As the UK marks a whole year of a life dominated by COVID-19, individuals and organisations alike reflected on the tumultuous year the nation, and the world, has faced. The pandemic created pressures unlike anything ever witnessed before, dwarfing the economic effects of the 2008 recession and creating challenges around physical, emotional and mental health. The longer the pandemic has run, the greater the concern has grown.
Back in May 2020, within the first of Wade Macdonald’s welfare reports, 62 per cent of business leaders knew about cases of mental ill-health amongst their workforce as a direct consequence of the pandemic. From managing isolation to juggling home schooling with work, Zoom fatigue and job insecurity, this figure hardly comes as a surprise. Nevertheless, despite the unprecedented circumstances, there was an overwhelming report of positivity from employees who said they felt well protected emotionally and mentally by their employers. Whether this was proactively or reactively managed, it seemed that there had been a strong ‘human element’ to the way that employees were treated.
However, with the pandemic drawing on for much longer than first anticipated, the concern amongst many was that this emotional support would begin to fade as leaders turned their attention to survival and regrowth. As the country yo-yoed in and out of lockdowns for the next nine months, the strains businesses faced fluctuated almost daily, with many unable to plan more than weeks, or days in some cases, in advance due to the volatility of the virus.
In February of this year, we wanted to review the state of welfare and wellbeing in the industry nearly a year on exploring whether employees’ fears became a reality or if support systems continued to thrive as we headed into a third lockdown. The results, canvassed from 150 business leaders, showed a clear divide of certain areas of overwhelming positivity, yet other areas where employers have begun to lose sight of the importance of their employees’ welfare and regressed back into old habits.
Welfare tools
The majority consensus (65.5 per cent) is that employers have continued to do well to support employees over the course of the year despite the numerous fluctuations in and out of lockdown, the volatility of the jobs market and the ever-growing concerns around mental ill-health.
Organisations are now offering more welfare support compared to May 2020. The number of employees with access to Employee Assistance Programmes, online self-service platforms, private doctors and coaching have all grown. On further exploration, it is clear that many businesses have become more innovative with different ways to try and support their staff. Schemes include parental support, free online fitness classes and virtual social events.
However, while forward-thinking resources have been put in over the past nine months and 62 per cent of companies have implemented proactive plans for future safeguarding, their key areas of reactive support have moved backwards. Only 28 per cent of employees reported a reactive response when required and even more shockingly, 10 per cent of businesses still have nothing in place.
Mental health
When asked to grade how large the problems are with mental health in their own organisations, respondents placed the issue at 5.5 out of 10. Combatting this problem appeared to be at the top of most businesses’ agendas, evidenced by the fact that 42.5 per cent of organisations have already appointed mental health first aiders and/or mental health champions in response to the problem.
Again, while an incredibly positive step forward for many within the recruitment space, it appears that promises of long-term support made at the start of the crisis last year were short-lived. This year, 68 per cent announced that their support strategies would continue and be further developed. A decrease of nearly 10 per cent compared to 2020’s survey where it was suggested by 76 per cent of businesses that their welfare systems would be integrated into the foreseeable future of the business model.
Furlough
Overall, 63 per cent of respondents said their employers had utilised the furlough scheme at some point during the pandemic. Most felt that they had treated furloughed staff well during that period, with 88 per cent reporting consistent communication throughout. Engagement with furloughed staff remained high over the past nine months too, through measures such as telephone calls with management (65 per cent), team video calls (46 per cent), company newsletters (40 per cent), online training courses (35 per cent) and virtual social events (36 per cent).
As of March 15th, 2021, 11.4 million jobs were still furloughed and for many employees, this scheme has been a lifeline financially and emotionally. With the news of the further extension of the scheme in the budget at the start of March until September, it is expected that a large number of businesses will continue to utilise it to help with cashflow as the company enters a stage of recovery in the Summer. It is crucial that employers continue to keep up the hard work they have showcased over the past 12 months in keeping furloughed staff members up to date with progress to ease any worries they may have around job security.
Employee needs for the ‘new normal’
According to our study in 2020, post-pandemic, only 11.5 per cent of people wanted to be fully office based in the future, with 19.5 per cent not wanting to attend the office at all and 69 per cent favouring a hybrid working model.
This year, it has been reported that 93 per cent of respondents will be offered a hybrid working model – 22.5 per cent will expect their staff in the office more than they can be at home and 24 per cent are offering a 50/50 split. 15 per cent are proposing more time at home than the office and 31 per cent are leaving it completely up to employees to decide. A positive for many employees looking to have or regain autonomy to choose their own working model in a way which benefits them and their lifestyle.
While a welcome change across the majority of organisations, concerns still remain for employees around access to the correct equipment and technical support in order to work effectively from home. Only 37 per cent of organisations have offered financial support towards equipment or amenities for this. Not only does this put productivity at risk, but has created a socio-economic divide between teams, highlighting who can and can’t afford to be financially self-sufficient during this volatile time.
Moving forward, there appears to be a need for organisations to accelerate the formalisation of plans for both their staff welfare and flexible-working policies. This will give their employees the much needed clarity they deserve and, equally importantly, assist the business’s own talent attraction and management.
Although the pandemic has undoubtedly had a devastating impact around the world, professionals are remaining positive. Only three per cent are unable to see a light at the end of the tunnel. It is clear that, while there is still room for improvement across the board with staff welfare in the recruitment industry, we should still be feeling extremely positive about the impactful change that has been made over the past 12 months for employees up and down the UK.
