Hello from our CEO! L
Well, it’s safe to say that spring has well and truly sprung! I love this time of year and the opportunity that the longer, brighter days bring to get in more walks with our family dog, Taff. The health benefits ofwalking,notjustforourbodiesbutforourmental wellbeing, are well known, and I for one can certainly vouch for them on a personal level. I find there’s just something about the meditative nature of walking and being out in the fresh air—it really helpsclearmymindandliftmyspirits.
Mayjust so happens to be NationalWalking Month, so if my musings aren’t enough to convince you, head over to our special Coffee Break Corner on page 6 to learn why this most natural form of exercise is so good forus and get some tips on how youcansqueezeafewmorestepsineveryday.
With all the fresh new life on display in our parks, fields and hedgerows, spring also reminds us of the incredible diversity of the natural world. That richness brings strength and balance to our environment, and it makes me reflect on the huge valuethatdiversitybringstoallotheraspectsoflife, notleasttheworkplace.
This theme runs through several articles this issue. In our ‘People are at the heart of everything we do’ feature (page 14), we introduce you to our new Employee Disability Forum, sharing the story behind its creation and meeting the brilliant forum ambassadors who are helping us to shape an even moreinclusiveworkplace.
Meanwhile, over in the Learning Loop (page 8), we bust a few common myths about neurodiversity and work and examine the many positives that neurodivergent employees can bring to your team. Plus, we shine a spotlight on our Workplace Adjustments Services, which are all about making sureeverycolleague,whetherthey’reneurodivergent, have a disability or are living with a health condition, getsthetailoredsupporttheyneedtothrive.
Elsewhere, we’re marking Testicular Cancer Awareness Month by exploring the vital role employerscanplayinraisingawarenessofoneofthe most common cancers in men aged 15 to 45 (page 11). And of course, we take our usual look back at everything that’s been happening across Medigold Healthoverthelastfewmonths.
We hope you enjoy reading this seasonal edition of the Medigold Memo and wish you a wonderful Bank Holiday break and a very happy Easter if you’re celebrating.
AlexGoldmith s (and Taff, the Labrador)
A quick glance back at the last quarter
Here’s a little snapshot of what our Medigold teams have been up to over the last three months.
JANUARY
We depend on diversity Atthestartofthisyear,wewere thrilledtolaunchournewEmployee DisabilityForum,tohelpusbuildon ourlong-standingcommitmentto supportdiversitywithinour workplace.Theforumprovidesa perfectplatformforustogainopen andhonestfeedbackfromourpeople onimprovementswecanmaketo helpenhancetheexperienceof employeeswithdisabilitiesacross MedigoldHealth.Youcanfindout moreandmeetourfriendlyforum ambassadorsoveron page 14.
MARCH
MARCH
Working to build a sustainable future –Reporting on our ESG actions
Lastmonth,wereleasedourlatestESGreport,coveringthe periodfromApril2023toSeptember2024.These18 monthsmarkedasignificantphaseoftransitionforour organisation,andthereportchartshowwemanagedto navigatethemanychallengesitbroughtwhile simultaneouslymaintainingourcommitmenttoethically, sociallyandenvironmentallyresponsiblebusinesspractices. Youcanreadthefullreportonourwebsitebyclickingthe linkbelow.
Read now
Introducing Medigold Pathway - Helping more businesses take their first steps towards better workplace health
InMarch,wewerealsoproudtolaunchMedigoldPathway,ournewservicemodel designedforbusinesseswithmoreadhococcupationalhealthneedsorthosenotyet readytosignupforapackageoption.Pathwayoffersaflexible,commitment-freeway forcompanieslookingforon-demandhelp toaccessonlytheservicestheyneed,just whentheyneedthem.We’rereallyexcitedabouttheopportunitiesitoffersforusto bringouressentialservicestoevenmorepeople!
MARCH
A jolly good show!
On11thand12thMarch,theMedigoldteamonceagaindescendedon Birmingham’sNECforourfavouriteeventoftheyear,theHealth& Wellbeing@Workshow.Overanamazingcoupleofdays,ourteam deliveredmorethan50freehealthchecksatouron-standMedigoldHealth MOTclinic,hostedtwopacked-outconferencetalks,chattedtohundreds ofvisitorsandOHindustryprofessionalsabouthowourservicescan supportbetterworkplacehealth,andsawscoresofpeopletaketheir chanceonour‘GoingforMedigold’game!Itreallywasafantasticshow,and wecan’twaittoreturnagainin2026!
Coffee break corner
National Walking Month – Stride your way to a healthier, happier you!
May is National Walking Month, an annual initiative that encourages everyone to step out and embrace the numerous health and wellbeing benefits of this simple yet powerful activity.
So, get your shoes on and let us run (or rather walk) you through just why it’s so beneficial and exactly how much of it we should be doing.
On the way, we’ll also explore some helpful, practical tips on how to implement more walking into your working day!
The benefits of walking for physical and mental health
Walkingisagreat,lowimpact(andlowcost!)exercisethatpeopleof allagesandfitnesslevelscanenjoy.Ithelpsimprovecardiovascular health,strengthensmuscles,aidsweightmanagementandcan improvesleepquality.Itcanalsoreducetheriskofchronicdiseases likeheartdisease,diabetesandcertaincancers,nottomentionhelping lowerbloodpressureandcholesterollevels.
Butwalkingisn’tonlyanexcellentwaytoimprovephysicalhealth;it offersahostofmentalhealthbenefits,too.Goingforawalkisa perfectopportunitytopracticesomemindfulness(aslongasyou’re notusingyourphone)andisagreatwaytoreducestressandanxiety. Plus,itreleasesendorphins,whicharenaturalmoodlifters,andcan thereforealsohelpwithsymptomsofdepression.
That’sawholelotofreasonstogetoutforastroll!
So, how much walking should we aim for each day?
Healthexpertsrecommendthatadultsaimforatleast150 minutesofmoderate-intensityaerobicactivityperweek, whichcanbebrokendowninto30minutesofwalking fivedaysaweek.
Butwhataboutsteps?Ifyouconsistentlystruggleto clockupthe10,000totalwe’refrequentlytoldweshould bestrivingfordaily,youmaybepleasedtolearnthatthis figureisn’tnecessarilybasedonanyscientificevidence.It actuallyoriginatedinthe1960saspartofmarketing campaignbyaJapanesecompanythathadcreateda pedometercalledthe‘Manpo-kei’,whichtranslatesto ‘10,000stepsmeter’.
Althoughtheconceptclearlycaughton,researchsuggests that7,000isthetruesweetspotwhenitcomestosteps. Onestudyfoundthattakingatleast3,900stepsdailywas linkedtolowerrisksofdyingfromanycause,andthebenefits keptincreasinguptoabout7,000steps;afterthat,theadvantages levelledoff.
Ifyouwanttoaimfor10,000aday,goforit!Butifthatdoesn’tfeel achievableforyou,rememberthatanyincreaseinyourstepcountwill dowondersforyourhealthandfitness.
How walking can improve workplace performance
Alongsideallthehealthandwellbeingbenefits,adding walkingtoyourdailyroutinecanalsoboostyour workplaceperformance,helpingtoimproveyourenergy levels,sharpenyourfocusandincreaseyouroverall productivity.
Takingwalkingbreaksthroughouttheday(especiallyif yourjobismainlydeskbased)givesyouabreakfrom yourscreenandachancetostretchyourbody.Italso helpstoreducestressandmentalfatigue,whichcanlead tobetterdecision-makingandenhancecreativityand problem-solving.
Here are our top 10 tips for increasing your walking during the working day:
Take the stairs
Skip the lift and get those legs moving!
Park further away
Pick a parking spot that's a bit further away to sneak in some extra steps.
Set reminders
Use alarms or apps to nudge you to take quick walking breaks.
Skip the shortcut
Choose the scenic route when walking to other parts of the building or worksite.
Stay hydrated
Drinking plenty of fluids is important for our health anyway, but regularly walking to the kitchen to refill your water bottle or put the kettle on is also a great excuse to get more steps in.
Use public transport
Hop off a stop early and enjoy a nice stroll to your destination.
Walk and talk
Where possible, switch your phone and Teams catch-ups to walking meetings.
Walk during breaks
Use your lunch break to soak up some fresh air with a walk outside.
Use a pedometer
Track your steps to stay motivated and set fun daily goals!
Say it in person
Need some info from your colleague for that work project? Instead of emailing or calling, walk to their desk to chat to them face to face.
National Walking Month is the perfect opportunity to start making walking a regular part of your life, and by incorporating these tips into your daily routine, you can easily increase your physical activity, improve your health, and boost your workplace performance to boot. What’s not to love?!
The Learning l p
Unmasking the truth: Busting neurodiversity myths
With Neurodiversity Celebration Week (or Acceptance Week, as some prefer to call it) having just taken place in March, and April being World Autism Acceptance Month, I thought this edition of the Learning Loop would be a great chance to dispel some of the common misconceptions that exist around neurodiversity, especially at work.
The statistics shown here help us to appreciate just how common neurodiversity is. Unfortunately, despite this prevalence, and despite the fact that neurodivergent individuals bring valuable diversity of thought and experience that can really benefit organisations, the average workplace can still pose significant challenges for neurodiverse employees.
By debunking myths, together we can create a more inclusive environment and support everyone in reaching their full potential.
Welcome to the Learning Loop! This regular feature is brought to you by our Training & Consultancy Team, the expert team behind Medigold’s training programmes, open courses and popular webinar series.
Article written by Kath Wood Disability Training & Consultancy Specialist
Did you know?
15%to20%oftheUKpopulation isconsidered neurodivergent
Autism Spectrum Disorder (ASD)affects approximately1in100peopleintheUK
ADHD ispresentinabout2to5%ofadults
Dyslexia isestimatedtoaffect around10%ofthepopulation
MYTH 1
There are more neurodivergent people now than 10 years ago
BUSTED
Thenumberofdiagnosedneurodivergentindividualshasincreasedoverthepastdecade, especiallyforconditionslikeautismandADHD(attentiondeficithyperactivitydisorder).However, thisdoesn'tnecessarilymeantheactualprevalencehasrisen;itmaysimplyreflectbetter recognitionanddiagnosis.
Withmorepublicdiscussionandpositivemessagingaboutneurodivergentconditions,peopleare betterabletorecognisesignsinthemselvesorothers.Onlineplatformsandcommunitiesprovide opportunitiesforsharingexperiences,andasstigmadecreases,morepeoplearewillingtoseek assessments.
MYTH 2
More males than females are neurodivergent
AlthoughmoremalesarediagnosedwithneurodivergentconditionslikeautismandADHD,this doesn'tnecessarilymeanmoremalesareneurodivergent.
Severalfactorscontributetothisdiscrepancy,includingmaskingandbiasesindiagnostictools. Boysoftenexhibitmoreovertbehavioursinchildhood,leadingtomoreassessments.Incontrast, girlsandwomenareoftenbetteratmaskingandmimickingsociallyacceptablebehaviours. Additionally,diagnostictoolsarebasedonstudiesofmales,whichmaynotcapturehowthese conditionspresentinfemales.
MYTH 3
We are all a little bit autistic
Theideathat"weareallalittlebitautistic"isacommonmisconceptionthattrivialisesthe experiencesofautisticpeopleandcanbeoffensive.Whilesometraitsassociatedwithautism,like difficultieswithsocialisation,communicationorsensorysensitivities,canbefoundinthegeneral population,havingafewofthesetraitsdoesnotmeansomeoneisontheautismspectrum. It'scommonlythoughtthataround700,000peopleintheUKareautistic,butthismaybean underestimate.Additionally,manypeoplearewaitingforanassessment.NHSdatashowsthatin December2023,172,022peopleinEnglandwerewaiting,a47%increaseinjustoneyear.
MYTH 4
All neurodivergent individuals have the same needs and challenges
Eachneurodiverseperson'sexperienceisunique,with needsandchallengesvaryingwidelybasedonthe individual’straits,strengthsandenvironment. Neurodivergentexperiencesarealsoshapedbyother identities(forexample,gender,culture,socioeconomic status),leadingtodifferentchallengesandsolutions. Weallknowneurodivergentpeopleinourlives,andwe mayhaveclosefriendsandfamilymemberswhoare neurodivergent.However,thisdoesn'tmeanwe automaticallyunderstandsomeoneneworanew employeewhodisclosestheirneurodivergence.Instead, weshouldavoidjudgmentsandassumptionsanduseour knowledgetoaskgoodquestionstolearnaboutthe personandwhattheyneedtosucceedatwork.
MYTH 5
Making adjustments for neurodivergent employees is costly and disruptive
Mostadjustmentsareinexpensiveorevenfree the averagecostintheUKisaround£75perindividual. Adjustmentslikeflexiblescheduling,quietworkspaces, improvedlightingandclearercommunicationalsooften benefiteveryoneintheorganisation.Ifcostsarea concern,the Government Access to Work programme canhelpyoufundmoreexpensiveadjustments. It'sclearthatworkplaceadjustmentsareasmart investment!Theynotonlysupportneurodivergent employeesbutalsoenhancetheoverallwork environment,boostingproductivityandsavingon recruitmentandtrainingcosts.It'sawin-winfor everyone!
MYTH 6
Neurodivergent employees are less productive and will hold back your teams
Actually,thedatashowstheopposite integrating neurodivergentprofessionalsnotonlyenhances productivitybutalsoimprovesinnovationandemployee retention,offeringarealcompetitiveadvantage.
Teamswithneurodivergent membersareapproximately 30% more productive than thosewithout Companieswith inclusiveculturesare six times more likely tobe innovativeandagile
Companiesthatcreateinclusiveenvironmentsfor neurodivergentemployeeshaveobserveda 90% increase in employee retention,underscoringthe positiveimpactonworkforcestability.
We hope we’ve cleared up any misconceptions you may have had about neurodiversity and shown you just how beneficial it can be to have neurodivergent individuals on your team!
If you want to learn more about how to effectively support neurodiversity in your organisation, have any questions about workplace adjustments or need some advice on how to recruit a more diverse workforce, we’d love to help. Get in touch with us here!
We also have a range of informative webinars on our YouTube channel covering various aspects of neurodiversity. Click below to check them out.
The ball’s in your court –Raising awareness of testicular cancer
Testicular cancer is the most common cancer in men aged 15 to 45, a group that make up a significant portion of the male working population. With April being Testicular CancerAwareness Month, we thought this would be the perfect time to take a look at how employers can get involved in educating their employees about the disease, why it’s so important that they do and how they can support anyone who may be living with a testicular cancer diagnosis.
What is testicular cancer?
Testicularcanceroccurswhen malignant(cancerous)cellsdevelop inthetissuesofoneorboth testicles(balls).Whileitaccounts foraround1%ofallmalecancer casesintheUK,thegoodnewsis thatitishighlytreatable,but catchingitearlyiscrucial.Knowing thesignstolookoutforand conductingregularself-examsis keytodetectingtesticularcancerat astagewhentreatmentsarelikely tobemosteffective.
What are the symptoms?
Testicularcancernormallyonlyaffectsonetesticle,butitcanaffectboth.
Themainsymptomsinclude:
Alumporswellinginyour testicle(s)
Yourtesticle(s)gettingbigger
Anacheorpaininyourtesticle(s) orscrotum(theskinthatcovers thetesticles)
Yourscrotumfeelingheavy,firm orhard
Othersymptomscaninclude:
Anacheorpaininyourbackor lowertummy
Losingweightwithouttrying
Acough
Difficultybreathingorswallowing
Asoreorswollenchest
Thesesymptomsareverycommonandcanbecausedbymanydifferentconditions, soexperiencingthemdoesn’tmeanyoudefinitelyhavecancer.However,it’sstill importanttogetcheckedoutbyyourdoctorifyounoticeanythingthat’snotnormal foryou.
Keeping your eye on the ball –How to check your testicles
Thebestwaytogettoknow‘yournormal’isbyregularly checkingyourballs.Below,wesharesometipsforhow youcangetyourtesticleself-examinthebag.
When?
Youshouldaimtocheckyourballseverymonth.Seta reminderinyourphonesoyoudon’tforget!
Thebesttimetodoyourself-examisduringorjustaftera hotshowerorbath.
How?
Tocheckyourtesticles:
1. Holdyourscrotuminthepalmofonehandanduseyour otherhandtogentlyrollonetesticleatatimebetween yourthumbandfingers.
2. Familiariseyourselfwiththesize,weightandshapeof yourtesticles.It’scommonforonetobeslightlybiggerand hanglowerthantheotherbutlookoutforanychanges.
3. Lookandfeelforanyswellingsorhardlumps your testiclesshouldfeelsmoothandfirmbutnothard.
4. Checkyourepididymis,thesmall,softtubesattheback ofyourtesticles feelforanychanges,suchasswelling, hardnessorpain.
5. Checkifyourscrotumfeelsheavy,firmorhardorifyou haveanyachingorpaininyourscrotumortesticles.
Gettingintothehabitofcheckingyourtesticleswillmake iteasierforyoutoidentifychangesthatcouldbeasignof cancer.Ifyoudonoticeanythingunusual,don’tignoreitor shrugitoff makeanappointmenttoseeyourGPassoon aspossible.
Why is it important for employers to get involved in raising awareness?
Catchingtesticularcancerearlyoftenreducesthe needforextensivetreatments,andaswe’vealready covered,knowingthesignsandhowtospotthemis keytoearlydetection.
Unfortunately,becausemenandboysaretypically lesslikelythanwomentotalkabouthealthissues withtheirfriendsandpeers,theyoftentendtohave muchlowerlevelsofsymptomawareness.Theyare alsomorelikelytodelayseekingmedicaladvicewhen theydosuspectaproblem.
That’swhereemployerscomein.
Asanemployer,youareuniquelyplacedtohelp spreadvitalhealthmessagesthatyouremployees maynototherwiseengagewithoutsidethe workplaceandcanthereforeplayapivotalrolein promotingincreasedawarenessoftesticularcancer. Someofthewaysyoucandothisinclude:
Providing information and resources, suchas leaflets,postersanddigitalcontent,incommon areasandtoiletcubiclesandviayourcompany intranetorinternalcommunicationchannels.
Running workshops or webinars focusingonkey men'shealthissues,includingtesticularcancer.
Signposting trusted information sources and support organisations.
Encouraging participation in awareness campaigns and events, suchasTesticularCancer AwarenessMonthorMovember.
Creating a positive health culture, where employeesfeelcomfortablediscussinghealth issuesopenlyandseekingmedicaladvice.
Supporting employees with a cancer diagnosis
Beingdiagnosedwithtesticularcancercanhaveahugeeffectoneveryaspectofaperson’slife, notjusttheirhealth.Ontopofdealingwiththephysicalsideeffectsoftheirillnessandany treatment,there’salsothepsychologicalandemotionalimpacttocopewith.Cancercanbring significantstressandanxiety,nottomentionfinancialworriesifextendedtimeoffisneededfor treatmentandrecovery.Allofthiscombinedcantakeaserioustollonanemployee’sphysical andmentalwellbeingandhaveaknock-onimpactatwork,too.
Asanemployer,thereareseveralpracticalwaysyoucanhelpsupportsomeonewhoisliving withacancerdiagnosis.Showingflexibilityandunderstandingandsignpostingtherightsupport canmakearealdifferenceduringaverydifficulttime.Hereareafewkeythingstoconsider:
Offer flexible working arrangements
Offeringflexiblehours,reducedworkloadsor remoteworkingoptionswillhelpemployees managemedicalappointments,treatment schedulesandrecoverytimemoreeasily.
Introduce workplace adjustments
Simplechangestotheworkingenvironment orrole suchasmodifyingortemporarily reallocatingcertaintasksorresponsibilities, reducingtheirworkloadandadjusting deadlinesandexpectations—canhelpreduce stressandpressureandensuretheyfeel supportedintheirday-to-daywork.Your occupationalhealthprovidercanprovide adviceonpossibleadjustmentstoconsider, aswellasonyourlegalobligationsunder disabilitylegislation.
Provide access to support services
Makesureemployeesareawareofwhat supportisavailabletothem,including throughinternalresourceslikeEmployee AssistanceProgrammes(EAPs),occupational healthsupport,privateGPservicesorHR guidance,aswellasthroughexternalsupport organisationsandhelplines.
Maintain
open and sensitive communication
Encourageregular,compassionatecheck-ins tounderstandhowyouremployeeisfeeling andwhatsupporttheymightneed.Letthem leadtheconversationwherepossible,and respecttheirprivacyiftheyprefernotto sharedetails.
Planning for their return to work
Ifyouremployeedoesrequireextendedtime off,considerimplementingaphasedreturn plan.Again,youroccupationalhealthprovider willbeabletoofferguidanceonasuitable schedule.Stayingintouchwiththemduring theirabsence withoutoverwhelmingthem canalsohelpeasethetransitionbackintothe workplace.
Supporting the wider team
Acolleague’sdiagnosiscanaffectthewider teamtoo.Offeringguidancetomanagersand teammembersonhowtobesupportive, respectfulandinclusivecanhelpmaintaina positiveandunderstandingworkplace culture.
How Medigold
Health can help
Frommanagementreferral servicestocounselling, therearelotsofwaysthat Medigoldcanhelpifyou’re supportinganemployee withacancerdiagnosis.To learnmore,simplygetin touchwithyourCustomer SupportTeam.
Information and support organisations in the UK
Forfurtherinformationontesticularcancerandahelpfulvideoonhowto checkyourtesticles,checkoutthefollowingNHSwebpages:
What is testicular cancer? - NHS
How to check your testicles - NHS
Therearealsoseveralcharitiesprovidinginformationandassistanceto individualsaffectedbytesticularcancer:
It's in the Bag: Offerssupportandprovidesinformationontesticular cancer.
Testicular Cancer UK: Providesemotionalsupport,adviceand friendshipforthosediagnosedwithtesticularcancer.
Macmillan Cancer Support: Deliverspractical,medicalandfinancial supporttopeoplewithcancer.
Cancer Research UK: Offersinformationandsupportforanyone affectedbycancer.
People are at the heart of everything we do
L M
Introducing our Employee Disability Forum!
Here at Medigold, we have always been committed to supporting diversity within our organisation and continually strive to ensure it’s as inclusive and accessible as possible.
To build on this commitment, at the start of this year we were excited to launch our new Employee Disability Forum.
The Forum provides the perfect platform for employee representatives to share open feedback with our leadership team on how the business can better support disabled colleagues. Through facilitating greater collaboration, the initiative aims to identify and implement positive changes in our policies, procedures and work systems that will ultimately help remove barriers and enhance the workplace experience for our employees with disabilities.
For this issue’s ‘People are at the heart of everything we do’ feature, we therefore thought it would be good to introduce you to the wonderful team of ambassadors we’ve appointed from across the business, and hear from them about why they wanted to be involved in the forum. Let’s meet them!
Ihaveover20years’experienceinoperations andstrategyinthehealth,wellbeingand disabilityworkplaceadjustmentsindustryand haveworkedwithclientsacrossahugerangeof sectors,frommajorbroadcastersand communicationscompaniestogovernment departmentsandpublicbodies.IsitontheUK CounciloftheInternationalDisability ManagementStandardsCouncil,amCDMP (CertifiedDisabilityManagementProfessional) qualifiedandamanILMLevel7Executive CoachandMentor.WithinMedigold,Iheadup theWorkplaceAdjustmentsandTrainingand Consultancyteams.
Beingabletocreate,deliverandsustaingreat solutionsinpartnershipwithourclientsto supporttheirpeopleisattheheartofwhatI loveaboutmyjob,soit’sreallyexcitingtobe partofthefirstspecialistemployeenetwork focusingonhelpingtoremovebarrierswithin Medigold.
IhavebeenatMedigoldsinceApril2024.In additiontobeinganOccupationalHealth Physician,IamalsoaGP,MenopauseAdvisor andHealthCoach.Iworkremotelyandlive betweenKentandWestLondon.
Ihavecongenitalbilateralhearingloss. However,Ididnotconsidermyselftohavea disabilityuntilrecently,asIhavebeen compensatingforitmywholelife.Ialways thoughtitwasmyproblem,andmostofthe timeitdidnotaffectmylifeasthehearingloss wascorrectedwiththeuseofhearingaids. However,duringthepandemicwheneveryone waswearingmasks,Ilosttheabilitytolipread, sothehearinglossbecamearealissue. Workinginoccupationalhealthhasencouraged metonothidemyhearinglossandtoaskfor adjustmentswhenrequired.Iimaginethere maybeotherswithdisabilitieswhoareputting upandshuttingupwith“theirproblem”andI wouldliketoadvocateforthemiftheywantto beheard.
Head of Workplace Adjustments Services
Richard Southorn
Occupational Health Physician
Dr Sashini Perera
IworkinourSalesTeamasHeadofBids, managingasmallteamwhoworktoboth securenewbusinessandretainexisting contractsatthepointoftender.Before joiningMedigold,IworkedforHealth Assured,helpingtoprovideEAPand counsellingservicestoemployeesacross theUK.Ihaveworkedforanumberof organisationswhichhaveformaldisability andaccessibilitygroups,andaspartof theEmployeeDisabilityForum,Ihope thatIcanusemyexperiencetohelp ensurethatallstaffatMedigoldHealth feelappropriatelysupported.
Itrulybelievethatourpeopleareatthe heartofeverythingwedoandthattheir experiencesandperspectivesarereally valuableinhelpingusshapeourbusiness anddevelopcreativesolutionstoissues. I’mheretoactasanadvocateforany Medigoldemployeewhoconsiders themselvestohaveadisability,andI’m lookingforwardtobeingabletoputtheir ideastotheforumaboutchangesthat couldbemadetobettersupportthose withsimilardisabilitieswithinthe business.
ccupational Health chnician Jodie Fidler
I’veworkedatMedigoldhealthforthe lastfouryearsinvariousroleswithinthe MobileOperationsteamandamnowan OccupationalHealthTechnician(OHT). Previously,I’veworkedinGPsurgeries andfactories,sothisrolehascombined myknowledgeinbothareasofworkplace safetyandhealthcare.
IwantedtobeaDisabilityForum Ambassadorpartlybecausemycolleagues saidI’dbeagoodfitfortherole,butalso becauseIknowhowimportantdisability inclusionintheworkplaceis.It’sasubject veryclosetome,asIhavefamily memberswho’veexperiencedissueswith companiesbeingunabletoassistthem, andIwantedtomakesurethatany insightImayhavecanbeheardandused tohelpsupportourgreatstaffhereat Medigold.
Disability AdvisorWorkplace Adjustments and Training Max Thorpe
I myMScinPsychologyin 2 nceworkedinavariety o ngchildrenandadults withmentalhealthdifficultiesand disabilities.IhavebeenwithMedigold sinceJuly2023.
Ibelieveit’scrucialforeveryorganisation toembracediversityandcreatean environmentwhereallpeoplearevalued andrespected.That’swhyIwantedto becomeanambassador:tohavethe opportunitytohelpimproveaccesswithin MedigoldHealthandtoshareideasand collaboratewithotherstoensureit continuestobeadisability-friendly workplace.
Disability Training and Consultancy Specialist Alice Gibson
TrainingandConsultancy Specialist,Ispendmydaysdeliveringa widerangeoftrainingcoursestoour clients,withmypersonalfavouritebeing ourneurodiversityawarenesscourse. BeingoneofMedigold'sfirstEmployee DisabilityForumAmbassadorsfeels incredible.I’vespentmyentirecareer championingequalityforothersandnow hereIam,championingitforallmy colleagues!Asapersonaffectedbya disability,it’sgreattohaveanopportunity tochannelmyexperiencesintosomething that’sbeneficialforthemasses,andIcan’t waittogetstarted.
Together, our ambassadors bring a diverse range of disability perspectives and experience to the forum, covering physical, medical and mental health disabilities and neurodiverse conditions. We can’t wait to see the positive impact they’ll have on our business, and we’re sure we’ll be hearing more from them in future issues, as we share what they’ve been getting up to!
Head of Bids Tom Croghan
Our services under the spotlight
This issue, the spotlight’s on our Workplace Adjustments Services
In today’s competitive labour market, businesses need to be doing all they can to attract and retain talented employees. And, with the latest government data showing that the number of people classed as disabled is continuing to rise, that means taking steps to better support and accommodate those with long-term health conditions and disabilities.
Introducing the right workplace adjustments and allowing disabled employees to work in a way that suits their needs is key to helping them stay in the workplace, perform at their best and reach their potential. And it doesn’t just have benefits for individuals—it can positively impact your business, too.
Did you know?
1 in 4 of the working-age population in the UK is classed as disabled
The employment of disabled people 2024 - GOV.UK
So, what are workplace adjustments?
Workplaceadjustmentsarechangesmadetoajobroleorworkenvironmenttoenablean employeetoovercomeahealthordisabilityrelatedbarrierintheworkplace.Accordingtothe EqualityAct,therearethreemaintypes:
Adjustments to physical features. Physicaladjustmentsarechangesmadetothe buildingitselforitsfixturesandfittings.Examplesincluderamps,lifts,widened doorways,loweredworktopsorsinks,automaticdoors,lightingadjustments, handrailsandcontrastingskirtingboardsordoorframes.
74% of employees with disabilities have had at least one request for workplace adjustments denied
Deloitte's Disability Inclusion @ Work 2024 survey
Auxiliary aids and services. Thesecanincludeassistivesoftware(suchasspeech-totextprograms),readingpens,magnifiers,amplifiersandmind-mappingtools.They alsocoverequipmentlikeergonomicchairs,adjustabledesks,verticalmice,coloured filters,andoverlays.Servicesmightinvolvehumansupport,suchasinterpreters,job coachesorcareassistants.
Adjustments to policies, procedures or practices. Examplesofthesetypesof adjustmentsincludeflexibleworkingarrangements,additionalbreaks,reducedtravel, fixedshifts,movingtheworklocation,orprovidingexemptionsfromhot-desking. Provisionofplanningtime,checklists,alarmsandalertsareotherexamples.
Manybusinessesdon’tprioritiseworkplaceadjustmentsduetothepotentialfinancialoutlay. However,researchshowsthattheaveragecostofareasonableadjustmentisjust £75 per person.Infact,mosteffectiveadjustmentsactuallyinvolvemodifyingpoliciesorprocesses, meaningthereislittletonocostatall,andtheycanbeimplementedquicklyandeasily. Althoughemployersareresponsibleforfundingadjustments, Access to Work canhelpcover someorallexpenses.
Approximately 36% of working-age individuals reported at least one long-term health condition in early 2023, up from 31% in 2019
‘Too Ill to Work’: A deeper look at what the figures show - National Statistical
The benefits of workplace adjustments
For individuals:
Enhances productivity: Whenemployeeshavetherighttoolsandsupport, theycanperformbetter,workmoreefficientlyandmaximisetheirpotential.
Increases job satisfaction and engagement: Feelingsupportedandvalued canhelpboostmoraleandensureemployeesfeelpartoftheteam,which canhelpboostengagementandjobsatisfaction.
Improves wellbeing: Alongsidetheabovebenefits,adjustmentscanhelpto removebarriersatwork,reducingdiscomfort,stressandanxiety.Allofthis togethercansupportgreaterphysicalandmentalwellbeing.
For companies:
Improves retention rates: Providingemployeeswiththerightsupportand removingbarrierscanhelpthemtostayinworkandalsoencouragesloyalty, meaningthey’remorelikelytoremainwiththecompany.Thiscanreduce turnoverrates,inturnresultinginlowerrecruitmentandtrainingcosts.
Enhances reputation: Companiesknownfortheirinclusivepracticesare morelikelytoattracttoptalentandareviewedmorefavourablybyclients andcustomers.
Promotes a more inclusive culture and greater productivity: Reviewinghow tobettersupportindividualswithdisabilitiesorhealthconditions encouragesbusinessestofocusonhowtheycancreateamoresupportive environmentoverall,benefittingallemployeesandinturnleadingtohigher engagementandproductivity.
Ensures legal compliance: Introducingreasonableadjustmentshelps companiesensuretheyremaincompliantwithlegalrequirements,reducing theriskofdiscriminationclaimsandassociatedcosts.
Medigold’s Workplace Adjustments Services – What we offer
Workplace needs assessments
Theseholisticassessmentsareundertakenby ourqualifieddisabilityassessors,whowillwork withboththeemployeeandtheirlinemanager toexplorethehealthordisabilitybarriers currentlyimpedingsuccessfulandsustainable employment.
Followingtheassessment,youwillbeprovided withacomprehensivereportthat: identifiestheemployee’sspecificsupport needs outlinespracticalworkplaceadjustmentsto removebarriersandenhanceperformance offersclearadviceandguidancefor managementonhowtoeffectivelysupport theemployeeinmanagingtheirdisabilityor healthconditionatwork.
Case management
Buildingonfromtheworkplaceneeds assessment,ournon-clinicalcasemanagement servicesupportsyouandyouremployeeend-toend,helpingyoutoensurethatany recommendedworkplaceadjustmentsare implementedeffectivelyandprovidingyouwith anytrainingrequired.
Procurement and funding support
Wecanalsoprovideadditionalsupportwith sourcinganyrecommendedequipment,assistive softwareorotherservices,andaswearen’t affiliatedwithaspecificsupplier,wewillalways recommendthemostcost-effectivesolutionto suityouremployee,yourorganisationandyour budget.
Specialist services
Neurodiversity support services
Screening,diagnosticassessmentsandcoachingtohelpneurodivergent employeesdevelopandembedpracticalstrategiesandsolutionsto workplacechallengesandbuildbetterworkingrelationshipswithmanagers.
Strategic support and consultancy
Deep-diveorganisationalassessmentstoidentifywhereyoucanimprove supportforemployeeswithadisabilityorhealthconditionateverylevelof yourorganisation,fromrecruitmentandinductionthroughtotraining, developmentandprogression,plusManagementInformation(MI)reporting andconsultancytohelpyoumaximiseserviceutilisationandROI.
Disability and health awareness training
Courses,workshopsandstrategycoachingtohelpyourorganisation achievedisabilityconfidence.
Ifyou’dliketolearnmoreaboutourWorkplace AdjustmentsServicesandhowtheycansupport yourorganisation,getintouchwithusat workplaceadjustments@medigold-health.com.
Found this interesting?
Thenyoumayalsowanttocheckoutour Demystifying Workplace Health webinaronour YouTubechannel,whereourexpertsdelveinto thekeyservicesthatworkplacehealth encompassesandhowtousethemtobest effectivetosupportbetterhealthandwellbeing inyourbusiness.Wehopeyouenjoyit!
Get in touch
We hope you enjoyed this issue of The Medigold Memo and that you’ll look forward to the next one! In the meantime, you can stay in the loop with what’s happening across the Medigold Health Group via our social channels.
Interested in learning more about what we can do for your business? Get in touch!