WHO and wellbeing at work - HSLWHO and wellbeing Wellbeing is a keyword in the WHO definition of...
Transcript of WHO and wellbeing at work - HSLWHO and wellbeing Wellbeing is a keyword in the WHO definition of...
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WHO and wellbeing at work
Rokho Kim, MD DrPH
World Health OrganizationRegional Office for Europe
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WHO and wellbeing
Wellbeing is a keyword in the WHO definition of health: “a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity”
WHO constitution, signed on 22 July 1946 by the representatives of 61 States and entered into force on 7 April 1948
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Objective and mandates of WHO
• Authority to direct and coordinate health within the UN system
• Objective set in the Constitution: – Attainment by all peoples of the
highest possible level of health
• Mandates: – provide leadership on global health
matters – shape the public health research
agenda
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WHO worldwide
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CAIRO
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Why health, safety, and wellbeing at work?
• Workers are half of the whole population • Healthy workforce is a prerequisite for
sustainable development and social wellbeing • Risks at stake
– Workers: loss of health and wellbeing
– Company: loss of productivity and profit – Community: loss of solidarity and equity – Country: loss of 4-5% of GDP
• Prevention can make “win-win-win-win”.
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Source: Joan Burton. WHO Healthy Workplace Framework and Model, 2010. http://www.who.int/occupational_health/healthy_workplace_framework.pdf
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Resolutions of WHO governing body on wellbeing at work
• WHO Global strategy on occupational health for all, 1996
• World Health Assembly Worker's health: Global plan of action 2008-2017
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Evolution of wellbeing at work Labour Approach Public Health Approach
Occupational Health Workers' Health
Action to include workers'Action at workplace families & communities
Work-related health issues only Include all health determinants
Include all workers (self-Work under labour contract employed, informal workers)
All stakeholders' responsible Employers' responsibility (insurance, health,
environm. authorities, a.o.)
Negotiation between workers Health protection not subject toand employers collective negotiation
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60th World Health Assembly, May 2007
Resolution 60.26 "Workers' Health: Global Plan of Action"
•The Global Plan of Action developed by the MemberStates for the Member States •WHA60 endorsed the global plan of action on workers' health (2008-2017) •WHA60 urged Member States to take an number ofmeasures on workers' health
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WHO Model of Healthy Workplaces
Combining health protection & health promotion
� Developed by leading occupational health experts out of systematic review of literature
� October 2009 workshop involving 56 experts from 22 countries, international worker & employer representatives
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WHO Global Framework of Healthy Workplaces
http://www.who.int/occupational_health/publications/healthy_workplaces_model.pdf
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WHO Global Plan of Action for Workers' Health – mandate for the healthy workplace initiative
"Capacities should be built for primary prevention ofoccupational hazards, diseases and injuries, including
– strengthening of human, methodological & technological resources,
– training of workers and employers, – introduction of healthy work practices and work
organization and of a health-promoting & protectingculture at the workplace.
Mechanisms need to be established to stimulate the development of healthy workplaces, including consultationwith, and participation of, workers and employers."
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A healthy workplace is one in which workers and managers collaborate to use a continual improvement process to protect and promote the health, safety and well-being of workers and the sustainability of the workplace by considering the following, based on identified needs: • Health & safety concerns in the PHYSICAL WORK ENVIRONMENT; • Health, safety & well-being concerns in the PSYCHOSOCIAL WORK ENVIRONMENT including organization of work and workplace culture; • PERSONAL HEALTH RESOURCES in the workplace; and, • WAYS OF PARTICIPATING IN THE COMMUNITY to improve the health of workers, their families and other members of the community.
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Leadership Engagement
WorkerInvolvement
ETHICS &VALUES
• Commitment, based on core values
• Involve workers • Learn from others • Work towards
sustainability
Leadership Engagement
Worker Involvement
ETHICS & VALUES
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= Plan – Do – Check – Act - Verify
Sustainability
Continuous learning
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Eliminate a toxic chemical or substitute with one less
Reallocate work to reduce hazardous workload Install machine guards or local
Zero tolerance for harassment, exhaust ventilation violence, discrimination Train workers on safe operating
Respect work-family balance procedures Recognize & reward good
performance Meaningful worker input into
Provide healthy food choices (e.g.,
decisions that affect them
Provide recreational space for workers
Health, safety and wellbeing
at work
cafeteria
Provide free/affordable PHC to Provide smoking cessation
workers/family members assistance, drinking and addiction counselling
Commit to reduction of environmental pollution and CO2 emission Accommodate workers with disabilities
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International Conference onPsychosocial Factors at Work,
Bangkok, 2 Dec 2009 18
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Agencies
WHO Regional
Partners of the WHO initiative for Healthy Workpalces
Ministries of Health ILO Businesses
WHO Multi-disciplinary experts Healthy Trade Unions - ETUC
ISSA UN Agencies WorkplacesUN Agencies Network Employers – Int'l Employers
-190 members- Association
OHS Institutes
International Academia &Partners in Academia & ResearchWHO Regional The Healthy Research
Offices InstitutionsOffices Workplaces Institutions Collaborating
Initiative Centres for Occupational Health
InternationalInternational DevelopmentDevelopment NGOsAgencies NGOs
GIZ WEF ICOH
IOHA IEA
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Wellbeing at work through healthy workplaces: a comprehensive approach
• Traditional occupational health – minimizing workers' exposure to job-related physical & psychosocial risks
• Health promotion – promoting healthy behaviours among workers, both job- and lifestyle-related
• Enterprise involvement in community – to address broader social & environmental determinants of workers’ health
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Investments in workplace wellness programs are also profitable!
For every $ spent: – Medical costs fall by $3.27 – Absenteeism costs fall by $2.73
“The wide adoption of such programs could prove beneficial for budgets and productivity as well as health outcomes”
(Baicker K, et al. Workplace wellness programs can generate savings. Health Affairs, 2010)
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Success factors of wellbeing at work initiative
• • Top management support • Employee advisory boards • Effective communication • Supportive environment • Use of incentives • Goal setting • Tailored programmes • Building effective programmes across the individual to
environment continuum
Linking programmes to business objectives
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WHO’s holistic framework for action
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Psychosocial work
environment
Enterprise community involvement
Personal health
resources
Physical work environment
Mobilize
AssembleImprove
Evaluate
Do
Plan
Prioritize
AssessETHICS & VALUES
Leadership engagement
Worker involvement
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Thank you for your attention! Acknowledgements: Parts of this presentation were supported by Dr. Evelyn Kortum.
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