Each year, International SOS releases an interactive Risk Map, designed to help organisations and their mobile workforce better understand the risk level of each country around the world and the specific ways these risks may impact their employees.
The term neurodiversity was coined by Judy Singer, an Australian sociologist, in the late 1990s.
The World Health Organisation (WHO) and the International Menopause Society designated October as World Menopause Month. Thanks to the increased awareness of menopause generally, more and more women are getting support and discussing the signs and symptoms that they experience.
Now that COVID restrictions have eased and people are returning to the workplace or to leisure activities in larger numbers – and with the possibility that even those who have preferred to remain working from home may now choose to work from the office as fuel costs rise – what could be the consequences for our health as we move into winter?
Did you know that 7.6 million people in the UK are living with heart disease? And around 900,000 people are living with heart failure. Heart and circulatory disease cause a quarter of all deaths in the UK – an average of one every three minutes – and strokes cause around 35,000 deaths in the UK each year and are the biggest cause of severe disability in the UK.
As travel – both business and leisure – begins to increase following the pandemic, unfortunately the stresses involved are also increasing. Planning a trip, which used to be easy, is now much more complex.
Do you ever doubt your skills, talents, or accomplishments, or are you afraid of being exposed as a fraud, despite external evidence of your competence? Have you ever thought “I’ll be found out and they’ll see I don’t deserve this”?
Today, social media has become the primary source for news for much of the world.
We were asked many times during the pandemic to predict what the next six or 12 months had in store – which was almost impossible for us to forecast. Alternatively, we can predict what will be coming in the next twelve months when it comes to chronic disease – otherwise known as non-communicable diseases – which includes conditions such as hypertension, diabetes, asthma, cancer and cardiovascular disease.
While the global health focus is still on the COVID-19 pandemic, malaria remains as a serious and life-threatening disease among adults and children in many countries including international travellers and employees who are residing in malaria transmission areas.
As we progress through the latter stages of the COVID-19 pandemic, the world has learned to adapt to this challenging virus after two years of social distancing measures, widespread government intervention and vaccines. While most patients suffering from acute COVID-19 recover fully within approximately four weeks, a growing minority of the world’s population is facing what has come to be termed ‘long COVID’.
We live in an ‘always-on’ world, where professional status, consumerism and the pervasive reach of social media can push us to always want more. While we all face challenges, their effects are not equally felt.
Did you know that if an employee is off work for 4-12 weeks, they have between a 10%-40% chance of them being absent for one year? But that’s not all. For those signed off work between six and 12 months, there is a whopping 90% chance of them never returning to any form of work in the foreseeable future.1
After consulting with nearly 1,000 risk professionals across 75 countries worldwide and drawing upon insights from the Workforce Resilience Council and International SOS, the results are in.
During 2020 and the onset of the global Covid-19 pandemic, the UK’s sickness absence rate fell to its lowest level since the Office of National Statistics (ONS) began collecting data in 1995.
Stress is a key factor in mental health, affecting people in a variety of physiological ways. Defined as the ‘adverse reaction people have to excessive pressures or other types of demands placed upon them’ by the Health and Safety Executive (HSE), stress – if left unchecked – can lead to damaging physical, mental and emotional problems.
Crisis management is a crucial aspect in maintaining operational resilience for any modern-day organisation. Effective crisis management ensures an organisation is well-prepared for disruption, able to rapidly respond to and recover from a crisis, and deploys a collaborative approach when absorbing and interpreting information to inform rapid decision-making in high-pressure scenarios.
In a recent survey by International SOS, 88% of global health professionals predicted that the health requirements of their organisation would increase in complexity. Mental health support, infectious disease control and regulatory compliance are believed to be the biggest drivers of this, with 74% of all respondents believing that their organisation’s investment in health will increase over the next 10 years.
It is often said that change is the only constant in life. Change brings with it numerous opportunities to adapt and thrive in the face of new challenges, and the Covid-19 pandemic is the most recent seismic change to have revolutionised working practices the world over.
Every year, in all industries, millions of workers suffer from ill health caused or made worse by work. And I’m not just talking about injuries or accidents that are reportable to HSE, but health problems alongside aches and pains that are directly related to your occupation and work environment.
The sustained challenge of the global coronavirus pandemic has had a transformative impact on the way the energy sector workforce thinks, works and acts.
A new report has highlighted mental health as an increasing concern for the North-sea energy sector’s workforce.
As many businesses and individuals approach almost a year of working from home, no one could argue that Covid-19 hasn’t created a global shift in the importance of health in the workplace.
There is no doubt that the Covid-19 pandemic has transformed how we work. Over the past year, it has been a constant challenge to balance legislation and safeguard health, safety and wellbeing as personnel were forced to work remotely.
Whether on or offshore, the work and lifestyle of a remote rotational worker is unique. While lucrative for some, it has long been associated with a high impact on mental health and wellbeing.