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WORKPLACE Health Promotion

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Workplace Wellness Consultant. What is Workplace Health Promotion? ... STEP 5: Present individual AND corporate health profiles. ... – PowerPoint PPT presentation

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Title: WORKPLACE Health Promotion


1
WORKPLACEHealth Promotion
  • is good business
  • Karen Armstrong, M.A., DPH
  • Workplace Wellness Consultant

2
What is Workplace Health Promotion?
  • A voluntary process which businesses can use
  • to assist in meeting
  • Business goals
  • Legislative requirements
  • Human resource responsibilities
  • Internal /external communication
  • processes.
  • Source Wilkerson, 2000

3
Workplace Health Promotion
  • Provides a problem-solving framework.
  • Identifies problems and concerns affecting
    employer and employee health through an on-line
    survey.
  • Identifies individual and organizational issues
    affecting workplace efficiency.
  • Identifies key strengths of the organization.

4
Workplace Health Promotion
  • Assists in developing strategies to address any
    problems and concerns for the organization AND
    the employee.
  • Complements and supports existing workplace
    practices.

5
Effective Workplace Health Promotion will Improve
Productivity Communication Work Culture Work
practices Employee health.
  • Source Wilkerson, 2000

6
Work/Life Balance
  • Job Satisfaction
  • Coworker Support
  • Managerial Support
  • Organizational Support
  • Sense of Control
  • Life Satisfaction
  • Personal Stress
  • Personal Control
  • Personal Support
  • Health Practices

WORK
PERSONAL
7
Investing in Workplace Health Promotion
  • 13 million Canadians
  • spend about half of
  • their waking hours
  • at work.

8
Investing in Workplace Health Promotion
  • Over 50
  • of the workforce
  • has little or no access
  • to workplace
  • health promotion.
  • Source Health Canadas Workplace Health System
    Program

9
Investing in Workplace Health Promotion
  • 86 of employees are somewhat or very concerned
    with their physical work environment.
  • Just over 50 report concern with job demands.
  • Source Health Canada, 1998

10
Investing in Workplace Health Promotion
  • One in two adults in Canada report being stressed
    on a frequent basis.
  • This can contribute to circulatory system
    problems including heart attacks.
  • Source Heart and Stroke Foundation
  • Annual Report Card on Canadians Health

11
Investing in Workplace Health Promotion
  • Unhealthy lifestyle habits are used for coping
    with increased stress.
  • Resort to
  • Watching more television
  • Eating more comfort foods
  • Smoking cigarettes
  • Consuming alcohol.
  • Source Heart and Stroke Foundation of Canada

12
Benefits of Workplace Health Promotion
  • Financial benefits
  • Improved employee health
  • Increased productivity job
    satisfaction!

13
Financial Benefits
  • Reduced rates of
  • Absenteeism
  • Injuries
  • Staff turnover
  • Workers Compensation claims
  • Extended health care costs.

14
Financial Benefits
  • A program must be sustained
  • for a minimum of 3-5 years
  • to demonstrate cost-effectiveness.
  • Source Pelletier, 1997

15
Health-Related Benefits
  • Changes in knowledge and health risk
    behaviours for the duration of the program
  • Fitness levels
  • Eating habits
  • Stress
  • Alcohol.
  • Source Craig Evans, 1999

16
Health-Related Benefits
  • A program must be sustained
  • for a minimum of one year
  • to bring about risk reductions
  • among employees.
  • Source Pelletier, 1997

17
Successful Worksite Programs
  • Successful programs are comprehensive.
  • Comprehensive means
  • Planned with organizational participation
  • Addresses individual worker health
  • Addresses the broader environment
  • Includes monitoring, feedback and reinforcement.
  • Source Craig-Evans, 1999

18
Elements of Success
  • Employee ownership in the development and program
    goal-setting is the top priority.
  • The program acknowledges and supports workplace
    health and safety.
  • Strong program leadership models healthy
    behaviours.
  • Increase program credibility and participation.

19
Elements of Success
  • Smaller workplaces tend to have
  • Higher participation rates than larger
    workplaces.
  • Positive results from their programs.

20
9 Steps of the Comprehensive Workplace Model
  • STEP 1 Establish commitment between the
    workplace and the Community Heart Health
    Network.
  • Process How are we going to do it?
  • Definitions Ie. Health
  • Resources Who provides what?
  • Follow through By whom?
  • Employee interests and needs.

21
Comprehensive Workplace Model
  • STEP 2 Conduct a social marketing
    campaign.
  • Key Messages
  • Meaningful results for the organization AND the
    individual.
  • Confidentiality issues addressed.

22
Comprehensive Workplace Model
  • STEP 3 Establish a workplace committee.
  • Senior management
  • Union
  • Staff
  • Health Safety
  • Champion.

23
Comprehensive Workplace Model
  • STEP 4 Conduct a needs assessment.
  • Recruitment Retention
  • Co-worker, manager and organizational support
  • Job Satisfaction
  • Mission, vision and value statements
  • Smoking
  • Physical Activity
  • Nutrition
  • Stress.

24
Comprehensive Workplace Model
  • STEP 5 Present individual AND corporate
    health profiles.
  • 3-5 of employees will make a change based on
    receiving individualized feedback!
  • Community supports available
  • Research and benchmarks provided.

25
Comprehensive Workplace Model
  • STEP 6 Develop a corporate action/health plan.
  • Incorporate action steps into the strategic plan
  • Policies and procedures develop/awareness
  • Programs and activities.
  • STEP 7 Implement the plan.

26
Develop A Corporate Health Plan
  • STEP 8 Review of progress
  • Communication This is key! Always tie your
    action steps to the survey

27
Comprehensive Workplace Model
  • STEP 9 On-going evaluation
  • 50 Hours of Consultants time to assist where
    organization feels it is best utilized e.g.,
    setup, evaluation, implementation strategies.
  • Phone assistance available.

28
Partners
Throughout Wellington-Dufferin Guelph our
partners have combined experienced in workplace
program development, training and evaluation.
Along with donated resources our partners have an
established history within the community.
  • Active Living Guelph
  • Canadian Cancer Society
  • Centre For Families, Work and Well-Being
  • Ontario Early Years Centre Dufferin County
  • Headwaters Health Care Centre
  • Evergreen Seniors Centre
  • Everdale Environmental Learning Centre
  • Groves Memorial Community Hospital

29
Partners Contd.
  • Guelph General Hospital
  • Harmony Market Whole Foods
  • Health Performance Centre
  • Heart Stroke Foundation
  • Land Stewardship Council
  • Masahiro Design
  • North Wellington Health Care Corporation
  • Training Solutions
  • University of Guelph
  • Wellington-Dufferin-Guelph Health Unit
  • WellServe Health Care Management

30
References
  • Beyers, J. (1999). Creating Healthy
    WorkplacesIssues and Implications for Heart
    Health Partners.
  • Craig-Evans, D. (1999). Workplace Health
    Promotion Programs A Review of Why, How and
    What. Regional Municipality of
    Haldimand-Norfolk Health Department, Simcoe,
    Ontario.
  • Eakin, J. (1999). Public Health and Workplace
    Health Promotion. PHERO. 10(5)79-89.
  • Heart and Stroke Foundation of Canada, Press
    Release, February 2, 2000.
  • Hollman, C. et al. (1998). Association of the
    health promoting workplace with trade unionism
    and other industrial factors. American Journal
    of Health Promotion. 12(5), 325-334.

31
References (continued)
  • Influencing Employee Health. Workplace Health
    System, Health Canada. Number 1, 1998.
  • Lee, K. et al. (2000) Creating health workplaces
    IITowards a comprehensive cardiovascular disease
    prevention strategy in workplace health A
    strategy that addresses the work factors
    associated with cardiovascular disease. The
    Institute for Work Health, and the Public
    Health Research, Education and Development
    (PHRED) programs of the Region of
    Hamilton-Wentworth Social Public Health
    Services and the Sudbury District Health Unit.
  • National Quality Institute (1998) Canadian
    Healthy Workplace Criteria.
  • Pelletier, K.R. (1996) A review and analysis of
    the health and cost-effectiveness outcome studies
    of comprehensive health promotion and disease
    prevention programs at the worksite 1993-1995
    update. American Journal of Health Promotion
    10380-388.

32
Contact Information
For more information on the development and
implementation of a Workplace Wellness Program
please contact Karen Armstrong, M.A.
D.P.H Workplace Wellness Consultant Heart
Health Coordinator Wellington-Dufferin-Guelph
Health Unit 71 Broadway, Orangeville ON L9W
1K1 (519) 941-0760 Ext 2507 Fax (519)
941-1600 Email Karen.Armstrong_at_wdghu.org www.hea
rthealth.on.ca
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