The results and findings of BITC's 2015 FTSE100 Wellbeing and Engagement report show:
• A rise in the proportion of companies reporting across all five themes to 69%, compared with 63% last year.
• Rates of reporting on Better Work and Better Physical and Psychological Health stayed the same, although the number of companies reporting an employee assistance programme (EAP) up by a fifth reflecting increased recognition of the importance of supporting employee mental health and wellbeing.
• Numbers rose for Better Relationships (from 84% to 90%), Better Specialist Support (from 73% to 78%) and Working well (from 97% to 100%).
• The strongest reported areas remain Health and Safety, and Diversity and Inclusion reflecting legislative requirements to monitor these.
• There is little change in the scores for the highest-ranked companies: the top ten scores range from 67% to 43%, compared with 69% to 42% last year.
• Average scores by quartile remain the same, suggesting very little change in the overall extent and quality of reporting.
[quote text:Reporting publicly against the Workwell model gives companies the opportunity to demonstrate that they are taking a sustainable approach to human capital management. author:Dr Paul Litchfield author_position:Chief Medical Officer and Director of Health, Safety and Wellbeing, BT Group ]
[quote text:There are signs of improvement this year; but there is still clearly work to be done to share best practice across the FTSE 100 and create a stronger ‘flow of the tide’ towards enhanced public reporting. As well as providing enhanced reporting for investors, companies should be mindful of the potential impact of employee wellness and engagement on its public reputation and brand… Top level focus and a co-ordinated, defined responsibility for action is essential to driving greater openness and a commitment to public reporting. author:Towers Watson]
Business in the Community’s Wellbeing Public Reporting Benchmark has now completed three annual cycles, and will not run next year, although we may return to it in future. The Public Reporting Guidelines remain valid and we will continue to use and share these with interested stakeholders. The benchmark findings include some genuinely encouraging signs of progress such as an increase in reporting against all five themes, pointing to a more integrated, holistic approach to reporting on human capital management. There has also been a significant increase in respondents that explicitly recognise the link between engagement, wellbeing and business performance. Overall progress has been more erratic and slower than we would have liked. Clearly, bringing about a profound shift in attitudes and behaviour will take time. Over the coming year, we will therefore be shifting our focus away from public reporting and concentrating instead on supporting companies to accelerate the pace of change internally.
This year we will launch for the first time a Wellbeing benchmark, to complement the BITC Workplace Diversity benchmark, with further enhancements to be rolled out in 2016. The new wellbeing management benchmark rolled out this summer assesses wellbeing metrics and is designed to help companies gather and analyse their data, which can be used to help companies action plan. In re-focusing our benchmark as a management tool, rather than simply focusing on reporting of wellbeing activity, we are showing that we recognise and are responding to the challenges businesses face – and, we hope, laying strong foundations for future progress.