With vacancies proving hard to fill, manufacturers that invest in mental health strategies are seeing increased staff retention and enhanced productivity.
Mental health and employee wellbeing are finally getting the attention they deserve. A decade ago, these topics were rarely discussed in the workplace, with many organisations viewing them as secondary concerns. Today, the pandemic, lockdowns and the ongoing cost of living crisis have pushed the need for strong people strategies to the forefront.
Counselling, health screening and mental health first aiders are becoming the norm in factories, with 85% of UK manufacturers now seeing it as their duty to encourage and promote physical and mental health wellbeing. For 90% of companies, this commitment has brought a boost in productivity and improved workforce relations.
One company leading the way is AW Hainsworth, a manufacturer demonstrating how putting people first can directly impact business performance. From its mill in West Yorkshire, one the last truly vertical woollen mills in Britain, Hainsworth has been responsible for some of England's most iconic looks, dating back to the scarlet uniforms worn during the Battle of Waterloo.
With over 240 years of expertise, this ‘small company with a large presence’ balances traditional craftmanship passed down through generations with technical innovation and new product development. Constantly looking ahead, the company serves a diverse global customer base, from haute couture to protective clothing, cue sports to luxury airline interiors.
Three years ago, Amanda McLaren joined as Managing Director and immediately set about implementing a people-first strategy. At a recent Monthly Industry Meet-up, Amanda shared the results of transforming Hainsworth’s culture, offering a blueprint for any business struggling with absenteeism, workforce wellbeing or engagement.
Five key lessons to elevate worker wellbeing
- Start with Mental Health
Amanda recognised a key problem early on: the lack of meaningful conversation about mental and occupational health. The business had an aging workforce, with almost two dozen staff members over 60, combined with a relatively high long-term sick rate and higher-than-average short-term absenteeism.
To turn things around, Amanda partnered with a mental health charity and set the goal of having 10% of staff trained in Mental Health First Aid. The immediate appetite for training within Hainsworth shows that people often have a hidden desire for change that can be unleashed through encouragement and support.
- Make Wellbeing Part of Your DNA
One-off, isolated programmes aren’t enough. After rolling out mental health workshops and training, Amanda allocated £20,000 for mental health and wellbeing in the company’s annual budget.
“As leaders, you have to be prepared to put money on the table. Don't play at it. Recognise that wellbeing isn’t just a ‘nice to have’ – it needs to be part of your strategy and supported financially. Commit the budget and show employee that it’s a permanent, core focus.”
- Provide Support
Amanda introduced bi-monthly workshops addressing real-life challenges like anxiety and financial concerns, alongside quarterly talks from experts on specialised topics such as prostate cancer, menopause and even suicide prevention. Regular on-site counselling sessions have also become a crucial resource, ensuring employees can access help directly within the workplace, with Hainsworth covering the costs associated with the charity’s time for these sessions.
“By proactively tackling issues like depression, we are not only providing immediate support for our employees but also helping alleviate pressure on the NHS by reducing the number of individuals waiting for mental health services. Our commitment to mental health support creates a ripple effect that helps individuals, strengthens our company and contributes positively to the wider community.”
- People First, Returns Will Follow
Since implementing these initiatives, Hainsworth has cut its long-term sick rate by more than half and reduced absenteeism due to mental health to under 1%. This transformation has fostered a culture where employees feel genuinely supported and valued.
The financial and time costs associated with recruitment can be staggering – between 15% and 20% of the employee's salary, depending on seniority. When workers feel a strong sense of belonging and support, the need for frequent hiring diminishes, leading to substantial savings. Additionally, employees feeling secure in their roles results in a more stable and productive work environment, fostering innovation and collaboration.
- Leadership and Empathy Go Hand in Hand
Ultimately, Amanda’s message is that leadership isn’t just about hitting numbers and focusing on growth – it’s about leading with empathy. Leaders must be prepared to put resources behind wellbeing initiatives and make emotional intelligence a core part of their leadership style. With the right strategies in place, manufacturers can create a culture where people feel supported and performance thrives.
Action Steps for Your Business
Assess Your Workforce’s Needs: Conduct an internal review of absenteeism rates, employee well-being and engagement. Identify any gaps that could be addressed through mental health support.
Budget for Well-Being: Don’t just talk about improving well-being – commit a portion of your budget to fund workshops, training and resources.
Provide Regular, Real-Life Support: Bring in specialists, engage with local charities and offer ongoing workshops to tackle topics relevant to your employees’ lives.
Foster Open Dialogue: Create a workplace where employees feel comfortable sharing their experiences and concerns without fear of judgement. This openness can lead to stronger connections, reduce stigma and promote a culture of empathy and support.
Join our Next Monthly Industry Meetup!
The opportunity to openly discuss challenges, opportunities and solutions is what makes the Made in Group’s Monthly Industry Meetups so invaluable.
During these captivating virtual events, industry experts, thought leaders, and professionals gather to share knowledge, insights and best practices.
The goal is to foster collaboration, inspire innovation, and drive growth within the manufacturing community.
Each month, we feature three engaging talks from Made Members, focusing on best practices around key themes that shape the future of manufacturing, including Global Trade, People & Skills, Future Factories, and Sustainability.
Presentations are followed by interactive Discussion Groups. These virtual roundtables enable Members to exchange ideas and gain further insights on their chosen topic.
We look forward to seeing you at the next one:
Midlands SIGN UP
Yorkshire SIGN UP
*Header image courtesy of Freepik
