Blue Light Card Foundation, Charnwood Edge, Syston Road, Cossington, Leicester LE7 4UZ
The Blue Light Card Foundation is a registered charity within England and Wales. Charity No. 1 1 9 8 4 9 2
In this section, we offer advice and resources to help you create a kinder, more inclusive workplace where everyone feels respected, valued, and safe.
Everyone feels lonely from time to time, but when those feelings last for an extended period of time, it’s cause for concern. Anxiety, depression, and addiction are just a few of the mental health problems that can worsen when people feel isolated. When one has a mental health condition, the likelihood of feeling lonely or distant increases.
Employees may experience workplace loneliness for a variety of reasons. This includes, but is not limited to:
According to recent research, loneliness costs UK employers a staggering £2.5 billion per year. This high cost to businesses is due to the following factors:
By reducing workplace loneliness, businesses can improve employee health and boost their bottom line.
Team-up
Before doing anything, ask your employees what they want. Data can help your team find answers. Examine exit interviews to see if loneliness drove employee turnover. Employers should focus on improving the quality of colleague relationships rather than increasing interaction frequency.
Start from the top
Encourage senior leadership teams to share their feelings and experiences to promote empathy in the workplace. It increases employee empathy.
Review Diversity and Inclusion strategy
Diversity and Inclusion helps employees feel valued and supported. From recognising religious holidays to ensuring disability access, it all matters.
Signpost support
Make sure employees are aware that they can get all the help they need from Mental Health Helplines or Employee Assistance Programs (EAP). These tools can assist them in discussing their feelings with an impartial expert in an anonymous setting.
Building a culture of inclusivity at work is essential for creating a positive and supportive environment which ensures that everyone feels that they are a valued and respected part of the team.
Inclusivity goes beyond diversity. While diversity is about bringing different people together – considering identity factors such as race, gender, religion, age, disability and sexuality – inclusivity is about making sure all individuals feel welcomed, supported and embraced for who they are. It’s about actively creating a culture where differences are celebrated, and everybody has an equal opportunity to thrive as part of the team.
So, how?
Creating a culture of inclusivity requires a collective responsibility, from both managers and team members. It requires commitment, learning and intentional action.
Leadership sets the tone for the entire team. When managers prioritise inclusivity, it becomes a core part of the culture at work. This commitment should be intentional and made evident with policies, communication and actions.
Ensure that appropriate policies and procedures are in place. They should be clear, accessible and everybody within your team should know that they exist. Most importantly, they should be abided by.
Create opportunities for yourself and members of your team to learn and expand their knowledge by offering diversity and inclusion training and development.
It’s important that your team feels safe at work and that they feel management is approachable if they have any issues or concerns.
Try not to treat diversity and inclusivity as a “tick-box” exercise whereby you know acknowledge it when you are told to by national awareness days. Instead, incorporate celebrating and embracing it throughout the entire year.
Even if you are not in charge or leading a team, there are steps you can take to ensure that you are supporting your colleagues and contributing to an inclusive work environment.
Take it upon yourself to expand your knowledge of different communities and perspectives so that you can offer better understanding and support.
Ensure that you are encouraging and supporting every member of your team, calling out any language or behaviour that doesn’t feel quite right.
Be aware of the language that you use and how it could impact others.
Show your support by participating in opportunities which contribute to a more inclusive workplace culture, such as training or celebrations.
Don’t be afraid to start the conversation and reach out to team members that you don’t normally spend as much time with.
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Facing verbal or physical abuse on the frontline
Despite the critical work we do as Blue Light workers or volunteers, unfortunately, many of us will experience some form of verbal or physical abuse while on the job.
Let’s take police officers, for example, with a recent survey showing more than 1 in 10 have reported suffering one or more injury that required medical treatment because of work related violence in the last year, and 34% have suffered verbal insults at least once per week. Or ambulance staff, with an average of 35 ambulance employees in England being subjected to violence, aggression, verbal abuse or sexual assaults every day, according to the Association of Ambulance Chief Executives.
Abuse is becoming a sad reality of front-line professions, but it’s not ok.
Here, we look at how to navigate these challenges, not only for your physical safety but also your mental and emotional wellbeing.
Understanding the impact
It is essential to recognise that enduring abuse in any form is not “part of the job”. Nobody should have to tolerate aggression or violence in their place of work. Regardless of your uniform and role, try to recognise that you are a victim and will need time to process what you have been through.
The impact of abuse goes beyond the immediate physical injuries or emotional distress. Longer term exposure to abuse can lead to mental health struggles including burnout, anxiety and PTSD. It can result in a loss of confidence in your ability to do your role or worry about what could happen. Just like any form of trauma, it’s vital that you recognise that how you’re feeling is valid.
Knowing your rights and reporting incidents
While it’s difficult to prevent incidences of abuse, try to familiarise yourself with the legislation and policies which are designed to protect you. Your line manager or employer will have protocols in place for reporting and addressing abuse. While it may feel easier to try and brush it off, reporting all incidents is essential. Your safety is top priority so try to approach your manager with any concerns or worries you may have. It may help to write down what you want to say beforehand but try to not put it off.
Staying calm and professional
It can be difficult to stay calm and composed when facing aggression or hurtful language but try to remain as calm and in control as you can. Practice de-escalation techniques, speaking calmly and firmly, ensuring a safe physical space to try and prevent the situation from worsening. However, remember this mistreatment reflects them, not you. Continue to do your role to the best of your ability, abiding by set protocols and practices, and seeking support as soon as possible.
Seek support
Don’t suffer in silence, try to bottle it up or play down your experience. Talk to somebody that you trust, a colleague, supervisor or a professional counsellor or therapist, about what you have been through. Lean on your support network whenever you can. You may also want to consider accessing peer support groups with others that understand what you have been through.
Prioritising your needs
Our jobs are important, but not as important as our own mental health. All forms of abuse can take a significant emotional toll on us so ensure that you take time to process and recognise what it is you need. Look after your mental health as a priority, taking time for self-care.
Research shows that fire contaminants are directly liked to significant physical and mental health conditions among Firefighters in the UK.
The research, conducted by the Fire Brigades Union, published the following findings:
These findings have brought to light the longer-term, more hidden impact and toll that your role as a firefighter can take, beyond the visible dangers which you know to expect. While there are steps and precautions that you can take to reduce the risk of your health being impacted by exposure to contaminants, hearing these statistics can be quite distressing. It may have caused you to feel increasingly worried about your own health or experience symptoms of health anxiety. Here, we explore the symptoms of health anxiety, and steps that you can take if you are concerned about your health as a fire fighter.
It’s normal to feel concerned or worried about your health from time to time, particularly if you’ve noticed changes or aren’t feeling quite right. However, health anxiety is the constant and overwhelming fear for your health. Symptoms might include:
Follow instructions, guidelines and procedures set out in your training, particularly when it comes to PPE and equipment. This article by the London Fire Brigade provides some more information on the practical steps you can take to stay safe: Contaminants and health | London Fire Brigade (london-fire.gov.uk). Knowing that you’re doing everything that you can to protect yourself can help ease some of the worries.
When we’re worried about something, it’s easy to fall down a rabbit hole researching symptoms and worse case scenarios, but this will only cause us to worry more. While it’s important to stay up to date and educated, try to avoid the trap of excessive research. Stick to reliable sources for information and set limits on how much time you spend looking up information.
It is not your job to diagnose yourself. Proactively book in health check-up and screenings, following the advice given by medical professionals. The same applies to our mental health. If you’re noticing yourself unable to cope, or struggling with anxiety, depression or PTSD then reach out for support.
You’re not alone. Talking about your worries can help to alleviate some of the stress and pressure. Whether it’s a family member, colleague, supervisor, mental health professional or a support group, sharing your concerns can help you to feel less isolated.
Dedicate time to taking care of yourself, in terms of both your physical and mental health.
In the space of a few years, ‘unprecedented’ has become one of the most used words in everyone’s vocabulary. With a global pandemic, rising household bills, and an ongoing war in Europe, most of us have become accustomed to living with higher levels of uncertainty than we have ever experienced in our lifetimes. So many things, from our health and safety to rising household bills have come to feel difficult to manage and beyond our control. It is often easy to feel ‘stuck’ when problems arise and we feel like we have little or no control over them, at least in the short run.
The world is still full of moving pieces and unclear futures; undoubtedly, times continue to be challenging and uncertain. After three years of leading your teams through what seems like crisis after crisis, you may be feeling stressed, confused, or overwhelmed watching the uncertainty cloud building in the horizon. No one really knows where the world will be in the next six or twelve months — so how can employers confidently help their teams cope with the feelings that continuous change and uncertainty bring up?
Whether people are dealing with the reality of stretched financial resources, their job security, or how the pandemic might keep affecting them and their loved ones in the future, there are many things that employers can do to help. Below you can find some practical ideas that can help your teams manage uncertainty, now and in the future.
Keeping communication lines open is important
Depending on the circumstances, daily, weekly, monthly, or ad-hoc updates or meetings can help your teams stay better informed and reduce any anxieties. You could also try encouraging them to share anything they might be struggling with to help everyone feel their concerns are being heard and more supported. Even if you don’t have an update, saying something like “I don’t have more information on this yet, but will let you know as soon as I do” can leave everyone feeling less anxious or stressed.
Keep people focused on what they can control
Help teams realize what they cannot change, and restructure their to-do lists to other valuable contributions. Help your team to acknowledge the things they can control (e.g., developing a workable budget, seeking support from your partner or manager) can leave them feeling more capable and confident in dealing with uncertainty. People can also feel more able to deal with changes as active ‘problem solvers’ instead of passive ‘recipients’ of events happening to them, leaving them feeling less stressed, and much more productive.
Ensure everyone knows what’s expected of them
Anxieties can go up when we are faced with constantly changing or non-specific goals – or we receive no guidance on how to achieve these. Eliminating confusion by assigning clear tasks and responsibilities to everyone can also have a big impact on team cohesion and efficiency. The clearer your expectations for everyone, the easier it is for your team to work together and achieve their goals. Moreover, involving your teams in setting targets can keep goals realistic and help people stay focused and motivated despite the challenging circumstances.
Personalise support and schedule regular check-ins
Take a few minutes to ask how your teams are feeling outside of work before starting with your meeting agenda. You could ask something like “It seems like a tough time. What would be most helpful to you right now?” Listen with an empathetic ear and try to increase their sense of control over their work – for example, they may need some extra help and guidance around re-prioritizing their tasks or better aligning these with their own interests, reducing distractions, delegating, and working more flexibly.
Readjust your goals
At every level of organizations, people may be feeling the pressure of uncertainty. In times like these, try encouraging your teams to be adaptable and be there to support and guide them along the way. For example, managers are often asked to do more with fewer resources, whilst they may already be feeling stretched by their day-to-day work, improving task performance, and addressing their team burnout. If that’s the case, try re-adjusting your goals accordingly, even if it means encouraging them to say no to new projects or de-prioritize existing ones if their team lacks capacity.
Encourage and model self-care
Many of us feel overwhelmed, stressed, upset, and anxious when faced with uncertainty. You could help normalize and encourage self-care by weaving moments of self-care as a regular part of everyone’s daily routine. For example, you could encourage people to have a few extra minutes to spare between meetings, avoid eating lunch at the computer or you could all go for a quick walk outside together. You could also set a good example for others by living by your own self-care rules: these may involve building pauses into your working day, going for regular walks, shutting down your computer when you have finished work, and letting people know that it’s okay to prioritize their own needs sometimes.
The world may continue changing, but the fundamentals of a supportive team culture do not. By providing the necessary resources and support across your organization, employees will be able to navigate uncertainty easier, whatever changes may come their way.
Let’s take police officers, for example, with a recent survey showing more than 1 in 10 have reported suffering one or more injury that required medical treatment because of work related violence in the last year, and 34% have suffered verbal insults at least once per week. Or ambulance staff, with an average of 35 ambulance employees in England being subjected to violence, aggression, verbal abuse or sexual assaults every day, according to the Association of Ambulance Chief Executives.
Abuse is becoming a sad reality of front-line professions, but it’s not ok.
Here, we look at how to navigate these challenges, not only for your physical safety but also your mental and emotional wellbeing.
Understanding the impact
It is essential to recognise that enduring abuse in any form is not “part of the job”. Nobody should have to tolerate aggression or violence in their place of work. Regardless of your uniform and role, try to recognise that you are a victim and will need time to process what you have been through.
The impact of abuse goes beyond the immediate physical injuries or emotional distress. Longer term exposure to abuse can lead to mental health struggles including burnout, anxiety and PTSD. It can result in a loss of confidence in your ability to do your role or worry about what could happen. Just like any form of trauma, it’s vital that you recognise that how you’re feeling is valid.
Knowing your rights and reporting incidents
While it’s difficult to prevent incidences of abuse, try to familiarise yourself with the legislation and policies which are designed to protect you. Your line manager or employer will have protocols in place for reporting and addressing abuse. While it may feel easier to try and brush it off, reporting all incidents is essential. Your safety is top priority so try to approach your manager with any concerns or worries you may have. It may help to write down what you want to say beforehand but try to not put it off.
Staying calm and professional
It can be difficult to stay calm and composed when facing aggression or hurtful language but try to remain as calm and in control as you can. Practice de-escalation techniques, speaking calmly and firmly, ensuring a safe physical space to try and prevent the situation from worsening. However, remember this mistreatment reflects them, not you. Continue to do your role to the best of your ability, abiding by set protocols and practices, and seeking support as soon as possible.
Seek support
Don’t suffer in silence, try to bottle it up or play down your experience. Talk to somebody that you trust, a colleague, supervisor or a professional counsellor or therapist, about what you have been through. Lean on your support network whenever you can. You may also want to consider accessing peer support groups with others that understand what you have been through.
Prioritising your needs
Our jobs are important, but not as important as our own mental health. All forms of abuse can take a significant emotional toll on us so ensure that you take time to process and recognise what it is you need. Look after your mental health as a priority, taking time for self-care.
The way that we talk and the language which we choose to use holds immense power in shaping perceptions and fostering inclusivity. Our words can uplift individuals, enabling them to feel supported and appreciated, but they also can hurt people’s feelings, causing them to feel pushed out or disrespected. Mindful language has the ability to dismantle stigma and create an environment where everybody feels respected and valued, regardless of their identity. In this blog, we explore language in the workplace in relation to LGBTQIA+ communities.
Stigma is defined as “a set of negative and often unfair beliefs that a society or group of people have about something.” For LGBTQIA+ individuals, stigma can manifest as harmful stereotypes, derogatory language and discrimination. This not only reinforces misinformation and misunderstanding, but it can also negatively impact the mental health and wellbeing of those who identify within the community.
The language which we choose to use plays a crucial role in challenging stigma. By becoming more conscious and intentional with our words and actions we can contribute to a more inclusive and supportive environment.
If somebody has disclosed their preferred pronouns or names, then be sure to use them. For example, they may use they/them pronouns. If you’re unsure, it’s okay to ask:
“What are your preferred pronouns?”.
Keep an eye out as people may choose to include their preferred names or pronouns in their email signature. You could even lead by example and do the same.
Before you speak, consider whether the language you are about to use perpetuates stereotypes. Stereotypes reduce individuals to oversimplified characteristics, reducing their unique identity and reinforcing myths which can be harmful. Equally, never assume somebody’s sexuality or gender identity based on how they look or a specific characteristic. For example, a haircut or hobby holds no correlation to gender identity or sexuality.
As we mention in all our language guides, ensure that your language is person-centred and doesn’t define people based off their sexuality or gender identity. Reducing someone’s identity to a single aspect of who they are can be hurtful. For example, instead of saying “My gay friend, Alex”, say “My friend, Alex”
Be aware of the words that others use and how you respond to them. While some phrases and words may seem harmless, they could be reinforcing negative attitudes. Where possible, try to challenge this language when you hear it in a calm and educational way rather than letting it slide.
Language evolves and some terms which were once commonly used may now be considered offensive. Stay informed about current, respectful and inclusive terminology by educating yourself and listening to LGBTQIA+ voices.
We’ve all heard the term “snowflake generation”, that we’re “oversensitive” and the misconception that it’s all about being “politically correct”. In actuality, it’s simply all about respect and inclusivity. When we use language that affirms people’s identities, we validate their experiences and foster a sense of understanding, support, belonging.
Finally, remember that being mindful of our language is a continuous process of learning, reflection and compassion.
Ensuring that all your colleagues feel supported to be themselves and embrace their individuality in the workplace is essential for creating a positive work environment where everybody feels valued and respected, not just in June for Pride Month, but all year round. Here, we explore some steps you can take to ensure that you are supporting LGBTQ+ members of your team.
Take some time to learn about the history of Pride and the societal issues which continue to impact the LBGTQ+ community. You can then share your learnings and any resources with your team to foster a culture of learning and understanding.
You may also want to consider organising specific opportunities to do this, such as webinars, workshops and events which focus on educating.
It’s essential that your colleagues feel supported to be themselves at work. Be mindful of your language and always avoid making assumptions about a person’s gender or sexuality. Also be sure to use people’s preferred pronouns and encourage others to do the same, if you slip up or make a mistake, just correct yourself, learn from it and move on.
Make sure to be an active and supportive listener without judgement if a colleague chooses to share experiences or open to you. As an ally, stand up to discriminatory behaviour and support your colleague if you witness anything that doesn’t seem quite right.
Encourage your team to participate in local or virtual celebrations to not only show support but also create a sense of community and belonging. You could even arrange your own events.
Make sure that your team knows where they can turn for mental health and wellbeing support resources, as well as encouraging open discussions about the importance of prioritising your mental health.
While Pride Month is an amazing celebration, supporting your colleagues should be a year-round effort. Incorporate diversity and inclusion into your company’s core values and everyday practices and establish resources that focus on LGBTQ+ advocacy.
Our Blue Light roles tend to operate in high-pressure environments where teamwork and mutual respect are essential. In such settings, and more generally in our daily lives, understanding, respecting and embracing the identities of those around us can significantly improve inclusivity and strengthen our workplace culture, this includes gender identity and pronouns.
According to research about the lack of understanding about pronouns and the impact of getting them wrong, a quarter of people in the UK do not understand why people change their pronouns, but almost a fifth (18%) would like to learn. Additionally, more than a third did not recognise non-binary pronouns and more than one in 5 (22%) presumed a person’s pronouns based on their physical or sex-based characteristics.
This research also revealed that 86% of people in Britain did not understand that misgendering somebody can have a negative impact on the individual’s mental health. As a result, in this blog we’ll explore the importance of understanding pronouns and gender identity, practical ways to support others, and how fostering inclusion benefits everyone.
“She/her” and “he/him” are pronouns which many of us are more familiar with because they have been commonly associated with femineity and masculinity. However, not everybody chooses to use these pronouns as they don’t identify with them.
Some people may identify more closely with gender neutral pronouns such as “they, them and theirs” (used in the singular form rather than plural). For example, “Jack was showing me their new coat”.
Another gender-neutral alternative is the “ze/hir” and “ze/zir” pronoun set which originally came from the transgender community. Ultimately, it’s up to each individual on which pronouns suit them. Like many aspects of our identities, pronouns can also be fluid and there are no strict rules. For example, somebody may choose to identify with “he/they” or “ze/him”. Some people would rather avoid using pronouns and would prefer you to just refer to them via their chosen name.
What’s important to remember is that you don’t have to relate in order to respect somebody’s gender identity and pronouns. For instance, you may not feel the need to clarify or adapt your pronouns to better suit your identity, and at first might struggle to wrap your head around why somebody else might not feel the same, but that doesn’t mean that you shouldn’t respect and use the pronouns which somebody else identifies with.
Misusing pronouns, whether intentional or accidental, can feel invalidating and alienating to the individual. Whereas being addressed correctly, affirms their identity and fosters a sense of inclusivity and belonging.
Gender identity is a person’s sense of their own gender, which may or may not align with the sex they were assigned at birth. Common terms you may come across are:
Cisgender: Someone whose gender identity matches their assigned sex at birth
Transgender: Someone whose gender identity differs from their assigned sex at birth
Non-binary: Someone who identifies outside the traditional categories of male or female.
Genderqueer, genderfluid, agender: Other terms used by people whose gender identity falls outside the binary
It’s important to recognise that everyone’s experience of gender is unique, and the best way to understand someone’s identity is to listen and respect how they define themselves.
Really taking the time to learn and understand is a key step in creating an inclusive workplace. Continue to take proactive steps to deepen your understanding of gender identity, diversity and inclusion, and share any resources and training that other’s at work may find beneficial.
Normalise sharing your own pronouns in introductions or email signatures, even if this is something that you don’t usually feel the need to do. For example, “hi, I’m Alex, I use she/her pronouns, how about you?”.
If you’re unsure of someone’s pronouns, politely ask “if you don’t mind me asking, what pronouns do you use?”.
Ultimately, respect and take a mental note of people’s choice’s and assume making any assumptions based on appearance, name, or what you have been told by someone else.
Adopt language, which is respectful of all gender identities, for example:
Mistakes happen. For example, in the rush of an email you may slip up and use the wrong pronoun. What’s important is how you respond to these mistakes. Always apologise, correct yourself, and move forward ensuring it doesn’t happen again. Avoid over-apologising as this can make the situation more uncomfortable and could draw unwanted attention.
Advocate for inclusivity in your workplace by challenging others on their discriminatory behaviours or comments, supporting inclusivity policies and training opportunities, being a safe and trusted colleague for others to confide in if they need to.
When our colleagues feel seen, respected and supported, they’re more likely to thrive in their roles and contribute positively to the team. Inclusive workplaces also improve morale, reduce turnover, and foster a culture of collaboration and mutual respect where everyone feels safe and valued.
Work Christmas celebrations serve as a great way to bring colleagues together, reflect on the year, and boost morale. However, not everyone experiences the festive season in the same way. For some, Christmas joy also brings challenges when it comes to aspects such as personal beliefs, financial pressures, grief, loneliness, or simply differing traditions. When planning your work Christmas event, it’s important to create a celebration that everyone can enjoy. So, here are some key factors to consider:
Not everyone celebrates Christmas whether for religious, cultural or personal reasons. While a Christmas party can be a wonderful tradition, be mindful of language and activities that assume everyone observes the holiday. You could consider a “Festive Celebration” or “End-of-Year Gathering” as a more inclusive alternative, focusing on themes like togetherness, gratitude, or celebrating achievements rather than Christmas-specific traditions.
The holidays can be a tough time for those who are grieving or are experiencing personal challenges; showing sensitivity during this period can make a big difference. For example, let your team know that you are there for them if they need a safe space to talk, and avoid making participation in all events compulsory and let people decide whether they’re ready to join the celebrations.
For many, alcohol is synonymous with Christmas parties, but it’s essential to provide alternatives for those who don’t drink, without questioning or judging why they choose not to. This could mean avoiding centring the events around alcohol-themed activities like a pub crawl, and if there is alcohol involved, ensuring there are alcohol-free alternatives available.
Not everybody is in the same financial situation, and holiday expenses build up quickly. Try to avoid adding the burden of extra cost and putting pressure on your colleagues to spend money. For example, make gift exchanges like Secret Santa completely optional (without judgment if people choose not to be included) and set reasonable spending limits (e.g £5-£10), ensuring that there is no pressure to go overboard with spending.
Ultimately, you know your team best, so try to take into consideration personal preferences when it comes to food, activities and entertainment. Provide a range of food options which cater to everybody, consider activities which everybody can enjoy and participate in and play a mix of music to suit different tastes.
While some may enjoy embracing a lively party atmosphere, others might prefer quieter moments. You could provide a space for quieter conversations and include shared activities which encourage collaboration. Try to avoid putting people on the spot, let them know what will be there and how they can choose to get involved.
For shift workers within the Blue Light community, finding time that suits everyone is incredibly tricky. The same applies for those that might have caring responsibilities or personal obligations. To combat this, you may want to host multiple smaller celebrations or get-togethers to ensure that everyone has the chance to be included.
Ultimately, the goal of work celebrations is to foster connection and show appreciation for your team’s hard work throughout the year. Focus on the positives, creating an event which is inclusive, thoughtful, and that everyone can feel good about attending.
Blue Light Card Foundation, Charnwood Edge, Syston Road, Cossington, Leicester LE7 4UZ
The Blue Light Card Foundation is a registered charity within England and Wales. Charity No. 1 1 9 8 4 9 2
Copyright 2023 Blue Light Card Foundation