Mental Health fact sheet

What is mental health in the workplace?

The World Health Organisation (WHO) describes mental health as, ‘a state of mental wellbeing that enables people to cope with the stresses of life, realise their abilities, learn well and work well, and contribute to their community.’ Being employed itself is a protective factor against poor mental health, but importantly that work must be good work. A wealth of research supports this principle, and BAE Systems works to ensure our employees have the right levels of autonomy, opportunities for progression, fair pay, work life balance and importantly, an environment of psychological safety. Psychosocial risks that arise from poor work design, organisation and management can not only result in work-related poor mental health, but worsen non-work related poor mental health. 

Why is mental health important?

WHO research indicates that 12 billion working days are lost every year to depression and anxiety at a cost of US$ 1 trillion per year in lost productivity. 

Although these are significant figures, most importantly good mental health at work leads to: 

• Greater employee engagement;
• A more productive workforce;
• Improved collaboration and innovation;
• Employee attraction and retention; and
• Really reflects what we want for our employees – it’s the right thing to do.  

 
Who is responsible for mental health at BAE Systems?

We have a centralised mental health at work strategy and cross-Company wellbeing initiatives and programmes, which are underpinned by individual market / Business wellbeing strategies and programmes.
 
Workplace mental health and wellbeing risks are treated in the same way as a safety issue: risk assessments are carried out, hazards removed or mitigated, psychologically safe working environments are created, and employees are able to access the right type of advice and support when needed.
 
We have two Executive Committee (EC) Champions for mental health and wellbeing, who actively and vocally support our programmes, including by sharing their personal experiences. The overall mental health strategy and programmes are delivered via our Safety, Health and Environment (SHE) teams, who work closely with specialists and stakeholders throughout our different functions and Businesses – good mental health at work is not the preserve of one team but a jigsaw that combines all the factors that influence mental health.

Has BAE Systems developed KPIs to report on progress towards its workplace mental health strategy?

Yes, as a leading indicator of success, completion of our Mental Health Awareness training is a KPI. Completion of the training is monitored through our internal SHE reporting processes.

How do we identify and measure mental health at BAE Systems?

We identify and measure mental health trends through a variety of sources. This includes data from our Employee Assistance Programmes, employee survey and sentiment reporting, Ethics, SHE and HR sources. Through Unmind, a digital platform with 24/7 access to clinically-backed digital tools to help improve mental wellbeing, we can also collate generalised data around the topics employees are interested in learning about, and anonymised wellbeing check-ins which helps us identify opportunities for interventions.
 
Our UK and International integrated SHE platform  includes a psychosocial risk assessment aligned to ISO 45003 which will give us a standardised approach to identify and reduce work-related risks to mental health. We provide mental health awareness training for our employees, including Line Managers. Uptake of this is a key performance indicator aligned to Executive Committee objectives and measured in each line of Business and from an overarching perspective.
 
We have also been assessed as a Tier Two organisation in the CCLA Corporate Mental Health Benchmark.

How do you support mental health at BAE Systems?

At BAE Systems, mental health is at the centre of our wellbeing approach. We want to be a recognised leader for positive mental health in the workplace and are committed to creating working conditions where every individual can thrive, not just survive. We want to promote a supportive work culture that prioritises and destigmatises mental health, where our vision is:
 
“To positively affect the causes of work-related mental ill-health, and reduce the impact of non-work related mental ill-health in the workplace.”
 
To do this, we incorporate the three key stages in improving the mental health of our workforce:
 
Primary prevention: stopping mental health problems before they start
Our primary prevention approach includes our anti-stigma campaigning and our mental health awareness training. We also use established risk assessment processes to identify and reduce the likelihood of work-related poor mental health and impacts on pre-existing poor mental health. Our “jigsaw” of preventative measures include cultural approaches to maintaining psychologically safe and mentally healthy workplaces, such as our Ethics “Speak Up” programme, personal development for Line Managers through our training pathways, setting clear standards for behaviours through our Code of Conduct and Business Integrity Training, as well as integrating behaviours into our Company and personal objective setting. Through proactive business planning and effective project management we identify potential issues that may give rise to typical causes of work-related poor mental health, such as overwhelming demands, lack of resources and unclear roles and responsibilities.
 
Our UK and International Inclusion strategy and plan sets out our framework for creating an environment where our employees can be their best and we operate a four pillar approach to deepen inclusion and build a sense of belonging today and in the future: Inform, Empower, Develop and Inspire. This includes a number of Employee Resource Groups (ERGs).  Our ERGs are self-managed, voluntary groups whose members have common interests aligned with the Company’s DEI goals. ERGs are grassroots efforts to positively impact the workforce, workplace, and community. Our UK MindSet ERG supports mental health and wellbeing in the organisation.

Secondary prevention: supporting those at higher risk of experiencing mental health problems
Some individuals need targeted help, because of biological characteristics or life experiences. An example here is our Veteran’s community. Research indicates that over 50% of Army veterans in England have experienced mental or physical health issues since leaving the Armed Forces. As this community is one that we actively target for employment, we know that we must ensure their support needs are met. To do so, we have a range of support such as our UK VetNet ERG, who help to deliver our commitments to the Armed Forces Covenant. The VetNet committee undergo specialist Mental Health First Aid training and the group host joint events with our UK MindSet ERG to raise awareness of these issues. Examples of similar approaches are used for neurodiversity, young people through our Early Careers programmes, and people who are experiencing the impact of menopause, all of whom are at higher risk of experiencing mental health problems. 
 
Tertiary prevention: helping people living with mental health problems to stay well
We want to help individuals already affected by mental health problems to stay well and enjoy a good quality of life. Here, we aim to empower our employees to manage their own challenges as much as possible. Again, our approach to breaking the stigma around mental health and thus supporting colleagues living with mental health problems includes personal story telling and sharing experiences, our UK and International DEI strategy and plan, and our Code of Conduct, ensuring this approach is therefore embedded in organisational activity. Our UK MindSet ERG publishes mental health information cards on different topics, written or reviewed by employees with lived experience. Examples include suicidal ideation, eating disorders, and post-natal depression.
 
From a practical and individual perspective, as well as our various training and awareness offerings for all employees, we use our UK Working Adjustment Passports. These are a live record of workplace adjustments discussed and agreed between any employee and their Manager – regardless of an employee’s physical, mental or personal circumstances, this also includes understanding where workplace adjustments may benefit those with hidden disabilities. We commit that wherever operationally possible, adjustments will be considered and where reasonable, will be implemented allowing the employee to function to their maximum potential. Additionally a Working Adjustments Passport can also be used as a mechanism to support colleagues with neurodiversity where the individual feels this would be a benefit to them.
 
The passport allows the individual to explain the impact their personal circumstances (e.g. disability, physical or mental health condition, caring responsibility or other circumstance) has on them at work or how it may impact their ability to carry out their work activities.

Our employees also have access to occupational health services, which can support individuals and their Line Managers to identify and manage the impact of work on health and health on work.

Importantly, personal development reviews and regular one-to-ones help employees who are living with mental health problems discuss their work activities and objectives with their Manager, and can give the opportunity to discuss other training, support, or issues that may be impacting their mental health at work.
 
Our Employee Assistance Programmes offers support to employees and family members “in the moment”, and our Unmind platform allows employees to track their mental health and wellbeing, whilst signposting them to tools on the platform that can support and improve their mental health. 

What is the BAE Systems mental health ‘toolkit’?

With such a range of roles and departments and a diverse workforce, our employees can experience very different mental health challenges. That’s why we offer varied and flexible tools that support employees and which align to the widely-accepted ‘five ways to wellbeing’:

• CONNECT – establishing strong social connections and positive relationships with others;
• BE ACTIVE – taking regular physical activity to increase self-esteem and reduce stress and anxiety and improve physical health;
• TAKE NOTICE – being in the present;
• KEEP LEARNING – developing or improving skills and expanding our social connections; and
• GIVE – helping others not only in material ways but also with time and support.

 
Talking about mental health
Talking about mental health is crucial. We encourage conversations and sharing experiences, creating an environment where meaningful conversations are a part of working life:
 
We share news and stories and help people connect
Our UK and International Mental health and wellbeing intranet page is a central ‘hub’ where information is readily available for all employees, including mental health information cards, Manager conversation cards and training and resources like our sleep toolkit. Our Employee App has the ‘Head Shed’ – a toolkit of resources for our employees’ to use. We use social media, email and our employee App to start, encourage and facilitate conversations about mental health and to help employees find out more.
 
We encourage learning and sharing
We hold regular webinars and events on mental health topics, such as free webinars on anxiety, staying focused and maintaining quality sleep. These webinars are also available to contractors, friends and family. We have mandatory mental health awareness training and uptake of this is a key performance indicator aligned to Executive Committee objectives and measured in each line of Business and from an overarching perspective. Employees can also use our UK and International Unmind and Spark digital e-learning platforms for self-led training. We also encourage face-to-face discussions with ‘Toolbox talks’ and ‘floor plate briefings’.

Does BAE Systems have mental health tools in place that employees can access?

Our employees can access tools and practical assistance at work and around the clock:
 
We champion positive mental health action 
As well as in the moment support, counselling and evidence-based therapy, we have an Employee Assistance Programme. It helps prevent poor physical and mental health with information and guidance on healthy lifestyles, management coaching and advice on topics such as eldercare, childcare, debt and relationships.
 
We provide tools
Supporting employees is important, and so is supporting the people close to them. We provide free access to Unmind, a digital platform with 24/7 access to clinically-backed digital tools to help improve mental wellbeing. Our employees have a free ‘plus five’ to share the benefits (not currently available to employees in Saudi Arabia).
 
We offer support
Our network of Mental Health First Aiders can listen without judgement, offer guidance, and signpost support. We are an accredited ‘menopause friendly employer’, with practical support from providing desktop fans for hot flushes to flexible working and training for team leaders and senior staff. Finally, during the on-boarding process, prospective and new employees can confidentially share any mental health concerns that may need support. 
 
Individual experience of mental health differs, but groups can help employees understand unique challenges and represent the needs of their members. Our Employee Resource Groups (ERGs) led by employees work across the Company to help foster a culture of inclusion, enhancing a sense of belonging and wellbeing. 
 

• MindSet is our ERG for mental health, with over 270 members and a representative from each Business unit.
• Embrace support cultural and ethnic diversity.
• Enabled whose mission is to promote disability equality.
• OutLink (UK & Australia) aims to raise awareness of issues that LGBTQ+ employees face.
• Gen our Gender Equity Networks that champion gender equity. 
• VetNet offers support to veterans, reservists and their supporters.
• EncourAGE uniting and empowering our multi-generational workforce.
• FirstNations supporting our indigenous communities in Australia.

 

Does BAE Systems have policies in place to help support employees with their mental health?

As so many aspects of life and work affect our mental health, we need various policies and guidance to support our employees to be their best.  We have a Global Health and Safety Policy and a Global People Policy that are mandated through our Operational Framework and to support our Global policies we have local Policies in place in the countries in which we operate, in line with local legislation. 

Do you provide training on mental health to your employees, including Managers and Senior Managers?

We provide mental health awareness training and uptake of this is a key performance indicator aligned to Executive Committee objectives and measured in each line of Business and from an overarching perspective.

Does BAE Systems engage with employees on mental health during recruitment and throughout their career with the Company?

Throughout their time with us, we regularly engage with employees on mental health. This can be through specific initiatives, such as our mandatory training, general and targeted communications, and our tools and events, and 1-1 check ins.
 
The information contained in this fact sheet is for PLC managed businesses and is accurate as at the date of its publication.
 
Publication date: 11/11/24