The (UMHC) was created by Student Minds in partnership with leading higher education bodies and thousands of staff and students. 蝌蚪窝视频 was amongst the first group of universities to sign up as members of the , which brings together universities committed to making mental health a university-wide priority, to share practice and create cultural change.
The is a voluntary accreditation scheme that supports universities to understand their areas of strength and development to inform ongoing improvement in mental health and wellbeing, recognising good practice along the way.
As part of the assessment process, we conducted a robust, evidenced-based assessment of our whole-university approach against the principles of good practice within the , including any challenges, weaknesses, and areas of improvement. A self-assessment report, a student-led report and a two-day onsite visit from Student Minds which involved over 100 staff and students, were all part of the assessment process.
Overall, Student Minds stated: 鈥渋n many areas we can be confident that the University is sector-leading鈥� and that they were 鈥渆ncouraged that the University is going in the right direction.鈥� Student Minds felt that 鈥渢he University is largely doing well to meet the Principles of Good Practice and is doing an incredible job to work towards having a whole university approach to mental health.鈥�
In awarding the University with the UMHC Award, Student Minds highlighted several examples of excellent practice, including:
- Within the External Partnerships and Pathways theme, Student Minds 鈥渨ere particularly impressed with the University 鈥檚 commitment to the partnership work across the Greater 蝌蚪窝视频 Universities Student Mental Health Service. This is widely being acknowledged as novel, innovative and sector leading.鈥�
- Within the Progression theme, Student Minds 鈥渞ecognised as excellent practice that the University now offers 3.5 years (versus the standard 3 years) of funding to funded PhD students in recognition of the positive impact of this on completion and PGR student wellbeing.鈥�
- Within the External Partnerships and Pathways theme, Student Minds noted that 鈥渢he University is part of a sexual violence network across 蝌蚪窝视频 that includes the HEI鈥檚, police, council, and NHS. This approach is potentially sector-leading and an example of excellent practice in developing external partnerships.鈥�
Speaking about the UMHC Award, Sarah Littlejohn, Director of Campus Life and UMHC Lead said: 鈥淭he UMHC Programme has given an additional focus and impetus to our existing institutional priority of student and staff mental health and wellbeing. It has helped to shine a light on our whole-University approach, encouraging us to reflect on our current practice across all the different framework themes. We are proud to have achieved the UMHC Award which marks the latest part of our journey in our commitment to continuous improvement around mental health and wellbeing, and our dedication to its ongoing development.鈥�
The University will continue as members of the UMHC Programme and will now start to use the Award Outcomes Report to inform and feed into our work in this area. Our priorities for the next 6-12 months will focus on the UMHC Framework themes of Student Voice and Participation, Learning, Teaching and Assessment and Inclusivity and Intersectionality.
Aisha Akram, Wellbeing and Liberation Officer, University of 蝌蚪窝视频 Students鈥� Union commented: 'I'm really pleased that we have received this award and I particularly appreciate the commitment to including myself and my fellow officers at the Students Union within countless panel discussions, in order to ensure that the University's commitment to the student experience with our support service is driven by student feedback.
鈥淲e will continue to work with the University to ensure that we all stay committed to working in this area and building on the recommendations offered to us. I'm excited to enhance collaboration between the Students鈥� Union and the University to push for the best possible student experience.鈥�
Head of Colleague Wellbeing, Helen Brewis, said: 鈥淚鈥檓 delighted we have achieved the UMHC Award, reflecting the commitment we place on the wellbeing of our students and colleagues and how we have worked as a whole university community on our approach to mental health.
"Over the last two years, we have significantly developed our approach to supporting our colleagues鈥� mental health and wellbeing. The process of working towards the award has helped us to reflect on what is working well and where we can do more. We look forward to using the recommendations from the Award Outcomes Report to continue developing our approach to promoting and supporting good mental health and wellbeing at work.鈥�
- For further information about UMHC Award holders, please visit the
- For further information about the UMHC Programme, please email UniversityMHCharter@manchester.ac.uk.
Over 300 secondary, special, independent schools, and alternative provision settings have signed up to participate in the 2023 #BeeWell survey, which will gather the views of young people on a range of topics including emotions, relationships, aspirations, and health.
Developed in response to a growing concern that the wellbeing of young people in the UK is among the lowest on the world, the #BeeWell programme is a collaboration between The University of 蝌蚪窝视频, The Gregson Family Foundation and Anna Freud, who - together with the Greater 蝌蚪窝视频 Combined Authority (GMCA) - launched the programme in 2019.
The expansion into Hampshire, the Isle of Wight, Portsmouth, and Southampton for 2023 will help to identify issues affecting young people鈥檚 wellbeing across the local area, as well as enhancing understanding of the issues nationally.
Since the survey was first launched in 2021, the #BeeWell programme has heard from over 60,000 young people in Greater 蝌蚪窝视频 and inspired partners including the Duke of Edinburgh Award, Arts Council England and local VCSE organisations to improve wellbeing provision for young people. It has also provided opportunities for young people in Greater 蝌蚪窝视频 to gain new health qualifications, discuss survey findings with politicians, and even commission new wellbeing activities in their local communities.
The results of the 2023 survey will be shared with schools in January 2024, with an interactive data dashboard, the #BeeWell Neighbourhood Data Hive, going live on the #BeeWell website in April Participating schools, communities, voluntary sector organisations and young people themselves are among those who will be called on to act on the survey results and help bring about positive change to wellbeing provision for young people, both locally and nationally.
The survey window opened on Monday 18 September, coinciding with the start of #BeeWell Week. To celebrate the week and start a conversation with young people, a range of activities and resources have been designed by #BeeWell鈥檚 Coalition of Partners and Youth Steering Group and made available on the #BeeWell website. Activities include the #BeeWell Festival at Mayfield Depot in 蝌蚪窝视频 on Thursday 21 September, where young people from across the Greater 蝌蚪窝视频 city region can enjoy a range of wellbeing workshops, and sports activities.
"#BeeWell gives a voice to young people and highlights important issues that we鈥檙e facing in Greater 蝌蚪窝视频 like the previous survey finding that shows only 9 in every average classroom are getting enough sleep to concentrate in school," said Maria, a member of the #BeeWell Youth Steering Group. 鈥淚鈥檓 really looking forward to sharing my voice as part of this year's survey and encourage all year 10 students to do the same so that #BeeWell can act with us to create change.鈥�
鈥淲e are excited to be working with partners to launch the third annual #BeeWell survey, especially this year as the programme is building on the success in Greater 蝌蚪窝视频 by expanding into Hampshire, Isle of Wight, Portsmouth and Southampton,鈥� said Professor Jessica Deighton from The Anna Freud Centre. 鈥淲e really look forward to hearing the voices of more young people across the country to understand more about what supports their wellbeing.鈥�
鈥淚t is crucial that we hear directly from the young people themselves in conversations about their wellbeing,鈥� said David Gregson from The Gregson Family Foundation. 鈥淚鈥檓 delighted that such a high proportion of schools have committed to taking part in the #BeeWell survey this autumn. The feedback young people share, will give weight to the debate about their wellbeing, informing how we collectively act to deliver improvements.鈥�
For more information about the #BeeWell programme visit https://beewellprogramme.org or email beewell@manchester.ac.uk.
The advice from Professor Sir Cary Cooper 鈥� one of the UK鈥檚 leading organisational psychologists 鈥� is published in a new report by the National Forum for Health and Wellbeing at Work and Alliance 蝌蚪窝视频 Business School (AMBS). It comes amidst the increasing prominence of wellbeing within policy, business and academic agendas.
According to , more than 800,000 workers suffered from work related stress and anxiety in 2020/21[1] and more than half reported that this was exacerbated by the effects of the coronavirus pandemic. However, this is not the only issue that has impacted the wellbeing of our workforce.
Experts from the National Forum for Health and Wellbeing highlight three additional trends that amplify the need for employers to demonstrate that they care about wellbeing. This includes the priority generation Z and millennials place on wellbeing compared to previous generations; the permanence of hybrid working models; and the increased focus from investors on environmental, social and governance indexes, which increasingly includes health and wellbeing considerations.
It is also argued that for employers to successfully implement a strategy that improves subjective wellbeing 鈥揾ow we feel, function and evaluate our lives 鈥� business leaders must focus as much on the measurement of wellbeing in the workplace as they do on implementation.
According to the report, Measuring Wellbeing For Healthy Workers and Organisations, it is important to differentiate subjective wellbeing from its underlying drivers, which includes external factors such as employment status, income and social networks, and internal factors such as health and self-esteem.
Sir Cary Cooper, co-chair of the National Forum for Health and Wellbeing at Work and Professor of Organisational Psychology at AMBS, said: 鈥淧lacing health and wellbeing at the heart of a business strategy makes perfect sense - it will help to improve productivity, improve staff retention and reduce presenteeism. But implementing a strategy alone is not good enough. We must measure it too, and then use this data to drive further improvements in worker wellbeing.鈥�
Report co-author Dr Richard Heron, former Vice President for Health at BP and lead for the metrics sub group at the National Forum for Health and Wellbeing at Work, added: 鈥淪uccessful CEOs and business leaders are intimately familiar with business metrics, profit and loss accounts and financial statements, and as workers we depend on this to keep a job in a going concern.
鈥淏ut how familiar are they with the factors that increase or decrease the wellbeing accounts of their people? And why should they be just as interested in these as they are in financial measures from an organisational perspective?
鈥淭he evidence is increasingly clear that when leaders genuinely care about worker wellbeing, business outcomes of interest are better, whether they be long-term stock price, the ability to attract and retain talent or the robustness of safety and governance approaches.鈥�
The report advises business leaders to choose metrics that are simple and easy to understand, drawn from robust data sources and relevant to both internal and external stakeholders. Subjective wellbeing assessments can then be integrated within existing, periodic employee surveys to provide a snapshot of employee sentiment.
Experts from the National Forum for Health and Wellbeing also suggest using local pilots to consult with employees and build stakeholder buy-in before rolling out wellbeing metrics across the wider organisation.
Sir Cary added: 鈥淭here are so many factors within the workplace that can impact an individual鈥檚 wellbeing and their performance at work. And as the world around us continues to change it is important that business leaders look, learn and adapt to the way the world of work is evolving.
鈥淲e need to support our people. But there is not a one-size-fits-all solution, so to do so effectively we need to tailor our wellbeing strategies to our own organisations and most importantly, measure the impact of them. Only then will we truly be able to create a better working environment for our people and, in turn, improve productivity.鈥�
To find out more, read the report .
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