SOM Occupational Health Conference for Nurses in Wales
Updated guidance: The Sudden Loss of a Colleague
Blog: Employers should ignore occupational health at their peril
Upcoming free webinar: International Women’s Day
WINTER MAGAZINE 2025
Clockwise from top right:
SOM CEO and Policy Advisor meeting with Sadik Al-Hassan MP, Member of Parliament for North Somerset at the House of Commons, London
Introduction by HAVS SIG Chair, Dr Ian J Lawson
SOM Occupational Health Conference for Nurses in Wales
The Sudden Loss of a Colleague
SOM/FOM Conference: Occupational Health 2025
Pregnancy and motherhood - Challenges and the role of the employer
2025 Healthcare Professionals’ Consensus Statement for action on health and work
Highlights from SOM Awards 2024
Employers should ignore occupational health at their peril
Health and Wellbeing at Work 2025
Occupational Health News
Upcoming SOM Special Interest Groups
SOM Regional Group Activity
Lyndsey Marchant Obituary
SOM Professional Partner Membership
Upcoming SOM Workplace Visits
Return-to-Work Guidance for OH: Practical Tips for Time-Limited Consultations
International Women’s Day Webinar
Upcoming SOM Webinars
About the SOM
Introduction
Dr Ian J Lawson, Chair, HAVS Special Interest Group
The HAVS SIG has prepared ‘Vibration-related disease ’ incorporating all the group’s publications, replacing ‘Identification and management of hand-arm vibration syndrome’ (2023). This continues the group’s aim to provide comprehensible advice for OH practitioners undertaking HAVS surveillance.
The new publication draws together previous separate publications on the use of photography in the diagnosis and staging of HAVS, the staging (grading) of HAVS, CTS and Dupuytren’s Disease (DD) in work with hand-held vibrating tools. In addition are sections on vibration and impact forces along with one on whole body vibration (WBV). Amongst other topics the appendices include new sections on urticaria, capillaroscopy, prognosis, the involvement of thumbs in HAVS and cubital tunnel syndrome in work with hand-held vibrating tools.
SOM Occupational Health Conference for Nurses in Wales
Thursday 24th April, 9am-4pm Future Inn Cardiff
£65 SOM Members; £95 Non-members.
Students (including non-members) can book at the discounted rate of £47.50. In-person attendance only.
Join us for a conference on key OH nursing topics, from AI to neurodiversity, with expert speakers and networking opportunities.
Confirmed speakers and topics are:
Caroline Whittaker, Public Health Wales – Introduction and the benefits of focusing on nurse retention, including effective supervision
Helen Vangikar, Chair of SOM Drugs and Alcohol SIG – Drug and alcohol issues in the workplace, including roundtable discussions on case studies and available support
Janet O’Neill, National School of Occupational Health – Leading into the future of Occupational Health nursing
Nina Parson, PAM – Being ambitious about Neurodiversity in the workplace
Clare Forshaw – Ensuring your approach to Noise-Induced Hearing Loss is up to date
Dr Nikki Cordell – Supervising and supporting Occupational Technicians
Mark William Johnson, University of Manchester – AI and Occupational Health
The Sudden Loss of a Colleague
Since the publication of ‘Responding to the Death by Suicide of a Colleague in Primary Care – A Postvention Framework’ in 2020, there have been changes in support available e.g. RCGP’s Sudden Bereavement Support provides immediate assistance to practices facing the aftermath of a colleague’s death. Stress and emotional impact caused by the sudden loss of a colleague, regardless of the cause, has similar effects on the team.
In light of this, Professor Gail Kinman and Dr Rebecca Torry have revisited and updated the original guide. They have in addition created a revised version that broadens the scope to address the sudden death of a colleague from any cause, ensuring guidance is applicable to a broad range of tragic circumstances.
Registration now open!
Includes a sparkling reception at the Royal Pavilion. Unique workplace visits will be on Monday 16th June and the programme will offer clinical updates as well as plenary lectures from global experts. This is the key conference to connect OH leaders and practitioners both in the UK and globally. Minister for Social Security and Disability, Sir Stephen Timms, will speak on the 17th. The call for abstracts is now open (deadline: 9am 1st March). Book your place today.
Pregnancy and motherhood - Challenges and the role of the employer
By Cat Blake
98% of mothers want to work, dispelling the myth that women do not want to return after having children. But, within three years of having children, 85% leave full-time employment, and 19% leave the workforce altogether. Pregnant women also face challenges, with 1 in 5 experiencing harassment or negative comments about their pregnancy. Being made redundant during my second maternity leave could have easily been an entirely negative experience, yet it proved to be a catalyst for change. Within a few weeks, I applied for a Masters in Workplace Health and Wellbeing at the University of Nottingham.
My research topic was inspired by both personal experiences and those of my social and professional network. During an initial literature review, it became evident that there was a paucity of research on my chosen area: the challenges pregnant women and mothers face in the workplace. The key research questions were as follows:
What work-related challenges have you faced while pregnant / as a working mother?
What organisational policies and practices were helpful and supportive when you were pregnant / a working mother?
What could the employer introduce or change to better support you whilst pregnant / as a working mother?
471 women participated in my survey. It was evident from the richness of the responses that female employees wanted to engage with this subject. Reading through detailed depictions of their personal experiences was emotional. Several key themes emerged from my analysis:
What work-related challenges were experienced:
By pregnant women:
• Managing pregnancy symptoms.
• Dealing with an unsupportive manager and workplace culture.
• Managing the workload and work schedule.
• Travel requirements.
By mothers:
• Dealing with an unsupportive manager and workplace culture.
• Juggling the responsibilities of work and home.
• Childcare (costs and issues with flexibility).
What organisational policies and practices were helpful:
For pregnant women:
• Maternity policy.
• Time off for antenatal appointments.
• Supportive line manager.
• Risk assessments.
For mothers:
• Flexible work options – part-time, hybrid and term-time only options.
• Supportive line manager.
How could the employer better support:
Pregnant women:
• HR, policy and practices – make accessing policies easier and provide more direct contact with HR.
• Provide a more supportive workplace culture with greater empathy for what pregnant women experience.
• Provide greater flexibility – more options to adapt work schedules and roles.
• Have line managers improve communication with pregnant employees to check on their wellbeing.
Mothers:
• Provide great flexibility – more options to adapt work schedule.
• Provide a workplace culture with greater empathy, encouraging a healthier work-life balance.
• Ensure consistent support from line managers and a uniform application of policies and practices throughout the organisation.
• Other policies and practice suggestions include maintaining hybrid working, providing financial support for childcare, and having a fairer annual leave policy to enable leave during school holidays.
The experiences of pregnant women and mothers can be hugely varied, ranging from positive to negative. Even though an organisation has a portfolio of policies and practices, the degree to which women benefit varies. A lack of consistency in the competencies of line managers in conjunction with an unsupportive workplace culture appear to be a reoccurring theme. It was apparent from participants’ responses that the line manager was the critical factor determining the nature of women’s experiences. There were repeated requests for line managers to receive training to understand better the challenges pregnant women and mothers faced to provide improved support to this group.
Further research into how changes to organisational elements can improve this group’s wellbeing and their workplace experience is where my focus now resides.
Cat Blake completed her MSc in Workplace Health and Wellbeing at Nottingham University.
2025 Healthcare Professionals’ Consensus Statement for action on health and work
The Academy of Medical Royal Colleges, the Royal College of Nursing and Allied Health Professions Federation have published their 2025 consensus statement as follows:
Since the last consensus statement between the Academy, the Royal College of Nursing and Allied Health Professions Federation in 2019 much has changed, not least the effects of a global pandemic. There has been a rising cost of living, a growing prevalence of multi-morbidity and increasing pressures on the health and care system. The burden of these changes is not experienced equally and varies by demographic, social, economic and protected characteristics. The way we work has also changed, with a greater proportion of people working from home; this may benefit some, but not those in roles such as teaching, health and social care, hospitality and manual workers, — potentially increasing health and social inequalities.
Office for National Statistics (ONS) data for July to September 2024 revealed that 9.25 million people in the UK aged 16 to 64 are economically inactive.
Long-term sickness was given as the reason for 30% (2.8 million people) of these people, and of those nearly two-fifths (38%) reported having five or more health conditions (up from 34% in 2019), suggesting that many have interlinked and complex health issues. ONS also reported that the number of people who are economically inactive due to long-term sickness had increased by 400,000 between 2019 and 2023. In November 2024 the UK Government published the Get Britain Working White Paper to address the issues of health and economic inactivity, and to enable people who feel able to work to enter supportive workplaces.
Read the full statement published on the Academy of Medical Royal Colleges website in January 2025.
SOM released a bite size podcast on ONS economic inactivity data covering the consensus statement - with Professor Neil Greenberg, SOM President elect and Nick Pahl, SOM CEO. Listen here.
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Highlights from SOM Awards 2024
The winners of the 2024 SOM Occupational Health Awards were announced on Thursday 12th December at our Awards Reception in Manchester. You can read about the winners in our Awards Pack.
Thanks to everyone who entered, all our guests, and our generous sponsors, NEBOSH and Meddbase.
View our awards photo gallery here.
Employers should ignore occupational health at their peril
By Dr Paul J Nicholson OBE
The SOM report Occupational Health: The Value Proposition (OHVP) collates the evidence to substantiate the business, financial, legal and moral imperatives for providing employees with access to occupational health services. This broad approach to ‘value’ is driven in part by the substantial challenges presented by economic analyses; publication bias and lowquality research. Often occupational health interventions such as health surveillance are just one element of a multifaceted prevention programme, making it difficult to determine costeffectiveness of one component.
Ironically, some of the best OH advocacy data comes from organisations that get it wrong rather than those who do it right. The OHVP discusses the quality management term the cost of nonconformance (CONC) – the cost of failing to deliver a quality product or service. CONC is well understood in industry supply chains, as is zero defects i.e., the principle of doing it right first time. Examples of cost increases could include scrapping or re-working a manufactured item and re-testing employees in a health surveillance programme because equipment wasn’t calibrated.
A recent Employment Tribunal Mr V Filipovich v East and North Hertfordshire NHS Trust: 3327833/2019 evidences one element of CONC, here the award of £101,906.50 in compensation to a doctor who suffered from post-traumatic stress disorder after serving in Bosnia and who was dismissed from his job. The Tribunal found the Trust was at fault for breaching its own ill health and sickness policy by not seeking an up-to-date occupational health report and for failing in their duty to offer an alternative role instead of dismissing him. The Tribunal found that “no other reasonable employer …. would fail to investigate this further by way of seeking a report from their own occupational health department, particularly when the Respondent is an NHS Trust, and we find that on this issue alone it meant the investigation fell outside the range of reasonable investigations of any other employer”.
The compensation award of £101,906.50 is only one avoidable tangible cost. The OHVP includes a table that describes various tangible and intangible employer costs that can be eliminated by providing employees with access to an effective occupational health service. The Trust’s legal costs would have been substantial since it deferred to legal opinion rather than seek an OH report and was represented at the Tribunal by counsel. The costs of management and human resources time spent on the case and the Tribunal would have been significant and could be quantified. Intangible costs include the impact of the doctor’s health, employee relations and corporate image. It would seem to conservative to suggest that the total CONC was at least double the amount of compensation. Conversely, in contrast, the cost of seeking an up-to-date opinion from the Trust’s own occupational physician would have been trivial.
The recent case should remind us all that employment tribunals and HSE prosecutions can provide useful CONC data that we could use to help further the case for the value of occupational health. Individually, as SOM members we could do our bit to help strengthen the case by forwarding to the SOM office any cases that come to our attention including anonymised personal cases that you know from your own practice. I encourage everyone to help build the database as much as they can.
Join SOM at Health & Wellbeing at Work 2025
This unrivalled event 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 experts in a choice of over 150 sessions, workshops and masterclasses, many of which are dedicated solely to a range of topics addressing occupational health.
• Learn from the best in their field. We’ve gathered over 140 of the most influential minds who are championing every aspect of employee health and wellbeing, ready to share their key insights and practical solutions.
• Expect 150+ exhibitors with thousands of products, services and innovations to help support the health and wellbeing of your employees.
• Network with the nation’s most forward-thinking businesses and other like-minded professionals.
The 2025 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.
Join SOM Sessions
Suicide Postvention in the Workplace
Tuesday 11th March, 12.15-12.45pm
Speaker: Prof Gail Kinman, Professor of Occupational Health Psychology, Birkbeck University of London
Chaired by: Nicola Neath, Co-Chair, Mental Health Group, The Council for Work & Health and Executive Member, BACP Workplace
New Methods in Testing and Diagnosing Hand-Arm Vibration Syndrome
Tuesday 11th March, 3.30-4pm
Speaker: Dr Roger Cooke, Consultant in Occupational Medicine, Cooke Medical Services
Chaired by: Hilary Winch, Chair, NHS Health at Work Network and Head of Workplace Health, Safety & Wellbeing, Norfolk & Norwich University Hospitals NHS Foundation Trust
Panel Discussion: Creating and Managing Health Surveillance and Health Screening Programmes
Wednesday 12th March, 1-2pm
Speakers: Dr Richard Caddis, Chief Medical Officer, Rolls Royce Plc; Dr Clare Fernandes, Medical Director, Haleon; Prof Drushca Lalloo, Medical Director, Sky and Professor in Occupational Medicine, University of Glasgow; Dr Lanre Ogunyemi, President, SOM
Chaired by: Hilary Winch
Occupational Health News
HSE new advice for installers of stone worktops here.
Stemming the tide: Healthier jobs to tackle economic inactivity - report here.
Support needed for individuals with long COVID to return to workresearch paper here.
Workplace health and wellbeing in SMEs - research here.
AI in worker management: involving people to prevent risks - EUOHSA report. Learn more about the impact of digital technologies on work-related psychosocial risks and explore publications on AI and worker management.
Work and health: international comparisons with the UK - this report highlights international examples of policy interventions.
Workplace Wellbeing and Firm Performance - report here.
Health and HSE: the first 25 years - article written by Tim Carter for the History of Occupational Safety and Health website here.
Upcoming SOM Special Interest Groups (SIGs)
• Skin, Fri 21st February 10-11am
• Drug and Alcohol, Wed 26th February 2-3pm
• Occupational, Health and Work Psychology, Tues 4th March 4-5pm
• HAVS, Thurs 6th March 3-4pm
• Mining, Thurs 13th March 10-11am
• Neurodiversity, Mon 17th March 2-3pm
• Pensions, Tues 18th March, 3-4pm
• NIHL, Wed 26th March, 2-3pm
• Independent / Sole Practitioner, Fri 28th March, 3.30-4.30pm
Interested in joining? Contact Nick.Pahl@som.org.uk
SOM North East Regional Group
The SOM North East Regional Group held another successful meeting in January in Durham. It was a dynamic, interactive session with lots of questions and answers about some of the emerging complex issues in occupational health practice including Occupational Dermatology and Occupational Respiratory.
Regional groups at SOM provide a unique, relevant, and lively forum for members, aiming to develop their knowledge and encourage discussion and networking through social events and workplace visits. For more information click here
Lyndsey Marchant
Obituary by Diane Romano-Woodward
The untimely passing of SOM member Lyndsey Marchant at the age of 45 has left a hollow in the cohort of nurses working in and promoting professionalism of Occupational Health. Lyndsey trained in the QARNNS and was proud of her service. She was drawn to Occupational Health by her own health issues and experience of support. She set up her own OH business, Phoenix OH but is remembered best for her unstinting support of OH Nurses and Technicians. She served on the board of the AOHNP, setting up an OH Technician membership group campaigning for specialised training of OHTs and helped SOM to write an accredited programme. She was a Practice Teacher at two universities and acted as an examiner for the FOM Dip OH. She was Membership Director of FOHN for many years and was recently made an Honorary Fellow. Her greatest attribute was being a genuinely warm human being, and she will be remembered by all she helped.
Join SOM as a Professional Partner Member
Work in HR, Wellbeing, Occupational Health Procurement, Employee Assistance or responsible for workplace health?
SOM Professional Partner Membership is for professionals who wish to keep up to date with the latest occupational health resources and guidance. Membership offers knowledge, tools, and connections to help you do the best job you can for your employer and your clients in health and work – now and in the future. It is not open to occupational health or other health professionals.
Benefits include:
• A curated monthly update with key resources and guidance
• Discounts on SOM events including up to 6 free webinars a year
• Exclusive workplace health offers
• Invitation to the SOM Christmas drinks and Awards
Whether you work in HR, or are a professional navigating health challenges,
SOM’s Professional Partner Membership helps you keep up to date with key issues,
from Long COVID to mental health at work.
With SOM’s support, and the backing of a community of nearly 2,000 occupational health professionals around the world, Professional Partner Membership will boost your confidence and skills, helping you in your work and career.
Cost – £60 / year (saving you over £120 on webinar registration fees alone). Our membership year runs from January to December. If you join mid-year, you will pay a pro rata rate.
Membership shows a commitment to workplace health and a wish to understand current best practice; but is not an endorsement by SOM of the services you may offer and does not provide SOM membership voting rights.
For further information, please contact membership@som.org.uk
Upcoming SOM Workplace Visits
SOM plans regular workplace visits for its members as part of the benefits of being a member, offering hands-on learning and insight into industry-specific occupational health strategies.
In January, members visited the Emma Bridgewater Pottery Factory in Stoke-onTrent. The experience included a factory tour, afternoon tea and pottery decorating, and delegates had the opportunity to ask questions.
For access to our workplace visits, join SOM as a member.
Tour of Morrisons Distribution Centre
Wednesday 5th March, Kent
Tour of the Adnams Brewery
Wednesday 19th March, Suffolk
Quarry Bank Mill
Wednesday 23rd April, Cheshire
JCB Factory Tour
Wednesday 12th May, Staffordshire
Tour of the Shepherd Neame Brewery
Wednesday 4th June, Kent
Tour of Thatchers Cider Farm
Wednesday 2nd July, Somerset
Return-to-Work Guidance for Occupational Health: Practical Tips for Time-Limited Consultations
By Lynne Drumm, Lisa Harrison and Jo Vallom-Smith, Occupational Therapists
Supporting employees in their return to work (RTW) is a core function of occupational health physicians (OHPs) and occupational health advisers (OHAs). Often, these conversations happen in brief, one-off consultations, making efficiency and clarity paramount. This guide focuses on evidence-based RTW strategies that maximise impact in time-limited interactions.
1. Designing a Phased RTW Plan
Length and Structure: Phased RTW plans typically span 4-8 weeks but must be bespoke to the individual. While some general principles can guide planning, such as gradual increases in hours and responsibilities, the pace and structure should be tailored to the employee’s condition, job demands, and recovery progress (Heslin et al., 2022). Factors influencing the length include the nature of the condition (e.g. physical vs. mental health), duration of absence, and workplace support available.
Guidance on Progression: Individual needs and circumstances should guide the progression of work hours or responsibilities. E.g. Shorter RTW Plans: Appropriate for recent, less severe absences where recovery is well-advanced and Longer RTW Plans: Necessary for employees recovering from chronic conditions, managing multi-faceted conditions that involve physical, cognitive, and psychological difficulties, complex job demands, or experiencing fatigue or deconditioning from a prolonged absence. Where feasible, it can be valuable to reassess regularly to adapt the plan based on symptoms, functional capacity, and feedback from the employee and employer.
Incorporating Job Demands: Recognise that a phased RTW is not just about time; it is about managing physical, cognitive, and emotional demands. Begin with less demanding tasks and gradually reintroduce more complex responsibilities.
2. Understanding Job Demands
Physical Demands: Assess whether the role requires higher risk demands such as repetitive movements, prolonged sitting or standing, or heavy lifting; Recommend ergonomic changes or assistive devices to reduce strain.
Cognitive Demands: Determine if the job requires sustained concentration, multitasking, or decisionmaking under pressure. Suggest strategies like scheduled breaks or limiting complex tasks initially.
Emotional Demands: Address roles with significant interpersonal interaction or conflict potential. Consider phased exposure to challenging interactions.
3. Using Work as Therapy
Therapeutic Value of Work: Work can be a powerful therapeutic tool, fostering a sense of purpose, improving self-esteem, and supporting recovery through meaningful activity (Waddell & Burton, 2006). Returning to work can counteract feelings of isolation and helplessness by providing routine and social interaction.
Building Confidence Through Achievement: Start with achievable tasks to help the employee experience success early in the process. This can build their confidence and readiness for more complex responsibilities. Highlight the role of work in helping employees regain skills and stamina gradually, avoiding the pitfalls of prolonged inactivity.
Monitoring and Adjusting: Although not always feasible, regular check-ins with the employee can ensure that work continues to have a positive impact on recovery. Adjust the workload or pace if signs of symptom exacerbation, fatigue, or stress emerge.
4. Leveraging Multidisciplinary Expertise
The wider offering of the multidisciplinary team may be beneficial for more complex cases needing specialist input. They may also be able to offer faceto-face or workplace assessments as needed.
Occupational Therapists (OTs): OTs are invaluable for many complex cases, particularly where vocational rehabilitation or multi-diagnoses are involved. They can assess functional capacity and recommend strategies for energy conservation, managing cognitive and psychological difficulties, accessibility difficulties and managing complex work demands.
Physiotherapists: Physios are well-placed to support physical recovery, especially for musculoskeletal conditions. They can develop graded exercise programs and advise on ergonomic adjustments to minimise strain and maximise productivity.
Mental Health Professionals: For employees with psychological barriers, involving counsellors, psychologists, or Employee Assistance Programmes (EAPs) can be instrumental in addressing underlying mental health concerns and building resilience.
5. Supporting Employers
Education on RTW: Provide clear guidance to employers about the purpose and structure of phased RTW plans. Emphasise their role in maintaining open communication and supporting adjustments. Consider education for colleagues and managers to understand the employee’s condition and its impact.
Addressing Concerns: Help employers understand legal obligations, such as reasonable adjustments under the Equality Act 2010 (UK). Share resources that highlight the return on investment (ROI) of wellsupported RTW programmes, such as:
Chartered Institute of Personnel and Development (CIPD): Reports on the business benefits of workplace health initiatives.
Society of Occupational Medicine (SOM): Research on productivity gains and cost savings linked to RTW interventions.
Health and Safety Executive (HSE): Guidance on managing sickness absence effectively and reducing workplace costs.
Practical Tips for Time-Limited Consultations
Be Specific: Avoid general recommendations; focus on actionable, role-specific adjustments.
Focus on Positives: Highlight what the employee can do, using this as a foundation for discussions.
Leverage External Resources: Recommend Access to Work grants, community services, or apps to bridge gaps in workplace support.
Use Technology: Suggest apps or tools that can aid in self-monitoring symptoms, such as fatigue or stress.
Evidence-Based Takeaways
Phased RTW Benefits: Gradual increases in work hours reduce the risk of relapse and build capacity over time (Heslin et al., 2022).
Early and Sustained Support: Proactive interventions during the early stages of absence improve long-term RTW success rates (Black & Frost, 2011).
Workplace Adjustments: Targeted, role-specific adjustments are more effective than generic accommodations in promoting RTW sustainability (Van Oostrom et al., 2009).
Focusing on actionable, evidence-based strategies in RTW consultations allows OHPs and OHAs to support both employees and employers effectively, ensuring sustainable and productive outcomes.
References
Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328.
Black, C., & Frost, D. (2011). Health at work: An independent review of sickness absence. London: The Stationery Office.
Heslin, M., et al. (2022). Effectiveness of phased return-towork programs: A systematic review. Journal of Occupational Rehabilitation, 32(4), 543-560.
NICE. (2021). Chronic pain (primary and secondary) in over 16s: assessment of all chronic pain and management (NG193). Retrieved from https://www.nice.org.uk/guidance/ng193
NICE. (2021). Myalgic encephalomyelitis (or encephalopathy)/chronic fatigue syndrome: diagnosis and management (NG206). Retrieved from https://www.nice.org.uk/guidance/ng206
Sharpe, M., & Bass, C. (2011). Mental health and work: Key considerations in managing RTW. Lancet Psychiatry, 8(3), 253-261.
Van Oostrom, S. H., et al. (2009). Workplace interventions for preventing work disability. Cochrane Database of Systematic Reviews, (2), CD006955.
Waddell, G., & Burton, A. K. (2006). Is work good for your health and well-being? London: TSO.
International Women’s Day Webinar
Accelerating women’s health and opportunities in the workplace
Friday 7th March, 2.30pm - 4.00pm
FREE For All
At the current rate of progress, it will take until 2158 (five generations from now) to reach full gender parity in salary according to the World Economic Forum. Focusing on the need to Accelerate Action emphasises the importance of taking swift and decisive steps to achieve gender equality. It calls for increased momentum and urgency in addressing the systemic barriers and biases that women face. How can we accelerate action in the workplace for better outcomes? What are the workplace barriers?
The Design of Work, Karen Messing, Canadian geneticist and ergonomist Karen will ask how women can navigate the workplace contradictions between protecting their health and attaining equality. She will present the current gender divisions among professions, tasks, and work activity, as well as the gendered interface between work and home demands.
Work Life Inclusion, Krystal Wilkinson, Associate Professor in Human Resource Management Krystal will discuss two strands of her research relevant to women’s health at work. The first concerns broadening our thinking about the ‘work-life interface’ beyond the juggle of work and young children, to consider a range of issues across the life course. The second concerns women’s reproductive health, and specifically the intersection of physical and mental health issues.
Flexible Working and Women’s Wellbeing, Heejung Chung, Director of King’s Global Institute for Women’s Leadership and Professor of Work and Employment at King’s College London Does flexible working - namely having more control over when and where you work/homeworking - really provide a better work-life balance, enhance worker’s wellbeing and gender equality? Flexible working can make workers work longer and harder. This talk will bring together a body of research to talk about what we can do to make flexible working work well for workers’ wellbeing.
Chaired by Emma Persand, Vice Chair, SOM Diversity & Inclusion Task Force.
Register Here
Upcoming SOM Webinars
View our catalogue of public webinar recordings here.
View the full list of upcoming SOM webinars here.
• SOM ANZSOM Webinar – The Occupational Risks and Health Impacts of Mining
FREE For All
Wednesday 26th February, 9-10am - Register here
• OH Basics: Pre-Placement Assessments
FREE For All
Tuesday 25th March, 12-1pm - Register here
• Managing Sleep in Occupational Medicine
FREE For All
Thursday 27th March, 12-1pm - Register here
• Mentoring Website Webinar
FREE For All
Friday 4th April, 12-1pm - Register here
• Skin Assessments and Surveillance
Free SOM Members; £35 Non members
Tuesday 29th April, 5-6pm - Register here
• Updated Presenteeism Guide
FREE For All
Tuesday 6th May, 12-1pm - Register here
• Musculoskeletal Health at Work
FREE For All
Thursday 8th May, 12-1pm - Register here
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
