4. Ultimate outcome Men and women employed by SAS are better supported on mental health and wellbeing as a result of the use of workplace policies Intermediate outcome There is a cultural change towards a greater understanding of mental health and wellbeing in the workplace Initiatives / Outputs Short / medium General duty / activity term outcomes protected characteristic a. Staff are A reduction in Staff who Advance equality supported the rate of experience mental of opportunity through sickness ill health are better attendance absence supported in the management resulting from workplace. This policy to utilise mental ill health will also have early intervention impact on health and preventative inequalities. measures e.g. Employee Counselling All, greater impact Service on disability Actions taken An Attendance Management Task Force was established to focus attention on increased absence rates. Meetings took place across all divisions and departments to review cases and provide additional support to local managers in managing absence. All reviews were completed by July 2014. The new occupational health and attendance management contract with the NHS Scottish Occupational Health Consortium commenced in April 2014 with a phased introduction across divisions with the final phase going live in the
4. Ultimate outcome Men and women employed by SAS are better supported on mental health and wellbeing as a result of the use of workplace policies Intermediate outcome There is a cultural change towards a greater understanding of mental health and wellbeing in the workplace Initiatives / activity Outputs Short / medium term outcomes General duty / protected characteristic a. Staff are supported through attendance management policy to utilise early intervention and preventative measures e.g. Employee Counselling Service A reduction in the rate of sickness absence resulting from mental ill health Staff who experience mental ill health are better supported in the workplace. This will also have impact on health inequalities. Advance equality of opportunity All, greater impact on disability Actions taken An Attendance Management Task Force was established to focus attention on increased absence rates. Meetings took place across all divisions and departments to review cases and provide additional support to local managers in managing absence. All reviews were completed by July 2014. The new occupational health and attendance management contract with the NHS Scottish Occupational Health Consortium commenced in April 2014 with a phased introduction across divisions with the final phase going live in the