Health and wellbeing

We recognize that supporting the physical and mental wellbeing of all colleagues is critical to achieving our ambitions and consistently being at our best for our clients. This has been especially true during the pandemic, during which colleagues have had to adapt to new working environments from home, often balancing work with family commitments, childcare and home schooling.

Pantheon colleagues have access to a range of mental and physical wellbeing support services, including:

Last year we build on these foundations by launching our Invest 4 Health Initiative, through which we provide access to a range of virtual events and resources to promote improvements across four key pillars of colleague wellbeing. We also instigated a new regular email communication through which colleagues from across the firm share wide array of useful tips, shared experiences and links to third party tools.

These efforts are co-ordinated by our new colleague Health & Wellbeing Committee, which features representatives from across all of our business areas and geographies and provides a separate support network to HR to listen and help implement positive changes.

Invest 4 Health: four pillars of wellbeing

As part of our long-term commitment to supporting colleagues to avoid and manage work-related stress, Pantheon was delighted to become a signatory of the Mindful Business Charter (MBC) in December 2020. Now with more than 50 signatories across the financial, legal and professional services sectors, the MBC is a set of best practice behavioral principles to tackle and reduce avoidable stress in the workplace. It is the result of a collaborative research exercise between leading banks and law firm that is designed to be both commercial and responsible.

Key tenets of the Charter include:

Openness and respect

Smart meetings/ emails

Respecting rest periods

Mindful delegation

Discuss/agree on working pattern preferences with your team – and be open on your preferences

Be flexible and considerate to time zone and personal commitments

Consider the need to switch off & the danger of being ‘always on’

Be flexible and considerate to time zone and personal commitments

Check people’s capacity to take on new work

Don’t assume availability and consider who actually needs to attend a meeting

Ensure that there is formal coverage and handover of asks/ responsibilities before an employee goes on Annual Leave, to avoid a backlog of work & allow much needed breaks

Don’t assume availability & consider who actually needs to attend a meeting

Ask for and provide feedback

Avoid copying individuals into emails when they don’t need to be

Consider the impact of emails sent late at night/over the weekend and during vacations. Avoid where possible

Avoid copying individuals into emails when they don’t need to be

Always give due credit and thanks

Use delayed email delivery to respect rest periods and use subject line to flag urgency

Respect an ‘out of office’ and try to lead by example

Use delayed email delivery to respect rest periods & use subject line to flag urgency

Allow time for individuals to respond to emails