We are delighted that Liana will be joining us at our People First Summit in Edinburgh later this month where she will be presenting our afternoon masterclass: “Proving the value of prevention: Practical steps to measure success”. Preventing illness in the workplace isn’t new. But as workplace health risks rise and costs increase, the picture is becoming more complex. Offering practical and actionable steps, this session, led by Vitality’s Director of Corporate Sales, Liana Jones, will examine how, if done properly, a truly preventative approach doesn’t just keep employees in better health and more productive but can also deliver significant ROI. The solution is not just standalone wellbeing initiatives (or many), it’s an integrated end-to-end approach focused on early risk detection, timely intervention and clear navigation into the right support where needed.
We can’t wait for Liana’s session so we caught up with her to see how she’s feeling in the run up to the summit:
Hi Liana, we are thrilled that you are joining us at the People First Summit in November. Our first and most important question is, how are you doing today?
I’m doing well thank you. Really excited to be part of the Summit and to share ideas with so many HR and wellbeing leaders. I’m particularly looking forward to discussing how employers can move beyond good intentions and demonstrate the value that investing in employee health can deliver for both their people and their business.
As a leader based in the region, what are the main challenges you are facing when it comes to employee wellbeing and mental health?
Many employers are facing increasing health-related costs, rising levels of absence and growing pressure to support employee wellbeing with limited budgets. At the same time, workforce needs are becoming more diverse and complex. One of the biggest challenges is helping organisations identify where to focus their efforts and how to prove that investment in health and wellbeing is delivering measurable outcomes.
What strategies have you seen developing over the past 6 months, both internally and externally, that are moving the dial on wellbeing in the workplace?
We’re seeing a shift away from standalone wellbeing initiatives towards more joined-up health strategies. Employers are increasingly using data and insights to understand workforce needs, detect risks earlier and provide targeted support. There is also a greater focus on prevention, behaviour change and making it easier for employees to access the right support at the right time, rather than waiting until issues become more serious and costly.
Why is employee wellbeing so important to you personally?
Having spent more than 20 years working in healthcare, I’ve seen first-hand the impact that poor health can have on individuals, and organisations. I believe employers have a unique opportunity to positively influence the health of their workforce. Helping businesses create healthier, happier and more productive workplaces is something I am genuinely passionate about.
Other than AI, are there any challenges that you are seeing for the first time and how are you addressing them?
The growing link between physical health, mental wellbeing and productivity is becoming increasingly apparent. Employers are also seeing more variation in health needs across different generations within the workforce. Understanding these differences and providing personalised support is becoming increasingly important to ensure health and wellbeing strategies remain relevant and effective.
What areas do you think employers should be focused on over the next 12 months?
Understanding the health needs of their workforce through meaningful data and insights and identifying opportunities for early intervention and prevention before health issues escalate.
Do you feel that investment in employee wellbeing in the region is increasing or decreasing and is that a direct reflection on HR leaders’ increasing ability to demonstrate effective returns of their strategies to leadership?
I think the picture is mixed. Many organisations are operating in an environment of rising employment costs, wage inflation and ongoing pressure to do more with tighter budgets. As a result, every area of spend is under greater scrutiny, including wellbeing initiatives.
However, where investment is being maintained or increased, it’s often because HR leaders are becoming more effective at demonstrating the link between employee health and business outcomes. Organisations that can show improvements in engagement, productivity, absence, retention and healthcare costs are finding it much easier to secure ongoing investment and support from senior leadership teams.
Increasingly, wellbeing is being viewed less as a discretionary benefit and more as a strategic investment that can help organisations manage costs and improve performance over the long term.
How has your organisation been leading the way?
At Vitality, prevention sits at the heart of everything we do. We believe healthier employees are more engaged, more productive and ultimately contribute to stronger business performance. Our focus is helping employers move from reacting to health issues once they’ve occurred to identifying risks earlier and supporting people before those issues escalate.
Through our shared-value approach, we align the interests of employers, employees and the insurer by encouraging and rewarding healthy behaviours. By combining data, technology, incentives and access to the right healthcare support, we help organisations create healthier workforces while also addressing some of the challenges businesses face today, including rising healthcare costs, sickness absence and productivity pressures. Most importantly, we help employers measure the impact of their investment and demonstrate the value that a preventative approach can deliver.
Liana will be speaking at our People First Summit in Edinburgh on November 23. Click Here to visit our website, find out more and book your place to join us.
