Balancing employee well-being with operational demands

Several Councils across the region were caught up in the recent protests and counter protests/ demonstrations following the tragic events in Southport.

Whilst we know the impact of the cleanup of such violence has on those staff who are then called to clean the streets, repair damaged property and work to re establish community cohesion, how should we be managing and supporting those staff who are not directly involved but may be impacted, either from anxiety, a concern for their personal safety or from an assault on their personal beliefs and status in the local community? Some may be more strongly impacted than others by violence against children or may be triggered by events which recall previous negative experiences.

This being said, we know we have to continue to deliver services, to serve those most vulnerable in society, with our own resources stretched and a reliance on all our staff to work to maximum productivity to get the job done.

Whilst the current situation has calmed and incidents across the country have lessened for now, it may be an opportune time to review our approach to responding to such situations so we can balance the need for individuals to be cared for whilst ensuring we can continue to function as a key provider:

• Acknowledging the situation and letting employees know their concerns are heard is often enough. When groups in society are stereotyped and subsequently vilified, individuals lose their voice, so providing an authentic statement of support and recognition from a senior, trusted person in the organisation will show employees that their views are valid, as well as a statement of a zero-tolerance approach to any form of abuse of staff for any reason.
• Transparent and visible risk assessment of situations which are honest in their appraisal of risks to all types of employees will provide further reassurance that individual situations are different and have different needs which are recognised.  Whether these risks arise because of location, a protected characteristic or a health condition, the potential impact on individuals will be different with a range of responses required. A clear instruction to line managers on the appropriate response within the remit of the risk assessment will also ensure that there is no unequal treatment across services.
• Signposting to support, which is relevant, timely and efficiently deployed can help individuals feel they have somewhere to go. Ask questions of your EAP provider, whether they can provide any additional and targeted support, what they are doing to be responsive to situations and how they will manage if demand for services increases so you can provide extra support or manage expectations if needed.

In summary, and in response to recent events, it is essential to support all employees by addressing their concerns, assessing risks transparently, and providing accessible resources. This period offers a chance to improve our support systems and strengthen our resilience, ensuring we can handle future challenges effectively and empathetically.

Further sources of support are available to help you in developing an approach for the future

Muslim Community Helpline is a confidential, non-judgmental listening and emotional support for women, men, youth, and children, it aims to provide a supportive service to help members of the community with their needs.

Black Minds Matter is a charity providing links to culturally specific counselling for Black individuals and families with free, culturally appropriate talking therapy delivered by qualified Black therapists

Education Support.org.uk is an organisation dedicated to providing mental health support specifically to those working in an educational setting.

Lesley Shore, Director, West Midlands Employers