This time of year always seems odd to me. The high life of Christmas and the New Year is over. The weather is cold, or windy or wet or all three and more!  Days are still short and seem to pass rather sluggishly. What is there to do?  Where are we to go? And even….what is the point?

This sort of atmosphere may well hover over any chaplaincy situation. And a chaplain may not have much to offer by way of making an obvious practical difference. But there is always one vital thing, and that is….to listen.

To listen, bringing space for words that might clear the air a bit.
To listen, bringing, counter intuitively, an accepting silence that can exhaust the ennui.
To listen, bringing affirmation of the speaker even if the words are wooden or sullen or hopeless.
To listen, not appraising, not thinking about a retort, not judging, but simply lending an ear that may enable a speaker to understand themselves better.  Maybe even formulate a way ahead, but certainly to feel, at least, regarded and worthy of the time.

This is a gift every chaplain offers on every visit and may it be taken up often. Institutions and groups need to listen too, although it is often a harder discipline given the distance both literal and metaphorical between those who make up the institution.  Again, chaplains may have a role here as they often can act as a “connector” between different groups or “levels” in a company or organisation. This is hardly a comfortable role even in a situation of mild conflict. Think “management” and “workers”! But it can play a vital role in bringing humanity into the structure of a workplace.

So, talk of chaplains, listening, and organisations leads me to say, CWC wants to listen too. If you’re a chaplain we request a couple of minutes of your time to respond to a short questionnaire. Sorry! We know those are often not popular, but please bear with us. We do want to know what resourcing you may need in chaplaincy. We do want to know whether you find CWC of use or not! So please click the link below and complete our short survey.

What we will find from this listening will shape the work of CWC into the future and determine its course, if there is to be one! Please do help us. The form is not long or complex.  We do value what you will have to say, so, please, say it.  Honestly… we are listening!
 
Paul Hills
Vice Chair, CWC

The pressures of life for are arguably more prevalent than they have been for some considerable time and further, affecting  a wider range of socio economic groups. Covid has had an enduring effect which affects day to day life now and will continue to do so.

Vulnerability, I think, is now a stronger feeling than security. Most are more comfortable with creating certainty than uncertainty. Humanity is adaptable, finding successful ways of adapting. any of our workplaces recognise times are different and are engaging with it. Some are not and some are finding it difficult.

As noted in our recent presentation to the Ely Cathedral Business Group and Chamber of Commerce event last month there are many indicators. Sickness levels are higher for example and we heard that the ‘spirit’ of the contract of employment has changed, the words are the same but attitudes are different.
Wellbeing in the Workplace is an old concept, with many notable companies and organisation noted for taking it seriously but it was often just paid lip service to but judging from the feedback, it is now being taken much more seriously. 

As I said in 2021 the business life of the country and the world has changed.  Working practices have changed. Home working is now established, there are a significant majority who do not want to return to a place of work, others who would prefer a ‘hybrid’ arrangement and a minority who wish to work full time in a place of work. This new landscape is a challenge, both for employers and employees. The initial tensions between the two group  are now seen in resolving differing attitudes to remote and hybrid working. Managing wellbeing is significantly more challenging when employees are remote, even for part of their work time.

We never forget those in smaller organisations who don’t have the resource to engage with wellbeing and of course we are still trying to find ways to be effective with the self employed. Many aspects and attitudes to and of life are changed, some even for the better.

I’d like to take this opportunity to thank the many dedicated chaplains, who devote so much time and energy to all our communities in the region, our patrons, supporters and the wonderful team you have at CWC who do so much to develop, support and promote chaplaincy.
With every good wish and blessings for the New Year

Alastair Ure Reid
Chair, CWC

These two words formed the theme of a recent CWC presentation which was given by Paul Hills, Vice Chair of CWC when we were invited to be guest speaker at the Ely Informal Networking Evening hosted by Cambridgeshire Chambers of Commerce and Ely Cathedral Business Group.

We were encouraged by the wide ranging questions and discussions that arose from the talk as Paul examined why wellbeing of staff and managers plus the self employed is essential.

Paul discussed the recent research from the ‘Health and wellbeing at work 2023’ (Simply Health and CIPD report) which states:

• Levels of sickness absence are the highest in a decade at 7.8 days per employee per year.
• Employers need to keep employee wellbeing at the top of their agenda…
• 70% of respondents see their health and wellbeing activity as an opportunity to boost employee engagement.

The CWC talk presented by Paul also discussed the ways wellbeing are front and centre of employer’s minds in a post-pandemic world as businesses face a complex mix of issues including increased mental health challenges at work, staff who want value-led principles from their employer and the knock-on effect of financial struggles;

• Over half (53%) of organisations now have a stand-alone wellbeing strategy.
• 43% continue to take measures to support employee health and wellbeing in the wake of COVID-19.
• Most organisations take a holistic approach to employee wellbeing with mental health continuing as the most common focus.
• Financial wellbeing, a previously neglected area, is receiving increased attention
• 57% report their health and wellbeing activity is designed to promote financial wellbeing to a large or moderate extent.
• More organisations have employee assistance programmes (EAPs) for all or some employees (2023: 84%; 2022: 74%). 

Following Paul’s overview of the current hybrid workplace environment and wellbeing challenges he explained how Workplace Chaplains can be a ‘safe space’ – impartial to the business providing a listening and understanding ear for all those who need it.

Harvey Bibby, Chair of East Cambridgeshire Chamber reflected on what a valuable service Chaplaincy can bring to businesses and their employees and we were pleased to have lots of encouraging conversations with local employers and business owners alike.

We’re very grateful to the Chamber for inviting us as guest speakers and to the Poet’s House team in Ely who kindly hosted the event.

On September 16^th we attended a special Evensong at Peterborough Cathedral dedicated to “Celebrating Chaplaincy”. Over 20 Chaplains from across Cambs and from different settings attended with networking and refreshments afterwards.

At the service a booklet was launched on:
“Chaplaincy in Peterborough” which has been compiled and edited by Professor Paul Ballard (former trustee of CWC) using experiences of chaplains throughout Peterborough.

Light Project Peterborough, who manage the Street Chaplains in Peterborough, has coordinated the contributors and CWC have encouraged and funded the artwork, printing and design costs.

Prayer for Workplace Chaplains used at Evensong service

Loving and ever-present God,
You come to find us wherever we are,
and there is nowhere beyond your reach.
We give you thanks for chaplains, lay and ordained, paid and voluntary,
who live out your presence in workplaces and organisations
throughout this county of Cambridgeshire and all over the world.

As we celebrate and affirm the work they do,
and the difference they make to the wellbeing of people and organisations,
so bless all those currently engaged in chaplaincy
and all who are exploring if this may be the way forward for them,
through Christ our Lord. Amen.
 
We pray for the various workplaces across Peterborough and Cambridgeshire where chaplains currently serve,
and for those who offer chaplaincy on the streets of our towns and cities;
We ask that they may feel recognised, heard and valued
for what they contribute to their respective contexts;
coming alongside people and listening to their stories,
helping them to encounter your love for all your people.
Sustain and strengthen them in their ministry,
and at this time of economic stress, uncertainty and hardship for so many,
encourage more workplaces
to recognise the support that chaplaincy brings to their workforce.
 
We pray for those chaplains who are able to use their role
to speak truth to power,
to defend the vulnerable and challenge injustice;
that they may be granted your wisdom and your courage;
through Christ who is the Prince of Peace.
Amen.

Closing Hymn at Evensong celebrating Chaplaincy

Lord, you give the great commission:
‘Heal the sick and preach the word.’
Lest the Church neglect its mission,
and the gospel go unheard,
help us witness to your purpose
with renewed integrity;
with the Spirit’s gifts empower us
for the work of ministry.

Lord, you call us to your service:
‘In my name baptize and teach.’
That the world may trust your promise,
life abundant meant for each,
give us all new fervour, draw us
closer in community;
with the Spirit’s gifts empower us
for the work of ministry.

Lord, you make the common holy:
‘This my body, this my blood.’
Let us all, for earth’s true glory,
daily lift life heavenward,
asking that the world around us
share your children’s liberty;
with the Spirit’s gifts empower us
for the work of ministry.

Lord, you show us love’s true measure;
‘Father, what they do, forgive.’
Yet we hoard as private treasure
all that you so freely give.
May your care and mercy lead us
to a just society;
with the Spirit’s gifts empower us
for the work of ministry.

Lord, you bless with words assuring:
‘I am with you to the end.’
Faith and hope and love restoring,
may we serve as you intend,
and, amid the cares that claim us,
hold in mind eternity;
with the Spirit’s gifts empower us
for the work of ministry.

Words: Jeffery Rowthorn (b.1934)
Copyright © 1978 Hope Publishing
Tune: Abbots Leigh

As chaplains we meet people at challenging times in their lives, facing the illness or death of someone they are close to or indeed facing their own mortality. We meet people who through a variety of circumstances have lost home or job or relationships. The foundations of their lives have shifted, and they have yet to find secure ground on which to move forward.

My work as a chaplain has much in common with my work as a volunteer with Cruse Bereavement Support. Those who refer to Cruse will have had a significant bereavement either quite recently or often many years previously.  They are preoccupied with feelings of loss and in turning to Cruse for support they are looking for a way to manage the pain of loss and to move forward.

Grief is not straight forward. Our coping mechanisms are determined by many factors including the support we have in our lives, our personalities, our experience of previous losses and what happens on our journey forward. Each of us has an individual response to grief and loss and there is no single map to guide us. The journey from loss to recovery is not linear. There are many obstacles on the way and most of us need a helping hand at some stage.

As chaplains we are accustomed to working with loss, yet it is good to be reminded of the skills which will help us in our work, and which are most effective in helping others. Dr Catherine Grimley of the University of Warwick has recently launched a report that gives new insight into how age, gender, ethnicity and sexuality can all affect people’s choices of formal and informal support as well as how they find it. There are differences in responses between the under 50’s and the over 50’s.

Over 50’s often saw seeking help as a weakness and don’t like causing a fuss. They are also more reluctant to use technology or digital support which is on offer. The under 50’s report lack of time and a perception that support is not available. Participants from ethnic minority groups found the value of support was compromised where there were language barriers and a lack of cultural and religious understanding. LBGTQ+ respondents valued non-judgemental understanding and a feeling of belonging which may be lacking in wider society. Men preferred more informal and practical support and many people asked for practical coping strategies.    

In this comprehensive report certain universal requirements for bereavement support, informed by participants in the study, stood out: The importance of attentive and caring listening.  People need to feel understood. They need to be able to talk openly without fear of judgement. They need a safe and supportive space in which to explore their feelings. The chaplain or counsellor also needs to give dedicated and unhurried time to the bereaved.

Let us be mindful too that those of us providing support to the bereaved in our chaplaincy roles have invariably suffered our own losses and supporting others on their grief journey may also trigger reactions in us. Worden reminds us that counsellors are well known for their inability to negotiate their own help and support systems. Those of us engaged in grief work need to know where we get emotional support, what our limitations, when we have reached saturation point and how to reach out for help when we need it.

Good supervision should be built into the fabric of our roles. If it is not, we may need to reach out to other chaplains for support and to raise our needs with our supporting organisations.

And finally, from The Mole, the Fox and the Horse by Charlie Mackesy (image credit):
“When have you been at your strongest?” asked the boy.
“When I have dared to show my weakness”.
“Asking for help isn’t giving up”, said the horse.
“Its refusing to give up”.      

The Perceived value of bereavement support and the impact of inequalities on availability and access: Accessing bereavement support. Dr Catherine Grimley and associates. University of Warwick Press. May 2023.
Grief counselling and Grief Therapy. Worden J W.   Routledge. 2003  
The Boy, the  Mole, the Fox and the Horse. Charlie Mackesy. Penguin 2019

Mary Hanna
Chaplain
Trustee, Cambridgeshire Workplace Chaplaincy.

It’s that time again. The queuing at airport check-in time. The stuck-in traffic time. The over-heated kids time. Yes, holidays are coming or, even, looming ahead! Looked forward to and quite possibly dreaded in equal measure. And especially in the light of recent inability to travel and the threat of industrial action of various types, things could be even more fraught!

Now the above description is clearly overdrawn, but there is sufficient truth in it to give us pause for thought. Everyone needs holidays. Their derivation from “holy days” gives some clues about their very serious value.

“Holy” means “set apart”. Different, not the usual place or activity. There’s value in being “elsewhere” and not doing what we usually do. So, ‘phones turned off and emails not looked at seems a good idea.

“Holy” means being in a different place, not necessarily physically but certainly psychologically. The mind and emotions need space for rest, for recuperation and reimagining.  They need to be filled with glad things and stimulating things that refresh us mind, body and spirit. Scenery, art, different cultures can all help here.

“Holy” means giving self a rest. Now that seems a problem for holydays since they, of necessity, involve lots of choices about what I want to do. But what I mean is letting go of the often insistent sense that I have to do this, I have to get there, I have to achieve, I have to be noticed, I have to get the contract, I have to be promoted, I have to promote this, I have to arrange that. I really need to stop and that is not easy. One help is simply to concentrate on the “other”.  Focus on the needs of others, giving up first place and relaxing into someone else’s agenda.  Family can help here!

But perhaps a good way is to go back to “holy” because that is where God comes in. There is huge value in focusing on the One truly, “in charge”, “responsible”, and letting my desires, thoughts, plans and schedules settle back into God’s. This is what prayer is about and there are many resources to help us relax into the reality that it does not all depend on me (lots of apps like “Lectio 365” and “Open Prayer Book” if an actual book isn’t readily to hand!).

And even if God does not seem a very present reality to me, taking time to be still, to relax, to focus on “not having to work everything out for myself” and finding simple space may open up new vistas of wellbeing.

Wishing you some holiday/holy time this summer!

Paul Hills
Vice-Chair, CWC

As Alastair Reid covered last month, the post-pandemic world is very different and we’re still uncovering aspects that are a hang-over if you like, or a lag in seeing the effects from a data point of view. But behind statistics is a much more diverse picture.

Take the news this week that ‘Long-term sickness leaving 1.6m UK adults over 50 unable to work’ and my first instinct was to attribute this to long covid following the pandemic, but also reading the statistics and the news around this announcement from the Office for National Statistics show this is a diverse health issues but also an economic one. 

There has also been data shared for economic inactivity by age group in July-September 2019 and July-September 2022. It showed that of the 2.8 million people out of work because of long-term sickness, nearly 60% were aged over 50. In total, almost 40% of economically inactive 50 to 64-year-olds were out of work because of long-term sickness (e.g. delays to hip and knee replacements are cited affecting this group).

A rise in long-term ill health has significantly reduced the size of the UK’s potential workforce across all ages since the pandemic. But it is a particularly large driver of the reduction in available workers in their 50s and 60s, with the number of 50- to 64-year-olds economically inactive – neither working nor job-hunting – up by 375,000 since Covid struck. In total, 27.6% of this age group were now inactive; an increase of 2.4 percentage points since before the pandemic.

Mental health charities say PTSD and related mental health conditions are prevalent since the pandemic. In the Independent it revealed a record 2.5m people are off work with long-term sickenss as unemployment rises again.

Explaining the rise in long-term sick, Mr Morgan of the ONS added: “The strongest increases in ill health have been in the conditions related to mental health, particularly in the young, a rise in people having musco-sceletal issues – so a rise in people having problems connected to the back and neck – with some theories of the increase in home working contributing to that.

“And we’ve also seen an increase in the category of post viral fatigue, so perhaps long-Covid having an impact there.” What’s the answer? Well, there is a contradiction in terms of what government has recently been saying about getting people back to work (and keeping them in work).

For example, on one hand the chancellor, Jeremy Hunt, promised a “fundamental programme of reforms” to get millions of people back to work in a keynote speech. The drive, he said, would be the key to fixing the UK’s “productivity puzzle”.

However in contrast the mental health charity Mind has accused ministers of not having properly consulted affected communities before announcing a decision to change the benefits are assessed for those living with a disability or health condition.

This relates to Government plans to reform disability benefits putting vulnerable people with mental health problems at risk from being sanctioned and exposed to harm (according to Mind). The mental health charity said the changes “make little sense” and warned it was “extremely concerned for the safety and income of people with mental health problems” under the new system. Kim Chaplain, a specialist adviser for work at the charity the Centre for Ageing Better, said. “These new stats make clear that long-term sickness is part of the challenge that the government needs to find solutions to.”

Bee Boileau, a research economist at the Institute for Fiscal Studies, said the findings were troubling. “This rise in long-term sickness for economically inactive people is very concerning,” she said. “It adds to growing evidence that the UK’s health is worsening.”

So, do we want people in work whatever the cost? The whole self at work means the mental health of someone is just as important to the physical health – more investment is clearly needed to support people.

Jane Thompson
Development and Admin Assistant, CWC