An integrated approach to health and wellbeing in the workplace

Heather Perina – Dept of Health QldGeraldine Marsh – Aust. Institute of Primary Care La Trobe University

Obese adultsThe Health of Queenslanders 2014 www.health.qld.gov.au/cho_report

55% of all obese adults in Queensland are employed ~ 460,000 persons

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

160,000

180,000

0-11 12-17 18-24 25-34 35-44 45-54 55-64 65-74 75+

Obese not employed Obese employed

Daily smokersThe Health of Queenslanders 2014 www.health.qld.gov.au/cho_report

57% of all adults in Queensland who smoke daily are employed

~ 285,000 persons

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

160,000

180,000

12-17 18-24 25-34 35-44 45-54 55-64 65-74 75+

Smokers: not employed Smokers: employed

Risky drinkersThe Health of Queenslanders 2014 www.health.qld.gov.au/cho_report

69% of risky adult drinkers are employed ~ 465,000 persons

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

160,000

180,000

12-17 18-24 25-34 35-44 45-54 55-64 65-74 75+

risky drinkers: not employed risky drinkers: employed

Why Workplaces

• More than half the at-risk adult population in Queensland are employed

• We spend at least 8 ours a day at work (plus travel)• Captive audience• Controlled environment – legislation and policy• Potential to instil culture and environmental change• Business benefits• Social/emotional benefits

Background

• Workplaces for Wellness 2010/11 to 2013/14

• National Partnership Agreement on Preventive Health

• Healthier.Happier. Workplaces 2013/14 to current

• Reduce preventable chronic disease using a systems approach

Healthier. Happier. Workplaces Initiative

Is an integrated, multi-strategy, settings-based program which aims to engage and involve both workers and management collectively endeavouring to change the workplace into a health promoting setting.

Objectives

Workplaces Build capacity of employers to improve workplace wellness byincreasing the number and proportion of workplaces that are:

•Committed to workplace wellness•Implementing supportive policy, cultural and physical environments•Delivering HP programs for workers – knowledge to select and evaluate programs

Objectives

WorkersBuild capacity of workers to make healthy lifestyle choices through:

•Increased access to and uptake of health info, evidence based workplace health initiatives, support services•Increased healthy lifestyle awareness, knowledge, attitudes •Increased number of workers who report healthy lifestyle behaviours

Population HealthLonger term objective

Reduced risk of workers developing lifestyle-related chronic disease

Healthier Happier Workplaces Statewide Evaluation

Developmental Approach

Situations of high complexity and/or high volatility

(ie. The environment is always changing and the programs/interventions are continually adapting)

When working on social innovations and /or

systems- change orientated interventions.

Evaluation QuestionsHas the HHW Initiative been implemented as intended?Have the activities & strategies (including programs and support strategies) as a whole reached the intended target groups and settings? What factors have affected reach? What else could be done to strengthen the Initiative?

What barriers and facilitators to implementation have emerged, and what responses have been implemented?

What else can be done to support workplaces & workers to implement and sustain the changes intended to achieve the objective of HHW?

What do we know about workplaces who have engaged (and not engaged) with HHW? What motivates workplaces to consider wellness in the workplace?How do they become engaged with the HHW Initiative?

What are the enablers, barriers and challenges for workplaces?How are they overcome – if they are?

What supports workplaces to keep developing their approach to workplace wellness – and could this be strengthened?

Has the HHW Initiative had the intended effects (or any unintended effects) for 1) workplaces and 2) workers?

What kinds of changes to their policy, cultural and physical environments to support workers to adopt and maintain positive lifestyle and health promoting behaviours have been made in (targeted) workplaces? Has promotion of worker wellness become a routine part of the workplace?

Is there evidence that specific programs lead to intended changes for workers and changes are sustained (e.g. Quit leading to reduction or cessation of smoking)?

Evaluation MethodologyMixed methods evaluation analysis of data from multiple sources

Evaluation reports from programs and activities funded through HHW (grants, workshops programs etc). Documentation about ongoing development & implementation of HHWHealthy Places, Healthy Peoples surveyKey stakeholder interviews- 98 conducted (2014/2015) workplaces representing targeted industries/sectors, partners in implementation (DH, WHSQ, Programs), Peak Industry bodies, Recognition Scheme recipients.On-line survey- Queensland workplaces- over 350 surveys were completed

WorkersWorkplaces

Industry

WorkersWorkplaces

Industry

Healthier. Happier. Workplaces websiteRecognition schemeEvidence-based tools

Healthier. Happier. Workplaces websiteRecognition schemeEvidence-based tools

Inform & recognise good practice

Inform & recognise good practice

WorkersWorkplacesCommunity

WorkersWorkplacesCommunity

10,000 StepsGet Healthy

Workplace Quit Smoking Program

10,000 StepsGet Healthy

Workplace Quit Smoking ProgramProgram access Program access

WHSQ & LGAQ(advice, support, professional

development, networking, mentoring, system enablers,

leadership )

WHSQ & LGAQ(advice, support, professional

development, networking, mentoring, system enablers,

leadership )

WorkersWorkplaces

Industry / Peak bodiesLocal & cross-Government

Community

WorkersWorkplaces

Industry / Peak bodiesLocal & cross-Government

Community

Advice & supportAdvice & support

health & wellbeing inWHAT HOW WHY

http//:www.workplaces.healthier.qld.gov.au

5 Steps to a Healthy Workplace

1. Management commitment2. Planning3. Needs assessment4. Action plan5. Evaluation and review

Registered Workplaces

2230 members (End of October 2015)

Size Organisation 2014 2015<20 304 44221-200 692 1085>200 428 703Total 1424 2230

Industry/sector NumberHealth and community services 453Education and training 434Government administration and defence 215Construction 164Manufacturing 147Professional services 115Transport and storage 100Mining 69Agriculture, forestry and fishing 64Finance and insurance 53Electricity, gas, water and waste 50Accommodation and food services 37Administration and business support services 53Information technology and telecommunications 30Retail trade 34Arts, recreation and tourism 21Property services 20Wholesale trade 17Advertising and media 10Other 164Total 2230

Healthier. Happier. Workplaces website

 Where do you usually find information about promoting employee health and wellbeing in the workplace - including general ideas and specific programs/services/tools that would assist you?  

Frequency

N=370

Valid %

Queensland Government "Workplaces for Wellness"/"Healthier.Happier.Workplaces" website and resources

300 81.1

General search of the internet 284 76.8Health organisations such as Heart Foundation, Quit, Diabetes Australia, Beyondblue 248 67.0

Workplace Health and Safety Queensland website 241 65.1

Information provided by industry/peak body/network 210 56.8

Suggestions from employees 196 53.0Advice from colleagues 165 44.6Other government health department websites (including in other states)

151 40.8

Other sources 54 14.6

Recognises organisations for their workplace wellness program and encourages them to improve worker health and wellbeing.

Recognition Scheme

Showing staff that the organisation is interested in their health and wellbeing. Impetus to document and show case what we were doing.

Great getting recognition for what out business is doing!

We were interested in getting recognition as it underlies what we are trying to achieve.

Reasons for applying for recognition

•Demonstrates commitment to staff health and wellbeing.•Promotes a positive workplace culture.•Creates an opportunity to review the health of the organisation•Become an employer of choice.•Provides an opportunity to celebrate and share successes.•Improves the reputation of the business.•Provides an ‘edge’ when applying for tenders/contracts.

What are the Characteristics of a successful Recognition Scheme

High public profile, with promotion to the public and industry. (Managed by Government).Achievements of recognition scheme recipients are promoted and shared with other organisations.Award recipients’ experiences and learnings around the development and implementation of workplace health and wellbeing programs are shared with other organisations. Ongoing contact between scheme organisers and registrants to assist and encourage applicants and monitor progress towards higher levels of recognition.

Do Peak Industry Bodies (PIBs)have a role in promoting workplace health?

Our Industry Body is interested in promoting workplace health to our members.

Employers want to hear about practical examples that have worked in similar businesses.

I think we do have a role, we need help convincing our board.

Yes but why?•Competition between industries to attract workers•Worker retention•Ageing workforce•Increasing tender ‘wins’•Improving industry image•Creating a sense of commitment of workers in industry•Reduce industry costs- absenteeism

• Concrete evidence of benefits• Practical examples of successful strategies/ approaches implemented • Industry specific information and advice• Access to people who can assist and advise workplaces – preferably at no

cost• Information about services workplaces can refer workers- eg. Mental

health, drugs and alcohols, relationships • Assistance in convincing/explaining to PIB management benefits for our

members

Assistance Required by Peak Industry Bodies to promote workplace health and wellbeing

Lessons Learned

Whole of Government StrategyGovernance arrangements

Overarching model showing integration Evaluation framework

Define roles and responsibilities earlyClear KPI’s