NSW LOCAL GOVERNMENT HR CONFERENCE 2014 FIND A...
Transcript of NSW LOCAL GOVERNMENT HR CONFERENCE 2014 FIND A...
FIND A HEALTHIER WORKFORCE Carl Buik, Health Management Consultant,
Corporate & International, Bupa
NOVEMBER 2014
NSW LOCAL GOVERNMENT HR CONFERENCE 2014
NSW LOCAL GOVERNMENT
HR CONFERENCE 2014
UPDATE ON WORKPLACE HEALTH
• Why workplaces are investing in workplace health
• Latest achievements in workplace health
• What other organisations are doing in workplace health
SOLUTIONS FOR COUNCILS
• How to know you are doing the right thing for your people and your council
• Support to develop strategic plans for workplace health
• Tools and resources available to assist Councils with their workplace health
WHY
WORKPLACES
ARE INVESTING
IN WORKPLACE
HEALTH
1= Most Important 10= Least Important
EMPLOYER OBJECTIVES DRIVING WELLNESS
All Regions Australia/NZ Asia Europe United States
Improving worker productivity/ reducing presenteeism 1 3 3 3 2
Reducing employee absences due to sickness or
disability 2 2 4 2 3
Improving workforce morale/engagement 3 4 2 1 4
Reducing health care or premium costs 4 10 10 10 1
Improving workplace safety 5 1 1 5 7
Furthering organizational values/mission 6 7 7 6 5
Maintaining work ability 7 5 5 4 6
Attracting and retaining employees 8 8 8 7 8
Promoting corporate image or brand 9 6 6 8 9
Fulfilling social/community responsibility 10 9 9 9 10
SOURCE: Fifth Global Wellness Survey, Buck Consultants 2012
EMPLOYER OBJECTIVES DRIVING WELLNESS
Cost of average musculoskeletal workers
compensation claim in NSW1
Lost productivity on average from workers each year
as a result of poor health3
Lost productivity from workers with 5 or more health
risk factors2
$36,400
6 days
33%
1 Chu, C. et al (1997). The Health Promoting Workplace: An Integrative Perspective. Aust NZ Journal of Public Health, 21 (4): 377-385. 2. Musich et al (2006) The association between two productivity measures with health risks and medical conditions in an Australian employee population. American Journal of Health promotion, 20 (5). 3. Medibank Private (2007). The cost of presenteeism to your business, employees and the economy.
EMPLOYER OBJECTIVES DRIVING WELLNESS EMPLOYER OBJECTIVES DRIVING WELLNESS
LATEST
ACHIEVMENTS IN
WORKPLACE
HEALTH
MORE LIKELY TO ENCOURAGE CREATIVITY & INNOVATION
ROI FOR EVERY DOLLAR INVESTED IN CREATING A MENTALLY HEALTHY WORKPLACE
MORE LIKELY TO HAVE STAFF ENGAGED IN THE BUSINESS
MORE LIKELY TO BE A ‘BEST PERFORMER’ COMPANY
LESS LIKEY TO LOSE STAFF
MORE LIKELY TO BE MORE PRODUCTIVE
2.3:1
8X
3.5X
2.5X
4X
3X
EMPLOYER OBJECTIVES DRIVING WELLNESS IMPACTS OF WELLNESS PROGRAMS
World Economic Forum. Working towards wellness: The business rationale. In cooperation with Price Waterhouse Coopers. Price Waterhouse Coopers
SOURCE: Fifth Global Wellness Survey, Buck Consultants 2012
54%
55%
54%
57%
56%
54%
48%
48%
46%
64%
75%
67%
69%
67%
61%
54%
53%
52%
84%
82%
80%
80%
79%
71%
65%
65%
63%
Improved overall employee health
External recognition (e.g. Awards, "Best places to work" lists)
Reduced population health risks
Improved organization image
Improved workforce morale/engagement
Enhanced attraction and retention
Improved workplace safety
Reduced employee absences due to illness or disability
Improved worker productivity/reduced presenteeism
5+ years
2-5 years
0-1 year
EMPLOYER OBJECTIVES DRIVING WELLNESS IMPACTS OF WELLNESS PROGRAMS
ACHIEVEMENT
WHAT OTHER
ORGANISATIONS
ARE DOING IN
WORKPLACE
HEALTH
COMMON WELLNESS PROGRAMS
SOURCE: Sixth Global Wellness Survey, Buck Consultants 2014
EMPLOYER OBJECTIVES DRIVING WELLNESS LATEST INNOVATIONS IN WELLNESS
• Onsite Wellness Hubs
• Telehealth
• Health Technologies
• Multi-funders
HOW TO KNOW
YOU ARE DOING
THE RIGHT THING
FOR YOUR
PEOPLE AND
YOUR COUNCIL
ASSESS
DESIGN
IMPLEMENT
EVALUATE
1.
2.
3.
4.
STRATEGICALLY DESIGNING WORKPLACE HEALTH
Employee Health
Profile Employee Medical Profile
Executive Priorities Commercial needs
Senior leadership needs
Determinants of Health Employee lifestyles and behaviours
Physical work environment
Psychosocial work environment
HR & OHS Needs Turnover
Productivity
Engagement
Occupational Incidents
Workers Compensation
Work Health
Insights
ASSESS | WORK HEALTH INSIGHTS
AN EVIDENCE BASE OF WORKER HEALTH NEEDS
6 IN 10
Australians have experienced chronic back pain in their lifetime2
8 IN 10
1 IN 5
1IN 6
9 IN 10
1IN 6
1 IN 20
1IN 5
6 IN 10
Australians will experience depression at some stage of their lives3
Heart disease affects 1 in 6 Australians4
Australian adults drink at levels considered risky5
Australian adults are current smokers5
Australian adults aren’t eating the recommended amount of vegetables in their diet5
Australians have diabetes1 Australian adults are overweight or obese5
Australian adults do not meet the recommended physical activity guidelines5
1. AIHW; 2. MJA; 3. Beyondblue; 4. National Heart Foundation of Australia; 5. AIHW, Australia’s food and nutrition 2012; AIHW, Australia’s Health, 2012; ABS, Physical Activity in Australia: A Snapshot, 2007-08
GUIDELINES 2014 RESULT
HIGH RISK Less than 1 hour per week
21%
MODERATE RISK 1-2 hour per week
24%
LOW RISK Greater than 2 hours per week
55%
0%
10%
20%
30%
40%
50%
60%
Male Female
Low Moderate High
0% 20% 40% 60% 80% 100%
Not considering a change Intend to change in the near future Made changes already Change not required
READINESS FOR CHANGE
ACTIVITY BY GENDER
SAMPLE DATA SNAPSHOT
WORKFORCE PHYSICAL ACTIVITY
Bupa Healthier Workplace Framework
• Consider the physical and psychological aspects of employee health
• Review and plan to provide a supportive environment
• Four Pillars of workplace health to strategically guide business strategy
DESIGN | WORK HEALTH STRATEGY
LIFESTYLE FACTORS
HEALTH MANAGEMENT
MEDICAL PROFILE
e.g. nutrition, smoking, alcohol, physical activity.
e.g. blood sugar, blood pressure, cholesterol, weight, chronic disease and illness.
e.g. health screenings/coaching, medical care. KEY HEALTH
FACTORS TO CONSIDER
• Schedule a plan for the year ahead
• Develop a COMPREHENSIVE communication plan
• Engage the workforce as ‘Wellness Champions’
IMPLEMENT
SAMPLE CALENDAR
STEP 2
STEP 3
STEP 4
STEP 1
3. IMPACT
Identifies program effectiveness
Behavioural change
Cultural change
4. OUTCOME
Identifies stakeholder returns
Employee health status
Commercial benefits
2. PROCESS
Identifies fit and reach
Participation rates
Barriers and enablers
1. FORMATIVE
Identifies needs
Needs assessment
Baseline metrics
4 KEY ASPECTS TO MEASURE
EVALUATE
TOOLS AND
RESOURCES
AVAILABLE TO
ASSIST
COUNCILS WITH
THEIR
WORKPLACE
HEALTH
BUPA
• Work Health Benchmark Survey – NOW OPEN FOR PARTICIPATION
• WORKSHOP: HEALTHY HABITS - Creating a Healthier Workforce in 2015
• Work Health Radar – Gap Analysis Planning Tool
• Personal Health Assessment – Workforce Health Profiling
• Workplace Wellness Programs
Get Healthy At Work
• Gethealthyatwork.com.au
• Support tools, interventions and resources
Heart Foundation
• Healthy Workplace Guide – 10 Steps to Implementing a Workplace Health
Program
• Support tools, resources
Heads Up
• Mentally Healthy Workplace Program
• Support tools, resources for supporting a mentally healthy workplace
TOOLS & SUPPORT
HEALTHIER
SOLUTIONS A healthier, happier workforce is a more productive
workforce. At Bupa, we are dedicated to finding solutions for
your organisation – solutions that explore what it means to
be ‘healthy’ today.
Carl Buik
02 9323 9228
Copyright. November 2014
Private and Confidential