Looking after you
According to Zippia, the average number of companies a person works for in their lifetime is 12. And its important that those companies support you in achieving work-life balance. A 2018 survey of APMP UK members found that 88% of bid and tender professionals felt under stress or had mental health struggles, compared to 59% in the general workplace. We therefore have responded to these findings by providing you with some tips and tools on where to go to ensure you are best supported in your role.
Health and wellbeing
The awareness of mental health and wellbeing issues in both the bid and proposal industry and society in general is increasing. The Organisation for Economic Co-operation and Development (OECD)’s report shows the whole of Europe is struggling with the burden of mental ill health, which affects an estimated 84 million people – one in six. The cost to the UK economy is in line with the average for Europe at 4 per cent of GDP (approximately costing £94 billion per year).
with mental health
UK Economy
As we are all too often reminded, working on bids and proposals can be characterised as frenetic, fast-paced and dynamic. Bid and proposal professionals are often under high pressure and expectations to deliver, often with lack of resources and the support that they really need. It can be both a stressful and rewarding environment to work in.
We're proud to share that, thanks to your support, APMP UK has donated over £1,500 to the mental health charity @Mind, raised from post-tax ticket sales from BIDx Online, held last month. A big thank you to all who made it happen, including our keynotes, roundtable hosts and event partners @NSC.
Workplace Wellness
Evidence suggests there are five steps you can take to improve your mental health and wellbeing.Trying these things could help you feel more positive and able to get the most out of life.
As we are all to often reminded, working on bids and proposals can be characterised as frenetic, fast-paced and dynamic. Bid and proposal professionals are often under high pressure and expectations to deliver, often with lack of resource and the support that they really need. It can be both a stressful and rewarding environment to work in.APMP UK cares about all its members and has provided these resources and information which we hope will be useful. Over the coming months, we will be conducting benchmark surveys to give us more of an understanding about the challenges that our members are facing and what we can do to try and improve things for the industry as a whole.
Regular physical activity is associated with lower rates of depression and anxiety across all age groups.Exercise is essential for slowing age-related cognitive decline and for promoting well-being.But it doesn’t need to be particularly intense for you to feel good - slower-paced activities, such as walking, can have the benefit of encouraging social interactions as well providing some level of exercise.Why not get physical? Here are a few ideas:
Reminding yourself to ‘take notice’ can strengthen and broaden awareness.Studies have shown that being aware of what is taking place in the present directly enhances your well-being and savouring ‘the moment’ can help to reaffirm your life priorities.Heightened awareness also enhances your self-understanding and allows you to make positive choices based on your own values and motivations.Take some time to enjoy the moment and the environment around you. Here are a few ideas:
Continued learning through life enhances self-esteem and encourages social interaction and a more active life.Anecdotal evidence suggests that the opportunity to engage in work or educational activities particularly helps to lift older people out of depression.The practice of setting goals, which is related to adult learning in particular, has been strongly associated with higher levels of wellbeing.Why not learn something new today? Here are a few more ideas:
Participation in social and community life has attracted a lot of attention in the field of wellbeing research.Individuals who report a greater interest in helping others are more likely to rate themselves as happy.Research into actions for promoting happiness has shown that committing an act of kindness once a week over a six-week period is associated with an increase in wellbeing.
Equality, Diversity and Inclusion
The Importance of EDI
Here's a more detailed look at why EDI is crucial:
- EDI practices ensure compliance with anti-discrimination laws and promote a fair and equitable workplace.
- It's not just about ticking boxes; it's about creating a culture where everyone has the same opportunities and feels safe.
- When employees feel included and valued, they are more likely to be engaged and motivated.
- A strong EDI focus can significantly improve employee satisfaction and reduce turnover, saving the organisation time and money on recruitment and training.
- Diverse teams bring a wider range of perspectives, ideas, and experiences, leading to more creative problem-solving and innovation.
- Different viewpoints can help organisations identify blind spots and make better decisions.
- Research shows that companies with strong EDI practices often experience higher revenue growth and better financial performance.
- A diverse workforce can better understand and meet the needs of a diverse customer base, leading to increased customer satisfaction and loyalty.
- Many job seekers prioritise working for companies with strong EDI practices, particularly younger generations.
- A reputation for inclusivity can make an organisation a more attractive employer, helping to attract and retain top talent.
- EDI initiatives create a sense of belonging and psychological safety, where employees feel comfortable being themselves and contributing their best work.
- This can lead to a more positive and supportive work environment, improving overall employee well-being and morale.
In essence, EDI is not just a trend; it's a fundamental aspect of building a successful, ethical, and thriving workplace for the future. To support EDI, in 2021, APMP launched Affinity Groups to:
- Celebrate, share, and learn about different cultures and backgrounds
- Hold space for people with shared experiences and interests
- Network and deepen the APMP membership experience
The Groups include:
- Military and Veterans
- Pride
- Professionals of Color
- Young Professionals
- Mental Health.
To join an affinity group, become a member today [link to registration].
How to promote EDI
To foster a diverse and inclusive workplace, focus on building awareness of unconscious biases, implementing inclusive policies, and creating a culture where everyone feels valued and respected. This involves educating employees, challenging biases, and actively promoting equity and belonging.
Educate and Raise Awareness
Implement Inclusive Policies and Practices:
Foster a Culture of Inclusion
Monitor and Evaluate
APMP UK’s EDI statement
APMP UK values and seeks diversity and inclusiveness within the bid and proposal industry. We advocate for and promote involvement, innovation and expanded access to opportunities to maximise engagement across unrepresented groups within our membership.
APMP UK will commit time and resources to accomplish this objective while serving as a model to other APMP chapters.We will not accept direct or indirect discrimination or harassment of members and other stakeholders. Including, but not limited to, age, disability, gender, marriage or civil partnership, pregnancy and maternity, race (including nationality, ethnicity or cultural background), religion or belief or sexual orientation.
To that end, the purpose of this initiative is to find ways to encourage inclusion, equality and fairness for all in the bid and capture world. Respecting, welcoming and involving all types of diversity is fundamentally the right thing to do. It creates positive outcomes, better performance and greater levels of innovation. We want to encourage our industry and our employers
Goals
Establish, communicate and support commitment to diversity and inclusion through leadership behaviour.
Develop, publish and actively promote an association diversity and inclusion policy.
Create networks and provide support for diverse talent and allies across the membership.
Encourage APMP UK members and affiliates to champion our mission by helping others observe our diversity and inclusion policy.
Continuously look for areas where the association can improve its approach to diversity and inclusion.
Require accountability at all levels for fostering and achieving association diversity and inclusion.
Affirm that access to all chapter board positions, committee and volunteer positions are open to all members in accordance with their talents, experience, qualifications and interests.
Explore APMP UK’s point of view on age diversity
APMP UK is committed to making sure there is no age discrimination within the association. Research shows that age-diverse teams can benefit both individuals and organisations. Inclusion boosts diversity, helps to address skill and labour shortages within our industry. It benefits both APMP UK’s and your own organisation’s reputation and brand.
Explore APMP UK’s point of view on disability at work
APMP UK is committed to ensuring that people with a disability or long-term health condition do not face barriers in accessing APMP UK activities and events.
Having a positive and inclusive approach to managing disability can reap many benefits including commitment, the ability to tap into different perspectives and skills and boosting innovation and performance.
Explore APMP UK’s point of view on health and wellbeing
We all have a duty of care for the physical and mental health and wellbeing of our colleagues within both APMP and our workplaces. The main risks to our workplace health are now psychological with mental ill-health and stress being the top two causes of long-term absence.
Mental or neurological disorders affect 1 in 4 people at some point in their lives. Only around 1 in 8 adults with a problem are getting any kind of treatment.
We all have a duty of care to look out for the wellbeing of both ourselves and our colleagues. Never be afraid to ask for help if you need it or to ask anyone else if they need help.
Explore APMP UK’s point of view on gender equality
APMP UK believes that any form of gender discrimination or harassment is totally unacceptable from both a ethical and legal standpoint.
We all have to play a role in helping to stamp out gender inequality by leading by example, treating people fairly (regardless of their sex), and not tolerating inappropriate behaviour.
All members should feel safe and confident that we will act on a zero tolerance policy towards harassment of any form.
Explore APMP UK’s point of view on race inclusion
Every person, regardless of their ethnicity or background should be able to fulfil their potential within APMP UK and their workplace.
We encourage all members to embrace diversity and call out harassment and discrimination when they see it. Step up and be an ally for everyone else. We commit to take time to educate ourselves, encouraging each other to have uncomfortable awakenings and conversations, and really, truly listen to the voices that need to be heard.
Explore APMP UK’s point of view on religion and belief
APMP UK believes that a member’s religious or beliefs should not affect whether they get a role within APMP UK or benefit from training and events, as long as those philosophical beliefs embrace diversity and inclusion too. Everyone deserves the opportunity to develop their skills and talents to their full potential, work in a safe and inclusive environment, be fairly rewarded for their input and have a voice both within the association and their workplace.
It is important that all members behave to ensure that both the association and workplace culture is an inclusive and safe space for everyone.
Explore APMP UK’s point of view on sexual orientation and gender identity
APMP UK believes that a member’s sexual orientation and gender identity should not affect whether they get a role within APMP UK or the industry or benefit from training and events. Everyone deserves the opportunity to develop their skills and talents to their full potential, work in a safe and inclusive environment, be fairly rewarded for their input and have a voice within both the association and the workplace.
It is important that all members are aware of the need to respect each other’s identities to prevent conflict and any form of harassment and discrimination. Gender identity is a nuanced construct, and we should respect this for every individual. Something that appears as simple as a pronoun can mean a lot, so we all need to think before we make assumptions
Know your rights
Health and wellbeing
Employees have rights to a safe and healthy workplace, including protection from work-related stress. If stress becomes a serious issue, employees can seek support, adjustments, or even take time off work. If an employer fails to meet their duty of care, legal action may be possible
Some useful unbiased resource, click to visit their sites:
EDI
In the UK, individuals have legal rights related to equality, diversity, and inclusion (EDI) in the workplace, primarily under the Equality Act 2010. This act protects against discrimination based on "protected characteristics" such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Some useful unbiased resource, click to visit their sites: