Beyond Business: Prioritising People at GENE with Sophie Alway

Ever wondered what it takes to foster a workplace culture that prioritises employee wellbeing? At GENE, we don’t just talk the talk; we walk the walk. Meet Sophie Alway, our Ecommerce Solution Specialist, who has spearheaded a series of mental health initiatives aimed at nurturing wellness within our team. From mindfulness training sessions to extended lunch hours on Blue Monday, Sophie’s passion for employee wellbeing shines through in everything she does. 

In this exclusive interview, we sit down with Sophie to delve deeper into her initiatives and the vibrant culture of care that defines GENE.

Sophie, could you tell us a bit about the inspiration behind launching these mental health initiatives at GENE?

We’ve all had to be incredibly resilient over the past few years; a global pandemic, a cost of living crisis and colleagues living through war. Talking with colleagues and friends, it’s clear everyone faces tough times and might not know how to seek support when overwhelmed. I recently read that we spend more hours at work than we do with our friends and family. This made me think that perhaps our workplaces need to do more to look after us and could actually be the best place to support our mental wellbeing. 

Only 1 in 3 people who experience mental health problems are able to access the help they need (NHS Digital, 2016). This felt to me like a really important statistic to address. Many people will feel nervous about opening up to their workplace about challenges they are facing, however, in the new world of remote working it’s more important than ever that work takes responsibility for employees’ wellbeing and ensures they can access the support they need, when they need, without judgement. 

Stress, anxiety & depression are the biggest causes of sickness absence in our society (Health and Safety Executive, 2018: Work related Stress, Anxiety and Depression Statistics in Great Britain). I know that agency life in particular can be fast and fun but also intense and stressful. Therefore, supporting employees by  guiding them on topics such as effective stress management will not only benefit employees but also the company as a whole. 

What are some key components of the wellness programs you’ve implemented, and how have they been received by the team?

Getting four accredited Mental Health First Aiders was a crucial first step so that colleagues had a safe, confidential contact in the company who they could speak to. We did a 2 day course that included understanding of the most common mental health conditions, building the confidence to have a supportive conversation and learning how to guide colleagues to access support when needed.

The next step was planning a 6 month roadmap to get senior management buy-in, which included ensuring we were regularly raising awareness of mental health through monthly “Wellbeing Wednesdays”, raising awareness of mental health in the workplace through talks and sharing interesting articles and ensuring we highlighted any key dates in the calendar related to mental health. 

I want everyone at GENE to feel ownership of our Wellbeing team. We asked for colleagues’ past experiences and ideas for GENE’s initiatives.. We had some fantastic responses such as a focus on men’s mental health and a lunch and learn on running “mindful meetings”. These “Wednesday Wellbeing” lunch and learns have become a monthly event that include a mixture of educational talks and workshops such as breathwork, life drawing, men’s mental health awareness from Andy’s Mans Club and even mortgage planning. 

I’ve been overwhelmed by the positive response we’ve had. Colleagues that I rarely have a chance to speak to have come up to me and thanked me for making this a priority. 

How do you see these initiatives contributing to the overall culture and success of GENE as an agency?

These initiatives are integral to shaping the culture and success of GENE as an agency. Our team members have expressed feeling valued and cared for, which is something they wish more workplaces would prioritise. In fact, these initiatives were among the most mentioned things in our bi-annual employee survey under the “what we should continue doing” category.

The variety of lunch and learns has been a big success, offering a chance for colleagues from different teams to come together and try something new. It’s not just about learning; it’s about fostering connections and creating a vibrant workplace culture.

We’ve noticed colleagues forming new friendships and making time to get outdoors during lunch breaks, which is fantastic for both mental and physical health. Prioritising health and well-being leads to a happier, more productive workforce.

Our Mental Health First Aiders offer confidential support on various work-related or personal matters, ensuring everyone has someone to turn to beyond their manager.

Overall, these initiatives are not just about ticking boxes; they’re about creating a supportive, inclusive environment where everyone feels valued and cared for, ultimately contributing to the overall success of GENE as an agency.

Lastly, what advice would you give to other companies looking to prioritise employee wellbeing in a similar way?

I’d say what are you waiting for? If your workplace doesn’t yet have a wellbeing offering then start one. You don’t have to be Senior Management or HR to lead this. 

I implemented a really simple 4 step strategy that made it clear for Senior Management what the proposition would be;

• 1 – Qualify – Initially enlist at least 2 volunteers to train as Mental Health First Aiders. It’s important that more than 1 person does the training so they can support each other after difficult conversations and also cover any annual/sick leave. 
• 2 – Plan – Create a 6 month plan for what your wellbeing offering might look like and what budget you think you’ll need to get senior management buy-in. My advice would be to start small and scale up as you prove the value such an initiative can bring to all aspects of your organisation.
• 3 – Announce – Once you’ve got sign off from Senior Management make sure you let everyone know about your amazing Wellbeing offering and especially what a MHFAider is and when they are available. I’d really recommend encouraging colleagues to get involved whether or not they’ve done the MHFA training or are part of your “Wellbeing team”. Everyone’s understanding of wellbeing is different and it’s important to make sure everyone feels heard.  
• 4 – Flow – Make a start and don’t stop – you’re doing something amazing that will benefit everyone!