WSB catches up with Bluecrest managing director Peter Blencowe about winning the Wellbeing Initiative of the Year accolade.
What does it mean to win this award?
Health screening used to be viewed as an "executive perk", whereby a company would give their most senior staff a day off work to travel to a private hospital and have a series of expensive tests.
This traditional approach of giving a standard package of health checks to a staff member based on their seniority within an organisation can be expensive and wasteful.
At Bluecrest, we are passionate about changing this - and this award reflects our success in doing so.
Judges comment: Bluecrest was praised, particularly for its "simple, easy to implement health checks proposition"
What do you believe sets you apart from your peers?
Health checks ought to be:
- Convenient to where an employee lives or works in order to maximise uptake,
- Cost-effective so they can be offered
to all staff rather than just those at the top, and
- Relevant to their overall health with tests and advice that is appropriate to their needs. They should also encompass mental health as well as physical health.
Bluecrest, therefore, launched new services that tailor the tests to employees' risks and then provides the most appropriate advice afterwards:
- A "tailor made" product that takes account of a person's age, gender, lifestyle, personal medical history and family medical history and provides a bespoke package of relevant screening tests.
- Bluecrest also offers tailored follow-ups based on health risks via a multi-disciplinary team (MDT) of health experts. This includes diet, nutrition, musculoskeletal problems, fitness and lifestyle advice mental health practitioners and GP support - all appropriate to the needs of the employee.
- Our technology and delivery via a network of mobile teams helps ensure we keep prices extremely competitive - our £269 package has tailored follow-ups for free (see www.bluecrestwellness.com for more information).
What are the key challenges facing your clients and how are you helping them address them?
Clients are under increasing pressure to demonstrate a return-on-investment. We help clients save money, while delivering a service their staff greatly appreciate, because it is more relevant to their precise health needs.
Since we launched, screening 244 people in 2012, we have grown to become the provider with the largest number of health screening locations, screening more than 70,000 people per year. This rapid growth has allowed economies-of-scale, which we have passed on to customers via the most affordable range of high-quality health screenings.
How will you continue to improve your services to clients over the coming 12 months?
We plan to continue the themes of cost, convenience and content; delivering new innovative solutions to make it easier than ever for employers to invest in the health of their people - so employees enjoy healthier, happier and more productive lives.
This week's edition of Professional Pensions is out now.
Nearly 60% of UK employers consider defined contribution (DC) master trusts to be the "most suitable" pension fund for their employees, according to research by Buck.
Companies which have tried to dodge their pension duties by changing their identities are being "hunted" by The Pensions Regulator (TPR) in a crackdown on non-compliance with auto-enrolment (AE).
Removing liquidity restrictions would enable DC funds to capitalise on the potentially higher and safer returns that DB schemes have benefitted from, says Patrick Marshall.