What is the People Matter Charter?

Diversity, exploitation, wellbeing, employment conditions and training & skills are common challenges faced by organisations and their supply chains. People issues are vast, yet all connected.

With 99 signatories and counting, the ‘People Matter Charter’ helps organisations up and down the supply chain address these challenges together, in one workforce strategy.  The Charter has eight commitments that can apply to any organisation, of any size.

Why commit to the Charter and become a signatory?

Do you employ people? Do you work with supply chain partners who employ people, either sub-contractors or suppliers? If yes, regardless of your organisation’s size, the Charter applies to you.

By committing to the Charter you will:

• Demonstrate to clients your commitment to engage and develop your workforce
• Increase staff retention
• Improve wellbeing and help decrease absenteeism
• Improve supply chain resilience
• Adapt to the needs of an evolving industry
• Collaborate with industry to improve labour standards across the value chain

What commitment is required?

Signatories to the Charter must:

• Already be at least level 1 in 6 of the 8 commitments outlined in the People assessment
• Be committed to embedding the People Matter Charter in your organisation
• Be committed to working with your supply chain and embedding the Charter’s commitments in your supply chain requirements
• Provide the School with one written case study per year, providing either qualitative or quantitative evidence on the impact the Charter is having on your organisation and / or supply chain

Complete the People Matter Learning Pathway to become a free signatory.

For further information click here or contact [email protected]

The Fairness, Inclusion and Respect conference held in June focussed on Wellbeing. Kate Walker from Diabetes Safety Organisation presented some compelling statistics and insight into diabetes and the impact on individuals in the workplace.

Diabetes affects 4.6 million people in the UK and poses health and safety risks many people and companies do not recognise. Someone is diagnosed with diabetes every 2 minutes, that equates to 700 people a day, a staggering 255,500 people a year.

A recent survey from the British Safety Council showed that nearly three in every five employers (59%) that responded did not know their legal responsibilities if one of their workers had diabetes, while the same proportion (58%) of employers did not implement and review risk assessments for the role(s) workers with diabetes undertake.

What makes diabetes a safety risk?

• possibility of a hypo e.g. sudden loss of consciousness
• lack of sensation in feet while driving vehicles or machinery
• impaired awareness
• impaired concentration
• impaired balance or co-ordination

There are two main types of diabetes, type 1 which develops when the body’s immune system attacks and destroys the insulin producing cells in the pancreas, the cause of this is unknown. Type 2 diabetes is the most common type of diabetes, which develops when the body doesn’t make enough insulin or the insulin the body is making is not being used properly.

Type 2 diabetes can be hard to recognise in the early stages and the symptoms can be put down to late nights and other lifestyle factors. It is vital people get tested if they have any concerns.

Some of the symptoms include:

• increased thirst
• blurry vision
• slow healing
• frequent urin ation
• tingling or numbness in the hands and feet.

If you think you may have any of these symptoms or are concerned, contact your GP or you could use the UK risk assessment tool. Companies and organisations need to understand the condition fully and the impact it could have on their staff and business.

Implications at work can include:

• increased time off for those not managing their condition or those undiagnosed
• increased risk of accidents
• not complying with the Equality Act, Health and Safety at Work Act and DVLA regulations

The DVLA states people on insulin must check glucose levels no more than two hours before driving, followed by repeat tests during breaks for every two hours of driving. This helps prevent the risk of a fatal hypo without blanket bans, as many people have their diabetes under control.

For those who know they have the condition, DVLA regulations can be met but there are 1 million people undiagnosed in the UK who may have less sensation in their feet or deteriorating vision.

There is good news, many people with type 2 diabetes, can do something to support or improve their condition by making changes to their lifestyles. We know it is not easy to make sustained lifestyle changes, so we are encouraging the one less challenge.

1. One less sugar in your tea/coffee x 6 cups a day =1kg less a month, 12kg a year
2. One less biscuit x 3 times a week = 5.5 packets less a year

To support staff at work, companies should be:

• increasing awareness and understanding of the condition and educating those in high-risk roles
• providing a non-judgmental environment where people feel they can share about their condition (there is still a stigma about type 2 diabetes being associated to weight)
• providing an appropriate place to test and take injectable medications
• ensuring specific diabetes safety risk assessments and safe systems of work are in place

Diabetes is a manageable condition and for many at high risk of type 2 diabetes, it is preventable with early intervention and lifestyle modifications. Diabetes currently costs 10% of the NHS budget, £14 billion a year. What is the cost to your company, both in human and financial terms? Are you doing enough to support your staff and reduce risk? If you feel you want to know more or sign up to the Tackling Diabetes Safety Charter, please contact Kate Walker.

A reflection from CIPD’s Health and Wellbeing at work survey

Looking after people’s health and wellbeing at work is central to the CIPD’s purpose to champion better work and working lives. CIPD’s annual Health and wellbeing at work survey has been running for over 20 years and the findings help to inspire change and achieve this mission in organisations.

We’re now over 18 months into this global pandemic. The threat to people’s physical health from COVID-19 was immediate and obvious but the challenges are also psychological, which came through strongly in the survey. Over two-fifths (42%) of HR professionals said they were ‘extremely concerned’ about the impact of the pandemic on people’s mental health and a further two-fifths (40%) said ‘moderately concerned’.

It’s encouraging that most organisations have been acting on that concern, with their top action in response to the pandemic being ‘more focus on looking after people’s mental health’. However, only just over half [54%] believe they have been effective in managing the mental health risks from COVID-19, which begs the question: why not?

The research suggests a number of areas where many employers could focus more attention to improve people’s health and wellbeing. First, more organisations need to adopt a systematic approach to identifying and managing the main risks to people’s health – both physical and psychological. This should include taking action to prevent ill health where possible, so it was very encouraging that this was the theme of the Inspiring Change Conference in June, delivered through the Fairness, inclusion and Respect Programme.

Organisations also need to be aware of the underlying factors that are influencing people’s wellbeing and driving behaviour. For example, our survey findings show that the main cause of stress at work is unmanageable workloads, and so organisations need to think about fundamental issues like allocation of work, deadlines, targets and objectives to make sure they are realistic.

The survey also reported high levels of presenteeism [people working when unwell] observed by HR professionals, so more action is needed to tackle this unhealthy working practice. People need to have healthy routines where they can balance work and personal responsibilities and switch off from work, as well as taking time off to recover when they’re ill.

‘Management style’ is the second main cause of stress which highlights how much influence line managers have on wellbeing, which can be detrimental if they are not equipped to go about their role in a supportive and effective way. Line managers can’t be expected to act as counsellors or medical experts but they should build relationships with people that are based on trust, where individuals can have sensitive and genuine conversations about work and health, and ask for any workplace adjustments or flexibility. Therefore, they need to have a good understanding of what health and wellbeing support is available in the organisation and how to signpost people to expert sources of help like an employee assistance programme or occupational health when needed.

Disappointingly, the increasing expectation on line managers to support people’s wellbeing isn’t always matched by the level of investment most receive in terms of training, ongoing guidance and support. Well under half of organisations (43%) have trained managers to support people with mental ill health, for example. Therefore it’s not surprising that there are low levels of confidence on the part of HR professionals in the capability of line managers: 38% think managers can have sensitive discussions and signpost to more specialist sources of help and 31% think they can spot the early warning signs of mental ill health.

People’s health and wellbeing has been slowly creeping up the corporate agenda over the past few years. This year shows a significant increase in the proportion of organisations reporting it’s on senior leaders’ agendas, with three in four survey participants saying this is the case. This isn’t surprising because the pandemic has made health and wellbeing a critical business continuity issue. The CIPD is keen to make sure it remains a priority going forward.

Key CIPD Resources:

1. CIPD/Simplyhealth: Health and wellbeing at work survey report 2021
2. Practical guidance for managers on preventing and reducing stress at work
3. Resources to support line managers in their people management approach
4. CIPD/Mind: People Managers’ Guide to Mental Health

The Plantworx team are collaborating with the Supply Chain Sustainability School to deliver a new technology and sustainability show case – Futureworx.

Standfirst: The CEA, hosts of the Plantworx construction exhibition, has joined forces with the Supply Chain Sustainability School to deliver a future technology event – Futureworx. The new event is taking place on the 30th and 31st of March 2022 at the East of England Arena, in Peterborough,  and will showcase the latest in technology and cutting edge innovations to make the workplace safer, smarter and more sustainable, as we head down the road to net-zero.

The event will focus on people plant interface management, telematics, the connected site, GPS systems, safety systems and advances in autonomous and electric and hydrogen machinery. The show aims to highlight sustainability, productivity and advances in future fuels such as hydrogen, electric and HVO.

This new technology showcase was first mooted by engaging with Plantworx stakeholders asking ‘what they wanted to see at an exhibition’ and indeed if they were ‘ready to attend live events following the COVID pandemic’. The results from the survey were quite clear with the majority of respondents saying they were very keen to get ‘live, interactive and in person’ events back on track.

The Plantworx team followed this survey, conducted by Gobby Surveys, up with a twitter poll and autonomous vehicles, machine technology and alternative fuels were at the top of the poll.

Futureworx will bring together industry professionals keen to find out what is in the pipeline of ideas and technology which will shape tomorrow’s construction equipment experience. The two-day event will also include conference sessions, live product demonstrations and technical talks.

On the first evening of the event Futureworx will host the Plantworx Awards evening in partnership with the Supply Chain Sustainability School.

The event will see a welcome return of networking, innovation and collaboration – the future is now!

James Cadman, Head of Consultancy and Carbon at Action Sustainability explains the work of the Supply Chain Sustainability School, “The School’s role is supporting businesses across the built environment sector in becoming more sustainable – environmentally, socially, and economically. Through our collaborative engagement work, and the knowledge we provide, more organisations are switching their business models to ones that are more forward looking, with sustainability principles woven through everything they do.

James continued “Our partnership with the CEA and Futureworx will provide the School, along with our partners and members, the perfect platform to engage with the sector to help promote and develop the skills and competence within the supply chain on key sustainability issues, and develop carbon reduction techniques, so they feel confident that they can engage with their clients on those topics.  This benefits everyone: client, contractor and the wider community. We are very much looking forward to the event.”

Rob Oliver, CEE (Construction Equipment Events) Director, hosts of Futureworx commented, “This is an exciting development for both the CEA and Plantworx. Virtual presentations of technological innovations have their place, but educating and exciting industry professionals on what the future holds is best done face-to-face with practical demonstrations. We see this as a service to both CEA members and the wider construction community. It’s all part of our Plantworx mission”.

To find out more about this event and if you have an innovative technology you would like to showcase please email [email protected]

The Supply Chain Sustainability School (SCSS) is leading the way for the UK’s built environment to drastically reduce onsite emissions to air that are harmful to human health and the planet, such that they will reach net zero by 2040 and contribute to UN Sustainable Development Goals 3, 11 and 13.

The Plant Commitment Charter was developed by the Supply Chain Sustainability School’s Plant Group to encapsulate and communicate this approach. Each organisation signatory pledges to work toward five commitments, including: minimum standards in procurement, engagement, awareness raising & education, measurement & reporting, and innovation. The result: they contribute to a cleaner working environment.

Kier and Cheetham Hill Construction are the latest signatories to the Plant Commitment Charter. They join nineteen other organisations publicly dedicated to actively reducing their emissions from the plant and equipment they buy, hire and use.

Jade Hunt, Group Environment Manager, Kier, said “Kier have been active for a long time in reducing the impacts of its business, across all sustainability issues. Signing the School’s Plant Commitment Charter is an outward confirmation of our determined intent, and we want our suppliers and subcontractors to match our ambition.”

Howard Chamberlain, Managing Director and Owner, Cheetham Hill Construction, said: “CHC has signed the School’s Plant Commitment Charter as a clear statement that we take the impacts of our business seriously, taking action to reduce them where possible, as far as possible.

Signatories to the Charter come from across the value chain and commit to improving air quality and reducing greenhouse emissions and any negative impact caused from their construction plant and equipment (CPE). Direct action on reducing tailpipe emissions can only lead to better local air quality for workers and neighbours, resulting in less impact on the global climate.

Chris Matthew, Strategic Manager, Flannery Plant Hire, said: “Flannery signed the Charter in June 2020, the first to do so, because we saw value in making a public declaration of our strategy to reduce emissions across our fleet and the service we provide to our clients. We are glad to see others joining the same declaration.”

Lara Young, Group Climate Change Director, Costain, said: “Costain were one of the first signatories of the Plant Commitment Charter in August 2020. As an early adopter of low emission plant and having introduced several Groupwide low emission plant standards since 2017, joining the Charter was an evident next step in our journey to net zero. Tackling one of our greatest whole life cycle emissions sources and providing a clear signal to our clients, supply chain partners and Plant OEMs to know of the importance we place on taking tangible action, reducing emissions from plant and machinery. I am delighted that more organisations are following suit.”

Signing the Plant Commitment Charter is free and voluntary. Visit the Supply Chain Sustainability School to find out more.

FIS and the Supply Chain Sustainability School are collaborating to help deliver Net Zero in the finishes and interiors sector through a new virtual training portal hosted on the Supply Chain Sustainability School website.

This sustainability training hub is another output of the FIS Sustainability Working Group, which has been established within the FIS community to support a focus on individual change, collective focus and supply chain engagement.  The working group has five core objectives:

• Increasing knowledge and understanding within the supply chain
• Setting targets and standardisation (including monitoring and measuring impact)
• Providing an active network and encouraging collaboration
• Highlighting individuals and approaches that help inspire and inform change
• Informing design and encouraging better asset management

FIS Board Member Phil Brown from Meronden Ltd who has been supporting the FIS Sustainability Working Group said:

“In our supply chain there is a growing understanding, not only of our responsibilities, but also the potential of the sector to support change. Our Working Group really starts with a focus on helping individual businesses in the sector to take the first and identify the next step to being better in terms of sustainability.  In the true sense of sustainability there is absolutely no point in reinventing the wheel.  The collaboration with Supply Chain Sustainability was quickly identified as a priority, the School has a amazing wealth of resource that can help educate and inform our supply chain and we just needed as a first stage to curate this and help set up some suggested learning pathways.  This launch is the first step, but we have ambitious plans together to develop the content and with it the understanding of sustainability through our supply chain.”

Graham Edgell of Morgan Sindall who is a Board Member of the Supply Chain Sustainability School added:

“Collaboration is key to driving change.  The School exemplifies this with an open source approach that makes content, developed by experts, available to all.  It is great that we have teamed up with FIS, one of the more dynamic bodies in our sector and a key sector within construction to really help drive knowledge and capability on sustainability issues. With an improved understanding of the issues we can all individually and collectively help companies and the sector deliver more sustainable outcomes and play our part in the CLC CO₂nstruct Zero programme and the national Net Zero effort”.

With construction accounting for 40% of UK carbon consumption, the construction industry is critical to supporting the UK Net Zero Effort.

The Construction Leadership Council (CLC) Roadmap to Recovery has laid out proposals to secure the future of construction businesses nationwide, while setting the industry on a sustainable path towards recovery.

The goal of the strategy is to: Improve design, product selection and manufacturing and construction processes to deliver built assets that achieve a 50% reduction in greenhouse gases as part of the pathway towards net zero.

With the finishes and interiors sector estimated to be responsible for 40% of energy consumed by a building and an estimated 300 tonnes of fit-out materials going to landfill every day, FIS is working to rally the sector and, in addition to work with the School has recently signed up as a partner organisation to support the delivery of the Co₂nstruct Zero strategy.

You can view the Finishes and Interiors Sustainability Virtual Training here Finishes & Interiors | Supply Chain Sustainability School (supplychainschool.co.uk)

You can visit the FIS Sustainability Hub here.