The British Cleaning Council and members write monthly columns for both Cleaning and Maintenance and Tomorrow’s Cleaning. You can read recent columns below.
To read the columns as they originally appeared, please visit https://cleaningmag.com/columnists and https://www.tomorrowscleaning.com/back-issues
Businesses have a big part in supporting the mental health of staff
By David Garcia, British Cleaning Council Deputy Chair. (This column first appeared in Tomorrow’s Cleaning magazine).
I saw the results of a survey of employers last month in which the majority – 57 per cent – said mental health was their greatest concern regarding 
their employees.
The survey was specifically about the impact of remote and hybrid working on staff but, all the same, it really highlighted how important the issue of mental health is becoming in the workplace.
Of course, the same can be said in the cleaning and hygiene sector. Many staff in our industry suffered mentally during the Covid 19 pandemic, working on the frontline to keep others safe and well, which led to anxiety and stress.
That was rapidly followed by the cost of living crisis, resulting in more worry and concern over the soaring costs of energy, food and other essentials.
Even without these two crises, many cleaning staff perform challenging roles.
Most cleaning staff do not have cushy desk jobs. Whether you are a housekeeper, window cleaning or domestic cleaner, you do a physical job, often at a high speed of knots.
There is the risk of slip and trip injuries, manual handling injuries, injuries from repetitive tasks and health conditions caused by the repeated exposure to chemicals.
Cleaning staff also face specific challenges when it comes to mental health. Many colleagues work remotely, unsocial hours or are lone workers, any of which can take a toll on mental health.
And while we in the industry know that staff are skilled and professional, performing a vital role protecting the safety and well-being of others and the health and wealth of the nation, this is not always recognised by society at large. This lack of respect or recognition can also have adverse effects.
These problems can be compounded by the sorts of issues we all face, such as grief and physical ill-health.
These factors can cause a wide range of issues, from low mood and stress to severe depression and debilitating anxiety.
The business sector as a whole is starting to recognise and accept the need to support staff in this area.
Of UK companies surveyed, 60 per cent said they believed the importance of providing support for mental health for their workforce had increased.
Companies can offer a wide range of support. For example, benefits such as private medical insurance can include employee assistance programmes, talking therapies or inpatient stays. Other help may also include grief counselling and addiction support. Understanding and support from managers and colleagues also goes a long way.
In the cleaning and hygiene sector, the message is being heard loud and clear.
BCC member the Cleaning and Support Services Association (CSSA) highlighted the issue of mental health throughout September, with the aim of helping break the remaining stigma around the issue.
Among other things, it highlighted the five steps to mental well-being recommended by the NHS, such as connecting with other people, being physically active, learning new skills, giving to others and paying attention to the present moment (https://www.nhs.uk/mental-health/self-help/guides-tools-and-activities/five-steps-to-mental-wellbeing).
Improving mental health support and awareness for members has been one of BCC member the Textile Services Association’s (TSA) priorities in recent years.
The TSA’s initiatives in this area include the creation of a Well-being Hub, an online resource containing training and support resources tailored to the specific needs of the laundry industry, the launch of a mental health awareness course for managers and a mental health first aid training course.
At one time, mental health was a taboo subject which people were ashamed to discuss. Though there is still some way to go, we do seem to be moving past that to a place where those in need can ask for support and receive it, and business has an important role to play in that shift.
Why domestic abuse is a business issue
Susan Bright, CEO of the Employers’ Initiative on Domestic Abuse. (This column first appeared in Cleaning and Maintenance online).
I first started thinking about domestic abuse as a business issue several years ago when I was UK Managing Partner at a global law firm, and led the introduction of my firm’s domestic abuse policy. Until then, I had thought of domestic abuse as a private issue that usually happened behind closed doors. I had not realised how widespread domestic abuse is, and how employers are uniquely positioned to do something about it.
When our domestic abuse policy was introduced and we started talking about domestic abuse within the business, I saw the impact first-hand – how people were empowered to seek help, and the vital role that employers can play. It is not about employers becoming experts in domestic abuse, but it is about learning how to spot the signs, knowing how to respond, and where to refer people for support.
I am now the CEO of EIDA, a membership network of over 1,700 UK employers committed to tackling domestic abuse. Our mission is for every UK employer to take effective action on domestic abuse and protect their employees.
Some of the employers we speak to are surprised to hear us talking about domestic abuse as a workplace issue. Many are not aware that they have a common law duty of care towards their employees affected by domestic abuse, as outlined in the Statutory Guidance accompanying the Domestic Abuse Act 2021.
Domestic abuse can happen to anyone. It affects 1 in 4 women and 1 in 7 men in the UK and costs businesses in England alone an estimated £17 billion each year through decreased productivity, lost wages, sick pay, and absenteeism. With the rates of domestic abuse being as high as they are, every business will employ someone who is a victim-survivor of domestic abuse – or who knows someone who is.
Crucially, work may be the only safe place for someone experiencing domestic abuse. It can be a physical refuge from violence or the threat of violence, and be a place of support and a social network for someone being isolated from their friends and family. Having a supportive manager or colleagues who can spot the signs of domestic abuse, lend a listening ear, or provide practical support can make a world of difference to someone experiencing abuse.
Having a supportive employer is especially important for people who may face additional barriers to speaking out and seeking help. These barriers may be economic, if someone is financially dependent or they are on a temporary visa, which could lead to them being economically reliant on their abuser. It may be language, such as those for whom English is a second language, or socio-cultural for those who don’t have a strong support network. For all employees regardless of their circumstances or background, having awareness of what domestic abuse is and the help that is available, is most important.
Our employer members consistently tell us that when they announce their workplace response to domestic abuse, their employees come forward and disclose their current or past lived experiences. People also disclose to us at EIDA virtually every time we give an awareness-raising talk for an organisation. When domestic abuse is not talked about, people suffer in silence. But when employers signal that they are there to help and that they want their workplaces to be a place of safety, affected individuals begin to feel empowered to share their stories and seek help – often for the first time.
The cleaning sector is one of the UK’s leading employers, with nearly 1.5 million employees and over 70,000 businesses. The Covid-19 pandemic highlighted how crucial the cleaning sector is to the safe functioning of our society. A core part of the cleaning sector’s mission is keeping people safe – and taking action on domestic abuse is a big step in that direction.
We encourage all employers to join EIDA. Membership is free and gives you access to a host of resources, including the EIDA Handbook; which is a step-by-step guide to introducing an effective workplace domestic abuse response, a template domestic abuse policy, easy-to-follow practical guidance for Managers, webinars and events, and a network of other engaged employers. Any UK employer can sign up here.