficult . 25% of those in the

study also believed that they had been mistreated

by those

they work with because of a sense of feeling ostracised in the office and unable to fit in with their colleagues.

As well as the disheartening statistics being disappointing in their own right, they also have an adverse range of consequences for employers. These can include a decrease in the motivation and health of their workforce as well the costs in absenteeism as employees in some cases taking time off from work in order to avoid certain working relationships. It was found in the research that as many as one in ten have taking time off from work to avoid bullying in the workplace. 11% of those studied also reported that they had taken time off because they felt that they had not been treated properly by a line manager.

In addition to the directly reported first-hand instances of workplace

bullying and tense working relationships,

a series of

other findings were uncovered which unearthed a wider picture of tense or unprofessional workplace conduct between employees.

It was found that as many as 3.7 million employees feel that they have been treated unfairly directly due to prolonged absence or ill-health. This directly contradicts they role managers and employers are supposed to be filling which is to fully support those employees who are finding themselves in these unfortunate circumstances.

A further interesting finding was that it was far more common for employees to report instances of either unfair criticism or undeserved praise of other employees (64%) than if they themselves were the ones in these situation (12%). 54% of employees also said that certain colleagues of theirs are able to not work as hard as they should in their role due simply to the friendships they have with other employees.



42% said that they have seen senior members of staff abusing their positions of power in the workplace and 47% said that after witnessing a falling out between employees, these colleagues then going out of their way to make their working life more difficult for one another.

The research also found that employees were keen to keep their personal and professional lives very separate form each other, only 27% of those studied said they would talk to a colleague if they bumped into them outside of work. In addition, an enormous proportion of those studied (88%) said that they would actively avoid talking to someone they knew form work if they saw them whilst on holiday. Only 24% said that they would call any of their colleagues friends outside of work and only 6% said that they truly enjoyed socialising with, and enjoying the company of their colleagues outside of their workplace.

Paul Avis, Sales and Marketing Director at Canada Life Group

Insurance commented on the research by saying

‘Many employees are under considerably more pressure than they were several years ago, and this in turn can place a significant strain upon workplace relationships. However, cooperation and teamwork are crucial to the success of any business. Employers must ensure that they encourage employees to work together – not only to ensure their happiness and welfare, but also to facilitate a productive working environment’.

Many employees are under considerably more pressure than they were several years ago, and this in turn can place a significant strain upon workplace relationships

He further added ‘By offering employees access to support services and advice they have the opportunity to discuss any problems they are having with colleagues, or problems with their own work or personal life that might be having an effect upon their working relationships.’

With workplace relationships taking their toll on the health on increasingly more workforces across the UK it’s vitally important to make sure your employees are as healthy as they possible can be.

Speak to one of the expert and truly independent advisors at ADVO Group today about how to get an employee benefits policy that will be perfectly tailored to suit the particular needs of your workforce and significantly boost your staff productivity. Don’t hesitate to get in touch now on 0845257 8833 or email us on [email protected].



Employers must ensure that they encourage employees to work together

paul aviscanada life group insurance

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one in five workers being forced to pay for their own safety equipmentaccording to survey from the trades union congress tuc.org.uk

A survey from the Trades Union Congress (TUC) has found that as many as one in every five employees surveyed were having to pay for their own personal protective equipment (PPE). This is despite the fact that it is illegal for employers to fail to provide this equipment for their employees where necessary.

The survey, which looked at 2,684 people, found that 11.6% reported that despite the fact that protective clothing was required within their place of work, their employers failed to pay for these essential items for them. In addition it was found that 8.9% of those surveyed had to pay for replacement personal protective equipment if the original PPE, which was supplied to them, was then damaged whilst carrying out their job. Overall, it was found that 20% of the respondents of the survey had to pay for providing all or part of their PPE, either from the outset, or as replacements items.

An interesting demographical trend which emerged in the findings was that female employees were actually less likely than their male counterparts to have their PPE provided for them by their employers. It was found that as many as 15% of women had to provide their own PPE, either all of the equipment needed or part(s) of it. This was in contrast to the lower figure of 10.5% for men.

It was also found that an often additional maintenance problem was involved in personal protective

clothing, even if the employer had provided the equipment. It was discovered that a startling 60% of those in the survey had to clean their equipment themselves or pay themselves to have it cleaned elsewhere.

The law which surrounds these issues does in fact state that was well as it being illegal for employers to expect their employees to pay for the personal protective equipment which they need, it is also illegal for employers to expect their employees to pay for the maintenance of their equipment, which included any necessary cleaning.

General Secretary of the Trades Union Congress, Brendan Barber commented on the results of the surveys by saying ‘The fact that so many employers are flaunting the law is an absolute scandal. Far too many workers are being forced to provide their own safety protection, whether footwear, boiler suits, overalls or gloves, and this abuse is widespread across a wide range of industries ranging from construction to catering. Even when equipment is provided it is often expected that the worker cleans it or replaces it

if damaged. Safety equipment is needed to ensure that workers are protected from injury or disease, yet there appears to be very little enforcement of the law. As a result many workers - often those in low-paid service jobs like catering and cleaning - are having to fork out from their own pocket, or go without. This must stop. With the governments cutback of proactive inspections in the workplace this abuse can only grow’.

Far too many workers are being forced to provide their own safety protection, whether footwear, boiler suits, overalls or gloves, and this abuse is widespread

Don’t miss the latest news articles. Subscribe for free to the ADVO Group news feed at news.advogroup.co.uk/subscribe.

advogroup.co.uk | workers pay for own safety equipment


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advogroup.co.uk | workers pay for own safety equipment


The fact that so many employers are flaunting the law is an absolute scandalbrenden barbertuc general secretary“ ”

Occupational health has constantly evolved and adapted in the fifteen years I have been involved in Occupational health, and is continuing to do so ian watkinson, indus occupational health ltd indusocchealth.com

Since being established in 2002, Indus Occupational Health are an occupational health consultancy which focus on a rapid and flexible service. In our exclusive interview series, we talk with Ian Watkinson, Consultant Occupational Health Nurse & Managing Director, to discuss where a company should focus its occupational health focus, providing occupational health services for a diverse range of clients, how the industry has changed over the years and much more.

About Indus Occupational Health

Indus occupational health have been incorporated since 2002, we provide a bespoke occupational health service across all industry sectors. We are a specialist consultancy in occupational health, and assist our clients in managing the risks related to health and the workplace in order to reduce the costs borne through ill health: sickness absenteeism, compensation claims, reduced productivity and training and hiring costs.

One of the issues discussed with ADVO Group in the recent Boardroom Briefing from Health Insurance & Protection was that of where the focus should be directed on improving the health of a workforce. Do you think

the main focus should be on bringing those prone to absenteeism back to work or should the focus be directed at the larger rarely absent proportion of the workforce to make modest improvements to their health to boost their productivity? Which do you believe would have a greater overall beneficial effect for the employer?

The second approach would undoubtedly be the most effective if it can be achieved, however this is much more complex and costly to implement. Improved rehabilitation, and reduced absenteeism, will reduce costs, however this alone will do little to improve the health of the workforce as a whole. If a programme seeking to improve the overall health of the workforce is the goal, then a holistic approach

must be adopted. Any successful programme design would need to consider all the factors that affects their workforce’s health; both work and non-work related factors.

What is it that makes Indus Occupational Health unique?

Indus occupational health are unique in the rapidity, flexibility and quality of our service and the advice provided. I am personally on hand to discuss cases, and general occupational health issues, usually within 1 to 2 hours of first enquiry, an appointment can often be provided within 1-2 working days, and reports returned within 24 hours. A complete turnaround can be achieved within 3-4 days. We can quote for any job large or small and have a national network of OH sub-contractors.

advogroup.co.uk | exclusive interview, indus occupational health


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If a programme seeking to improve the overall health of the workforce is the goal, then a

holistic approach must be adopted ian watkinson

indus occupational health



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advogroup.co.uk |exclusive interview, indus occupational health


Larger providers cannot match this turnaround time, or depth of quality, or provide professional OH advice “on tap” as we do. They can, and will usually take several weeks to turn a job around, and all the time their employee is absent, and/or requiring specialist advice in order to allow them to work. We truly are a bespoke occupational health consultancy, this is a claim few providers can make.

You have a wide range of clients across very different industries as well as across public and private sectors? What differences or trends has this presented in providing an occupational health service?

Different workforces have different needs, that are often quite separate from the “face value” needs of the health issues and risks as they present. Organisational culture is

probably the biggest determinant of the effectiveness of an OH provision. The current main trending influence, is the need for employers to make efficiency savings. This often requires the enforcing a new culture on a previously settled workforce, and always has a detrimental effect on absenteeism. Conversely fear of redundancy can force employees to hide, or make less, of their condition which may create an unsafe situation.

Organisational culture is probably the biggest determinant of the effectiveness of an occupational health provision

How do you believe the occupational health industry has changed over recent time? …(Have the priorities of clients changed? Has the service or industry as a whole needed to adapt in any way at all?)

Occupational health has constantly evolved and adapted in the 15 years I have been involved in OH, and is continuing to do so. Most providers are unique in their business philosophy. This is a reflection of the requirements of employers, which is extremely diverse, especially within the private sector. The public sector tends not to alter much in it’s requirements. I don’t believe that this level of diversity in requirements has particularly changed, it’s just that as the market has grown much bigger and created room for more approaches and philosophies.

The current main trending influence, is the need for employers to make efficiency savings. This often requires the enforcing a new culture on a previously settled workforce, and always has a detrimental effect on absenteeism

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What do you see as currently being the main challenges as well as opportunities for the occupational health industry?

I am concerned with the growth of people untrained in occupational health trying to grab a piece of the action, I suppose this is inevitable given the size of the industry now. My challenge is unchanged over the last 15 years, to help employers to understand what they are able to do to effect change within their workforce, and help them to work effectively to achieve this. To help them understand that, correctly implemented, OH has significant benefits for their organisation. The opportunities are all that this current education gap presents.

With Google recently being named as the company with the most improved employee happiness levels by research from CareerBliss, the importance for companies to manage the happiness of their workforces seems to be becoming increasingly important. How central do you see occupational health as being to this process?

Firstly I would be concerned that a company would need a study to tell them that the happiness of their workforce is paramount! As for the involvement of occupational health, in it’s current form at least, I’m not sure. I think that happiness is achieved primarily through job satisfaction, and this is going to require a vast array of factors, although obviously things like gyms, counsellors and dietary advisors would play a small part.

With occupational health looking at the health of a workforce as a whole, how important do think it is for employers to offer private medical insurance to their employees as an employee benefit?

Certainly when working with individual cases. The ability to utilise private medical insurance and the

benefits it brings, is always a massive help to me as an OH professional. The ability to buy in Physiotherapists and Psychotherapists in particular helps, unfortunately these are often not available or take too long on the NHS. It can be very frustrating to know that an employee can be helped by a particular therapy, and yet to know that they are unlikely to get this in their area. As for the workforce as a whole, this would depend on what services have been identified as useful, and the level at which they are taken up.

The ability to utilise private medical insurance and the benefits it brings, is always a massive help to me as an occupational health professional

What is the popular/in-demand service you currently offer to clients? Why do you think this is?

Popularity is in this order: sickness absence management, health surveillance, risk assessment, drug and alcohol and testing and healthy lifestyle promotion. I think that tells it’s own story: sickness absence management reduces cost, health surveillance is a legal requirement. I would love to do more risk assessments, organisational consultancy and lifestyle work, but the reality is that proactivity tends not to be seen as a long term benefit, but a short term cost.

What are the future plans for the company? Will there be any change in focusing on a particular area(s)?

My short term goals are to improve the efficiency of back room operations, as providing a first class front of house service comes at the cost of long hours and much preparatory work. In the medium term I would like to develop more services, such as education and

training, with my existing clients; as well as further develop my database of high quality practitioners. Long term I would love to focus more on organisational consultancy, and possibly legal training for practitioners.

What does your typical day at Indus involve?

I don’t have a typical day! every day has a different client with a different service. Three days on the same job is classed as a rest!

I will usually either be doing a day of health surveillance medicals, or a bunch of employee consultations. Usually spread around, so I may be travelling to 2 or 3 different places, sometimes they are home visits. Sometimes they are combined with a visit to the shop floor. This can be a factory, office, garage, foundry, light engineering works, school, aircraft base, hospital, sewage works, leisure centre, ferry etc. etc. etc. wherever people work I go. I love this part of the role, seeing what people do for a living, and analysing the health risks present. I spend some of my day, on the phone talking to a new, or potential client, or discussing a case or general issue. I also spend a little time in meetings or presentations either developing new clients, or trying to educate the existing ones. I spend until 9pm most evenings answering e-mails, compiling reports, doing quotes and the million other things that a small business has to do!

You can delve into a whole host of exclusive interviews just like Ian’s now at news/advogroup.co.uk. You can also get the latest industry news sent straight to your inbox by subscribing for free at news.advogroup.co.uk/subscribe.

To discover how ADVO group can unlock the productivity of your workforce through improving their health speak to one of our expert advisors now on 0845 2578833.

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advogroup.co.uk | the future of mindfulness


Is ‘mindfulness’ the future of employee stress management?The meditation-based approach builds momentum mindfulnes.org

Mindfulnet launched its first ‘Mindfulness at Work’ conference earlier this year to promote its meditation-centred approach to coping with the day-to-day stresses of working life. The body of research and number of household name organisations that are supporting the approach seem to be building a increasing wave of momentum. However, the arguments for this new occupational health approach have not gone without criticism either.

Aside from the body of research which seems to be supporting this new approach to stress management, one of the most eye-catching areas of support for the approach is the number of household company names which have fully embraced the approach. Transport for London, eBay, Google, PricewaterhouseCoopers, Prudential, the Home Office and the London Business School are just a few of the organisations who have launched the approach.

So what exactly is this new approach to stress management? The Midfulnet website explains the approach by starting with describing the opposing state of mind; that of ‘mindlessness’. It likens mindlessness to situations such as where you may be driving to a certain destination and arrive only to fail to remember anything about the journey that you just took. Another familiar term the website gives which is often used to describe this state of mind is ‘going on auto pilot’. Mindfulness then, in contrast to mindlessness, seems to be about moving away from subconscious thoughts and about gaining a greater sense of self awareness about our own thought processes. The website describes

the mindfulness approach as the following ‘Mindfulness is a way of paying attention to, and seeing clearly whatever is happening in our lives. It will not eliminate life’s pressures, but it can help us respond to them in a calmer manner that benefits our heart, head, and body. It helps us recognise and step away from habitual, often unconscious emotional and physiological reactions to everyday events. It provides us with a scientifically researched approach to cultivating clarity, insight, and understanding. Practicing mindfulness allows us to be fully present in our life and work, and improve our quality of life.’

Kenneth Egelund Schmidt, chief information officer and vice-president of the It division at Carlsberg has recently offered the mindfulness approach to all of the employees that he manages. He argues that as a regular practitioner of the approach himself, the benefits are clear. He comments ‘I realised that the turmoil, the noise and the information flow would never stop. It’s just a fact of life. So I needed the personal capability to cope with it on an ongoing basis. Mindfulness is a practical way to cope with all the noise in your head and the noise around you. It’s a way of letting go

of it and not letting it control you. By offering all my colleagues access to mindfulness skills, I’m actually getting each employee to take responsibility for coping with reality themselves, rather than shouldering the entire burden myself’.

Mindfulness is a practical way to cope with all the noise in your head and the noise around youSchmidt also commented that one of the main challenges that he faced in promoting the approach at work was to get employees to move past any misconceptions they may have such as seeing the approach as simply being a set meditation exercises or seeing the approach as having certain other connotations. Schmidt seems to be typical of the type of individual who is trying to push through this approach into the workplace, as a senior member of staff within an organisation who claims to have personally reaped the benefits of the approach.

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advogroup.co.uk | the future of mindfulness

the information flow would never stop. It’s just a fact of life. So I needed the personal capability to

cope with it on an ongoing basisKenneth Egelund Schmidt

Carlsberg

Currently, leading occupational health professionals seem to be somewhat shying away from the approach but the number of organisations that are keen to learn more about the technique may change this in the future.

As well as the number of companies who are currently putting the mindfulness approach into practice, there is also a body of research that seems to be lending significant support. For example, a study by Holzel et al 2012 showed that the mindfulness approach could in fact effectively calm the body down during times of stress. An additional study by Tang et al 2008 argued that the mindfulness approach was able

to actually reduce the level of the stress hormone Cortisol within those studied.

However, the momentum the mindfulness approach has been gathering has faced some limitations based on criticisms of the supporting research. Many have criticised the quality of the supporting research as having far too small sample sizes. The shortage of lengthy corporate research into the effects of the approach seem to be the main thorn in the side for mindfulness. However, the conference organiser and founder of Mindfulness predicts that the body of supporting research will only increase, she comments ‘Although a growing number of

organisations are using mindfulness to increase resilience and productivity, there are still relatively few documented examples. I plan to draw together as many examples of workplace interventions as possible and facilitate opportunities to share knowledge and develop best practice’.

Unsure about the best route forward for improving the health of your workforce? Speak to one of the expert advisors at ADVO Group now on 0845 2578833 or email us on [email protected].

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learning lessons from the volunteers of london 2012 cipd annual conference looks to highlight hr’s roles in change and transformation with focus on the games makers cipd.co.uk

This year’s Chartered Institute of Personnel and Development (CIPD)’s Annual Conference and Exhibition, taking place 6-8 November at Manchester Central, will focus on sharing the vital lessons that were learnt in human resources from the London 2012 Olympic Games. The conference will feature a keynote seminar from the London 2012 HR Director, Jean Tomlin, who devised the procedure for selection and training of the 70,000 Games maker volunteers which enabled the game’s diversity and legacy goals to be met.

Paul Deighton, Chief Executive of the London 2012 organising committee, commented on how vital Jean Tomlin’s role would be in the sucess of the 2012 games by saying ‘This is a crucial position within the London 2012 team... We need to attract and retain the best people for London 2012 to deliver the best Games ever, and Jean will make that happen. We are committed to recruiting a diverse workforce that represents London’s community’.

Jean Tomlin commented at the time of her appointment as Human Resources Director for the games by saying ‘The London 2012 Olympic Games and Paralympic Games is the most exciting project around and I look forward to putting in place a world class team across a range of specialities to deliver a spectacular London Games’.

I look forward to putting in place a world class team across a range of specialities to deliver a spectacular London GamesThe volunteers that were organised by Jean Tomlin became seen by many as one of the central achievements of the 2012 games.

Culture Secretary Jeremy Hunt commented on the success of the volunteers by saying that they had changed the image of Britain with their ‘enormous smiles’.

The Chief Executive of the London 2012 games, Sebastian Coe, also expressed the excellent work undertaken by the ‘games maker’ volunteers by saying ‘The overwhelming expression of

gratitude I get everywhere I go is the extraordinary work of our Games Makers. I think these Games are showing the best of us, the very best of British’.

The British Olympic Association Chair, Lord Moynihan also expressed his appreciation for the work the volunteers undertook for the games by nominating them as a single entity for the coveted Sports Personality of the Year award. A noomination that many would be likely to support.

With the unprecidented success of the volunteers and their central role in the London Olymmpics, Jean Tomlin’s insight into the organisation of this workforce will no doubt prove to be an invaluable insight into human resource practice.

As well her experience with the London 2012 games, Jean Tomlin has a a huge range of experince within the human resource industry.

advogroup.co.uk | cipd annual conference 2012


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Some of her positions which preceded her appointment to the London 2012 games include beingan advisor to the BBC on their programme for change, being Group HR Director at Marks & Spencer and HR Director of Egg plc.

Jean Tomlin will be joined at the conference by a host of other leading HR figures vital in the successful running of the London 2012 games. All the figures will offer a different, yet invaluable insight into the human resource management that took place behind the scenes of London Olympics.

Joining Jean Tomlin will be Wendy Cartwright, Director of Human Resources for the Olympic Delivery Authority. Wendy will be covering how to maximise performance and minimise staff disputes through gaining a deeper understanding of your employees, how to build strong support networks through your business to enhance the loyalty of your staff and enhance staff retention and, lastly, how to develop a company culture that has a consistency between both managers and staff which will reduce the possibility of employee conflict.

Also present will be Steve Girdler, Director of London 2012 Partnership at Adecco. Steve’s Seminar ‘Keeping diversity on track: how to ensure that inclusion stays on the agenda’ will provide invaluable practical tips for how to make sure diversity becomes truly part of your organisation. The seminar will also look at how to make sure your organisation fully commits to the idea of diversity and values it as a high priority for the business as a whole. Steve will also be discussing the possible implications of the proposed government changes to the current legislation around equality.

The overwhelming expression of gratitude I get everywhere I go is the extraordinary work of our Games Makerssebastian coe

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HR professionals need the opportunities to stand back and understand the wider context in which their organisations operate and learn from otherspeter cheese cipd ”“



Finally, the HR representatives from the London 2012 games will include Michele Owens, head of HR and organisation Effectiveness for the Olympic Delivery Authority. Michele’s seminar, entitled ‘OD as a driver for change and organisational performance’ will look at the various ways in which organisations can adapt to change easily by making the notion of change itself central to the company’s ethos.

Peter Cheese, CEO at the CIPD commented on the upcoming conference by saying: “In a market and economic environment of great uncertainty and change, organisations that stand still will not survive and thrive. To have the confidence to innovate and courage to challenge the status quo, HR professionals need the opportunities to stand back and understand the wider context in which their organisations operate and learn from others, as well as share their own thinking. The line up of speakers at this year’s conference covers a wide spectrum of recognised thought leaders and leading practitioners, along with interactive workshops and showcases on the exhibition floor, which will provide a unique learning opportunity for all, and help in building better organisations equipped for the future.”

The line up of speakers at this year’s conference covers a wide spectrum of recognised thought leaders and leading practitionersDavid Milner, Manager of Consulting at Kenexa (sponsors of this years conference), commented by saying: “In today’s economic climate, it’s all about getting the most out of your workforce – how to bring the right talent into your organisation and maximise the talent you have. HR professionals who can help their organisations do this add tremendous value to their

company culture and revenues to the business.”

With the success of the London 2012 games succeeding everyone’s expectations these semiars will provide a fasciating insight into a behind-the-scenes execution of human resources strategy.

In addition to the focus on the London 2012 Olympics, the CIPD conference will also include a keynote presentation from Gary Hamel who has been called ‘the world’s leading expert on business strategy’ by the Fortune Magazine. Gary will be exploring the make or break issues and management challenges which are vital to determining the future level of success for a business. The issues Gary will be focusing on are : values, innovation, adaptability, passion and ideology.

Other key speakers at the conference will include Stuart Crabb, Head of Learning and Development at Facebook, David Fairhurst, Senior vice President and Chief People Officer at McDonald’s, Manual Monge, Corporate Head of resourcing at Nestle, Julie Parer-Welch, pensions strategy Specialist at Marks & Spencer and Linda Kennedy, Group Human Resources Director at Yell.

For all the news on the CIPD 2012 conference as it happens as well as the rest of the leading human resource strories, be sure to subscribe for free to the ADVO Group news feed at news.advogroup.co.uk/subscribe.

You can also find all of our published news stories directly wihin our Facebook page. Simply visit facebook.com/advogroup.

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In today’s economic climate, it’s all about getting the most out of your workforceDavid MilnerKenexa

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sainsbury’s creates innovativeemployee satisfaction approach5,000 employees make their way to Olympic park during the paralympic games sainsburys.co.uk

Sainsbury’s have provided 5,000 of their employees from up and down the UK with the chance to visit the Olympic park to watch the Paralympic games. As a sponsor of the paralympic games, Sainsbury’s has exceeded the efforts of any other sponsor company in terms of the sheer number of employees it has been able to provide access to the games to.

The 5,000 employees that arrived at the Olympic park were selected from the 150,000 total number of Sainsbury’s employees via a nomination system which was launched earlier in the year. The system required employees to nominate themselves of their colleagues to be able to visit the games by expressing why they would love the be able to represent the company. The 5,000 selected employees visited the Olympic park over one day but an additional 70 employees of the supermarket also visited the games with a guest of their choice during the paralympic closing ceremony.

In addition to the visitors to the park, the entire workforce of the company wore celebratory t-shirts for the paralympic games which were also designed by Sainsbury’s employees.

Director of Colleague Engagement at Sainsbury’s, Jacki Connor, commented on the campaign by saying ‘We’re so proud to sponsor the London 2012 Paralympic Games, and it’s fantastic to have 5,000 colleagues here today taking part in the events at the Olympic Park. It

really brings our sponsorship to life and is just one of the many opportunities we’ve given people to take part and raise awareness of the amazing skills and sportsmanship of the Paralympic athletes. There has been so much excitement about this event all year from when we first asked for nominations to attend until more recently when we ran a colleague t-shirt design competition. Our colleagues really wanted to let our customers know how proud they are that we are sponsoring the Games and now that all 150,000 Sainsbury’s colleagues will be wearing the winning design for the event at one moment in time - whether they’re at the Olympic Park, serving a customer in a store or loading up a lorry - means we can all show our support for the Games together. For nearly two years now, our colleagues have been getting behind the Paralympics and raising awareness with our 22 million customers that come through our doors every week. So by taking them to watch the Games in action, is a way for us to say ‘thank you’, and to celebrate their hard work and success.’

There has been so much excitement about this event all year from when we first asked for nominationsThrough several different key promotions and competitions, Sainsbury’s has given away 18,000 places to the paralympic games to both customers and employees of its stores. The supermarket was also able to provide 145 of its customers and employees with the chance to carry the olympic torch.

Sending 5,000 of your employees to the paralympic games is undoubtedly an excellent way to create employee satisfaction but creating a satisfied, healthy and productive workforce doesn’t necessarily require such efforts. Simply speak to one of the advisors at ADVO Group now on 0845 2578833 to see how an employee benefits policy can give you the key to unlocking a truly satisfied, happy, healthy and more productive workforce than ever.

advogroup.co.uk | sainsbury’s & the 2012 paralympics


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advogroup.co.uk | sainsbury’s & the 2012 paralympics


For nearly two years now, our colleagues have been getting behind the Paralympics and raising awareness with

our 22 million customers that come through our doors every week. So by taking them to watch the Games in action,

is a way for us to say ‘thank you’jacki connor

sainsburys”“

the new online hub for human resource profesionalsadvo group’s new hr linkedin group ‘hr uk’ linkedin.com

ADVO Group are proud to launch their brand new LinkedIn group ‘HR UK’. Whether you are a fully fledged LinkedIn addict or have never heard of this excellent professional social networking service, if you work in human resources then don’t miss the chance to join this group and have your say of the leading human resource issues.

Social media lies at the very heart of the online activity of ADVO Group and ADVO Group’s well established LinkedIn group ‘Health Insurance Industry UK’ has established itself as one of the leading online areas for professionals working in, or simply with an interest in, the UK health insurance industry. The group enables the members to keep up to date with the breaking news stories, join discussions, start discussions of their own, vote in polls and connect and engage with other professionals in the industry.

As successful as this group has been, ADVO Group felt that it was time to give the human resource professionals that so frequently visit the company website, LinkedIn group and other social media channels, a fully dedicated online area to call their own. Thus the new LinkedIn group ‘HR UK’ was set up and has already seen a fantastic response.

For those readers that are LinkedIn savvy, simply search for ‘HR UK’ under the group filter and you will find our new group. We pride ourselves on monitoring membership requests continuously so you won’t find yourself having those never-ending waits for confirmations of membership requests that can be so infuriating

with so many LinkedIn groups.

For those readers that are unfamiliar with LinkedIn, as of the start of August this year, this professional networking site had over 175 million members from more than 200 countries worldwide. In the UK alone, there were more than 9 million members. With these two groups from ADVO Group now fully active on the site, there has never been better to get involved and have your say.

as of the start of August this year, this professional networking site had over 175 million members from more than 200 countries worldwideAs well as the two discussion and networking groups, you can also find the ADVO Group company LinkedIn profile. Here you will find our more corporate company information with everything you need to know about our services and what we can offer you, your family or your business.

You can also find us on a host of other social networking sites including Facebook where you can see the latest copy of Advocate, the latest news, our current newsletter, company photos and more, Twitter, where we have over 5,600 followers, Google+, where we are leading the way in the industry for our continuously updated content and sharing, YouTube and Issuu, the home of Advocate magazine.

Don’t just our word for it though on how great our social media channels are! Check out the testimonials below to see how we are leading the way with our social media activity ...

‘You all are definitely on top of your content. You’re a social media inspiration. Thank you for following us!’‘This group is fantastic and gives some extremely valuable insight into the expat market!’‘I look forward to the discussions and connecting with new people’‘Check out @ADVOGroup for great articles and news related to employee healthcare benefits’.


advogroup.co.uk | linkedin

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advogroup.co.uk | linkedin


With these two groups from ADVO Group now fully active on the site, there has never been better to get involved and have your say“ ”

google makes the biggest leap in employee happiness the search giant tops the table in the 2012 leap awards careerbliss.com

CareerBliss has recently published the winners in its 2012 Leap Awards. These unique awards look at the companies over the last year that have made the latest overall leap forwards in the happiness of their employees. Topping the league table this year, amongst a host of household names, was technology giant Google!

A multitude of factors were taken into consideration when judging how successful the companies had been in increasing the happiness of their employees. The awards looked at the employees work-life balance, their relationships with the bosses and colleagues, their work environment, job resources available, compensation, opportunities for growth within the company, the company culture, the company’s wider reputation within the marketplace, the daily tasks that the employees undertook and lastly, the job control over the work performed on a daily basis. The employees themselves gave their companies scores from one to five for all of these categories. The results were then compares with the preceding year to assess the companies which had made the biggest overall step forwards in improving their employee’s happiess.

In total, fifty companies were included in the final list but the companies who made the top ten all scored over 12% improvment in their employee’s happiness scores. However, the improvement level that Google achieved was significantly higher than any of the other comapies listed in top ten. Google’s improvement score was an extremely impressive 36.74% whereas the scores for the other nine companies

in the top ten list has scores ranging only from 12.74% - 20.66%.

Google’s success in this year’s awards sees them return to the number one spot which they previously secured back in 2010. 2011 saw a significant decline in Google’s overall score, so this year’s success for the company is quite a bounce back. Part of their return to form must be attributed to how their employees scored them in the ‘support and growth’ category in particular, which saw their score improve by an astonishing 80%.

CTO and Co-founder of CareerBliss, Matt Miller, commented on Google’s success in the awards by saying “Google tells an interesting story, of how dynamic a workplace can change in just one year”.

Google tells an interesting story, of how dynamic a workplace can change in just one yearCEO and co-founder of CareerBliss, Heidi Golledge commented on this years awards by saying “The Bliss Leap Award honors companies who have spent the last

year truly working towards creating a better company culture and happier employees ... It is interesting to see companies on this list raise their employee happiness from 12 percent to nearly 37 percent in just one year. This is certainly great news for companies who see retention and employee wellbeing as a key factor to their success, since they can make great strides in this area in just one year ... Many of these companies are well on their way to making our Happiest Companies list, which will be out later this year. At CareerBliss, we feel it is important to recognize growth as both companies and employees can learn from these companies and their commitment to change.”

Which company do you think will take home the title in 2013? Do you think Google will see another slip in it’s number 1 spot? Make sure you don’t miss next years results or any other essential human resources news by subscribing for FREE to the ADVO Group news feed at news.advogroup.co.uk/subscribe. You can also check out the very latest news right now by simply visiting news.advogroup.co.uk.

advogroup.co.uk |google’s leap in employee happiness


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advogroup.co.uk | google’s leap in employee happiness


rank company average salary bliss rating increase in happiness

1 Google $73,263 4.312 36.74%2 Supermedia $63,013 4.113 20.66%3 Unisys $70,057 3.965 20.07%4 GE Capital $71,516 4.538 19.45%5 Rockwell Collins $76,398 4.050 17.60%6 Ernst & Young $74,393 4.293 15.91%7 Dyncorp $74,481 4.258 14.39%8 Applied Materials $78,339 4.231 13.19%9 Coca-Cola $52,948 4.206 12.79%10 Aecom $71,108 4.309 12.74%11 Sunguard $76,248 3.835 12.13%12 Disney-ABC Television $64,814 3.888 11.40%13 Honeywell $69,666 4.145 11.26%14 ADT Security $45,787 3.783 11.11%15 Intuit $77,012 4.021 11.01%16 First American Title $55,820 3.963 10.67%17 ExxonMobil $53,410 4.082 10.66%18 Agilent Technologies $81,990 4.288 10.38%19 Texas Instruments $74,418 4.491 9.83%20 Chevrolet $53,402 4.042 9.23%21 Nokia $87,375 4.224 9.10%22 Ricoh $58,357 3.858 9.00%23 Advanced Composites Solutions $47,432 3.533 8.88%24 FedEx Ground $38,753 4.105 8.84%25 McDonald’s $28,244 3.800 8.70%26 Baxter International $65,561 4.420 8.61%27 ADP $63,549 4.124 8.51%28 Honda Motor Co. $54,254 3.911 8.15%29 CGI $74,239 4.289 8.11%30 Flextronics $56,400 4.117 7.93%31 Capital One $60,304 4.145 7.22%32 Amgen $79,334 4.344 7.20%33 Qwest $65,312 3.747 6.68%34 IKON Office Solutions $47,773 4.198 6.63%35 JPMorgan Chase $61,724 4.049 6.61%36 Motorola $81,178 4.170 6.59%37 Affiliated Computer Services $56,408 4.069 6.56%38 Fluor $80,513 4.327 6.29%39 Toys R Us $36,142 4.032 6.22%40 Clearwire $60,121 3.759 6.15%41 Boeing $78,642 4.191 6.09%42 Sony $64,695 3.712 5.87%43 Abbott Laboratories $70,493 4.322 5.87%44 BAE Systems $78,780 4.123 5.78%45 Wipro $72,558 4.262 5.76%46 Time Warner Cable $47,557 4.063 5.46%47 Safeway $45,181 3.659 5.35%48 Booz Allen Hamilton $89,358 3.940 5.34%49 Johnson Controls $61.960 3.970 5.23%50 Enterprise Rent-A-Car $42,814 3.974 4.75%

advogroup.co.uk | would richard branson be your ideal boss?


would richard branson be your ideal boss?the virgin ceo tops the list in management style for his infamous laid-back approach news.advogroup.co.uk

Recent research from recruitment consultants Reed, carried out by YouGov, asked people to vote for a celebrity boss they would choose as their manager based on the celebrities’ well know differing management styles. Virgin boss Richard Branson and his accompanying infamously informal and relaxed approach topped the list with 26% of the poll votes.

The popularity of Richard Branson’s relaxed approach to business management was set in incredibly stark contrast to the lack of popularity for a far more domineering approach represented by celebrity chef Gordon Ramsey. Only 1% of those who took part in the poll voted for Gordon Ramsey as their ideal manager and only 4% said that they would favour a dominant manger.

The research was carried out as part of Reed’s attempts to find the best managers within the country.

The wider results from the study painted a generally encouraging picture for how the UK workforce feels about their bosses and their accompanying management styles. It was found that 65% of those studying described their managers as ‘good’. Just under half (47%) said they have the autonomy within their workplace to get on with their roles without being interrupted by an over micro-managing of their work. 47% of those in the study also said they were made to feel comfortable at work, 36% said that they were given proper constructive criticism from

their managers and 33% said that their bosses remained calm under pressure.

One of the more general trends found within the research was that 30% sought the attribute of fairness in their managers, 20% would most value their bosses to be relaxed and 19% said they would want an inspirational manager.

Tom Lovell, group managing director of Reed, added: “With a good manager often making the difference of whether someone loves or hates a job, our research showed that many of the UK’s managers do display the qualities that are most desired by workers, such as calmness under pressure and freedom to work without micro-management. We understand how exceptional managers can make a huge difference to the performance of any organisation, both through their own actions and the positive impact they can have on the teams around them. So, with nearly half (44%) of workers saying their manager deserves more recognition, we are urging them to nominate their boss for REED Manager of the Year 2012.”

With a good manager often making the difference of whether someone loves or hates a job, our research showed that many of the UK’s managers do display the qualities that are most desired by workers

Let us know your thoughts on what you think makes a great boss by getting in touch on twitter @advogroup. If you are an employer, how do you think you fair for creating satisfaction in your employees? To find out how an employee benefits policy could benefit both you and your employees get in touch now with one of the expert advisors at ADVO Group on 0845 2578833 or email us at [email protected].

advogroup.co.uk | would richard branson be your ideal boss?


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advo group shortlisted for leading industry awards shortlisted at both the cover excellence and health insurance awards 2012 advogroup.co.uk

ADVO Group are proud to announce that they have been shortlisted for three award categories at the upcoming Cover Excellence Awards 2012. ADVO Group are shortlisted for Employee Benefits Intermediary of the Year, Healthcare Intermediary of the Year and Customer Service. In addition ADVO group have also been shortlisted for the category of Best Cash Plans Intermediary at the 2012 Health Insurance Awards.

ADVO Group have won the title of Healthcare Intermediary of the Year at the Cover Excellence Awards for the last two years running so will be looking to make it an incredible three years in a row to win the award.

ADVO Group’s Corporate Director, Colin Boxall, commented on the incredible triple award nomination by saying ‘ADVO is already one of the very few Intermediaries to receive multiple awards, but to be winners two years running at the Cover Excellence Awards and then to be short-listed again is an incredible achievement. Of the three Awards we have been shortlisted this year the one that means the most to me personally is the Customer Service Award. ADVO’s core has always been to ensure Clients get the very best not only from us but their providers too.’

Taking place at the Victoria Park Plaza, London, on the 4th October, this year’s award ceremony as central an award evening to the industry as ever. The official website for the award evening describes the upcoming event ‘As with every year, the COVER

Excellence Awards 2012 promises to be an evening of style, sophistication, glitz and glamour, and where achievements of those in the health and protection industry are rewarded.

With separate awards for providers and intermediaries, these prestigious awards highlight the dedication and hard work that all those across the industry have given to the sector, as well as recognise their invaluable efforts in ensuring consumers are fully and properly protected’.

these prestigious awards highlight the dedication and hard work that all those across the industry have given to the sectorAmongst the judges this year are Paul Robertson from Cover Magazine, the parent magazine of the award ceremony and Nick Kirwan from the Association of

British Insurers.

The recent announcement that ADVO Group have been confirmed as shortlisted for the 2012 Health insurance awards for Best Cash Plans Intermediary is also huge news at ADVO Group.

Taking place at Grosvenor House, London, on the 18th October, this year’s ceremony will mark the thirteenth year of the awards and will look to be bigger than ever before.

ADVO Group have been winners at the Health Insurance awards before, but have never won this particular award so will be keen to add this title to those previously awarded.

To find out if ADVO Group wins at the upcoming award ceremonies make sure you subscribe for free to the ADVO Group news feed at news.advogroup.co.uk/subscribe.

advogroup.co.uk | advo group’s award shortlisting


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Of the three Awards we have been shortlisted this year the one that means the most to me personally is the Customer Service Award. colin boxall advo group

advogroup.co.uk | advo group’s award shortlisting


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your number one resource for individual private medical insurance advo group relaunches ‘advo individuals’ website individuals.advogroup.co.uk

There has never been a better time to protect yourself with a private medical insurance policy. Whether a traditional private medical insurance policy, international private medical insurance or a cash plan, you will find all the information and advice you need at individuals.advogroup.co.uk.

The new individual focused website provides great information about a range of individual products.

These products include Individual Private Medical Insurance, the benefits of which are perhaps more pronounced now than ever before. The ability to be seen and treated far quicker than would otherwise be available on the National Health Service (NHS), being able to determine where and when you receive your medical treatment and having access to the best treatments available private medical insurance are just some of the excellent features that makes private medical insurance an increasingly popular option.’

Also included are details on Individual international private medical insurance. This is an essential private medical insurance policy for anyone either living abroad or looking to move overseas. With the option of the National Health Service (NHS) no longer available when moving abroad and with the cost of medical treatment often extremely expensive in many parts of the world, its incredibly important to make sure you have the protection in

place to cover the costs, should the need arise.

Also available are details on Cash Plans. Cash plans are an increasingly popular form of private medical insurance. Cash plans are there to cover you up to a certain limit for those day-to-day medical expenses that, without a cash plan in place, can quickly mount up to a significant sum. With different cash plans offering financial cover for a wide range of medical procedures and services such as over-night stays in hospital, glasses, dental bills, physiotherapy, chiropractor and many more. Cash plans are seen by many as being one of the most cost-effective private medical insurance solutions on the market where they can in some cases pay back five times what they cost (source).

Cash plans work by being able to claim back, up to a certain point, the expenses you may incur for medical treatment. These expenses are claimed by submitting the receipt of the medical treatment to the insurer with which the cash plan policy is held.

With each of these available

individual medical insurance policy types the choice within the market can be overwhelming and it is vital that you get the policy that exactly matches your particular needs. Speaking to one of our expert, independent advisors will enable you to get the perfect policy for your needs.

Advising on cash plans is also something ADVO Group have recently been recognised for through our shortlisting for the caregory of Best Cash plans Intermediary at the 2012 Health insurance Awards.

An excellent additional feature to the new individuals website is the ability to be abel to get a quote for all of the mentioned policy types by simply entering your details.

To view all the details on individual private medical insurance and to obtain your free quotations simply visit individuals.advogroup.co.uk. Alternatively speak to one of our advisors direct on 0845 2578833 or email us at [email protected].


advogroup.co.uk | advo individuals website relaunched

Whether a traditional private medical insurance policy, international private medical insurance or a cash plan, you will find all the information and advice you need at individuals.advogroup.co.uk


advogroup.co.uk | advo individuals website relaunched

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

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

ADVO Group’s account on Issuu.com will continue to be the primary home for Advocate magazine but you will also be able to find the magazine within our Facebook page at Facebook.com/advogroup.

The next, winter edition of Advocate magazine will be looking at the familar themes you come to expect from the magazine. However, the winter edition will also be providing a retrospective, looking back at all the biggest news and stories from 2012 as well as looking ahead to the market trends and predictions for the coming year ahead.

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 PMI, HR, occupational health, if you’d like to be interviewed or if you think you can provide a fascinating prediction for the industry as we move towards 2013 then don’t hesitate to get in touch. Send in 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 youre 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 youcan get in touch with any of them on the contact details below.

Larry BulmerChief [email protected]

Colin BoxallDirector, [email protected]

Chris McCrackenDirector, [email protected]

Sharon Harwood-DavisConsultant [email protected]

Yvette ButterworthCorporate [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.

chris fianderonlie marketing manageradvo group

advogroup.co.uk | thanks for reading


advogroup.co.uk | thanks for reading


the winter edition will be providing a retrospective, looking back at all the biggest news and stories from 2012 as well as looking ahead“ ”

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 authorised

and regulated by the Financial Services Authority.

Documents

ADVOCATE AUTUMN 2012