Occupational Health Conference 2024 Registration open
The Value of OH & HR in supporting mental health & wellbeing
Long COVID - Returning Upcoming events: SOM to and sustaining work and ANZSOM Learning with ongoing symptoms Together Series
WINTER MAGAZINE 2024
SOM workplace visit to Morgan Motors in January
Contents Introduction by Dr Lanre Ogunyemi
Page 1
Highlights from the SOM Awards 2023
Page 2
SOM/FOM Occupational Health Conference 2024
Page 3
Highlights from the HAVS Management Issues Conference
Page 4
Health and Wellbeing at Work 2024
Page 5
Promoting evidence-informed workplace wellbeing relies on people recognising themselves in evidence-informed examples
Page 6-7
SOM/CIPD report advises most effective interventions to improve workplace mental health
Page 8-9
SOM and COHPA - supporting occupational health commercial providers
Page 10
Occupational Health News
Page 11
Upcoming SOM Special Interest Groups
Page 12
Long COVID - Returning to and sustaining work with ongoing symptoms
Page 14-15
SOM and ANZSOM Learning Together Series: Burnout and improving the health of healthcare workers
Page 16
Upcoming SOM Webinars
Page 17
Civil Service Jobs - Regional Work and Health Advisers
Page 18
Arthritis: Identifying work-related training and resources for workplace professionals
Page 18
Morgan Motors Workplace Visit
Page 19
SOM Corporate Supporters
Page 20
About the SOM & Membership Offer Survey
Page 21
Introduction It’s been a whirlwind start to 2024 - from discussions with the Faculty of Public Health (FPH), a SOM conference on HAVS and planning for the FOM/SOM conference (thanks to Prof Ira Madan, Dr Ken Addley & Dr Sara Porter’s leadership for developing an excellent programme). Workplace visits as a pre-conference activity is back on 19th June, followed by a banquet of knowledge and camaraderie in the vibrant city of Belfast 20th-21st June.
Dr Lanre Ogunyemi, SOM President
Advocacy-wise, we met with the Treasury to understand challenges in achieving universal OH and the Labour minister for disabled persons to advocate the value of OH. We also met with the “Work Well” delivery team who were receptive to our ideas about how to best position the project for success. Further meetings with both government and shadow ministers are planned and we hope for manifesto commitments from both parties... This month, we’ve had a webinar with FPH and we look forward to many more, including with Australian and New Zealand brethren on the 21st, and a unique one on medical emergency response on the 20th. Exciting times, with a focus on supporting and encouraging leadership for members. Finally, thank you to our indefatigable SOM central team, the many past Presidents and Board & Council members who make time to attend meetings, offer advice and help refine our advocacy, member offer and our strategic approach to fulfilling SOM’s objectives.
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Highlights from the SOM Awards 2023
The winners of the 2023 SOM Occupational Health Awards were announced in December. You can read about the winners in our Awards Pack. Huge congratulations to the very deserving winners and thank you to everyone who entered, all our guests, and our generous sponsors. 2
SOM Quarterly Magazine: Winter 2024
SOM/FOM Occupational Health Conference 2024 We are happy to announce that registration is now open for Occupational Health 2024. This year’s SOM/FOM annual conference takes place in Belfast on the 20th–21st June with the theme of “Leading OH into the Future”. Visit the website to view the latest programme, plus venue and hotel information, the social programme and details of the workplace visits. Speakers include Dr David McLoughlin CBE, Dr Dipti Patel OBE and Professor Jo Yarker. There will be a Gala Dinner and Dance held in Drawing Office One at the Titanic Hotel on 20th June. The deadline for abstracts for either oral, oral poster or standard poster presentation is 9am on 1st March. We are keen to receive abstracts relating to any aspect of occupational health, from both academic and practitioner delegates. However, abstracts relevant to “Leading OH into the Future” are especially welcome. Full details about how to submit can be found here. Register here to attend Occupational Health 2024.
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Highlights from the HAVS Management Issues Conference
Thank you to everyone who attended and contributed at the HAVS Management Issues Conference on Tuesday, 30th January. The conference was a must-attend event for occupational health professionals managing Hand Arm Vibration Syndrome (HAVS) in the workplace. The conference explored the latest evidence on the clinical management of HAVS, offering invaluable insights and expertise shared by members of the SOM HAVS Special Interest Group. Of particular note was the unveiling of results from a new Delphi Study, which reviewed specific occupational health issues related to HAVS, addressing areas where there is no definitive evidence. 4
SOM Quarterly Magazine: Winter 2024
Join SOM at Health & Wellbeing at Work 2024 REGISTER TODAY Join SOM at Health & Wellbeing at Work, the unrivalled event that has been shaping the landscape of employee health, wellbeing, and workplace culture for nearly two decades. Immerse yourself in a dynamic experience that champions the latest trends and innovations, providing a unique platform for professionals like you to: •
Enhance your knowledge and learn from
Explore thousands of new products,
experts in a choice of over 150 sessions,
innovations and services from the UK’s
workshops and masterclasses, 74 of which
leading workplace health and wellbeing
are dedicated solely to a range of topics
brands. •
addressing occupational health. •
•
Network with the nation’s most forward-
Learn from the best in their field: Over
thinking businesses and other like-minded
120 experts championing every aspect
professionals.
of employee health and wellbeing, ready to share their key insights and practical solutions. The 2024 event isn’t just about attendance, it’s about igniting your passion, expanding your knowledge and getting you one step closer to a successful occupational health strategy.
“It was brilliant, gained new insight on services available to improve employee experience and the seminars were relevant, I was spoiled for choice” OHA, Coventry City Council, 2023 visitor
Discover the 74 talks dedicated to Occupational Health here. An exclusive 10% discount is available for SOM members. Email Mimi.Eyeoyibo@som.org.uk for the discount code. Join SOM Sessions: h Futureproofing the Relationship Between Occupational Health and HR Professionals - How Both Sides Need to Work Together to Ensure a Healthy Workplace h Ensuring Effective Working Between Occupational Health Teams When Managing Health at Work Panellist: Dr Lanre Ogunyemi,
Chairperson: Nick Pahl, CEO,
Consultant in Occupational
Society of Occupational
Medicine and President, Society
Medicine
of Occupational Medicine
n Visit SOM o
stand 132! 5
Visit the Health & Wellbeing at Work website to find out more: www.healthwellbeingwork.co.uk
Promoting evidence-informed workplace wellbeing relies on people recognising themselves in evidence-informed examples By Helen Fitzhugh, Senior Research Associate, University of East Anglia
The first time I started speaking to people about what makes good workplace wellbeing, it was 2017, I was armed with a small, newly developed infographic on one side of A4 paper entitled ‘How to Improve Workplace Wellbeing’ and some evidence points supplied by my colleague Prof Kevin Daniels. The systematic reviews and research our team were carrying out identified many areas in which workplace wellbeing was linked to better outcomes for individuals and organisations and it was time to share these insights beyond academia. Let loose on local businesses, I interviewed them on whether they were aware of established links between aspects of performance and employee wellbeing, what they were doing on wellbeing and what barriers they were experiencing to improvement. This was pre-COVID but already managers knew wellbeing was an issue they needed to engage with. Yet they were often riddled with doubts: about how 6
to persuade senior leaders to invest in wellbeing initiatives, how to make the right choices on what wellbeing initiatives to offer, and on how to start shifting toxic cultures that led to burnout and disengagement. Fast forward six years to November 2023 and I am standing in front of a room of private and public sector managers at a PrOPEL Hub event in Glasgow. Drawing on an entire research team’s worth of work over several years, I’ve graduated from one side of A4 to 36 slides over two hours, with discussion and activities peppered throughout. From our evidence-based Evolve Workplace Wellbeing toolkit - I know that I can now address a number of those manager doubts. I can offer links to our Workplace Wellbeing Business Case Calculator (based on Britain’s Healthiest Workforce data from Vitality) to help them build an evidenceinformed case for senior managers and inform on which initiatives are cost-effective. I can direct SOM Quarterly Magazine: Winter 2024
people worried about their organisational culture towards our Evolve PDF guide so they can work steadily towards better communication and consistency in their approach. I can offer checklists, infographics and reports on topics like hybrid work or long-standing conditions. Yet, I also know that for people to take on board the evidence, addressing their doubtful emotions is necessary. My evaluation feedback suggests the importance of finding a point of recognition in participants where the evidence meets their experiences. As researchers we can offer this through case studies and small stories that build on distilled reviews and analysis, to convey a deeper truth.
looked at their colleagues and announced “We are soooo spangley!” and everyone laughed. In another someone waved their water bottle at me frantically. The silliness of the name belies the importance of the realisation about what workplace wellbeing is. The memorable name encapsulates an emotional resonance that many people recognise – of feeling jaded about being fobbed off with superficial wellbeing action when the fundamentals have not been addressed. It releases them from the shiny Instagram version of workplace wellbeing and allows us to start talking about the hard but important work of a non-flashy, committed review of their organisation and its processes.
businesses fall into ‘The Spangle Trap’ they focus only on “ When occasional gifts/events rather than building workplace wellbeing [...] employees realise they are a sticking plaster instead of authentic action to improve working conditions and experiences based on sound evidence.
This is where I usually start talking about ‘The Spangle Trap’. Spangles are objects that are shiny and distracting. When businesses fall into ‘The Spangle Trap’ they focus only on occasional gifts/ events rather than building workplace wellbeing into the way the organisation operates on an everyday basis. From our research, we know this happens when organisations are obsessed with ‘quick wins’ and ‘looking busy’ on wellbeing, rather than approaching it with authentic intentions towards long-term improvement. The spangles can be gifts of branded merchandise (a water bottle, a stress ball), wellbeing classes or days, fruit on tables etc. – not bad things in themselves, but damaging when the employees realise they are a sticking plaster instead of authentic action to improve working conditions and experiences based on sound evidence (see our toolkit on authenticity building). Often when I offer ‘The Spangle Trap’ idea, there are a fair few sheepish smiles or outbursts from the room where people recognise their organisation. In one workshop a manager
”
It is just this type of non-flashy action that the SOM and CIPD report, ‘The value of Occupational Health and Human Resources in supporting mental health and wellbeing in the workplace’, encourages via a focus on prevention and mitigation through processes, not just reactive action for individuals or waiting for people to get ill and then attempting rehabilitation. We and they both highlight what is important and how to move forward via action and review. The Evolve Workplace Wellbeing toolkit offers detail on this, based on a whole research team’s work from seven years of Economic and Social Research Council funding for research on wellbeing and productivity. It also offers stories – via case studies, research-into-practice podcasts and video examples, because, from what I have learnt to date, promoting evidenceinformed workplace wellbeing relies on people recognising themselves in evidence-informed examples with feeling. I encourage other researchers to bring their own examples to life. Our movement towards better workplace health and wellbeing will flourish from it. 7
SOM/CIPD report advises most effective interventions to improve workplace mental health A SOM/CIPD report published in November
and interventions for organisations. It highlights
2023 encourages more effective interventions
how, by working together, HR and occupational
to support employees and colleagues in
health can better support employees’ mental
managing their mental health.
health and wellbeing.
It is launched on the back of increased mental
The key to making a difference is a systematic
health issues in UK workplaces with a record
approach to managing mental health and
number of days being lost due to work related
wellbeing, providing health and wellbeing
stress.
support interventions that are evidencebased and meet the needs of staff. The report
The need to support employees and colleagues
recommends primary, secondary, and tertiary
in managing their mental health is widely
interventions:
recognised, however the wide range of
•
Primary level interventions (prevention)
interventions being marketed makes it difficult
- identifying root causes e.g. ensuring
for employers to know what works. This report,
workload is manageable, adequate support
aimed at employers, occupational health, and
is available, leadership is compassionate,
human resources professionals, seeks to “cut
inclusive, and ethical. Training managers
through the noise” and identifies what really
to support the wellbeing of their staff and
works.
encourage employees to seek help. •
Secondary level interventions (support)
Written by Dr Kevin Teoh, from Birkbeck,
- improving people’s ability to cope with
University of London and compiled by The
challenging aspects of their roles. Effective
Society of Occupational Medicine (SOM) and
strategies include helping staff maintain a
the CIPD, the report, “The Value of Occupational
healthy balance between their work and
Health and Human Resources in supporting
personal life.
mental health and wellbeing in the workplace”
•
Tertiary level interventions (rehabilitation)
provides guidance on how to better manage
- focusing on treatment and encourage
workplace mental health and wellbeing. It offers
a safe and healthy return to work.
information on how to design programmes
Occupational health, the specialist and
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SOM Quarterly Magazine: Winter 2024
expert field of health and wellbeing at work,
University of London:
is a crucial part of the solution.
“As more and more organisations recognise the importance of supporting staff mental
Society of Occupational Medicine President,
health and wellbeing it is vital that action here
Dr Lanre Ogunyemi, said:
is underpinned by evidence-based practice. In
“This report provides clear evidence-based
doing so, we need to not only recognise the
actions to tackle mental health issues
opportunities and expertise available, but also
experienced in the workplace. It identifies
the limits of one’s competence and abilities.”
action proven to make a difference, so professionals can design effective programmes
Download the report here.
and interventions for their organisations. The UK is in a fortunate position, with specially
Produced in association with Meddbase.
trained occupational health professionals, but more investment is needed to expand this workforce. We are calling for universal access to occupational health.” Senior employee wellbeing adviser at the CIPD, the professional body for HR and people development, Rachel Suff, said: “We know that organisations recognise the importance of investing in mental health and wellbeing, but a more systematic and evidence-based approach to workplace health is needed. It is important that HR and OH professionals work together to prevent stress and provide support for employees, ensure managers have adequate training, and to create an open, inclusive culture.” Dr Kevin Teoh, Senior Lecturer, and the Programme Director of the MSc Organizational Psychology at Birkbeck, 9
SOM and COHPA - supporting occupational health commercial providers More people than ever are off work due to ill health. Employee mental health and musculoskeletal issues are a particular concern for businesses, large and small. The government have responded by recognising the need for business to access occupational health. Now, more than ever, it is important to raise the country’s awareness of what occupational health is and why it should be available to every employee. SOM and COHPA recognise that working together will provide a greater collective voice for occupational health (OH). We are therefore delighted to announce we are forming a strategic partnership from January 2024, with the aim of access to OH for every employee in the UK. COHPA will merge into the SOM with all members transferred over and invited to become Corporate Supporters of the SOM. Please visit the SOM Corporate Supporter page to find out more. COHPA members are now not required to renew membership fees. Anna Jones will be contacting all existing COHPA members at the appropriate time in the year.
Anna Jones at COHPA will be working with SOM, facilitating business leads, and providing all existing COHPA membership benefits. SOM will be hosting the COHPA website with the aim of improving the Corporate Supporter area and highlighting the role of commercial providers within the industry. SOM and COHPA will also be exhibiting together at Health and Wellbeing at Work 12-13th March 2024, so please pop along to stand 132 and say hello! Plans are also afoot for this year’s OH Awareness Week 23rd-29th September 2024, with a focus on working closely with OH providers on the return on investment of using OH strategy for media engagement. Do send in any case studies to share for this. In December there will be a Commercial Providers meet, followed by the SOM OH awards ceremony. Details to be announced in due course.
The monthly SOM Commercial providers group will be renamed ‘The SOM COHPA Commercial providers group’. Dr Mike Goldsmith will remain chair of the group and his role as lifetime 10
President of COHPA is acknowledged.
SOM and COHPA are extremely excited about our plans for 2024 and in particular the benefits our alliance will bring to the whole industry.
If you have any questions, please contact Anna Jones anna.jones@som.org.uk or Nick Pahl nick.pahl@som.org.uk
SOM Quarterly Magazine: Winter 2024
Occupational Health News Funding - Colt Foundation Non-Clinical Fellowship - details here. The deadline for applications is 30th April 2024. DWP/DHSC trial of a new workplace health assessment discount scheme - ‘Get a workplace health assessment to support an employee’s health and disability’. The aim is to help SMEs with the costs of workplace health assessments for employees. A regional pilot will be open to individuals or companies offering OH assessments. Focus region - the Northwest of England. Express your interest here. Neurodiversity in Business and Work - Birkbeck University of London and Neurodiversity in Business are recruiting participants for research on neuroinclusion practice at work. They want to hear from employers interested in neuroinclusion; employees who identify as neurodivergent and people who are work colleagues to neurodivergent workers. The survey takes 10-20 minutes to complete. All data anonymised. Lead researcher: Almuth McDowall a.mcdowall@bbk.ac.uk. Take part here. Debate on musculoskeletal conditions and employment - Margaret Greenwood MP’s debate is here and article published in parliament news here. Walsall workplace wellbeing evaluation outputs here.
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Roxton Occupational Health Limited For all your occupational health needs: • Medicals, incl. OEUK & wind farm • Health surveillance (incl. onsite clinics) • Sickness absence & stress management • Open to network clinic enquiries We are a SEQOHS-accredited provider serving the Yorkshire & Humber and East Midlands.
To enquire, call us on 01469 577918 Email: info@roxtonoccupationalhealth.co.uk Visit: www.roxtonoccupationalhealth.co.uk
Upcoming SOM Special Interest Groups • • • • • • •
Monday 19th Feb - MSK at work, 1-2pm Thursday 22nd Feb - HAVS, 3-4 pm Tuesday 27th Feb - Allied Health Professionals, 11am-12pm Tuesday 5th March - Mining, 10-11am Tuesday 5th March - Portfolio /CESR, 4-5pm Friday 22nd March - Academic Forum, 12.30-1.30pm Wednesday 27th March - Pensions, 3-4pm Interested in joining? Contact Nick.Pahl@som.org.uk 12
SOM Quarterly Magazine: Winter 2024
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Long COVID - Returning to and sustaining work with ongoing symptoms By Beverly Knops, Specialist Occupational Therapist at Vitality 360
I have been working with people experiencing persistent symptoms following COVID-19 since 2020. At this point I was using the term ‘Post Viral Fatigue Syndrome.’ Following publication of the NICE COVID-19 rapid guidelines in December 2020, I used the terms ‘ongoing symptomatic COVID-19’ for symptoms persisting between 4 and 12 weeks. When these guidelines were updated in November 2021, they referred to the term ‘Long COVID’. This term was ‘patient made’ and has become the most commonly used. For me, this reinforces the fact that the patient voice - i.e. those with lived experience - must be listened to and any treatment, therapy and advice offered must be done as a collaborative process.
for treatment and the future, what their concerns are. There is an immense amount of information out there that individuals need to navigate. I try to listen without judgment and through careful, respectful discussion help people to gain some clarity regarding the efficacy of treatments and what they may be able to do right now to influence their symptoms. It is at this point that I bring my clinical experience to the table, often offering a distinct perspective based on my research and work within this clinical area. This is a crucial time to also discuss individual experiences and expectations regarding work. What vocational capacity will they need to achieve before a return to work is realistic? Will the employer support a slow, supported return? Will the individual cope with changes to the way they work?
“ Many people have lost their
daily routines, responding to the fluctuating nature of their symptoms, and doing what they can when they feel they can.”
We can then start to identify a way forward. For most of my clients the first stage is trying to find balance in their day. We look at the basics, including rest, activity, exercise, and nutrition. Many people have lost their daily routines, responding to the fluctuating nature of their symptoms, and doing what they can when they feel they can. In my experience it is difficult to move forward without When I first meet a client with Long COVID my aim is to establishing some routine which will help regulate the listen to their story, to find out what happened during body. If someone is trying to sustain work, I may advise the course of their illness from onset to the present day. on temporarily reducing hours or changing a pattern How did the initial symptoms present, what is changed, of working whilst a more stable routine is established, how do the symptoms impact on their life? I also want but often this stage does require some time off work. to know their personal beliefs about Long COVID, what they have read and heard, what their expectations are When a reasonable routine is in place, we can then start 14
SOM Quarterly Magazine: Winter 2024
to consider how to build capacity, focussing on activities that are transferable to the workplace. What physical, cognitive, and social demands are required? Increments need to be made slowly and continuously reviewed and adjusted, but increasing is possible. It is only with cautious experimentation that we can together work out the optimal way forward. People often experience setbacks, i.e. times when the symptoms increase and function declines. Although these times are difficult, they do offer an opportunity to gain experience more about what influences/triggers symptoms, and this can guide the ongoing process. At the start, people often say they have no control over symptoms, but over time and through careful exploration they become more aware of their personal triggers and can consequently take some control over them. The most common ones my clients identify are overexertion (physically, cognitively, or socially), and stress. We can work with all of these to minimise their impact.
with people with post viral syndrome, ME/CFS and Fibromyalgia is: •
Every individual is different and needs a personalised therapy and return to work plan
•
Work can be an important part of therapy, but the hours and tasks need to be carefully planned and agreed at each stage
•
Setbacks/periods of increased symptoms are part of these conditions and need to be managed as part of a successful plan
•
A return to full contracted hours and role is possible but much slower than everybody usually expects or wishes for
•
Some people do not return to their previous roles but are able to work part time with reasonable adjustments and still add considerable value
•
Working collaboratively will always provide the best outcome.
So when is the right time to plan a return to work? Many people still say to me that they have to be 100% well to return, or their employer says, ‘don’t come back until you are fit’. This can take some time to unravel but for the vast majority it is possible to return whilst experiencing symptoms and work itself can be an essential part of therapy. The starting point is probably the most important one: finding the right amount of time and activity that is beneficial to the employee and employer. I often start with two hours of work on four days a week, doing tasks that are not too demanding and have no time pressure. Many of my clients work in high pressure environments with significant cognitive demand. They reflect on their abilities pre-COVID and often describe themselves as thriving under this pressure, being cognitively very capable, being able to synthesise information quickly and make decisions. Adjusting expectations of self and the employer and learning to do things in a moderated way can be particularly challenging. What I have learned, not only in recent years with Long COVID, but also the 25 years prior to this working 15
SOM and ANZSOM Learning Together Series: Burnout and improving the health of healthcare workers Wednesday 21st February, 8.30 - 9.30am FREE SOM Webinar Join SOM and ANZSOM for the latest webinar in their Learning Together series: Burnout and improving the health of healthcare workers with speakers Professor Gail Kinman and Dr Karina Powers. Chaired by SOM President Dr Lanre Ogunyemi. In the first presentation, Gail Kinman, Professor of Occupational Health Psychology at Birkbeck University of London, will draw on the findings of her recent guide on managing burnout in healthcare, but there are key messages for other sectors where jobs are emotionally demanding and stressful. Although people working in healthcare generally find their work meaningful and satisfying, they are at high risk of burnout. Research has found that challenges associated with the COVID-19 pandemic and its aftermath has intensified this risk, posing a significant challenge for occupational health professionals. Burnout has serious implications for organisations, patients and service users, as well as the health and wellbeing of practitioners, so it is essential to implement evidence-informed interventions for its prevention and management. In the second presentation, Dr Karina Powers, Occupational and Environmental Physician, will explore why healthcare workers are a precious resource we must preserve. Healthcare worker stress and relative short staffing are common, causing risk not only for patients but also healthcare workers themselves. This talk will discuss some factors responsible, including considerations related to management and the workforce, hazard controls, government bodies and the political milieu. Damage to the populace can be limited by improving the health of healthcare workers and thereby supporting safe and efficacious running of healthcare for all.
Register here.
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SOM Quarterly Magazine: Winter 2024
Upcoming SOM Webinars
View the full list of upcoming SOM webinars here.
• SOM Basics in OH series no. 2: Mental Health at Work FREE For All Monday 19th February 4-5pm - register here • Medical Emergency Response C1 Align, HS2 Free to SOM members; £32 to non-members Tuesday 20th February 12-1pm - register here • Ways forward for an evidence-based approach to workplace wellbeing FREE For All Thursday 14th March 12-1pm - register here • SOM Basics in OH series no.3: Ethics and Legal Aspects of OH FREE For All Monday 18th March 4-5pm - register here • The impact of asbestos on the UK workforce: three waves of mesothelioma FREE For All Tuesday 19th March 12-1pm - register here • SOM with IOMSC Webinar: Basic Occupational Health Services (BOHS): Promoting Safe & Healthy Work for All FREE For All Thursday 21st March 11am-12.30pm - register here
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Civil Service Jobs - Regional Work and Health Advisers Closing date Thursday 22nd February 2024 The Joint Work and Health Directorate is looking to recruit exceptional individuals to work as Regional Work and Health Programme Advisors (all regions). These roles provide an exciting opportunity to help drive progress against the government’s work and health agenda, with a particular focus on the £64 million WorkWell Pilot Programme which was announced at spring budget, alongside related programmes such as fit note reform and Universal Support. The Regional Programme Advisers will be embedded in OHID regional hubs and work nationally, regionally and locally with public health and other key stakeholders to facilitate a robust understanding of the importance of work and health and help to translate this into integrated strategy and provision. They will drive collaboration and cross system join up and will support partners in their work and health strategy development and service implementation. As part of a WorkWell National Support Offer and learning programme, the Regional Programme Advisers will boost leadership capacity and help drive forward local system work and health planning and service integration in their region. Individuals with substantial experience of cross-system, multidisciplinary working are encouraged to apply. View the full job description at Civil Service Jobs - GOV.UK
Arthritis: Identifying work-related training and resources for workplace professionals SOM and Versus Arthritis recently worked together to survey workplace health professionals, including nurses, occupational therapists, HR personnel and more, regarding what support was available for people with arthritis in employment. Given that people with arthritis are 20% less likely to be in work than those without, the need for better support is essential. We have put together our findings in the report ‘Identifying work-related training and resources for workplace professionals’. 18
SOM Quarterly Magazine: Winter 2024
Morgan Motors Workplace Visit Highlights from the SOM workplace visit to Morgan Motors with a guided a tour of the factory. If you have any suggestions for future workplace visits, email Mimi.Eyeoyibo@som.org.uk 19
SOM Corporate Supporters A huge thank you to all our corporate supporters.
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SOM Quarterly Magazine: Winter 2024
About the SOM The Society of Occupational Medicine (SOM) is the largest and oldest national professional organisation and with an interest in OH. It demonstrates a commitment to improving health at work, supports professional development and improves future employability enhancing our members’ reputation and employability. Members are part of a multidisciplinary community – including doctors, technicians, nurses, health specialists and other professionals – with access to the information, expertise and learning needed to keep at the forefront of their role. Members benefit from career development opportunities alongside practical, day-to-day support and guidance, through local and national networks that are open to all. Through its collective voice, SOM advances knowledge, increases awareness and seeks to positively influence the future of OH. Join us - at www.som.org.uk SOM Membership Offer Survey We are currently investigating ways to improve our membership offer. We have created an online survey in the link below which will help us find out more about what potential members want: https://www.surveymonkey. co.uk/r/89J6CSW. If you could help us by completing the survey, that would be great. As a thank you, upon completion of the survey you have the option to receive a discount code for joining the SOM as a new member.
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