SITA Vitality Program. Freek Bakker

Transcription

1 SITA Vitality Program Freek Bakker

2 Content 1. Introduction SITA 2. Context 3. Business Case 4. Program Appeltje Eitje 5. Implementation & results 6. Discussion and reflection 2

3 1. INTRODUCTION SITA

4 SUEZ ENVIRONNEMENT SUEZ ENVIRONNEMENT Stock exchange listed In 2008, SUEZ ENVIRONNEMENT obtained its own stock exchange listing in Paris. SUEZ ENVIRONNEMENT has 62,000 employees worldwide, and a turnover of 12 billion euros in SUEZ ENVIRONNEMENT is thus right at the top of this sector. The water branch serves 44 million inhabitants, and the waste activities (SITA) 46 million. WASTE ACTIVITIES WATER ACTIVITIES Turnover by geographical distribution Turnover by activities Employees by geographical distribution 4

5 VISION & STRATEGY SITA - dependable and sustainable waste management VISION SITA is thoroughly conscious of its role in society. A sustainable approach to waste, starting with prevention, followed by responsible re-use and careful (final) treatment, are central to this. Respect for and integrity with man and environment are core values. STRATEGY SITA takes care of the entire chain of waste collection and processing. SITA fulfils the role of fulltime service provider in the waste trade. Environmental awareness is a trump card in this : for SITA supplies the raw materials in order to close the recycling circle. 5

6 SITA: sustainable waste management Sorting Recycling/reuse Biological treatment Compost Collection of hazardous and nonhazardous waste from companies, organisations, government bodies and households Energy from waste Urban heating & electricity Landfill 6

7 SITA and sustainability By recovering materials, we save natural resources By generating energy from waste, we save fossil fuels By recycling, we reduce CO 2 emissions SITA s head office is climateneutral SITA Day-in, day-out, SITA Glass is 100% re-used Other waste is 60% re-used gives waste new life 7

8 KEY FIGURES FOR THE NETHERLANDS 45 sites (5 regions) 2,241 employees 850 vehicles 145,000 containers 76,000 3,7 M 413 M euro businesses call upon our waste services provisions inhabitants of cities and municipalities make use of our waste services provisions turnover in

9 SITA in the Netherlands - regions Veendam 9

10 2. CONTEXT

11 2. Context (1/2) Ageing population and falling birth figures tendency to a tight and tense labour market Average age of (SITA) staff is increasing and with that the number of elderly people (reduction of the physical and mental capacities by an average of 1% per year) Pre-pension schemes are past Pension age rises staff must continue to work for longer Risk of sickness absence increases as the workforce grows older Overweight (obesity) figures rising, also with young people living increasingly unhealthier lives 11

12 2. Context (2/2) Sustainability is a priority of SITA: A healthy and sustainable primary process A healthy physical (working) environment A healthy social (working) environment Healthy and long-term available staff A diverse staff contributes to sustainable organizational performance A healthy and sustainable relation with the immediate living environment Sustainable products and services 12

13 3. BUSINESS CASE

14 3. Business Case (1/2) Elements with health impact for a driver at SITA: Monotonous charge of body/muscles Irregular/long shifts Long employment contracts High average age Little body exercise Overweight/obesity Diabetes type 2, high cholesterol, cardiovascular problems TIA, heart problems, coronary, stroke and hip and knee arthrosis **BMI >= 27 = twice the risk of dying (BMI = 27 = 1m80 and 88 kg) **20% of the cost of absenteeism can be attributed to obesity 14

15 3. Business Case (2/2) To conclude: Insufficient body exercise and overweight increases the risk of heart and vascular diseases and with that the risk of sickness absence. Suppose a driver/loader is 5 working days per year more absent: Average absence costs: - wage of absent employee: 40 hrs x 16.98= Replacement by temp. worker: x 2= (per hour) x 40 = Furthermore: - If a driver suffers a TIA, he will be temporarily disqualified from driving a truck. - Subsequently, in that period he can only work as a loader, which is physically more demanding. 15

16 4. PROGRAM APPELTJE EITJE

17 4. Program Appeltje Eitje (1/4) What are the goals? Short term Making staff (more) aware of their own vitality Improving the health of the workforce Increasing the sense of belonging Long term Reducing the operating costs by reducing sickness absence and incapacity for work Increasing productivity by increasing the long-term availability of staff Departure point in all this is that the emphasis is not put on the individual absent employee, but on all employees and the manner in which they treat their health 17

18 4. Program Appeltje Eitje (2/4) Appeltje/Eitje is a standard package of healthy and sports activities that SITA offers staff in conjunction with a region/bu Start (comprehensive package) Core team Health check Coaching Modules * Concluding health check Coaching interview Follow-up (reduced format) Modules * Duration: 1 year Duration: embed structurally *Modules: running, mountain biking, stop smoking, a healthy yet tasty diet 18

19 4. Program Appeltje Eitje (3/4) Mountain biking Once a week (outside working hours) 8 weeks long (offer twice) Guidance by professional trainer Maximum of 10 participants Thereafter structurally continued by staff members themselves (offer cycle plan) Running Once a week (outside working hours) 16 weeks long Guidance by professional trainer Maximum of 20 participants Thereafter structurally continued by staff members themselves 19

20 4. Program Appeltje Eitje (4/4) Nutrition Nutrition course 3 months Maximum of 10 participants Partners can participate in individual sessions and group sessions Offer twice a year (outside working hours) Nutrition workshop Once, 1 hour (outside working hours) Interactive Possibly with partner Stop smoking Information session 45 minutes Actual course is 6 hours (during working hours, take leave hours) 20

21 5. IMPLEMENTATION & RESULTS

22 5. Implementation & results (1/2) no central top-down implementation co-creation with management and health company start with a pilot, share results with senior management (voluntary) roll out in rest of SITA Status so far: 2009: Starting year in southern region (Helmond and Venlo) 17 staff members in the core team, participants in modules approx. 50 members of staff 2010: Starting year in Randstad southern region (all locations) 26 staff members in the core team, participants in modules approx. 80 members of staff 2010: Follow-up year in South region 2011: Starting year in North region 2011: Follow-up year in Randstad southern region and southern regions 22

23 5. Implementation & results (2/2) Perceptions/experiences of staff Exercising together stimulates each other Stopping smoking together, with your colleagues keeping an eye on you The collective element makes it fun I would never have done this on my own accord I get to talk to other colleagues In the canteen, I now also talk to colleagues of other departments Successes High blood pressure has been significantly reduced, we are now below the national norm Cholesterol level has been reduced Even reduced weight after giving up smoking Fitness levels have improved Demonstrable improvement of mutual interaction among staff Proud of SITA, staff are positive about SITA offering this Lots of publications in external media (trade journal Afval!, TON magazine, Health in bedrijf, etc.) 23

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25 Discussion & reflection 25