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Health Horizons
Supporting business leaders with our Health Horizons
Designed to support leaders in your business, our series of virtual events help you anticipate the challenges and opportunities that are shaping the future of workplace health and wellbeing.
Bringing together industry experts, innovators, and thought leaders, we’ll explore the emerging trends, cutting edge technologies and evolving practices in healthcare.
Tailored for senior leaders, HR professionals and wellbeing benefit managers, attendees will gain unique insights into the transformative landscape of workplace health and wellbeing.
Re-watch the latest live event
Family-friendly policies deliver real benefits around productivity, investment, recruiting and retaining talent.1 But three-quarters of HR leaders admit they struggle to provide the right support for working mothers2 and there are also issues around infertility, mental health and the demands of balancing parenting and work to consider. Our event explores how families, and the needs of parents, are changing — and what this means for business.
Read our latest articles from the Health Horizon series
Fertility is becoming a business issue
As many as one in seven couples has difficulty conceiving3 and while fertility treatment offers hope, it is often associated with depression and anxiety. There may be worries around the cost of treatment and assisted reproduction can be physically and emotionally draining. Explore the issues and how to support employees on this path to parenthood.
How parenting can impact mental health
Sometimes the feelings of elation and excitement around starting a family are interwoven with negative emotions. As many as one in five women and one in ten men experiences anxiety and depression at this time. 4,5 And 12% of adoptive parents also struggle with low mood.6 Providing effective support gives business an edge when it comes to recruiting and retaining talent.
Creating a family-friendly workplace
There is a strong business case for pro-parenting policies, but delivering meaningful support may require a culture shift. We explore the core elements of an effective strategy and provide practical advice and tips on how to foster a family-friendly workplace for all.
Nurture and nature
Experts now believe the addictive personality is a myth, but there is compelling evidence that both inherited and environmental factors can increase the risk of developing an addiction to a substance or behaviour. Dr Naveen Puri, Medical Director for Bupa UK Insurance explores the complex interplay between genes, childhood experiences and lifestyles which can drive addiction.
Addictive behaviours undermine teams and productivity
Alcohol misuse alone costs the UK economy £7.3billion a year in lost productivity.2 It s a factor in 40% of accidents at work2 and two in five employees have gone to work under the influence of alcohol or impaired by a hangover.2 Learn about the work patterns and practices that can increase this risk and how to ensure the health and safety of teams.
How to provide effective support
Inaction on addiction is not an option, and different forms of addiction will present their own challenges and risks. We explore the core elements of an effective strategy and provide practical advice and tips on the steps organisations can take to support employees who are struggling with addictive behaviours while safeguarding teams and the bottom-line.
Prevention is a strategy for success
The business case for promoting workplace wellbeing is compelling. It’s good for business and it’s good for the wider economy. An ageing population, rising levels of obesity and poor mental health mean health prevention must be a priority for organisations seeking to recruit and retain strong teams.
Disease prevention is getting personal
Genomics has transformed cancer. Screening for BRCA cancer genes has dramatically reduced women’s risk of breast cancer. But we are only beginning to unlock the potential of polygenic health screening which can provide personalised health and lifestyle advice based on individual risk. Learn more about what is happening now, and what lies ahead.
Creating a healthy culture
Employee wellbeing priorities must be integrated throughout an organisation, embedded in its culture, leadership and people management. Discover what it takes to develop, and maintain, workplace wellbeing initiatives that are tailored to the needs of your teams.
A healthy environment is good for business
Prioritising sustainability is crucial for employee engagement and retention. The latest Bupa Wellbeing Index shows 45% of employees believe the opportunity to propose eco-friendly initiatives would boost their motivation.3 This rises to 56% for Gen Z.3 Discover how your business can be part of the climate-crisis solution
Digital delivers climate dividends
Advancing digital transformation will be key as we tackle the climate emergency. Remote consultations, innovation and smart tech can all improve access to healthcare. This is while reducing carbon emissions and other environmental burdens. Explore the innovations which will protect the health of our planet and people.
Creating a climate for change
“We need to move away from the traditional ‘make-use-dispose’ economic model,” says Dr Robin Clark, Medical Director of Bupa UK. Innovations applied at our Cromwell Hospital show how sustainability can save costs and the environment. Learn how collaboration across sectors, and Bupa’s eco-Disruptive partners, are driving change.
Tackling the crisis in men's mental health
Men are at much higher risk of poor mental health than women.4, 5 But, traditional views of masculinity often prevent them from seeking help when they are experiencing problems.6 Learn how to meet this challenge and discover how one firm in a male-dominated industry is making a difference.
Investing in mental health is a priority
Analysis shows that supporting mental health and wellbeing in the workplace can increase productivity by up to 12%.7 Also, every £1 invested will deliver a return of £5.8 Discover what makes an effective workplace programme in our article. We'll also give you the tools and resources to signpost to support emotional wellbeing across your teams.
Upskill managers to support mental health
Line-managers are at the frontline when it comes to providing mental health support. But, 46% are considering quitting because of their own struggles with work-related stress.9 We explore how to support these key employees with core standards that aim to embed positive policies and good practice.
Women’s health in the workplace
Women now make up 48% of the workforce,10 menopausal women are the fastest growing demographic in the workplace,11 and employment lawyers have flagged women’s health as a hot topic for 2023.12 Offering the right support will give organisations an edge in the competition for talent says, Bupa’s Clinical Lead for Women's Health Dr Samantha Wild.
Age diversity dividends
Almost three quarters of employers are actively trying to recruit older talent.13 And the CIPD says building age-diverse teams helps to address skills and labour shortages. As the risk of health problems increases and evolves with age, in this article we explore how providing the right healthcare support will enhance recruitment and retain talent.
Addressing disability in the workplace
A third of disabled employees don’t request reasonable adjustments for fear of being treated differently, yet 80% say they are more productive, and happier, when adjustments are made.14 Learn how to support the needs of team members with different disabilities by asking questions and encouraging open communication.
Digital mental healthcare solutions
With demand for mental health support continuing to rise, AI and digital platforms provide a unique opportunity to reshape the way we deliver care. We look at the way innovative platforms such as SilverCloud, JAAQ and Bupa Blua Health empower users to make positive changes and access support.
What is quiet quitting?
Quiet quitting has been the buzzword in 2022, but what does it mean, and what does it mean for your teams? We explore how this generational shift in attitudes to work is part of a bigger challenge around engagement - and the steps you can take to address it
Financial uncertainty
Money worries can increase the risk of poor mental health and 80% of employees say stress around personal finances impacts their performance at work15. Learn how businesses can support teams and the dividends this delivers in productivity and employee retention.
Diversity: dividends and challenges
The business benefits of diversity are well documented. 47% of employers struggle to fill vacancies.16 Seeking out a more diverse workforce will be vital in the challenge to recruit and retain talent. We explore existing health inequalities and the value that the right healthcare packages deliver.
Neurodiversity: strategic thinking
There are unique advantages to having a brain that works differently. That’s why progressive organisations are recruiting neurodiverse staff with specific strengths. This can include problem-solving and pattern recognition. We look at how to attract and support neurodivergent talent.
Inclusivity: creating thriving workplaces
Building a diverse and inclusive workplace is good for business. It also delivers benefits for all staff.17 But, this can mean addressing barriers and unconscious discrimination. We unpick these challenges and provide a roadmap of strategies and initiatives. This helps organisations create a more inclusive workplace.
What's on the Horizon for 2024
Secure your place at one of our upcoming virtual events
Unlocking the potential of a multigenerational workforce
September 2024
Proactive and preventative health
November 2024
Resources from the Workplace Health and Wellbeing Academy
Manager’s guide: Pregnancy and fertility at work
Supporting parents returning to work
Watch our latest Academy module
Watch our Academy module. Watch our bitesize Academy module: Supporting employees facing fertility concerns. Experiencing difficulties conceiving can be distressing and all-consuming and can impact every aspect of someone’s life – both at home and at work. This bitesize video discusses how line managers can support employees facing fertility challenges in the workplace.
Helping those with fertility concernsVisit the Workplace Health and Wellbeing Academy page for more information.
Workplace Health and Wellbeing AcademyExperiencing difficulties conceiving can be distressing and all consuming and can impact every aspect of someone's life, both at home and at work.
Fertility problems are just as likely to be met in origin, but are often regarded as a female issue.
So we must remember that men may also be experiencing the pain and grief of struggling to become parents, and they will also feel the emotional and physical fallout from fertility issues in other aspects of their life.
This may have negative effects on their relationships, their work life, and their mental health, but is often overlooked.
The partner may feel that they have to be the strong one and feel helpless or guilty for the individual undergoing the treatment.
They may also feel isolated and find it very difficult to open up and support is often geared for the partner going through the treatment.
Understandably, this can lead to employees considering leaving the workplace because of the stresses of fertility treatment, increased sickness absence and reduced engagement at work.
Therefore, organisations can play a vital role in helping to create supportive environments where employees feel able to open up about the challenges that they're facing.
There are a number of ways in which organisations can support.
They can raise awareness across the workforce, offer flexible working hours, create an open and supportive culture, train their managers to be upskilled in supporting their staff, offer fertility benefits such as financial help and signpost services such as their EAP service and fertility network, UK.
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1 Mitwally,Tala Husam Hani; Mohamed,Yasmin Galal Mostafa; Ossaily,Yasmine, The Business Case for Investing in Women’s Employment in Jordan : Amin Kawar and Sons (AKS) - Reaping the Benefits of Family-Friendly Policies, 2021.
2 Totaljobs, 2023.
3 British Fertility society, 2023.
4 Royal College of Psychiatrists, 2018.
5 Fathers' views and experiences of their own mental health during pregnancy and the first postnatal year: a qualitative interview study of men participating in the UK Born and Bred in Yorkshire (BaBY) cohort, 2017, DOI:10.1186/s12884-017-1229-4.
6 National council for adoption, 2021.
7 European Monitoring Centre for Drugs and Drug Addiction, 2022
8 Institute of Alcohol Studies, 2020. (PDF, 0.6MB)
9 Bupa, 2023. (PDF, 1.7MB)
10 Office for National Statistics, 2022.
11 Office for National Statistics, 2021.
12 Women and Equalities Committee, 2019. (PDF, 0.2MB)
13 Mental Health Foundation, date unknown.
14 Deloitte, 2020.
15 UKG, 2023.
16 Resolution Foundation, 2021.
17 Department for Work & Pensions, 2015. (PDF, 0.3MB)
18 Keystone Law, 2023.
19 HR Magazine, 2022
20 YouGov, 2020.
21 Yulife, 2022.
22 CIPD, 2022. (PDF, 0.6MB)
Bupa health insurance is provided by Bupa Insurance Limited. Registered in England and Wales No. 3956433. Bupa Insurance Limited is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority. Arranged and administered by Bupa Insurance Services Limited, which is authorised and regulated by the Financial Conduct Authority. Registered in England and Wales No. 3829851. Registered office: 1 Angel Court, London EC2R 7HJ
Bupa Health Trusts are administered by Bupa Insurance Services Limited. Registered in England and Wales No. 3829851. Registered office: 1 Angel Court, London EC2R 7HJ © Bupa 2024
