Healthy Workplace InitiativeA New Way of Doing Business

Why do we need a healthy workplace strategy?• To address issues raised in the employee

survey (work-life balance, ability to recruit and retain)

• To become a competitive employer

• To address HR challenges

• To align with government’s corporate goals

Costs of Workplace Stress: National

• Impact on organizational costs– Mental and nervous disorders 50% of LTD and

STD claims– Mental illness costs $30 billion/year

• Work as a determinant of health and productivity– High overload in 58% of employees– Decreasing physical and mental health, job

satisfaction, commitment and loyalty

In Nova Scotia• In Canada, Nova Scotia is #1:

– rate of death from cancer, respiratory disease and lung cancer – self-reported rate of arthritis and rheumatism– reported use of disability days– hospitalization for chronic diseases– health $ spent per capita on institutions

• We are #2:– all causes of death including: breast cancer – percentage of heavy drinkers– self-reported rate of diabetes and fair/poor health– psychiatric hospitalization rate– lowest mammography screening rate– lowest life expectancy in the country

• We are #3:– deaths from prostate cancer– spending per capita on drugs– percentage of overweight adults

• Among highest smoking rate in Canada

About the public service: Our stats

• Work environment• 300-400 FTEs in total sick days• 945 (10.3% of workforce) to EAP in 04/05 compared

to 735 (8.3% in 01/02)

• Attraction and retention• About 33% see career advancement opportunities• 42% employees agree they are compensated fairly• 54% feel valued for work contributions• 39% of managers and 28% of supervisors agree they

can attract and retain the staff they need

Healthy LifeWorks – Early Results

78.2% need to improve their overall wellness 74% have a BMI of 25 or over. 73% have a high cancer risk 62% need to make nutritional changes 54% need to improve fitness 48% have a high coronary risk

Time to Change (Niagara Public Health)

Y

ears

AwarenessParticipationMorale

Behaviour changeCommitmentAbsenteeism

Risk reduction Less disease

Culture change

1

2

3

5-6+

What are we doing?

• Corporate Human Resource Plan– Five goals

• Goal 3: To be a safe and supportive workplace– Objectives:

• Surpass OH&S regs and policy• Reduce workplace injury and illness• Enable corporate volunteerism• Culture where concerns can be expressed• Raise awareness of wellness and employee support

programs

• HR goal in DMs’ mandate letters/business plans

Elements of a Healthy Workplace (National Quality Institute)

Outcomes of Healthy Workplace Strategy• Employees who are able to make informed personal

health choices

• A culture that promotes healthy relationships, teamwork, values and communication

• A reduction in workplace injury/illness occurrences

• A workplace that promotes a balance of work and family

NQI: Phases of Development

1. Commitment

3. Implementation

2. Planning

Excellence©NQI.2002

4. Sustainability

GoldSilver Award

BronzeAward

CAE Awards

Laying the Foundation: NQI Level 1• Vision/mission acknowledges people • HW Policy• Process to review OH&S legislation and ensure

compliance• Management demonstrates commitment

– walking the talk, supporting committees, communication

• Responsibility and accountability for HW issues shared• Health issues are considered in decision-making• Overall management evaluation to review and improve

actions

Where are we now?

• Building awareness and commitment– HWP Advisory Committee– Presentations to departments

• Developing a HWP policy• Developing capacity• Developed a communication plan• Learning from Healthy LifeWorks project at

Justice

Wellness Initiatives in the Works

• Health Risk Assessments• Draft Healthy Workplace Policy / Stakeholder

Consultations - November• Wellness Corners and Resource Manuals• Draft Flexible Work Options Toolkit• Take Back the Lunch Break• Brochures

– Downtown Walking Routes– Creating a Healthy Workplace at Meetings /

Workshops

Wellness Initiatives in the Works

• Healthy Workplace / Wellness Newsletter

• Healthy Workplace Website

• Healthy Eating Workplace Manual

What is your role?

• We need your support– Part of your business plan– Walk the talk: what changes can you make

today? In the short term? Longer term?– Support the creation of HWP committees in your

department or integrate with existing committees

Next Steps

• Target: 1st quarter 2006 -- Foundation in place (policy, committees, etc.)– Your rep on Corporate Healthy Workplace

Committee will report on departmental progress

• Individual departments would progress through levels 2 to 4 at their pace– With support from PSC– Tools being developed in support of HWP