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How Travelex Approach Mental Health and Wellbeing 

Hosted by: Travelex

Travelex ChapmanCG

We were proud to collaborate on ‘100% Human at Work’, a project launched by Virgin Unite and The B Team. The initiative is working towards a brighter future of workforces, where their people as seen as human beings, rather than resources.

As part of the project, our New Zealand and Australian partners have been making game-changing steps forwards, as revealed in the latest ‘100% Experiments Collection’.

Travelex, the global currency exchange, is one such partner. Recognising that they needed to have a “prehab” as opposed to a “rehab” approach to mental health within their workplace, read below to see how Travelex approached workplace mental health and wellbeing through systematic and personalised support.

Original content appearing on the Virgin website here.

Mental Health and Wellbeing at Travelex: Systematic and Personalised Support

Travelex logo

At Travelex, we asked our colleagues to what extent they felt supported at work in terms of their mental health and wellbeing. Whilst 78% of colleagues told us they felt supported, when 22% told us that more could be done to support them it was clear that we needed to take action.

We recognised that we need to have a “prehab” as opposed to a “rehab” approach to mental health support for our colleagues, ensuring they have the support they need before a mental health or wellbeing crisis occurs.

The World Health Organization states that one in four people in the world will be affected by mental or neurological health issues at some point in their lives, with around 450 million people currently living with such conditions, placing mental health among the leading causes of ill-health and disability worldwide.

This means that it is of vital importance for Travelex to be providing systemic and structured support to colleagues globally, whilst ensuring that all colleagues’ support plans are tailored to them.

Our wellbeing action plan toolkit is completed by the line manager and the colleague, ensuring that both parties have a practical understanding of the practicalities of their support needs.

  • The plan prompts discussion by asking questions including:
  • What can your manager do to proactively support you to stay mentally healthy at work?
  • Are there any early warning signs that we might notice when you are starting to experience poor mental health?
  • If we notice early warning signs that you are experiencing poor mental health – what should we do?

This living document can then be updated as the colleague’s wellbeing needs evolve. It also means that in the event of a line manager change, the colleagues support needs are already documented, minimising disruption during transition.

Our wellbeing strategy is also underpinned by our people leaders undertaking mental health first aid training, launching mental health support training for people leaders and a global cohort of mental health champions to act as front-line support to colleagues when they need someone to talk to.

By empowering colleagues to ask for support for their wellbeing and mental health, we can create a culture that enables colleagues to build the Travelex of the future, whilst ensuring everyone has the support to feel their best both in and out of work. We will be resurveying our colleagues to measure the impact of our initiatives in the coming months.

To read what makes ChapmanCG 100% Human at Work, read our entry in the 100% Experiments Collection here

 

 

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Key Contributors:

Ben Davies

CEO

Global Management
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Global Management

Ben Davies

CEO

Ben Davies is the CEO at ChapmanCG and is responsible for the continued expansion of the business globally.

He has played a pivotal role in driving ChapmanCG’s rapid growth across the Americas, EMEA and the Asia Pacific. Ben’s previous experience included leading senior executive search assignments for top multinationals in EMEA, North America and the Asia Pacific for ChapmanCG and prior to that, for the London office of Korn/Ferry International. His global mandate includes enhancing ChapmanCG’s ties with global client headquarters in EMEA and North America.

Ben is passionate about best practice executive search and recruitment methodologies and processes. As a result, he has a heavy focus on driving innovation internally at ChapmanCG. He also advises key clients as they build their businesses internationally, and in particular across rapid-growth and emerging markets.

Ben studied Sports Science at the University of Wales, Cardiff. He has successfully completed ultra-marathons in Mongolia and Ecuador.

EA Registration Number: R1111557 Licence Number: 08S3543

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Fiona Jury

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Fiona Jury is the Senior Director, Global Research and Market Intelligence at ChapmanCG. She is passionate about excellence in search delivery and leads ChapmanCG’s global research and market intelligence team in identifying top-quality HR talent.

Fiona’s executive search and recruitment career spans over 20 years, working across multiple markets including Asia Pacific, the United States, the Middle East and Australia/New Zealand. A search consultant at heart, Fiona understands the unique needs of clients. During her time with ChapmanCG, Fiona has delivered on CHRO, Global HR Director, Regional HR Director, Global Talent Head, Global Head of Reward and many other high impact searches.

Prior to joining ChapmanCG, Fiona held a variety of leadership and senior consulting roles at Talent2 and at Morgan & Banks/TMP. She possesses broad industry experience across pharmaceuticals, FMCG, financial services, media, professional services and IT & Telecommunications.

Fiona originally qualified as a Chartered Accountant and spent her early career with Coopers & Lybrand. She holds a Bachelor of Economics (Accounting) from Monash University in Melbourne. Outside of work, Fiona enjoys spending time with family and her three children. She enjoys all sports and is fascinated by human ingenuity and positive psychology.

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