Morson scoop Investing In Talent award for health and wellbeing scheme

James Kenealey wellbeing



  • Morson win 'Most Innovative Benefit' at the annual Recruiter Investing In Talent awards 2019

  • The award recognised our health and wellbeing initiatives, with a focus on mental health in the workplace

Morson Group were delighted to come away winners of ‘Most Innovative Benefit’ in the Recruiter Investing in Talent Awards 2019!

The award, which praised our newly expanded and developed health and wellbeing programmes, was presented to the team at a black-tie event at The Brewery, London on Thursday 31st October 2019.

Morson was recognised for the newly holistic approach to our health, wellbeing and engagement strategy across the business. Developing on from our existing MorFit programme, the new strategy particularly shines a new light on mental health in the workplace.

On presenting the award, the judges commented that they were impressed that:

“MorFit gets under the skin of mental health issues and addresses them brilliantly. For example, when Morson received feedback that a large number of its contractor workforce wanted to discuss their own mental health struggles and the management team didn’t feel confident in navigating this on their own, Morson arranged special training to suit their specific needs.”

Morson recognises that any working environment has the potential to exacerbate mental illness and that many areas in which the company operates may have stress-inducing factors, such as rapid working pace, physical demands and delivery deadlines.

We also understand how crucial it is that line managers are equipped to spot warning signs of declining mental health. The superficial question “How are you?” has linguistically lost its potency to properly probe a person’s health, especially among those for whom the traditional “stiff upper lip” predominates.

Morson’s programme targets mental illness, which can have a devastating impact on day-to-day life, such as depression, anxiety, stress, panic attacks and addictive behaviours, and was designed to promote early recognition and response, in addition to promoting good mental health.

Since it began, the initiative has trained its first aiders to spot red flags and take steps to offer assistance and guidance.  Emphasising that this was an employee-led initiative was key, while removing formality around training and communication norms was also a high priority.

Step-by-step guidance on fostering good mental health has been provided. Special events, such as workshops hosted by speakers including performance coaches who have worked with top athletes, have also been offered. While the campaign initiated with 20 first aiders, this has since swelled to 40, ensuring that all employees have access to a first aider within a 45-minute commute. In future, the company plans to train 80 individuals.