MOAI Business

Encouraging engagement with the MOAI app is a priority for us because it is the vehicle that allows us to best understand the experience of employees in your workplace. We are constantly striving to optimise engagement and here are some ways we do that:

• Personalised experience: MOAI tailors content and features to the unique needs of a user, making the app more relevant and engaging. It constantly learns what a user likes in terms of content and will steer them to their preferred options. It only presents relevant support at a relevant time.
• Privacy and security: Data privacy and security are paramount, and we take every measure to protect information and during our launch make it very clear to users how this is managed and how we protect their anonymity.
• User-friendly design: We've designed MOAI to be intuitive and easy to navigate, ensuring a smooth user experience.
• Regular reminders: We send helpful notifications and reminders to encourage you to use the app regularly, keeping your well-being on track.
• Diverse content: MOAI offers a wide range of content, from articles to assessments, to allow us to meet all the needs of employees. If their need grows then we can offer more intense support. 
• Gamification: We've incorporated gamification elements to make using MOAI enjoyable and rewarding.
• Integration: We integrate an organisation’s existing mental health pathways and interventions so employees can access all support available in one place. 
• Continuous updates: We're committed to improving MOAI regularly with new features and content to enhance the user experience.
• Feedback welcome: We value feedback and constantly gather it to enhance MOAI continually.
• Data-driven insights: We regularly share data and progress reports with organisation leaders and employees so they can see how their feedback and concerns are being monitored and managed. I.e. the app becomes an anonymous vehicle to express issues or concerns that are shared with and acted upon by management.

A systemic approach to workplace mental health is crucial because it recognises that employees' mental health is influenced by multiple interconnected factors at both the systemic and team dynamic levels. 

Consider a workplace where systemic issues, such as high job demands, limited autonomy, and inadequate resources, contribute to work related stress. This stress can lead to team dynamics characterised by strained relationships, poor communication, and reduced support among colleagues. In such a scenario, addressing workplace mental health solely at the individual level would overlook these systemic and team-level factors. A systemic approach considers the complex web of influences, allowing organisations to identify and address root causes, implement preventive measures, and promote a more supportive and mentally healthy work environment, ultimately benefiting employees'.

The MOAI health platform achieves the creation of a bespoke individual care pathway for each employee through a user-centric approach. Individuals use the MOAI app to complete evidence-based micro-digital assessments, which serve as the foundation for personalised support. These assessments enable the following:

Assessment: Users undergo thorough assessments within the MOAI app, allowing for the identification of their specific well-being needs and challenges.

Steering to relevant help: Instead of traditional goal setting, MOAI excels in guiding individuals to the most relevant support at a given moment based on their identified needs. This dynamic approach ensures that individuals receive timely and targeted assistance.

Integrated interventions: MOAI seamlessly integrates its resources with an organisation's in-house support systems. This integration empowers employees to access both MOAI's resources and their organisation's internal support services, fostering a comprehensive and collaborative approach to well-being.

Monitoring and review: The platform continuously tracks individuals' progress, adapting their care pathway as required to ensure effectiveness and relevance.

Feedback and communication: MOAI facilitates ongoing communication and feedback as well as quantifiably monitoring engagement with resources to ensure that users are at the forefront of ongoing development of user pathways. 

This user-driven approach underscores the personalised and responsive nature of MOAI's care pathways, recognising that each employee's mental health journey is unique and ever-evolving.

Psychosocial risk factor mapping is a process that involves identifying and assessing the various factors that contribute to mental health risks. These factors can be broadly categorised into dynamic and static risks. A dynamic risk is a factor that can change over time and may be influenced by life events, circumstances, or interventions. For example, workplace stress is a dynamic risk for mental illness, as it can fluctuate based on job demands, support systems, or stress management strategies. On the other hand, a static risk is a more stable, unchanging factor that consistently contributes to mental health risks. An example of a static risk could be a family history of mental illness, which remains a constant factor throughout an individual's life. 

HSE's Management Standards represent a set of conditions that, if present, demonstrate good practice.

1. A step-by-step risk assessment approach
2. Assessment of the current situation using pre-existing data, surveys and other techniques
3. Promote active discussion and working in partnership with employees and their representatives, to help decide on practical improvements that can be made
4. Help simplify risk assessment for work-related stress by:

• identifying the main risk factors
• helping employers focus on the underlying causes and their prevention
• providing a yardstick by which organisations can gauge their performance in tackling the key causes of stress

The MOAI mental health platform is a comprehensive mental health risk factor monitoring and mitigating system that meets and exceeds these standards as follows:

Step-by-step risk assessment approach: MOAI provides a structured, step-by-step approach to assess mental health risks in the workplace. We guide employers through the process of identifying, evaluating, and mitigating stress-related risks systematically. These are fed back at regular consultations with a MOAI data-analyst with suggested interventions that are then audited for efficacy.

Assessment of the current situation: we complete micro-digital assessments with employees using their MOAI app. The assessments allow us to create an active picture as well as change over time to map the current mental health of employees, as well as systemic risk factors and team dynamics that may be contributing to this. 

Promotion of active discussion and partnership: MOAI fosters active discussions and collaboration between employers, employees, and their representatives to identify practical improvements that can enhance mental health in the workplace. Crucially as described above our platform is built as a constant learning loop, so we evaluate any interventions to iterate towards the most effective support we can provide.

‍Simplified risk assessment: MOAI simplifies risk assessment for work-related stress by identifying key risk factors that the current evidence base has suggested is most likely to contribute towards this. This is completed at an individual, team and organisational level to paint a comprehensive risk factor landscape of an organisation, so resources can be focused effectively and efficiently. This helps employers focus on root causes, and provides benchmarks to gauge an organisation's performance in addressing the primary drivers of poor mental health as well as identifying what is working to protect people from work related stressors.

The Health and Safety Executive (HSE) is the government agency in charge of overseeing and enforcing workplace safety laws in the UK. They ensure that employers follow these laws to keep their employees safe and healthy while working. The HSE provides guidance, conducts inspections, and takes action to make workplaces safer for everyone.

In the United Kingdom, employers have a legal duty to consider the mental health of their employees under various legal frameworks. 

Health and Safety at Work Act 1974: This is the primary law that sets out the general principles and overarching responsibilities for workplace health and safety in the UK. It establishes the fundamental duty of employers to ensure the health, safety, and welfare of their employees and others who may be affected by their work activities. Think of it as the umbrella law that outlines the broad obligations for creating a safe and healthy workplace.

Management of Health and Safety at Work Regulations 1999: These regulations provide more specific details and practical guidance on how employers should meet their responsibilities under the Health and Safety at Work Act. They outline the steps that employers must take to manage and control health and safety risks in the workplace. Think of these regulations as the detailed instructions that help employers put the principles of the Health and Safety at Work Act into practice. They cover topics like risk assessments, safety procedures, and the management of specific hazards.

Together, they form the legal foundation for ensuring a safe and healthy work environment in the UK. Although there is no explicit reference to ‘mental’ health in these guidelines we would suggest mental health is a fundamental aspect of any individual's health profile and should be considered as such.

The Equality Act 2010: This act applies to Great Britain and replaced the Disability Discrimination Act 1995 (DDA). The DDA still applies in Northern Ireland, not the Equality Act 2010 (see below). 

This act prohibits discrimination on the grounds of disability, which includes mental health conditions that have a substantial long-term effect on your daily life. 

Employers are required to make reasonable adjustments to a worker’s role and hours to support employees with mental health conditions. The equalities act prohibits employers from dismissing staff with a mental health condition on the basis that they are struggling with their mental health.

No. Our focus is on reducing the burden of mental illness amongst employees and employers, using a robust, evidenced based approach. Our team of psychiatry professors, psychiatrists, psychologists and software engineers are all passionate about finding a solution to what is the leading cause of morbidity in many economies through the monitoring and mitigation of work based risk factors.

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The MOAI platform is a vehicle that allows us to map these psychosocial risk factors, so that our team of mental health professionals can help your organisation better understand and address the complex interplay of elements that impact the mental health of your staff while designing more effective interventions and support systems.