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The role of universities in promoting healthy workplaces

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The role of universities in promoting healthy workplaces Judy Orme Professor of Public Health and Sustainability Example of good practice: Ginsters Started July 2006. – PowerPoint PPT presentation

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Title: The role of universities in promoting healthy workplaces


1
The role of universities in promoting healthy
workplaces
  • Judy Orme
  • Professor of Public Health and Sustainability

2
A Settings Approach
  • Ottawa Charter (WHO, 1986)
  • Health is created and lived by people within the
    settings of their everyday life where they
    learn, work, play and love.
  • Settings approach starting point for health
    promotion programmes shifting the focus from
    the deficit model of disease to the health
    potentials inherent in the social and
    institutional settings of everyday life.
    (Kickbusch 1996)

3
Healthy settings approach
  • A settings approach advocated since mid 80s.
  • Socio- ecological model of health
  • Dynamic complex systems
  • Whole system thinking
  • Examples schools, universities, hospitals,
    sports stadia, workplace, cities.

4
Determinants of health and well-being
  • Health Map
  • - Barton, H. and Grant, M. downloadable under a
    creative commons licence from www.bne.uwe.ac.uk/wh
    o/healthmap/ccl.asp

5
Obesity perhaps not quite so simple!
Foresight obesity causal map
6
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7
Policy context
  • Working for a Healthier
    Tomorrow
  • (Black, 2008)
  • Improving Health and Work - The Governments
    Response (2008)
  • NHS Health and Well-Being Review (Boorman,
    2009) This report found that NHS organisations
    that prioritise staff health and well-being
    performed better, in terms of quality, patient
    satisfaction, staff retention and sickness
    absence.

8
Working for a healthier tomorrow
  • 3 principal objectives
  • Prevention of illness and promotion of health and
    wellbeing
  • Early intervention for those who develop a health
    condition
  • An improvement in the health of those out of work

9
Public health public health economics
  • PH Outcomes Framework 2012
  • Mental health problems and Musculo-skeletal
    disorders are major causes of sickness absence
  • Lifestyle behaviours smoking obesity
  • 175 million working days lost to illness in 2006
  • Annual economic costs of working age ill-health
    estimated over 100 billion
  • SROI type calculations e.g. 1 invested in
    workplace health brings a return of 3.50

10
Government response
  • Creating new perspectives on health and work
  • e.g.Fit note GP education Regional
    coordinators Evidence base
  • Improving work and workplaces
  • e.g. NHS workforce review OH helpline National
    strategy for Mental health employment
  • Supporting people to work
  • e.g. Fit for Work pilots

11
Active Workplace Initiative Rochdale Council
2006-10
Year Average sick days per employee Cost of sickness absence Reduction in sickness costs
2006/07 11.3 10.57 million N/A
2007/08 10.6 9.91million 660 k
2008/09 10.0 9.35 million 560 k
2009/10 9.4 8.79 million 560 k
Total   38.62 million 1.78 million
12
Employer benefit evidence
  • Royal Mail health wellbeing initiatives
  • British Gas back care workshops
  • Parcelforce comprehensive wellbeing programme
  • SMEs?

13
Developing Leadership and Governance for Healthy
Universities
  • 169 HEIs
  • 2.4m students
  • 370,000 staff

14
Wellbeing engagement
  • In UK HE sector
  • 270m cost of sickness absence per year
  • 10 reduction in average sickness absence 27m
    per year (e.g. 400K for Univ of Sheffield)
  • If a 10 increase in performance is worth minimum
    of 5 of salary (1,606 per employee) 600m
    potential financial gain per year(e.g.9.6m per
    year to Univ Bristol)

15
7 Government indicators
  • Improving knowledge about the importance of
  • work ? health health ? work.
  • 2. Improving the promotion of health
    well-being
  • Reducing the incidence of work-related ill-health
    and injuries and their causes.
  • Reducing proportion of people out of work due to
  • ill-health.
  • 5. Improving self-reported health status
  • Improving access to health service support.
  • Improving business productivity

16
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17
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18
Public Health Responsibility Deal Health_at_work
pledges
  • Occupational health standards
  • Health and wellbeing reporting
  • Chronic conditions guide
  • Healthier staff restaurants

19
Higher Education Sector Project findings-health
wellbeing
  • Projects
  • Leadership and Governance of Healthy Universities
    (HEFCE)
  • Improving performance through wellbeing
    engagement (HEFCE)

20
Healthy Universities
  • A Healthy University aspires to create a
    learning environment and organisational culture
    that enhances the health, well-being and
    sustainability of its community and enables
    people to achieve their full potential.
  • www.healthyuniversities.ac.uk

21
Healthy Universities
22
Examples of Integrative Work
  • Transport sustainable transport policies are
    increasingly being developed and championed
    across higher education sector, contributing to
    action on climate change by reducing carbon
    emissions and helping tackle obesity and other
    chronic diseases by promoting physical activity.
  • Food whole university healthy and sustainable
    food frameworks can also impact positively on
    health and carbon reduction, helping to address
    interconnected procurement, catering, retail,
    education, research and advocacy roles in an
    integrated way.
  • Curriculum universities can also embed health
    and sustainable development into their core
    business through means of curriculum development
    linked to research and knowledge exchange with
    an emphasis on inter-disciplinary transformative
    learning.

Orme and Dooris, 2010
23
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24
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25
National HEFCE funded project
26
Findings from UCEA project
  • Better scores for workplace factors
  • -higher levels of engagement
  • -better psychological wellbeing
  • -lower perceived stressors
  • .is significantly associated with better
    performance in NSS and RAE.

27
Business case for Wellbeing and Engagement in HE
  • Comprehensive literature review
  • Conclusion
  • Promotion of employee wellbeing ?
  • increased commitment job satisfaction
  • staff retention
  • improved productivity and performance
  • reduced staff absence

28
Initiatives with some impact
  • Psychological contract
  • Stress management- briefings, training
    programmes, promotion of physical activity (gym
    incl.)
  • Resilience training for senior managers
  • Employee communications
  • Board level communications and engagement
  • Training modules for middle managers coping
    with major change leading major change
  • New sickness absence procedure support

29
Focus on the South West
  • Strategic Healthy Workplace Alliance
  • Bristol Workplace Health and Wellbeing

30
Workplace Wellbeing Charter
  • Self assessment standards for businesses in
    England
  • Leadership
  • Attendance management
  • HS requirements
  • Mental health and wellbeing
  • Smoking and tobacco-related
  • ill-health
  • Physical activity
  • Healthy eating
  • Alcohol and substance abuse
  • www.wellbeingcharter.org.uk

31
Structure of Bristol economy 17,500 employers in
Bristol
  • Large organisations
  • (250 employees) account for almost a third of
    all employees
  • Organisations with 50 or fewer staff account for
    almost 50 of employees

32
Examples of good practice
33
Exemplar Ginsters
  • On average earnings are 25 below the UK national
    average.
  • Ginsters is located in Callington, once a busy
    mining area, main industries now farming and
    tourism.
  • Ginsters used to have a high staff turnover, high
    sickness absence, disengaged staff

34
Example of good practice Ginsters
  • Started July 2006. UWE project evaluation.
  • On-site fitness suite workplace coordinator
  • Active workplace coordinator
  • Health surgeries (alcohol, BP, BMI, diabetes)
  • Around 15 regular physically-based activities
  • Taster sessions (e.g. canoeing)
  • New menus in Restaurant free fruit for all
    staff
  • Family and Community activities, e.g. allotments
  • Reaching out to their suppliers and neighbouring
    small companies
  • Integrated locality programme

35
Ginsters -continued
  • Improvements in health and wellbeing
  • Sustainable business
  • One business
  • Confident

36
Summary
  • Role of university is very broad in terms of its
    contribution to workplace health
  • Universities are major employers
  • Perhaps the concept of a healthy workplace
    needs to redefined during such difficult and
    challenging economic times
  • A focus on both large and SMEs needs to be
    included
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