Teams mainly work sitting in front of one or more screens and employees are sedentary, with intense visual activity. The key areas for occupational illness prevention are stress management (and/or psychosocial risks: PSR) and the prevention of musculoskeletal disorders (MSD). Visual fatigue and the prevention of risks related to a sedentary lifestyle (cardiovascular diseases) are included in the health prevention plans, which include several components: nutrition, exercising, disconnection, not to mention advice on how to create a pleasant place to work in a restricted space. For the more sporty, many agencies facilitate access to nearby gyms by offering discounts on subscriptions or have distributed online courses. Some entities are equipped with their own sports halls, with an on-site trainer or coach, like Sapient in India, or like the Bastille Campus in Paris. During lockdown or restriction periods, virtual sessions for all replaced physical sessions. Finally, for the most energetic, agencies encourage teams to take part in sports events (running, cycling, marathons or half-marathons, team sports):
- in the United Kingdom, local management has been involved in a vast mental health support plan since 2019, involving all employees in order to meet their needs:
- 100 employees were trained as Mental Health First Aiders (with Mental Health First Aid England) and 15 of them received more specific training in suicide prevention. The Headline program continued in a more extensive version, always with the help of volunteers, Headline Ambassadors trained in issues related to the consequences of the pandemic;
- the offer of health care services in terms of physical and mental health remained highly appreciated thanks to the simplified access to the EAP – Employee Assistance Program and to activities: yoga, meditation, massages, sports club (including running, cycling, etc.), supplemented by a 24/7 hotline;
- the UK Executive Committee held plenary sessions to answer all employees’ questions, and the internal communication plan has always accompanied government health announcements;
- these collective sessions were supplemented by Brave Space and another individual format, Ask US Anything days, which are days organized by the Talent and DE&I teams, where each employee could meet directly with each other and ask more personal questions;
- two internal surveys dedicated to employee well-being were repeated (one per half-year), in order to monitor changes in team morale and provide rapid responses;
- the Marcel Mentors program began allowing mentees with a professional challenge to find a voluntary mentor within the Groupe to support them; this relationship had a very positive impact for both partners, especially during the long months of working at home;
- in India, the Health & Wellness system relies on various permanent activities: 100% of employees can access a comprehensive social services program via an Employee Assistance Program (EAP), which offers access to specialist medical consultations, a free well-being portal with a 24/7 virtual access to help manage physical health issues as well as mental health issues and stress due to lockdown. This portal also gives access to and a kind of medical concierge service for short-term solutions or assistance. This enables 100% of employees to have access to health professionals and doctors both on-site and in virtual format: from gynecologists to physiotherapists and dietitians, the last two already having practices on the premises throughout the year.
- Covid-19 has been included in the social security coverage for employees (and members of their families), and a specific offer was put in place to provide affordable family assistance to help families facing challenges created by the pandemic.
- the Groupe has invested in a training program for volunteers to become Mental Health Ambassadors in order to provide assistance to employees facing difficulties related to mental health and to obtain basic assistance.
- the social welfare scheme continues to improve the coverage of specific healthcare costs due to an ad hoc Governance system, particularly for employees suffering from chronic diseases (diabetes, HIV, etc.), or those facing major surgery or treatments (cancer, fertility, etc.).
- the family module continues to be the most popular module as it helps with work/life balance, offering access to child protection and childcare services, as well as services tailored to caring for elderly relatives.
- due to the sedentary nature of the business, nutrition workshops are organized with professionals to answer any questions, including questions related to future maternity.
- health support workshops are an opportunity to deal with other issues such as breast cancer screening or cardiovascular diseases, blood donations, eye tests and dental appointments.
- Yoga and Zumba workshops throughout the year are still very popular, including virtual ones. Again in this yet another unusual year, with a large amount of working from home, the management of the entities demonstrated their support by leading and/or participating in various workshops organized during Global Wellness Week, showing that the subject of well-being at work is serious and important.
