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Healthy Workplace
Initiative
A 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:
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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:
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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
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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)
5-6+
3
2
1
Awareness
Participation
Morale
Behaviour change
Commitment
Absenteeism
Risk reduction
Less disease
Culture change
What are we doing?
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Corporate Human Resource Plan
– Five goals
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Goal 3: To be a safe and supportive workplace
– Objectives:
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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
CAE
Awards
4. Sustainability
3. Implementation
2. Planning
Bronze
Award
1. Commitment
Excellence
©NQI.2002
Gold
Silver
Award
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
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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