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[Music]

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[Music]

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welcome to Sputnik orbiting the world

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with me George Galloway and me Gayathri

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when I started in politics trade unions

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were a power in the land their leaders

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were household names much better known

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than almost all MPs the moderate ones

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got a knighthood Sir Tom Jackson of the

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handlebar moustache for example and even

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left-wing giants like Hugh Scanlon

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frequently ended up in the House of

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Lords Union power was busted by Margot

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of course with a little help from her

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friends who could perhaps have stopped

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her but didn't have the courage and so a

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long dark night of depressed workers

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rights was to follow unions had power in

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the labour party too and could still

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have had it if they hadn't given it away

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to the blandishments of Tony Blair the

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Blair I'd start taking power from the

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unions would ensure they were in power

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in labor in perpetuity look how that

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turned out

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our first guest personifies today's

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union leaders politically savvy firmly

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on the left and running a professional

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organization which delivers for its

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members it would have to deliver because

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he's the man who represents your postage

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he's Dave Ward general secretary of the

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union of Communication Workers gave

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welcome to Sputnik the Royal Mail is

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still called the Royal Mail but Her

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Majesty no longer owns a house

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privatisation working out well it's not

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going very well we've just served notice

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for industrial action will be balloting

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over a hundred thousand postal workers

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next week for industrial action some

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very big issues that we've got to deal

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with some very big differences between

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us and the company I think workers at

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the moment frontline workers in the post

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are under more pressure than I can ever

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remember to work harder faster and

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cheaper and this is to achieve

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completely unrealistic efficiency

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targets which have nothing whatsoever to

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do with

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growing the business or innovating

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services for customers and everything to

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do with making sure that hedge funds and

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the private shareholders get their

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dividend I mean since Romel was

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privatized over 800 million nearly I

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think it is coming up to that has gone

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out at a company being sucked out a

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company which could have been used for

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investment in services and gone into the

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hands of 800 millions in three and a

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half years and the interview factor and

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that it was under sold by servants gable

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who is the shareholders cashed in up in

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a substantial profit within days didn't

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we still paying the price for that now

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and the public is still paying the price

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for that now we've got some big issues

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the company are attacking our members

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pensions I mean this is the irony of

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this is at a time when the company is

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slashing our members pension

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entitlements refuses to give us a pay

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award this year pay rise is focused

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totally on increasing a dividend to its

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shareholders

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well the company was under sold 800

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million pounds has been sucked out of

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the company in dividends to private

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owners and what's the service like to

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the public well I think what's happening

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with the service is it's coming under

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pressure if you went to our local

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offices this is the pressure that I'm

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talking about frontline workers are

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under it's chaotic in a lot of our local

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offices now every day I don't think

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people really know what they're going to

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do from the start they come in the net

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result of that sort of chaotic

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management planning chasing efficiency

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all the time is that deliveries just

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keep getting longer and later the

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company would say that's about

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automation they would say the you know

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it's about making sure they get a return

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on the investment of automation but it

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seems to us amazing that automation

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comes in and the mail actually gets

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there laters was not earlier and so you

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know we've got some big issues we what

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we want to campaign we have been

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campaigning for four pillars of security

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which we want to share in the benefits

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of automation so we want our workers to

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get short

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in hours not longer we obviously want to

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get a decent pay rise but we want to

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change the strategy of the company as

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well we want a new deal on pensions for

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all our members we're not going to

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accept their attack on their pension

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entitlements but we want to change the

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direction it's important that wrong now

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continues to be a company that serves

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the public in this country it's also

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important that it innovates its services

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and we believe is entirely possible

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despite the changing world of

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communications which we acknowledge for

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a company like Royal Mail to continue to

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be successful and but what it's got to

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do it's got to put itself at the heart

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of local communities it's got to put

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itself at the heart of Internet

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transactions and it's got to defend and

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expand on the universal service now what

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about the McDonald's strike shocking

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wages and working conditions

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I think there's never been a time that I

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can remember in my working life where

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workers everywhere are under as much

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pressure as what they are now where jobs

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you know people used to talk about

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employment now we need to talk about the

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quality of jobs and you know there's no

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other way of saying it but there's a lot

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of jobs around yeah and people can't

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make a living and start a life with the

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levels of pay and the conditions and the

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McDonald's story is really inspiring I

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mean for all workers for a company like

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McDonald's for the workers actually my

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grendel was just started working there

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and this is a great moment for the trade

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union movement the workers in places

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like McDonald's are now being organized

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and they're saying they're havin any

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enough I mean we've got the tea you see

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Congress next week and our union is

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putting forward some really strong

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propositions I believe personally that

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such is the nature of their balance of

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forces against us at a moment in the

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world of work if you adding to that

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what's coming down the line with

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digitalization and now that's going to

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change the world at work this is the

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moment for a call to action for workers

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across the piece and the way to do that

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is to set out what we believe is a new

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deal for workers that all workers in

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whatever industry private or public

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sector can get behind and change the

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contractual status of many employees in

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this country

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fight for higher pay decent pensions and

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this is a moment where I think there's

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an onus on all unions to look at common

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bargaining agendas to tackle these

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companies who push forward in secure

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employment it's an opportunity to set

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out what constitutes a new deal for all

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workers in Britain and it's got to be

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supported by a major campaign let's get

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a million workers out on the street by

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about March next year campaigning for a

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new deal communicate what that looks

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like get the labor movement behind it I

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think labour already made a great start

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and the deal is quite a good day for it

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by the way figures out this week show

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that there has never been a sustained

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fall in living standards and like this

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for 150 years can you believe that we're

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talking about what eighteen seventy

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being the only comparable period of a

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sustained fall in living standards now

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you touched on labor up there jeremy

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corbyn's supporting you in your ballot

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he's supporting the McDonald's workers

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and their strike so long time since

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we've had a labor leader supporting

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industrial action it's a great time for

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the movement to come together and

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society to think about being radical and

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changed the world that we living on all

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levels and you know Jeremy Corbyn the

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seam around him John McDonald

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and all of that team deserve huge credit

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for being brave enough to put forward a

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transformative manifesto for talking

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about and delivering on building a mass

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movement and that's why we supported

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Jeremy I think we were one of the first

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unions out of traps and because we'd had

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enough of what New Labour stood for you

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know it was quite clear to us for many

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years that New Labour had walked away

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from ordinary working people and Jeremy

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Corbyn was a catalyst for changing the

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Labour Party and that's why we supported

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him he's now become a catalyst for

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change in the country and and I do think

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that there was a real opportunity one of

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the things I would say about the trade

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union movement is that we spent years as

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union leaders and my predecessors and

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other union leaders predecessors

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telling the Labour Party what it needed

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to do to get back to representing

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working people i think the union

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movement now has to follow the lead of

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calling and we have to set out what

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we're going to do to get back to

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representing working people we need to

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rejuvenate our movement we need a call

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to action I'm not talking about you put

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your head down and you run at them there

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has to be a deliverable plan that all

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unions can get behind and work but I

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believe this is the moment young people

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recognize that and I think one of the

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great things about the general election

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with labels manifesto is that even some

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of the older people who perhaps had

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turned away from labour I think they

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were listening again of course if the

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blare rights within the Labour Party

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hadn't spent the best part of two years

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trying to destroy Jeremy Corbyn we'd

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probably have a Labour government today

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would be labelled negotiating brexit who

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we labor

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presiding over these employment issues

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that you speak of he really has turned

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out to be a bit of a Superman and the

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people like you that loyally stood by

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them when enormous pressures to distance

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yourself to ditch him were there

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you must feel and you're entitled to

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feel absolutely vindicated by a Labour

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vote that went up by four and a half

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million on the last guy I think feeling

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vindicated is part of it but there's

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work to do and I just get this sense

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that there's a platform that called

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winners bill that we've got to get

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behind like no overtime and yeah it was

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if you go back to those periods there

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was some difficult moments even with our

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own members you know we have to be

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honest about that there was a lot of our

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members who were probably struggling

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listening to some of the media stories

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listening to some of the completely

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outrageous attacks on coal beam and the

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media you know carries weight as we know

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but to come out at the end of that with

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that manifesto you know where you talk

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about taking back control when you start

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talking about taking back real control

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of your railways of your energy

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of you know putting the NHS back

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together again a national education

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program this is a fantastic platform

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council housing being built new

279
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employment rights and all I'm saying is

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is you know we we will stick with Jeremy

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Corbyn and that agenda but I think it's

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also time for the trade union movement

283
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to now say to itself what we going to do

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for workers in this country how we're

285
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going to tackle in secure employment and

286
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we're putting that plan forward at the

287
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TU C next week well the best of luck in

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your industrial future and the labor

289
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conference as you say one final thing we

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also represent telecommunication workers

291
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and financial services workers and they

292
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are coming under increasing pressure as

293
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well in their pensions so watch this

294
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space they've watt thanks for joining us

295
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on this but Nick coming up next staying

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with the Royal Mail but looking at

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mental health don't miss it

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welcome back to Sputnik anyone who's

299
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ever dealt with the public as I have on

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a daily basis for decades is well aware

301
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of the increasing prevalence of people

302
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with mental health problems of course

303
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these are the obvious cases green-ink

304
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letters people suffering from paranoia

305
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people who can harm themselves and

306
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others but millions of people have or

307
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will suffer from mental illness in their

308
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lives and they won't be regarded as if

309
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they were recovering from any other kind

310
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of illness either the stigma is absolute

311
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and forever joining us to discuss this

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growing problem is dr. Sean Davis who

313
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heads the safety health and well-being

314
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section of Royal Mail dr. Sean thanks

315
00:13:20,920 --> 00:13:26,110
very much for joining us sketch if you

316
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will the scale of mental illness in

317
00:13:26,110 --> 00:13:30,100
Britain today so we know through the

318
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research into the various charities and

319
00:13:30,100 --> 00:13:34,450
organization that we work with that one

320
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in four will be affected by a mental

321
00:13:34,450 --> 00:13:37,570
health condition so you're quite right

322
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when you say that it will touch many

323
00:13:37,570 --> 00:13:43,060
other than 15 million people yeah yeah

324
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and if you think about how that can it

325
00:13:43,060 --> 00:13:46,480
can affect each even if you're not

326
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directly effect

327
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by it the fight could be a loved one a

328
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family member I would argue that each

329
00:13:50,170 --> 00:13:54,040
and every one of it is going to be

330
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touched at some point to some degree by

331
00:13:54,040 --> 00:13:58,870
mental health most it's where that must

332
00:13:56,110 --> 00:14:00,550
be true if if it's 15 million plus their

333
00:13:58,870 --> 00:14:03,820
families that's more or less the whole

334
00:14:00,550 --> 00:14:08,110
population of Britain this of course is

335
00:14:03,820 --> 00:14:12,279
a range of problems from depression not

336
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wanting to go out to being out and being

337
00:14:12,279 --> 00:14:18,490
extremely dangerous have I got that

338
00:14:16,420 --> 00:14:20,260
right are these the parameters so I

339
00:14:18,490 --> 00:14:22,060
think it is what we call multifactorial

340
00:14:20,260 --> 00:14:24,100
so there's various degrees is a scale

341
00:14:22,060 --> 00:14:26,470
there's various aspects of a and and the

342
00:14:24,100 --> 00:14:29,350
it does range it quite rightly said from

343
00:14:26,470 --> 00:14:30,699
from anxiety and depression through to

344
00:14:29,350 --> 00:14:32,709
serious cases that require

345
00:14:30,699 --> 00:14:34,540
hospitalization long term treatment I

346
00:14:32,709 --> 00:14:36,040
think you're quite right to point out

347
00:14:34,540 --> 00:14:38,290
that it is a scale and the other thing

348
00:14:36,040 --> 00:14:39,790
to remember is that people would move up

349
00:14:38,290 --> 00:14:42,130
and down that scale depending on

350
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particular conditions so you don't fall

351
00:14:42,130 --> 00:14:47,560
into a category you're not a an a-list

352
00:14:45,760 --> 00:14:50,019
sufferer of mental health condition

353
00:14:47,560 --> 00:14:51,940
b-list suffer it depends on lots of

354
00:14:50,019 --> 00:14:53,860
different things can affect that if I

355
00:14:51,940 --> 00:14:55,000
think to my own personal experience I

356
00:14:53,860 --> 00:14:56,610
needed some mental health support

357
00:14:55,000 --> 00:14:59,230
following a bereavement my my

358
00:14:56,610 --> 00:15:01,180
brother-in-law was was suddenly taken

359
00:14:59,230 --> 00:15:04,389
from was really young and I needed a

360
00:15:01,180 --> 00:15:05,889
level of support and that again is part

361
00:15:04,389 --> 00:15:07,480
of a scale some people need it some

362
00:15:05,889 --> 00:15:09,880
people dip in and out of it some people

363
00:15:07,480 --> 00:15:12,610
are on long-term ongoing treatment now

364
00:15:09,880 --> 00:15:15,819
you handle this for Royal mil which must

365
00:15:12,610 --> 00:15:17,620
have a huge number of employees how

366
00:15:15,819 --> 00:15:20,110
prevalent is in the workplace I mean

367
00:15:17,620 --> 00:15:23,139
people reporting sick for mental health

368
00:15:20,110 --> 00:15:25,209
problems so in one in six people in the

369
00:15:23,139 --> 00:15:26,620
workplace are affected with with mental

370
00:15:25,209 --> 00:15:28,449
health conditions and mental health

371
00:15:26,620 --> 00:15:30,730
issues and within Royal Mail we've

372
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tended to focus on what we can do at the

373
00:15:30,730 --> 00:15:34,180
preventative end so obviously we have an

374
00:15:32,290 --> 00:15:36,040
occupational health program where we

375
00:15:34,180 --> 00:15:37,930
will support our our employees should we

376
00:15:36,040 --> 00:15:40,480
need to in the event of them they've

377
00:15:37,930 --> 00:15:41,410
been taken on well but my strategy and

378
00:15:40,480 --> 00:15:43,470
that and the strategy of the

379
00:15:41,410 --> 00:15:45,970
organization is to be at the more

380
00:15:43,470 --> 00:15:47,620
protective and preventative end so we

381
00:15:45,970 --> 00:15:49,870
have a program that we call feeling

382
00:15:47,620 --> 00:15:51,790
first-class and first-class support and

383
00:15:49,870 --> 00:15:54,130
that is our Employee Assistance Program

384
00:15:51,790 --> 00:15:56,260
and we try to create a culture where we

385
00:15:54,130 --> 00:15:57,640
will encourage people to talk about

386
00:15:56,260 --> 00:16:00,160
their own mental health how they're

387
00:15:57,640 --> 00:16:02,860
feeling and to act as coaches support

388
00:16:00,160 --> 00:16:04,990
ambassadors to other people so Romeo

389
00:16:02,860 --> 00:16:07,930
seems like it's at least in this respect

390
00:16:04,990 --> 00:16:09,790
a good employer but that will not be

391
00:16:07,930 --> 00:16:12,250
true across the board will it there'll

392
00:16:09,790 --> 00:16:14,830
be lots of places where people work

393
00:16:12,250 --> 00:16:17,170
where signs are not spotted and where

394
00:16:14,830 --> 00:16:19,510
support isn't given yeah and I think

395
00:16:17,170 --> 00:16:21,190
Rommel I'm really personally really

396
00:16:19,510 --> 00:16:22,780
proud to work for an organization such

397
00:16:21,190 --> 00:16:24,310
as Romell that is committed to the

398
00:16:22,780 --> 00:16:26,290
health well-being and mental health of

399
00:16:24,310 --> 00:16:28,330
our people and I know that I speak on

400
00:16:26,290 --> 00:16:30,370
behalf of the entire senior leadership

401
00:16:28,330 --> 00:16:32,230
team and lots of our people when I say

402
00:16:30,370 --> 00:16:33,580
that they're fully committed to mental

403
00:16:32,230 --> 00:16:35,350
health but unfortunately there are

404
00:16:33,580 --> 00:16:38,290
organizations that are not and that's

405
00:16:35,350 --> 00:16:40,230
the various reasons some people don't

406
00:16:38,290 --> 00:16:42,700
know what to do so they tend to kind of

407
00:16:40,230 --> 00:16:45,820
ignore it and hope these things go away

408
00:16:42,700 --> 00:16:47,170
other people are still just really early

409
00:16:45,820 --> 00:16:49,660
on in terms of discovering themselves

410
00:16:47,170 --> 00:16:51,850
what they could do to protect and

411
00:16:49,660 --> 00:16:54,190
prevent on mental health one thing that

412
00:16:51,850 --> 00:16:56,710
I personally share with people and they

413
00:16:54,190 --> 00:16:58,870
ask me about it is to just do something

414
00:16:56,710 --> 00:17:00,400
anything that Inc creates a culture

415
00:16:58,870 --> 00:17:01,960
where people will talk about mental

416
00:17:00,400 --> 00:17:04,660
health or we'll share their own stories

417
00:17:01,960 --> 00:17:06,670
it's a positive step so obviously Romell

418
00:17:04,660 --> 00:17:08,770
large organization lots of support we

419
00:17:06,670 --> 00:17:10,750
can do lots of things we can we can

420
00:17:08,770 --> 00:17:12,640
influence the fabric of the UK as well

421
00:17:10,750 --> 00:17:14,829
because of the size of us but that

422
00:17:12,640 --> 00:17:21,459
doesn't mean the smaller organizations

423
00:17:14,829 --> 00:17:24,100
the need to allocate the budgetary piece

424
00:17:21,459 --> 00:17:25,390
is an aspect but how much budget do you

425
00:17:24,100 --> 00:17:26,800
need to have a conversation how much

426
00:17:25,390 --> 00:17:28,870
budget do you need to say to somebody

427
00:17:26,800 --> 00:17:30,130
how are you today so there's various

428
00:17:28,870 --> 00:17:32,910
things that people can do and I think

429
00:17:30,130 --> 00:17:35,410
that what you can do is flex and my

430
00:17:32,910 --> 00:17:36,850
personal view is that it's an aggregate

431
00:17:35,410 --> 00:17:39,100
effect we all do a little bit of

432
00:17:36,850 --> 00:17:40,240
something it'll move the debate on you

433
00:17:39,100 --> 00:17:42,280
think about how people didn't talk about

434
00:17:40,240 --> 00:17:43,690
canceling years ago and now people talk

435
00:17:42,280 --> 00:17:45,460
about countering treatments we should be

436
00:17:43,690 --> 00:17:47,830
trying to do the same thing for mental

437
00:17:45,460 --> 00:17:50,410
health well it starts with the fact that

438
00:17:47,830 --> 00:17:52,570
mental health is the Cinderella of the

439
00:17:50,410 --> 00:17:55,960
health system isn't it it doesn't get

440
00:17:52,570 --> 00:17:59,020
the share of budget in the overall

441
00:17:55,960 --> 00:18:01,990
health allocation at least that's what

442
00:17:59,020 --> 00:18:04,630
campaigner say and then there's the

443
00:18:01,990 --> 00:18:07,240
issue of stigma I mean there's no

444
00:18:04,630 --> 00:18:11,340
getting away from this if if you applied

445
00:18:07,240 --> 00:18:13,380
to me for a job and you'd previously

446
00:18:11,340 --> 00:18:16,050
I don't know even an extreme case had a

447
00:18:13,380 --> 00:18:19,140
leg amputated or or had suffered from

448
00:18:16,050 --> 00:18:21,690
cancer yeah I would know I think and I'm

449
00:18:19,140 --> 00:18:23,850
quite an enlightened guy view that in

450
00:18:21,690 --> 00:18:26,000
the same way as if you said to me I want

451
00:18:23,850 --> 00:18:29,160
a job with you but I've previously been

452
00:18:26,000 --> 00:18:30,570
quite seriously mentally ill how do you

453
00:18:29,160 --> 00:18:33,540
deal with that it's about educating

454
00:18:30,570 --> 00:18:36,450
education educating organization so

455
00:18:33,540 --> 00:18:38,160
there is a direct link between good work

456
00:18:36,450 --> 00:18:40,830
and good quality work and policies of

457
00:18:38,160 --> 00:18:42,090
mental health so we would far from right

458
00:18:40,830 --> 00:18:43,950
people offer for a mental health

459
00:18:42,090 --> 00:18:45,990
condition we would actively we would

460
00:18:43,950 --> 00:18:48,840
support them out at work if they which

461
00:18:45,990 --> 00:18:50,400
if they didn't if they went off work

462
00:18:48,840 --> 00:18:51,540
sake we would encourage them back to

463
00:18:50,400 --> 00:18:53,310
work and we certainly wouldn't

464
00:18:51,540 --> 00:18:56,340
discriminate against people coming to

465
00:18:53,310 --> 00:18:57,930
work and and and actually work is really

466
00:18:56,340 --> 00:18:59,400
good for your mental health really

467
00:18:57,930 --> 00:19:01,290
really good and actually that the

468
00:18:59,400 --> 00:19:02,460
relationship piece and working with your

469
00:19:01,290 --> 00:19:04,620
colleagues and having a sense of purpose

470
00:19:02,460 --> 00:19:06,660
when else can be hugely hugely positive

471
00:19:04,620 --> 00:19:09,300
on the recovery piece what else could

472
00:19:06,660 --> 00:19:11,310
the government do you think you talk

473
00:19:09,300 --> 00:19:13,260
about you know the responsibility of the

474
00:19:11,310 --> 00:19:16,020
employers what about the government

475
00:19:13,260 --> 00:19:16,890
itself so the government in my dealings

476
00:19:16,020 --> 00:19:18,780
with the government they've been

477
00:19:16,890 --> 00:19:21,120
supportive of mental health and mental

478
00:19:18,780 --> 00:19:22,320
health agenda as always and you quite

479
00:19:21,120 --> 00:19:24,270
rightly said there's financial

480
00:19:22,320 --> 00:19:28,110
challenges budgetary toilet challenges I

481
00:19:24,270 --> 00:19:29,550
think what they could do is is may

482
00:19:28,110 --> 00:19:30,960
create a movement that pulls

483
00:19:29,550 --> 00:19:32,730
organizations together so the

484
00:19:30,960 --> 00:19:34,680
organizations are sharing best practices

485
00:19:32,730 --> 00:19:36,090
so there's blue awesome work done quite

486
00:19:34,680 --> 00:19:37,680
recently in the last couple of years

487
00:19:36,090 --> 00:19:39,630
where they pulled together best

488
00:19:37,680 --> 00:19:41,100
practices from organizations and shared

489
00:19:39,630 --> 00:19:43,110
that I think more work in that area

490
00:19:41,100 --> 00:19:44,630
could be really beneficial to to help

491
00:19:43,110 --> 00:19:46,530
the smaller organisations or those

492
00:19:44,630 --> 00:19:49,640
organizations are just starting out on

493
00:19:46,530 --> 00:19:52,500
the journey going back to my previous

494
00:19:49,640 --> 00:19:55,650
metaphor or analogy I don't know which I

495
00:19:52,500 --> 00:19:58,170
was if you came in for your interview

496
00:19:55,650 --> 00:20:00,330
with me and you had had your leg

497
00:19:58,170 --> 00:20:03,270
amputated it would be kind of obvious

498
00:20:00,330 --> 00:20:08,040
yeah but mental health isn't as obvious

499
00:20:03,270 --> 00:20:10,440
is it that's the thing because of stigma

500
00:20:08,040 --> 00:20:12,360
I mean what signs do you look for let's

501
00:20:10,440 --> 00:20:15,090
see in your work were in the Royal Mail

502
00:20:12,360 --> 00:20:16,860
so the first thing is be quite right and

503
00:20:15,090 --> 00:20:18,480
obvious but what you can do is create a

504
00:20:16,860 --> 00:20:20,160
culture where people will talk about -

505
00:20:18,480 --> 00:20:21,960
so you try and encourage people what we

506
00:20:20,160 --> 00:20:23,610
need to do is stop people thinking I

507
00:20:21,960 --> 00:20:23,940
can't talk about it I'll be out on my

508
00:20:23,610 --> 00:20:25,470
ear

509
00:20:23,940 --> 00:20:27,379
I'll get the sack or I wouldn't get that

510
00:20:25,470 --> 00:20:29,669
job then what we need to do is create

511
00:20:27,379 --> 00:20:31,919
people who've had that experience to

512
00:20:29,669 --> 00:20:33,840
share their stories I can think of a

513
00:20:31,919 --> 00:20:35,250
number of people within Royal Mail who

514
00:20:33,840 --> 00:20:38,220
have come forward and said to me can I

515
00:20:35,250 --> 00:20:40,080
tell you my story publicly across the

516
00:20:38,220 --> 00:20:42,990
organization and people who've had

517
00:20:40,080 --> 00:20:45,179
short-term absence longer term absence

518
00:20:42,990 --> 00:20:46,799
by Paul etc let me tell you what

519
00:20:45,179 --> 00:20:48,480
happened to me let me tell you what I

520
00:20:46,799 --> 00:20:50,909
didn't let me tell you how I got back to

521
00:20:48,480 --> 00:20:53,129
work and handled it so it's fine people

522
00:20:50,909 --> 00:20:55,169
like me talking about mental health and

523
00:20:53,129 --> 00:20:57,179
what organisations can do but it's

524
00:20:55,169 --> 00:21:00,049
really powerful when when colleagues and

525
00:20:57,179 --> 00:21:03,269
and and co-workers talk about it no

526
00:21:00,049 --> 00:21:05,669
royal Mills obviously the more

527
00:21:03,269 --> 00:21:08,340
enlightened end again I stress on this

528
00:21:05,669 --> 00:21:11,399
issue and with the workers on wages and

529
00:21:08,340 --> 00:21:13,710
conditions and so on but I mean how many

530
00:21:11,399 --> 00:21:16,440
what's the investment by Royal Mail on

531
00:21:13,710 --> 00:21:18,629
health safety well-being how many people

532
00:21:16,440 --> 00:21:20,519
have you got for example under you so in

533
00:21:18,629 --> 00:21:22,710
my direct team we've got 90 people in my

534
00:21:20,519 --> 00:21:25,200
team 90 yeah but but across the

535
00:21:22,710 --> 00:21:26,850
organisation we've got a number of area

536
00:21:25,200 --> 00:21:28,830
safety representatives the workplace

537
00:21:26,850 --> 00:21:31,289
safety representatives I've got a

538
00:21:28,830 --> 00:21:32,970
fantastic relationship with our union

539
00:21:31,289 --> 00:21:35,669
the Communication Workers Union and

540
00:21:32,970 --> 00:21:37,049
unite and we really pulled together on

541
00:21:35,669 --> 00:21:38,639
the safety of and well-being a gender

542
00:21:37,049 --> 00:21:40,200
and I'm I feel really lucky to be

543
00:21:38,639 --> 00:21:42,389
working with those people so we've got

544
00:21:40,200 --> 00:21:47,309
an extended population then have about

545
00:21:42,389 --> 00:21:49,830
120 so you look you north of 200 so but

546
00:21:47,309 --> 00:21:51,690
that is that's a committed team but also

547
00:21:49,830 --> 00:21:53,039
line managers have got responsibility

548
00:21:51,690 --> 00:21:55,019
for safety health and well-being and

549
00:21:53,039 --> 00:21:57,720
we've got a dedicated occupational

550
00:21:55,019 --> 00:21:58,919
health function as well that that we

551
00:21:57,720 --> 00:22:01,049
work alongside so there is a big

552
00:21:58,919 --> 00:22:01,919
commitment to the safety health and

553
00:22:01,049 --> 00:22:05,879
well-being of our people

554
00:22:01,919 --> 00:22:08,909
what could other employers watching this

555
00:22:05,879 --> 00:22:12,360
what could they do because I certainly

556
00:22:08,909 --> 00:22:14,129
know of many employers who haven't given

557
00:22:12,360 --> 00:22:15,929
a moment's thought to this for one

558
00:22:14,129 --> 00:22:17,039
reason or another there's a couple of

559
00:22:15,929 --> 00:22:19,169
things that could do I think the first

560
00:22:17,039 --> 00:22:21,000
thing is just do something so lots of

561
00:22:19,169 --> 00:22:22,799
organizations in my experience want to

562
00:22:21,000 --> 00:22:24,120
create a strategy and a plan and they

563
00:22:22,799 --> 00:22:25,769
want to put it through the various

564
00:22:24,120 --> 00:22:28,200
approval processes and they want to

565
00:22:25,769 --> 00:22:29,399
launch it with big fanfare and of course

566
00:22:28,200 --> 00:22:31,470
there's a governance requirement you've

567
00:22:29,399 --> 00:22:32,940
got to do things properly but there are

568
00:22:31,470 --> 00:22:34,350
other things you can do in tandem just

569
00:22:32,940 --> 00:22:35,850
do a little bit of something just try

570
00:22:34,350 --> 00:22:37,570
and create a culture where people will

571
00:22:35,850 --> 00:22:40,210
have that water cooler commerce

572
00:22:37,570 --> 00:22:42,070
how are you not to take time to listen

573
00:22:40,210 --> 00:22:44,020
that's one thing that could do and the

574
00:22:42,070 --> 00:22:45,490
other things it can go to there's so

575
00:22:44,020 --> 00:22:47,410
many resources out there that they can

576
00:22:45,490 --> 00:22:50,080
look at there's various charities as

577
00:22:47,410 --> 00:22:51,460
organizations like mind there's other

578
00:22:50,080 --> 00:22:53,680
organizations like business in the

579
00:22:51,460 --> 00:22:56,230
community there are a variety of

580
00:22:53,680 --> 00:22:58,180
charities and and and trusts out there

581
00:22:56,230 --> 00:22:59,500
that will gladly share what they've

582
00:22:58,180 --> 00:23:01,390
learned what they're not in two

583
00:22:59,500 --> 00:23:03,160
organizations and help them develop a

584
00:23:01,390 --> 00:23:05,550
strategy so he'd be two things me food

585
00:23:03,160 --> 00:23:08,020
for me it would be just do something and

586
00:23:05,550 --> 00:23:09,010
kind of tap into the existing resources

587
00:23:08,020 --> 00:23:10,510
that we've got available there is

588
00:23:09,010 --> 00:23:12,700
obviously a number of people who fall

589
00:23:10,510 --> 00:23:14,860
out of the system and fall onto benefits

590
00:23:12,700 --> 00:23:16,810
and and not particularly hard times I

591
00:23:14,860 --> 00:23:19,720
think our role as a responsible employer

592
00:23:16,810 --> 00:23:21,670
is to try and avoid that and help

593
00:23:19,720 --> 00:23:23,200
through the education of our our

594
00:23:21,670 --> 00:23:25,360
managers and people to stop that from

595
00:23:23,200 --> 00:23:28,300
from happening and to to help identify

596
00:23:25,360 --> 00:23:30,970
early on when we see these slippage --es

597
00:23:28,300 --> 00:23:34,270
and to put them into the pastoral and

598
00:23:30,970 --> 00:23:36,820
clinical care that they need because for

599
00:23:34,270 --> 00:23:38,650
every move away from the organisation it

600
00:23:36,820 --> 00:23:40,930
gets more difficult to pull them back so

601
00:23:38,650 --> 00:23:42,370
what we want to do is to to support them

602
00:23:40,930 --> 00:23:44,110
and to keep them at work as I said

603
00:23:42,370 --> 00:23:45,730
before good work and good quality work

604
00:23:44,110 --> 00:23:47,710
is good for the mental health and good

605
00:23:45,730 --> 00:23:50,530
for the organization it's a win-win and

606
00:23:47,710 --> 00:23:52,000
in the atomized world of work that we

607
00:23:50,530 --> 00:23:55,330
have now there aren't that many

608
00:23:52,000 --> 00:23:58,000
employers of your scale and size where

609
00:23:55,330 --> 00:24:00,010
these things are even practicable so I'm

610
00:23:58,000 --> 00:24:02,020
glad we've got at least some grip on it

611
00:24:00,010 --> 00:24:05,370
today dr. Sean Davis thank you thanks

612
00:24:02,020 --> 00:24:05,370
for joining us on this but Nick

613
00:24:05,980 --> 00:24:10,269
and now it's your turn to tell us what

614
00:24:08,169 --> 00:24:11,799
you think through the portals of social

615
00:24:10,269 --> 00:24:14,950
media what's rattling Gayatri

616
00:24:11,799 --> 00:24:16,389
so we see Jeremy Corbyn supporting the

617
00:24:14,950 --> 00:24:19,049
workers Adam I don't strike and

618
00:24:16,389 --> 00:24:21,610
supporting they've Ward's unions

619
00:24:19,049 --> 00:24:23,679
industrial actions when was the last

620
00:24:21,610 --> 00:24:26,679
time a Labour leader did something of

621
00:24:23,679 --> 00:24:28,990
the kind Phil Berger says you mean

622
00:24:26,679 --> 00:24:31,000
previous labor leaders because JC has

623
00:24:28,990 --> 00:24:33,909
supported workers in struggle and trade

624
00:24:31,000 --> 00:24:37,779
unions all his life JC for Prime

625
00:24:33,909 --> 00:24:39,669
Minister and Steven Robertson says JC is

626
00:24:37,779 --> 00:24:41,350
talking nuggets he would need a map to

627
00:24:39,669 --> 00:24:43,450
be redirected to what used to be the

628
00:24:41,350 --> 00:24:47,260
heartland of labour in the North East of

629
00:24:43,450 --> 00:24:49,510
England and Scotland well let me tell

630
00:24:47,260 --> 00:24:50,889
you that I joined the Lea shouldn't tell

631
00:24:49,510 --> 00:24:55,299
you this is my wife because you think

632
00:24:50,889 --> 00:24:59,679
I'm 45 I joined the Labour Party in 1967

633
00:24:55,299 --> 00:25:04,389
and I don't know of any Labour leader

634
00:24:59,679 --> 00:25:07,480
from 1967 to 2017 who supported an

635
00:25:04,389 --> 00:25:10,360
industrial strike there you go and as

636
00:25:07,480 --> 00:25:13,539
for the rest some of Corbin's biggest

637
00:25:10,360 --> 00:25:16,600
crowds and the biggest swings to labour

638
00:25:13,539 --> 00:25:18,880
we're in the north and in the labour

639
00:25:16,600 --> 00:25:21,340
heartlands all these anti corbin mpz

640
00:25:18,880 --> 00:25:24,610
doubled their majorities in most cases

641
00:25:21,340 --> 00:25:27,610
it's graceful I mean amazing all the

642
00:25:24,610 --> 00:25:29,110
tweets today which alas means that's the

643
00:25:27,610 --> 00:25:30,970
end of the show but you can stay in

644
00:25:29,110 --> 00:25:33,669
touch with us on social media on

645
00:25:30,970 --> 00:25:36,100
Facebook Sputnik on Russia today or on

646
00:25:33,669 --> 00:25:38,620
Twitter and Instagram RT underscore

647
00:25:36,100 --> 00:25:42,600
Sputnik goodbye from me Gayatri and for

648
00:25:38,620 --> 00:25:42,600
me George Galloway it's been marvelous