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advocate The magazine from the leading employee benefits advisory

sterlingbackcheck an interview with oran kiazim page 26

aviva health uk An interview with Elizabeth Naulls and Dr Subashini Mm page 18

bupa study reveals brits low body iq page 16 cover feature

ADVO GROUP EMMA SHAW ON LOWER COST PRIVATE MEDICAL INSURANCE

“I ALWAYS RECOMMEND A VALUE FOR MONEY APPROACH WHEN DECIDING ON POLICIES AND COVER. CHEAP IS NOT ALWAYS BEST”

page 06 Issue #17 SPRING 16


advogroup.co.uk | who we are

ROBERT HICKS, IT SUPPORT, advo group

who we are and what we do... Advocate Magazine is produced by ADVO Group and published quarterly. ADVO Group Ltd is an 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 and online management. ADVO can test prospective clients’ arrangements against our connectedhealthTM benefit benchmark. Please be in touch for further details. We also offer a bespoke interactive online system for multi policy management and amendments. Employees can also be given access to their personal benefit details, Total Rewards and Flex Benefits and benefit selection portals. Please follow http://soc.advogroup.co.uk for more information. For general information, and/or to join our online HR community, please follow http://issuu.com/advogroup

advocate SPRING 2016 | advogroup.co.uk | 02

Speak to ADVO for any specific query concerning: • • •

UK & International Private Medical Insurance Online multi policy management Total Reward Statements and Flex and Benefit selection portals • Cash Plans • UK & International Group Life & Dependents cover • UK & International Group Income Protection • UK & International Group Critical Illness cover • Dental & Optical cover • Health Screening • Staff Wellness • Occupational Health sourcing T: 0845 2578833 F: 01622 769211 E: info@advogroup.co.uk


advogroup.co.uk | what’s inside issue #17

“what’s inside issue #17 ”

we look at ADVO’s Emma Shaw and Colin Boxall who comment on the recent trend in lower cost private medical insurance products and the use of technology in delivering employee benefits

Welcome to the Spring 2016 edition of Advocate magazine, the quarterly digital publication from ADVO Group, one of the UK’s leading employee benefits consultancy.

the milestone research reached by Cancer research UK.

In this edition we look at ADVO’s Emma Shaw and Colin Boxall who comment on the recent trend in lower cost private medical insurance products and the use of technology in delivering employee benefits respectively. We are also looking at the biggest human resource health news including the studies that found that ‘millennials’ may be the most demanding workforce demographic, that over a third of employees know or suspect their colleagues have a drug problem, that hip replacements have increased by seventy per cent for under fifty-fives and that

We also have three interviews with industry leaders including Aviva Health UK’s Elizabeth Naulls and Dr Subashini MM who discuss the recent findings that only 43% of UK adults are a healthy weight, AAT’s Chief HR officer Olivia Hill who looks at the current statistics on gender inequality in the workplace, and Sterling Backcheck’s Oran Kaizim who looks at how few employers are successfully carrying out full background checks on their employees. Remeber that all editions of Advocate magazine are free to read online at issuu.com/advogroup

meet the team at advo group

For more information visit www.advogroup.co.uk

larry bulmer chief executive

colin boxall commercial director

kevin crew it director

gill mateo operations director

Larry Founded ADVO Group in 1997 and remains fully involved in the day-to-day running of the business.

Colin joined ADVO Group’s board in 2008 and has over twenty years employee benefits experience.

Kevin oversees our award winning online service and is further developing staff and flex- benefit platforms.

Gill joined ADVO in 2006 becoming Operations Director in 2013.

lbulmer @advogroup.co.uk

cboxall @advogroup.co.uk

kcrew @advogroup.co.uk

gmateo @advogroup.co.uk

advocate summer 20152016 | advogroup.co.uk advocate SPRING | advogroup.co.uk||03 03


advogroup.co.uk | contents

CONTENTS ISSUE #17 | spring 2016

advo news Page 06

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ADVO Group’s Emma Shaw on lower cost private medical insurance

Page 08

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ADVO’s Colin Boxall on the use of technology to support employee benefit delivery

HUMAN RESOURCES news Page 12

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An interview with Olivia Hill, Chief Human Resources Officer at AAT

Page 22

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Millennial are the most demanding workforce according to UK bosses surveyed by Cascade HR

Page 26

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An interview with Oran Kaizim, SterlingBackcheck

Page 32

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Over a third of employees know or suspect their colleagues have a drug problem according to Crossland Employment Solutions

bupa study reveals brist low body iq page 16

HEALTH NEWS Page 16

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Latest research from Bupa reveals Brit’s low body IQ

Page 18

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An interview with Elizabeth Naulls and Dr Subashini MM, Aviva UK Health

Page 24

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Tumours contains the seeds of their own destruction according to Cancer Research UK

Page 30

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Hip replacements increase by seventy per cent for under fifty-fives according to research from Nuffield Health

Over a third of employees know or suspect their colleagues have a drug problem page 32 advocate SPRING 2016 | advogroup.co.uk | 04


advogroup.co.uk | contents

tumours contain the seeds of their own destruction page 24

Millennials are the most demanding workforce according to UK bosses page 22

hip replacement increase by 70% for under fity-fives according to research from nuffield health page 30

An interview with Elizabeth Naulls and Dr Subashini Mm, Aviva UK Health page 18 advocate SPRING 2016 | advogroup.co.uk | 05


advogroup.co.uk |emma shaw on lower cost pmi

Often when explaining limitations on budget policies to wider clients and their exposure to self-funding they often realise that they could not afford to claim in many instances

emma shaw, HEAD OF PERSONAL HEALTHCARE, advo group

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advogroup.co.uk |emma shaw on lower cost pmi

there is a definitely a demand for low cost PMI, there many clients just want to avoid NHS admission if something big happens emma shaw, advo group

www.Advogroup.co.UK

ADVO advises a large number of individuals both in the UK and overseas. Policy and product affordability has become one of the main focal points for a number of medical insurers. Providers such as AXA PPP healthcare and Aviva have launched products centred around an affordable price point aimed at new demographics in the individual markets. AXA PPP healthcare’s AccessHEALTH, for example, focuses on providing key early support to employees with health issues. Other newly launched products within the industry such as Aviva’s Cancer Essentials provides a number of additional means of support upon a cancer diagnosis. ADVO’s Emma Shaw commented in ‘Health Insurance & protection Daily’ on these new products being introduced into the market, advising of the products’ strengths and potential limitations. She comments on Aviva’s Cancer essentials “Alongside the money for non-NHS funded cancer drugs, this plan pays out £5,000 on diagnosis of cancer. This would help with expenses such as bill payments, but would not go anyway towards funding private cancer treatment”, she continues “It’s less a peace of mind option and can give a false hope of total cover.” Dr Doug Wright, medical director at Aviva UK Health, also commented with the Health Insurance and Protection article “There’s only so far you can go to reduce the cost of traditional PMI before it loses its value,” he says. “With Cancer Essentials we ran consumer research to understand their health concerns and this showed that, although they believe the NHS provides good cancer care, they would buy a top-up such as this if they could.”

Outside of the article Emma commented “I would say that there is a definitely a demand for low cost PMI, there many clients just want to avoid NHS admission if something big happens. In these circumstances self-funding for consultations and diagnostic tests can be expensive so in my experience only certain types of clients apply for these policy types with eyes wide open to the cover limitations. Many insurers now offer full cancer cover on budget plans which is a huge selling point.

Promoting medical insurance and its advantages in a time when NHS is at the most overstretched it has ever been should result in guaranteed sales. However with the recent increase in insurance premium tax, and the ever increasing renewal premiums, the long term sustainability becomes questionable. Issues in the market as I see it are:

– Decreasing choice with big insurers acquiring smaller companies – Unsustainable pricing – Increase in IPT – Harmonisation of propositions, few Often when explaining limitations on insurers have any real USPs budget policies to wider clients and – Unrealistic expectations of the PMI their exposure to self-funding they often product – many clients want private realise that they could not afford to claim emergency access, pre-existing in many instances. conditions covered and cover for chronic ailments With recent high profile deaths from – Not appealing to the young and healthy cancer, many potential new clients entering the market, with the remaining are specifically concerned with the members on cover being an aging disease with experience of friends and population family. Cancer specific products are an – PMI remains a luxury product when it affordable way of obtaining peace of is needed now more than ever mind for them if and when the worst happens. However again it is important to I would welcome more preventative understand the financial pay-outs which cover in the market. Vitality Health’s may be fairly low. approach to encouraging healthy living should be universal along with a I always recommend a value for money prevention rather than cure mentality”. approach when deciding on policies and cover. Cheap is not always best.

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advogroup.co.uk |advo’s colin boxall on the use of technology

Some advisor firms have in the past used technology and online benefit platforms to make big profits. Our view differs. Technology should support and improve benefit management allowing lower fees

colin boxall, advo group advocate spring 2016 | advogroup.co.uk | 08


advogroup.co.uk | advo’s colin boxall on the use of technology

two of the strongest assisters for recruitment & retention is tailored benefit choice and an understanding and appreciation of money spent on staffs’ behalf colin boxall, commercial director, advo group

www.Advogroup.co.UK

“Our private lives have gone through a technology revolution. Our working lives in many ways lag behind” comments ADVO’s Commercial Director Colin Boxall… “One of the challenges facing employers is keeping pace with employee expectations around technology. As this advances at a staggering pace clients will increasingly expect the same from the delivery of advice, increased staff appreciation and tailoring of their benefits. Employers increasingly want access to technology and benefit delivery previously the preserve of larger corporates.

considerable efficiencies which we are able to pass onto clients.

Some advisor firms have in the past used technology and online benefit platforms to make big profits. Our view differs. Technology should support and improve benefit management allowing lower fees. From our perspective staff portals increase understanding and appreciation of benefit spend leading to the implementation of more benefits and securing a client in the longer-term. Technology once developed has little ongoing cost with the main overhead data-entry.

ADVO Online is a web-based application created exclusively for our clients addressing the need for employers to efficiently manage benefits and for staff to better understand and value them.

To allow us to be better, and to stand out from competitors, ADVO created its Barriers of cost and understanding slow first in-house system over 10 years ago development. Insurers are trying to catch allowing slicker account administration up with smart-phone health apps but and lower fees. Over the years this options for most intermediaries and their has matured into a complete benefit clients are limited and disjointed. management and communication portal.

The use of technology brings

For employers it solves the challenges of how to manage multiple staff benefits effectively and get ‘buy-in’ from Staff without spending prohibitively large sums of money. We believe many SMEs and small corporates would love to provide flex to

From our perspective staff portals increase understanding & appreciation of benefit spend

colin boxall commercial director advo group

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advogroup.co.uk |advo’s colin boxall on the use of technology employees but find the cost prohibitive. Kevin Crew, ADVO’s IT Director and main driver behind the online technology stated “Online portals are nothing new, but for an independent intermediary to develop in-house a full online system to rival global benefit advisors at the fraction of the cost is extraordinary.” Even if clients do not use the system the functionality is there, ready to be activated. Our account managers use the system in the same way regardless of any client interaction as it controls and links into all of ADVO from policy management, compliance, training and accounts. It is ideal for multi-site or country employers in managing and communicating with staff. Designed for companies of up to 500 employees it brings technology benefitdelivery into the reach of all employers.

Employers can interact and manage staff-benefits (including non-ADVO managed), have all policy information and membership in real time and run reports including P11ds. With individual portals employees better appreciate benefits and can access additional features including a retail discounts, health-treatment locators and direct links to online claiming with a mobile app giving 24/7 access. I believe two of the strongest assisters for recruitment and retention is tailored benefit choice and an understanding and appreciation of money spent on staffs’ behalf. Total Reward Statements demonstrate true remuneration but having control to tailor benefits to their own lifestyle empowers staff generating a feeling of belonging. Our Flex portal can standalone or be an extension of staff-portals. Simplistic or complex each flex-site is bespoke, not only wording, benefits and colour scheme/imagery but structure, such as salary sacrifice for pensions.

As the hub for all communication ADVO Online creates simplicity with three main components, effective multibenefit management for HR with staff portals with Total Reward Statements that can extend to benefit choice and full ADVO Online is quick and easy, saves flex. time, looks good and gives total control

With individual portals employees better appreciate benefits and can access additional features including a retail discounts, healthtreatment locators and direct links to online claiming

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with information accurate and real-time. It is however most effective when used in conjunction with effective account management and traditional communication methods such as seminars, brochures and posters. We realise however that the personal touch remains essential. Gill Mateo, Operations Director states “Technology and people is the key. Have great people and then give them the tools to be the best they possibly can. Our technology platforms may separate us from competitors but it is our people that ultimately make the difference.” Our online capability is always being improved and we hope shortly to announce further online extensions including payroll, auto-enrolment and HR functions. We always try to be different, but also be invaluable”. For a greater understanding as to how ADVO technology can support save you time and increase staff appreciation of your benefit spend contact Colin. cboxall@advogroup.co.uk


discover how working with advo improves employee engagement speak to one of our employee benefit advisors today on 0845 2578833

For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo 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 Conduct Authority.


advogroup.co.uk | INTERVIEW WITHwith OLIVIAjonathan HILL, AAT watts-lay advogroup.co.uk | interview

16% of women said they have become stuck in a role they’ve outgrown due to family commitments

OLIVIA HILL chief HR OFFICER, AAT

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advogroup.co.uk |interview with OLIVIA HILL, AAT

If organisations take necessary steps to help combat inequality, there is no reason why we can’t begin to close the gap OLIVIA HILL, CHIEF HR OFFICER, AAT www.AAT.ORG.UK

AAT is the UK’s leading qualification and membership body for vocational accountants, with over 130,000 members around the world. The company recently revealed search findings which found that the experiences of men and women working in finance vary drastically in terms of pay, progression and prejudice. In this interview we gain some further insight into the research from Olivia Hill, Chief HR Officer at AAT with more than fifteen years of experience in the HR field.

Your recent research found evidence of a significant gender gap, in terms of salary and career progression, within the finance industry. The research found that 60% of men think men and women are treated equally, a view shared by only shared by 43% of female respondents. Were these figures in line with your predictions, or were you surprised by the findings? With the release of reports such as the Government’s Women in Finance report last year we were aware that there are still differences in pay and progression opportunities between genders in the finance sector. Our research findings bear that out and show that men and women have very different experiences of discrimination. A lot of the time men will be less aware of issues relating to gender inequality around them because they aren’t exposed to them, leading to an unconscious gender bias. For example in our research, when asked about the factors that hold people back in their workplace more men than women blamed a lack of talent and education background, while more women than men cited starting a family and people’s gender.

Your research also found evidence to suggest that the pay gap between men

and women may widening rather than closing. Do you think this widening in inequality will continue to increase further?

predominately always been male. Over time an unconscious gender bias has opened up even wider at this level with females in our research saying that an ‘old boys club’ is one of three I’m hopeful that the widening in main barriers to progression. Senior inequality will not continue to increase. management levels are also often the If organisations take necessary steps point where other responsibilities begin to help combat inequality, there is no to affect careers; in our research 16% of reason why we can’t begin to close the women said they have become stuck in gap. The gender pay gap is now widely a role they’ve outgrown due to family discussed and many large businesses are commitments. In addition men were announcing new measures to combat twice as likely to say that they have inequality, such as using name blind stuck to a planned career path than CVs when hiring. In addition, with women (14% of men compared to 7% of companies over 250 employees soon women). to be required to share information on their gender pay gaps, transparency will What do you think are some of the most increase further. This can only be a good common and significant factors behind thing in helping to encourage companies some of these forms of gender inequality to ensure that their salary ranges are as within the workplace? fair and equal as possible, and to help close the pay gap. The women we spoke to for our research gave three main reasons why they feel The research found that the largest gender inequality is an issue in their gaps in inequality were most workplaces; that there is still a persistent commonly present in middle and senior ‘old boys club’ mentality, that finance management levels. Why do you think is still male dominated at senior levels, it is the more senior management levels and that childcare responsibilities still that seem to demonstrate the worst fall mostly to women. As well as these levels of gender inequality? barriers which lead to gender inequality, our research also showed a salary This is because the senior management assertiveness factor, for example that level of the finance sector has men are more assertive about asking

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advogroup.co.uk | INTERVIEW WITH OLIVIA HILL, AAT for – and getting – pay rises. This means that there is a gender confidence gap where women are disadvantaged, which is exacerbated by an unconscious gender bias within many organisations.

last year compared to 18% of women.

How representative or applicable do you think your findings may be to the wider UK economy, aside from the financial industries?

Our white paper outlines the findings from our research in detail, discussing the reasons why it is important the gender pay gap is closed, and the benefits closing it will give businesses. It also has information on steps businesses in any sector can take to promote and encourage equality. The white paper is available to read on AAT’s website.

It’s recognised that the UK still has a gender pay gap, with the latest figures showing a gap of 24% in average fulltime annual salaries between women and men. Our findings show some reasons why this could be and offer some insight into underlying factors which could be at play in other industries. This includes our finding that men are bolder with their salary expectations, with twice as many men as women wanting to earn £10,000 or more on top of their current salary (28% vs 14%), and that men are more likely to push for a pay rise with 26% of men having asked for a pay rise in the

Tell us more about your recently launched white paper to help employers tackle these issues.

What are some of the easiest and most impactful initial steps that employers can take to address these issues? Our white paper sets out some of the most impactful steps employers can take. Some of the easiest include having a clear discrimination policy in place which staff at all levels know about and understand, developing job descriptions in a gender

It’s recognised that the UK still has a gender pay gap, with the latest figures showing a gap of 24% in average fulltime annual salaries between women and men

advocate spring 2016 | advogroup.co.uk | 14

neutral way based on competencies when hiring, and analysing pay and representation data so you can identify where any problems lie.

Do you think we are starting to see a greater level of transparency across business as a whole with regard to issues such as gender inequality, and if so, do you think this will play in key role in tackling the issue? Transparency is an option that organisations are certainly starting to look at, however more needs to be done – particularly across the finance sector which is still sluggish when it comes to equality of pay and progression. What’s more the Government now recognises the issues facing the finance sector, as shown by its Women in Finance review, so a collaboration between the sector and Government could help to boost a drive for equality.


discover your perfect dental plan with advo group speak to one of our employee benefit advisors today on 0845 2578833

For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo 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 Conduct Authority.


advogroup.co.uk |britain’s low body iq

before attempting to improve our wellbeing, we first need to improve our basic understanding about how our body works and the food we need to fuel it

dr. lizzie tuckey medical director, bupa uk advocate spring 2016 | advogroup.co.uk | 16


advogroup.co.uk | britain’s low body IQ

bupa study reveals brit’s low body iq www.bupa.co.uk Britons urgently need to brush up on their biology as a study highlights the worrying number of people who confess to not having a basic understanding about how some of their most vital organs work, or the best food and drink we should be feeding our bodies. Commissioned by Bupa UK, which has launched a new range of health assessments designed to help people engage with their health, the study revealed that nearly two-thirds (63%) of Brits don’t know the main functions of their kidneys; over three-quarters (79%) don’t know the main functions of their liver; whilst over two-thirds (44%) don’t know the main functions of their lungs, not realising that they help rid the body of carbon-dioxide. This worryingly low body IQ extends to not understanding the best types of food needed to fuel our bodies. Nearly a quarter (23%) of respondents don’t know that milk and dairy products are good sources of calcium, and over half of the nation (52%) confess to being clueless about which food groups provide the best nutrients for their vital organs. When it comes to knowing how different organs impact and affect our health, the study of 2,000 respondents highlighted some factors that might explain this current lack of body intelligence. Even when people are looking for help or advice with a personal health issue or concern, only 3 in 10 of us (32%) will typically turn to a doctor in the first instance and nearly one-fifth of the nation (18%) will first turn to their partner. This dependence on advice from friends and family could be due to the fact that an alarming 47% of people struggle to understand medical language and terminology. The study was commissioned by Bupa UK to highlight its new health assessments that are designed to help people engage with and improve their health. Bupa UK’s range of health assessments help give people a detailed picture of where their health is at currently, with guidance on how to move it in the right direction for the future. Commenting on the research findings, Dr. Lizzie Tuckey, Medical Director, Bupa UK said: “The beginning of the year is typically when people focus on improving their personal health. But these results show that before attempting to improve our wellbeing, we first need to improve our basic understanding about how our body works and the food

we need to fuel it. “Our busy working lives and not getting enough expert health advice from the correct sources is clearly contributing to this low ‘Body IQ’. “A basic handle of biology is crucial, but equally important is an understanding of our own bodies and what we each need to do to look after ourselves properly. Having advice and treatment that is tailored specifically to us helps address this. Our range of new health assessments provide the expertise people need to assess their own bodies and make healthy lifestyle changes. An individual, tailored approach is key to helping people achieve healthier, happier lifestyles.” As part of the new health assessments Bupa UK’s trained team gives personalised, practical lifestyle advice to help prevent future health issues and this includes ongoing support. These new health assessments are the latest new product developed to help address changing healthcare needs and demands of people across the UK. Brits are clearly trying to make efforts to improve their knowledge but they often find it’s hard to get the right guidance. Nearly half (47%) confessed they avoid celebrity health regimes because they’re too difficult to follow and over one-fifth (21%) of Brits admitted that, despite their popularity, they typically struggle to understand how personal health apps and digital fitness monitors work. The good news is that people do want to change. 86% of the study’s respondents admit that they could brush up on their anatomy knowledge and 63% would commit to a health and wellbeing regime if it were tailored for them.

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advogroup.co.uk | Elizabeth Naulls and Dr Subashini Mm, Aviva

An interview with Elizabeth Naulls and Dr Subashini Mm, Aviva UK Health www. aviva.co.uk Recent research from Aviva found that only 43% of UK adults are a healthy weight. The study also found that although 36% of UK adults say they want to lose weight or improve their BMI, only 16% are motivated to eat a more balanced diet and 13% to exercise more regularly. In this interview we gain a further insight into the findings of this research with Dr Subashini Mm, Clinical Transformation Lead at Aviva UK Health and Elizabeth Naulls, Senior Propositions and Market Development Manager, Aviva UK health. The recent Aviva Health Check UK Report found that more than a third of UK adults want to lose weight but are favouring ‘quick fixes’ over proper lifestyle changes. What are some of the most common of these quick fixes? Some of our customers also tell us they would consider joining a gym or being more active, particularly at the start of a new year. We believe that being more active should be part of shouldn’t be seen as a ‘quick fix’ so it’s something we actively encourage and we are able to offer our PMI customers discounts at over 500 gyms across the UK. The research also found that only 43%

of UK adults are a healthy weight. This suggests more people should be aiming to lose weight than the third of adults that currently are. What do you think is causing this discrepancy? There has been a phenomenon of normalising obesity. Size inflation of clothing sizes have made it difficult for people to recognise excess weight. These issues were in fact highlighted by the Chief Medical Officer, Dame Sally Davies, in her annual report on state of the public’s health in 2014. Moreover, it has been an issue that everyone thinks about: losing weight is the most common New Year’s resolution but when the message is always out there, it loses its

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focus and impact. A lack of consumer knowledge was shown with 71% saying they didn’t know their calorie intake and 24% reporting they don’t fully understand food labelling. What steps do you think can be taken to improve this? There have been several commendable steps that have been taken to make nutritional information consumerfriendly. However, more needs to be done. The traffic light labels are very useful but possibly a different type of infographic such as a bar showing how much calories they have left for that day after consuming any food product might


advogroup.co.uk | Elizabeth Naulls and Dr Subashini Mm, Aviva

be more impactful. Engaging technology to aid this process i.e. calorie counters via scanning a barcode as opposed to manually entering the weight/ portion size of food items can also ease these needs. This needs to take place across the food industry, not just packaged food. So nutritional information on restaurant menus and takeaway menus is necessary as part of the concerted effort to raise awareness. Of course, there has to be more effort in educating people too, so nutrition programmes in schools will also be beneficial. Aviva customers insured on our Healthier Solutions product have access to Myhealthcounts, an online wellness and health management tool that can actively help customers to manage and maintain a healthy lifestyle, including taking steps to lose weight. What’s more, customers can even get a discount at renewal every year just for using Myhealthcounts – so it pays

to be healthy!

anyone and everyone can participate in. Secondly, it is true that we are The research shows that a large number increasingly pressed for time in a world of adults fail to exercise as much as they with less and less down-time. Instead of should due to barriers such as finding it having exercise as a separate activity that boring, being too tired and not having the is seen as another box to tick, the best time. How do you think more people can way to keep more people active is to find find time for, or change their perception ways to integrate it into their life. Going of exercise? for a walk with your partner instead of watching television to wind down after Firstly, exercise is usually advertised a long day would mean that you spend by young and slim models running more time talking to them but also you against a sunny background near a are ‘exercising’ and to top it off, it is free! beach or practising yoga against a scenic background. It is hard for the exercise MyHealthcounts can help our customers novice to relate to that message and overcome these challenges by anyone with the intent to exercise can encouraging them to find ways to build find the first step of going to a gym rather exercise in to their daily routines and to daunting, more so for the individual find an exercise regime that really suits who also has body confidence concerns. them. With practical advice and support More adverts such as ‘This Girl Can’ it can also help customers keep track of which shows normal people of all ages the impact this is having on their overall and sizes being active will serve to wellbeing. For our customers, seeing normalise physical activity as something small but regular improvements in their

advocate spring 2016 | advogroup.co.uk | 19


advogroup.co.uk | Elizabeth Naulls and Dr Subashini Mm, Aviva overall health is a great way to stay content. Ensuring that healthy eating motivated and staying motivated is often is embedded within normal family the key to forming healthy habits for life. life would make it easier to maintain momentum. Similarly with exercise, With the start of 2016 now underway, walking your children to school, using many people will be undertaking diets the stairs instead of lifts, walking the dog and exercise plan but often these efforts are all activities that people might not will fail to sustain throughout the year. necessarily associate with exercise but How do you think people can ensure their that is how incorporating activity in your lifestyle changes carry momentum on a life starts. long term basis? Our customers tell us that having the As mentioned above, diet and exercise support of our health and wellbeing sounds very clinical and almost far tool (Myhealthcounts) has really made removed from what we recognise as a difference in making them think normal life. But, they are integral to a differently about their diet, exercise healthy life. The answer to this is in the and overall wellbeing. This is great fundamentals of behavioural change. news as the tool is free to use and It is how we frame the issue. We often access is unlimited meaning that it’s associate dieting with restriction and it is there for customers when they need it. usually a solitary activity. Healthy eating We are working hard to keep evolving is a normal part of life and essentially our wellness platform to ensure that involves sticking to a meal plan that is this meets the ever changing needs of well-thought out, with due consideration customers and the fast pace of health and given to the nutritional and calorific fitness technology, mobile apps and data.

Healthy eating is a normal part of life and essentially involves sticking to a meal plan that is wellthought out, with due consideration given to the nutritional and calorific content

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What single lifestyle change would you single-out for people as being the most important change to make for the year ahead? I would recommend being kind to yourself, not just your present self but to your future self. Everything you are doing now will catch up with you in the future so make the right decisions with your future self in mind. I would recommend finding something healthy that you and a friend or family member can enjoy together; whether it’s trying a new healthy recipe to help you kick the takeaway habit , jumping on your bikes or trying a new exercise class together, it’s always better when you can share a new (healthy) experience with someone else.


advo group are fully independent, private medical insurance experts speak to one of our employee benefit advisors today on 0845 2578833

For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo 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 Conduct Authority.


advogroup.co.uk |the most demanding workforce

As a typically well-educated generation, personal development is really important to them and so the use of set targets and frequent praise helps to reinforce that they’re doing a good job

olivier shaw, ceo, cascade hr advocate spring 2016 | advogroup.co.uk | 22


advogroup.co.uk | the most demanding workforce

Millennials are the most demanding workforce according to UK bosses www.cascadehr.co.uk Millennials expect more from management teams and require the most support in the workplace than any other generation, according to new research. A Cascade HR study of 1,000 bosses and senior level managers from companies across the UK found that, out of the four generations; Baby Boomers, Generation X, millennials and Generation Z, millennials came out on top as the most demanding set of employees. Just under two-thirds (63%) of bosses said that workers of this generation required the most guidance and support from managers. When asked about workers they’ve dealt with over their careers, 48% of bosses felt that millennial employees were more reliant on detailed targets and required regular progress meetings in order to stay motivated. However, the majority of bosses (89%) agreed that these demands for support indicated that millennials were highly career driven. Over one third (39%) of bosses named generation X as the most self-sufficient workers, when asked which age group was more suited to an independent working style. This group required less guidance from management teams, with Baby Boomers coming in at a close second (34%). Millennials were also cited as the generation most incentivised by reward and praise (41%), followed by Generation X (26%), Baby Boomers (22%) and Generation Z (11%), while Generation X had the biggest desire for a work life balance (37%). With millennials expecting more from their employers, 51% of managers admitted that it’s difficult to find and retain these workers for a long time. Baby Boomers were cited as the most loyal towards their employers from UK bosses (47%).

HR with the purpose of gathering a detailed insight into the UK’s differing workforce generations and the diverse sets of values within each group. Oliver Shaw, CEO of Cascade HR, said: “The modern office has become a diverse working environment, with three or perhaps even four generations now working in the same space. “As our research highlights, each generation has varying traits and requirements. For example, millennials seem to demand the most time from their managers, possibly due to their eagerness to learn new skills. As a typically well-educated generation, personal development is really important to them and so the use of set targets and frequent praise helps to reinforce that they’re doing a good job. “At Cascade HR, we see first-hand the regular challenges that managers face in meeting the demands of this everchanging workforce. So for employers to retain and motivate these different sets of employees, it’s important that managers gain a better understanding of what makes each generation tick so that they can meet their needs and get the best out of each employee.”

The research was conducted by leading provider of HR solutions, Cascade

advocate spring 2016 | advogroup.co.uk | 23


advogroup.co.uk | tum0urs conatin seeds of their own destruction

tumours contain the seeds of their own destruction according to cancer research uk www. cancerresearchuk.org Scientists have made a groundbreaking discovery in understanding how the genetic complexity of tumours can be recognised and exploited by the immune system, even when the disease is at its most advanced stages. The findings, by researchers funded by Cancer Research UK and the Rosetrees Trust, could guide future immunotherapies and improve the way existing immunotherapy drugs are used. As a tumour develops, the diversity of its genetic faults can be flagged on the cancer cell surface, as unique mutations appear in different parts of the tumour. Crucially, by analysing data from hundreds of patients from previous studies, researchers found that some of these flags – known as antigens – represent the very earliest mutations of the disease and are displayed on all cells in the tumour, rather than a subset of tumour cells. Then in the lab, they isolated specialised immune cells, called T-cells, from samples of two patients with lung cancer that can recognise these common flags present on every tumour cell.

Although they have the potential to wipe out all cancerous cells within the tumour, these potent immune cells are switched off by the tumour’s defences.

and Cancer Immunotherapy lab at UCL Cancer Institute, said: “The body’s immune system acts as the police trying to tackle cancer, the criminals. Genetically diverse tumours are like a This research paves the way for therapies gang of hoodlums involved in different that specifically activate these T cells to crimes – from robbery to smuggling. And target all the tumour cells at once based the immune system struggles to keep on on the disease’s genetic signature. In top of the cancer – just as it’s difficult for the future, scientists could exploit this police when there’s so much going on. by developing a therapeutic vaccine to activate T-cells, or harvesting, growing “Our research shows that instead of and administering T-cells back into aimlessly chasing crimes in different the patient that recognise the antigens neighbourhoods, we can give the police common to every cancer cell. the information they need to get to the kingpin at the root of all organised crime Dr Sergio Quezada, co-author of the – or the weak spot in a patient’s tumour – study, Cancer Research UK scientist to wipe out the problem for good.” and head of the Immune Regulation

advocate spring 2016 | advogroup.co.uk | 24


advogroup.co.uk | tum0urs conatin seeds of their own destruction

The genetic complexity of cancer, which is flagged by tumour antigens, arises when cancers evolve in a branched manner. The earliest faults are found in all cells, forming the ‘trunk’ of the disease, while later mutations arise in some cells but not all. It is these ‘branches’ that allow the disease to adapt and become drug resistant.

best ways for immunotherapy treatments to work, prioritising antigens present in every tumour cell and identifying the body’s immune T cells that recognise them. This is really fascinating, and takes personalised medicine to its absolute limit where each patient would have a unique, bespoke treatment.”

Dr Quezada added: “For many years Professor Charles Swanton, co-author we have studied how the immune from the UCL Cancer Institute and a response to cancer is regulated without Francis Crick Institute scientist, said: a clear understanding of what it is that “This is exciting. There was evidence that immune cells recognise on cancerous complex tumours with many mutations cells. Based on these new findings, we could increase the chance of the immune will be able to tell the immune system system spotting them; now we can how to specifically recognise and attack prioritise and target tumour antigens that tumours.” are present in every cell, the Achilles heel of these highly complex cancers. Professor Peter Johnson, Cancer Research UK’s chief clinician, said: “This opens up a way to look at “This fascinating research gives us individual patients’ tumours and profile vital clues about how to specifically all the antigen variations to figure out the tailor treatment for a patient using their

immune system. “It gets us closer to knowing why some patients respond to immunotherapy treatment and others don’t, and how we might select which patients will benefit the most. “As well as suggesting a new way to treat cancer, the research fills key gaps in our knowledge about the effects of the immune system on tumours. This gives us hope of developing better treatments for some of the cancers we have previously found hardest to treat.” Sam Howard, Chief Executive of Rosetrees Trust, said: “Rosetrees Trust is delighted to be able to support such cutting edge research carried out by outstanding researchers, which potentially has a direct human impact.”

advocate spring 2016 | advogroup.co.uk | 25


advogroup.co.uk | Oran Kiazim, SterlingBackcheck

Smaller firms don’t have the same resources or subject matter experts to understand the importance of performing comprehensive background checks

oran kiazim, sterling backcheck advocate spring 2016 | advogroup.co.uk | 26


advogroup.co.uk | Oran Kiazim, SterlingBackcheck

Our government needs to engage in a widespread awareness and education campaign to ensure employers understand their responsibilities oran kiazim, sterlingbackcheck

www.sterlingbackcheck.co.uk SterlingBackcheck works with more than 20,000 companies worldwide to help them hire the best talent. This ranges from small local businesses to FTSE 100 companies. In fact, more than 20% of the FTSE 100 rely on SterlingBackcheck for their employment screening. The company recently released the findings from a study which found that only 58% of organisations conduct any background screening checks on new hires. In this interview, Oran Kiazim, Vice President of Global Privacy at SterlingBackcheck, provides his expert insight into the findings of the study. Oran previously worked at the Court of Justice of the European Union as the lead UK law specialist, advising on EU Justices on various aspects of UK law. He has consulted on data protection and privacy issues for companies operating in EMEA as well as the United States and Canada.

Your recent research found that only 58% of organisations conduct any background screening checks on new hires. Where you surprised by how low this percentage was? While we wish there were even greater adoption rates on employment background checks, we are making progress. If we would have asked this same question just 5 years ago, I wouldn’t be surprised if the rate was half of that number. And if you look at our finding that 25-30% of those not currently screening, intend to do so in the coming year, it is clear that organisations are increasingly appreciating the benefits of background screening. we’re making significant progress. Slowly but surely employers in the UK are beginning to see this as a hiring imperative to ensure they

have done everything to protect their employees, their clients and their businesses from those that pose a risk.

reference numbers against official algorithms and databases to ensure their validity.

The study also found that that over a third of UK employers don’t check whether their potential staff have the ‘right to work’ in the UK. Why do you think so many employers are currently failing to check such a fundamental aspect of the hiring process?

Our government needs to engage in a widespread awareness and education campaign to ensure employers understand their responsibilities. We make sure that our clients at SterlingBackcheck are well-informed, but we can’t take sole responsibility for this action.

I really believe this is more of an awareness issue than a concerted effort to flout the law. Failure to ensure your employees actually have the right to work in the UK can lead to heavy penalties and fines. At SterlingBackcheck, we make it easy by performing a visual analysis of both the physical and logical components of the ID documents, as well as checking

The study found that smaller firms (with fewer than 100 staff) are most likely to fail to undertake the necessary employee checks. Why do you think smaller firms are more inclined to neglect these checks?

advocate spring 2016 | advogroup.co.uk | 27


advogroup.co.uk | Oran Kiazim, SterlingBackcheck Smaller firms don’t have the same resources or subject matter experts to understand the importance of performing comprehensive background checks. Many small employers lull themselves into the false sense of security that they won’t be preyed upon because they are a small business. Or perhaps they are hiring a friend of a friend or family member and don’t believe someone they trust would do anything to harm them. In fact, small businesses have the most to lose. The cost alone to hire and replace someone can range from 1 to 3 times their annual salary. And of course, that doesn’t cover loss, damages, litigation etc, let alone the impact on your brand and reputation.

Aside from the liabilities referenced above, employment background checks provide solid peace of mind that you have exercised proper due diligence so that you can make informed hiring decisions. They can confirm you faith in your candidate’s ability to get the job done and to exhibit ethical behavior as they represent your brand. It also sends an important message to your existing employees and your clients that you care about their well-being and best interests.

Do you think the importance for companies to undertake staff checks has increased over time, and if so, why?

Yes, we have seen a steady increase of employment background check adoption over the years. This has occurred for a Aside from abiding with legal number of reasons. First, we live in a requirements, what are some of the other scary world right with random acts of key benefits for companies in undertaking violence occurring throughout the globe full employee checks? in any given day. Unfortunately, we’ve seen attacks within our own country.

we’ve seen a steady increase in litigation against employers for not conducting proper due diligence in their hiring process where employers are being held to the standard that “if you could have known, you should have known”

advocate spring 2016 | advogroup.co.uk | 28

Security is top of mind for everyone. So, while background checks may not necessarily most likely won’t prevent terrorist events, security remains top of mind for everyone and employers want to know that they are doing everything to protect themselves and their employees. Second, we’ve seen a steady increase in litigation against employers for not conducting proper due diligence in their hiring process where employers are being held to the standard that “if you could have known, you should have known”. And lastly, government regulations such as the legal right to work verification requirements or the changing hiring regimes within the financial sector, are on the upswing and will only become more prevalent. Couple all of that with the fact that background checks are more accessible, cost effective and streamlined than ever before and I expect to see significant adoption rates for the foreseeable future.


NATASHA GUNNING, advo group

discover our award winning customer service speak to one of our advisors today on 0845 2578833

For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo 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 Conduct Authority.


advogroup.co.uk | hip replacements for under 55s

“

Pain in major joints such as a hip or knee can have a dramatic impact on our lifestyle and increasingly people want to keep active

Dr Auldric Ratajczak Deputy Medical Director, Nuffield Health advocate spring 2016 | advogroup.co.uk | 30

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advogroup.co.uk | hip replacements for under 55s

hip replacement increase by 70% for under fity-fives according to nuffield health www.nuffieldhealth.com New figures released by not-for-profit healthcare provider Nuffield Health, reveal a significant increase in younger patients opting to have painful joints replaced with prosthetics. Figures for the past 12 months show the rate of men under 55 having a hip replacement has increased by 75 per cent compared to 2005, with a two-third (66.7per cent) increase for women in the same age group, an overall increase of 71.4 per cent. A similar trend was revealed for knee replacement with a 40 per cent increase in men and 20 per cent increase in women under 55 having the surgery in the 11 years to 2015. The Nuffield Health figures show women are more likely than men to undergo a hip (59 per cent) or knee replacement (56 per cent).

Holmes have gone public about their hip replacements, showing surgery is the key rather than a barrier to maintaining an active career in your 40s and 50s.

Dr Auldric Ratajczak, Nuffield Health Deputy Medical Director comments: “Traditional wisdom was to put off surgery as long as possible, when even Dr Auldric Ratajczak, Nuffield Health a damaged and painful joint was seen Deputy Medical Director comments: as better than a prosthetic. However, “We are seeing a societal shift in the advances in technique and the kinds of Baby Boomer generation where people prostheses available today are vastly are maintaining very active lifestyles differ to a generation ago. Today the in late-middle age. Pain in major majority of hip or knee replacements joints such as a hip or knee can have last much longer than in previous years a dramatic impact on our lifestyle and meaning living in pain is becoming a increasingly people want to keep active. less attractive alternative.” Today’s new generation hip and knee prosthetics are an attractive alternative The survey found over half of patients to chronic joint pain.” (60.5 per cent) can resume normal daily activities within eight weeks of A national survey of 38 Nuffield Health surgery and over nine patients in ten consultant orthopaedic surgeons has experienced meaningful improvements revealed 71 per cent of patients ‘put off’ to their health-related quality of life their surgery for one year. Research also after a hip or knee replacement. The top shows that although the top concern noted benefits include: about having surgery is that it makes patients ‘feel old’ this view is only held Improved general fitness by 26 per cent of patients, suggesting Greater independence attitudes are shifting. Celebrities Improved mood and general wellbeing like Craig Revel Horwood, Heston Reduced pain Blumenthal and recently Eamonn

advocate spring 2016 | advogroup.co.uk | 31


advocate spring 2016 | advogroup.co.uk | 32


advogroup.co.uk | employees suspect colleagues’ drug problems

Over a third of employees know or suspect their colleagues have a drug problem according to Crossland Employment Solicitors www.news.advogroup.co.uk Over a third (35%) of employees know or suspect that their colleagues have a drug problem or take illegal substances either during or outside work a new survey has found, while over 60 per cent complained that mood swings, missed deadlines and calling-in sick are just some of the ways it’s affecting team performance. The 1,000 strong study commissioned by employment law specialists, Crossland Employment Solicitors, also found that 20 per cent of employees confirmed that they take, inject, or smoked illegal substances during the weekend and holidays, 12.5 per cent said they take illegal substances every week, and over 45 per cent agreed with their colleagues that it affects their performance in a negative way, such as making them feel down or depressed, tired at work or causes their change in mood, others said they “felt sick” , “generally unwell” while another claimed “increased productivity.” Shockingly, 23 per cent admitted they had done something illegal to fund their drug use either in or outside of work, with 12 per cent saying this involved work stock or cash.

some of the comments from bosses on their experience of substance abuse in the workplace.

per cent) admitted doing something illegal to fund their drug use, whether inside or outside of work.

The survey also found a wide range of approaches in how employers respond to substance abuse at work. 41 per cent of employers said they have an official drug awareness guide detailing company policy and potential disciplinary action, nearly a quarter said they undertake random drug and alcohol testing on employees, 21 per cent said they have a programme of training for managers or supervisors on recognising the signs of drug misuse, 14 per cent said they allow people time off to get help or encourage them to seek help, while 11 per cent said they just sack them.

“And while some employees are very aware (46 per cent) that disciplinary action could be taken against them for substance abuse, another 35 per cent were unsure of the exact grounds and consequences of any action by their employer – showing that there is big difference between organisations in how clearly they’re communicating their policies on the issue.

Across different industry sectors, accountancy, banking and finance was highest with 23 per cent of employees suspected or known to take illegal substances during or outside of work. 22 per cent in engineering and manufacturing and 16 per cent in business consulting and management.

46 per cent of respondents also confirmed that they were aware of the potential disciplinary action that could be taken against them for substance abuse and result in them losing their job, but another 35 per cent were unsure of the exact grounds and consequences The challenges of any action – showing a wide gap in levels of knowledge among employees. Beverley Sunderland, Managing Director of Crossland Employment What employers said Solicitors said: “We were surprised by the number of people who know or “We found cocaine in the men’s toilets, suspect their colleagues have a drug “I found out an employee was smoking problem and the multitude of ways they cannabis in a status about it on social are having to cover for their colleagues’ media” and “employees coming to work performance, but we were totally either high, or coming down” were just shocked by how many respondents (23

“There has been a noticeable shift in recent years in how the majority of employers handle substance abuse, from previously treating it as a disciplinary issue towards a more supportive approach where it is treated like an illness. However, all organisations should have their own detailed policy in place and clearly communicate it to employees. Depending on the type of job, employers also have legal obligations under the Health and Safety at Work Act, The Transport and Works Act and The Misuse of Drugs Act. “In my experience, substance abuse in the workplace cuts across all industry sectors, ages and jobs – from the highest paid professions to employees on minimum wages. But regardless of the job, any employer should point out the dangers to anyone they know is affected and provide them with proper encouragement and support to seek help.”

advocate spring 2016 | advogroup.co.uk | 33


advogroup.co.uk | thanks for reading

thank you for reading see you in the summer for the next edition of advocate magazine! issuu.com/advogroup Thanks for catching up with us here at ADVO Group for this Spring 2016 edition of Advocate magazine. Advocate will be back once again in the Summer to provide you with the very best human resource, occupational health, employee benefit and private medical insurance news, interviews, features and more! ADVO Group’s account on In case you missed our key contacts at Issuu.com will continue to be the primary the start of the magazine you can get in home for Advocate magazine. touch with any of them on the contact details below. The best way to stay in touch is by subscribing to the news section on the LARRY BULMER ADVO Group website. You can do this Chief Executive by entering your email address at lbulmer@advogroup.co.uk news.advogroup.co.uk/subscribe. The subscription process is incredibly COLIN BOXALL simply and best of all; it’s absolutely Commercial Director free! cboxall@advogroup.co.uk If you’ve got a story that you think belongs in Advocate magazine, whether it’s news focusing on health insurance, human resources, occupational health or if you’d like to be interviewed then don’t hesitate to get in touch. Send your inquiries to info@advogroup.co.uk

KEVIN CREW IT Director kcrew@advogroup.co.uk GILL MATEO Operations Director gmateo@advogroup.co.uk

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 your health 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 info@advogroup.co.uk.

advocate spring 2016 | advogroup.co.uk | 34

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 House St Leonards Road Allington Kent ME16 0LS Oxford Office: 8 Old Station Yard Abingdon Oxfordshire OX14 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.


advogroup.co.uk | thanks for reading

find every copy of advocate magzine online at issuu.com/advogroup Issue #16 winter 2015 This edition of the magazine features an interview with Investor In People’s Thomas Bale who provides his expert insight into the recent findings that many employees will seek new jobs in 2016 due to discontentment with their current employers. We also highlight the key awards and accreditations that we have picked up over the previous twelve months in addition to being listed as finalists at the upcoming 2016 Corporate Advisor Awards for a total of three categories. We’re also highlighting our annual ‘best of the best’ celebrating the efforts of our employees who have gone above and beyond our high expectations.

Issue #15 autumn 2015 This edition of the magazine features an interview with Dr Charles Leninson of Doctorcall; ADVO’s new expert partners in providing flu vaccinations. This month’s cover feature explores the effectiveness of mindfulness at work as weinterview Vicki Curtis, from Nuffield Health, who have recently partnered with Mindlab to launch a mindfulness training programme for businesses.We also feature a number of the biggest human resource and occupational health stories including the population’s feelings on employee’s expressing their personal style within the workplace, the most common cause of wasted time at work being pinned on inefficient processes and duplicated efforts, and the research that suggests many of us find it easier to end a relationship with a partner than to ask for a pay rise.

Issue #14 summer 2015 This edition of the magazine highlights some major industry news following AXA’s announcement they will be acquiring Simplyhealth’s private medical insurance business. Simplyhealth’s Chief Executive Romana Abdin, and Keith Gibbs, Chief Executive at AXA PPP both comment on this significant development. We also look at the latest human resource and occupation health stories including research highlighting that 1 in 4 of us have ongoing difficulkt relationships at work and that those over the age of fifty may be routinely being overlooked for promotion. We are also bringing you the latest ADVO news including named Corporate Health Insurance Provider of the Year by Wealth & Finance International Magazine.

don’t miss a copy, subscribe to our issuu channel... its 100% free! advocate spring 2016 | advogroup.co.uk | 35


LAUREN SMITH, EMPLOYEE BENEFIT ADVISOR, advo group Maidstone Office ADVO House, St Leonards Road, Allington, Kent, ME16 0LS

Tel 0845 2578833 Fax 01622 769211 Email info@advogroup.co.uk Web advogroup.co.uk

ADVO Group | Employee Benefit Consultants ADVO Group Limited Registered Office ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS Registered in England No 4500663. The ADVO Group Limited is authorised and regulated by the Financial Conduct Authority

Advocate | Spring 2016  
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