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By supplying your CV to The Industry Club we are receiving personal data from you. We are required to hold and use this data in accordance with the General Data Protection Regulation 2016 and will ensure your data is processed in line with its requirements.

As you are supplying us your CV in the pursuit of a job we hold your CV for this purpose, which will include work on your behalf to find you the right job. We will hold your information for up to 6 years as we know that our candidates usually change jobs within that timeframe and that gives us the opportunity to advise you when suitable roles become available.

Our legal basis for this processing is something called Legitimate Interest, which means we believe you would be expecting to hear from us when we have relevant job opportunities to discuss with you. This is always done as a very personal, handpicked service. You always have the chance to request we delete your details. You can do this, and request any other information on how we process your data, by emailing: info@theindustryclub.co.uk.

Whilst we are pursuing a specific job role for you we will need to take some identity information, such as your passport details and other possible ID details. We do this in accordance with requirements placed on us by our clients to validate your identity and ensure your right to work. We will obtain your consent for this processing at the time we collect it.

If you would prefer we did not hold your details on record, further to a submission of your CV for a specific job, then please email us at info@theindustryclub.co.uk.

If you are intending on being engaged through a limited company, be it a personal service or umbrella company, then we provide this privacy information as matter of reference for you. Our basis for ongoing processing will be the contract between us and that company. You will need to ensure, independently, that you are comfortable with how your personal data will be processed as an employee of that personal service or umbrella company.

For full information of how we keep your personal data secure and on your rights, please review our comprehensive privacy notice, which is available here:
https://theindustryclub.co.uk/privacy/

Please note, that for the purposes of the General Data Protection Regulation, The Industry Club will be the data controller. The Industry Club is a trading name of The Work Club London Limited (Company number 07481831).

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Wellness at work – A New Year’s Resolution?

By Melissa Smith     

Having considered some revealing stats on the subject, Melissa now looks at ways of putting wellness at work at the heart of our businesses.

 

Part 2: Make the resolution reality

In Part 1 of this blog, we used some stats from the CIPD Health and Wellbeing at Work Survey 2019 to show that mental illness is a live issue for businesses.

In this follow-up blog, I’m setting out five key pillars of an approach to wellness at work. Use this framework to help promote awareness of the issue and demonstrate to your colleagues that you’ll have their back in the event of mental illness.

Make it a management priority

Ensure your C-suite and departmental heads have wellness at work high up on their agendas. This will help raise awareness and get the message out that you take the issue seriously enough to build it into your organisation’s culture. By all means, appoint a welfare officer to coordinate your work in this area (see Make it tangible below), but steer clear of seeing it as discrete department – wellness at work should permeate all areas of your business.

Make it tangible

Create a policy document that spells out your position on wellness at work. Be specific about the support available for colleagues with mental health conditions. Also, engage a third party Employee Assistance Provider (EAP). This is an organisation that your employees can contact in confidence and free of charge. Being able to discuss a range of issues such as stress, emotional problems and work/life balance with an external expert consultant is often more helpful than going to the boss.

Make yourself available

Relationships at work and management style are two of the top three causes of stress at work (the third is unmanageable workloads) and often the reason people leave their jobs.

So, if you manage people, let it be known that you’re open to discussion about pressures of the job that may impact a colleague’s wellbeing. Financial targets and client deadlines make it easy to forget sometimes that the people sitting alongside us are the best assets we have. Even a simple ‘How are you?’ from time to time can be enough to trigger a conversation that reveals the early warning signs of mental illness. If people know you’re listening, they’ll be more likely to speak.

Make it visible

Use your communal spaces and intranet to promote healthy lifestyles both at home and at work. Maybe consider incentives, role modelling of positive lifestyle choices and running mental health awareness sessions with experts in the field?

Make it OK to talk about mental health

A colleague returns to work after a bout of flu or having broken their leg. There’s no stigma, no awkwardness, no avoiding eye contact. Unfortunately, we’re not at the stage yet when the same can said for a colleague returning to work after a period of depression or anxiety.

Learn from movements such as Time to Change, led by Mind and Rethink Mental Illness, which get people speaking and blogging about the obstacles mental illnesses put in front of them in the workplace. At the very least, get involved in Time to Talk Day 2020. It’s on Thursday 6 February.

Finally, remember that all of the above can only improve your bottom line through reduced absence, lower staff turnover and ultimately, improved profits.