Important Studies in Work Life Balance: Health and Family Friendly Benefits

Transcription

1 Important Studies in Work Life Balance: Health and Family Friendly Benefits Workplace Wellness at Statistics Canada 2011 Top Employer Summit November 28, 2011 Claude Graziadei Director General, Classification Systems Branch Chair of the Workplace Wellness Committee

2 Some thoughts on workplace wellness 2

3 Canada s national statistical agency We are a trusted provider of official statistics that are relevant, of high quality and accessible to all. We produce a broad range of statistics on the Canadian population, resources, economy, society and culture. 3

4 Workforce composition Data as of November 1, 2011 Executive / Management 86 Economists / Sociologists 2,398 Mathematicians / Statisticians 320 Computer Systems 994 Administrative 382 Clerical 1,028 Other 824 Total 6,032 Interviewers (separate employer) 2,000 Public servants : 93% located in Ottawa Remainder located in nine centres in three regions, or in 30 universitybased research data centres Interviewers : CATI interviewers located in nine call centres across Canada CAPI interviewers dispersed in communities across Canada Totals are based on number of active employees 4

5 Statistics Canada s context Business context Fiscal context Exponential information demands from clients Demographic context Aging workforce Churn Cascade effect Sandwich generation Multiple generations 5

6 What is our foundation? 6

7 Human Resources Strategy 7

8 HR Management Objectives Sustain capability Increase organizational adaptability Create an organizational brand Increase organizational cohesion Increase organizational efficiency 8

9 Key HR principles HR management is a line management responsibility and function Framework designed by senior management HR planning integrated with business planning Governance and evaluation 9

10 Human Career broadening Positive work environment Resources Career Public Servant adapting to change Strategy Learning and development Professional recruitment 10

11 HR strategy Professional recruitment University and professional outreach Taskforce of senior managers recruit Apprenticeship programs Standard competencies / assessments Learning and development Culture of continuous learning On site Training Institute Flagship training courses Management training Network of Learning Champions Career broadening Career paths for occupations Corporate assignments and rotations Skip level interviews Mentoring programs Positive work environment Workplace wellness programs Employee Assistance Program Harassment prevention Awards and recognition 11

12 Why is wellness important to Statistics Canada? 12

13 Because it just makes sense! 13

14 What is Statistics Canada s approach to Wellness Being family friendly Learning Diversity Human resources management 14

15 Identify needs Launching new programs Monitor and evaluate Establish governance Develop and implement 15

16 Identify Needs 16

17 Where did we start? Workplace wellness business case 80% of budget spent on people Evolution of workplace wellness Taskforces on workload and work life balance Creation of Workplace Wellness Committee NQI award 1 st time recognized Literature review E.g. a 2001 Health Canada study on Work life Conflict (and follow up reports by Duxbury et al) 17

18 HR and workplace wellness objectives Level 1 Meeting legislative requirements Level 2 Creating an environment of respect and recognition Level 3 Actively supporting healthy practices and activities 18

19 Wellness goals Create awareness of wellness Help employees manage work life balance Improve physical environment Promote fitness and healthy living Encourage local initiatives 19

20 Establish Governance 20

21 HR committee structure Statistics Canada s Senior Executive Committee Policy Committee HR Committee Workplace Wellness Committee Senior Personnel Review Committee Corporate Staffing Committee Performance and Recognition Committee Employment Equity Committee Health and Wellbeing Committee Official Languages Committee Learning and Development Committee 21

22 Role of the Workplace Wellness Committee Explore wellness needs and promote best practices Initiate, seek approval for and implement concrete improvements and practical programs Deliver and evaluate wellness events Coordinate with appropriate stakeholders Communicate wellness related initiatives to all staff 22

23 Develop and Implement 23

24 Common Public Service programs and policies Values and ethics Pay and benefits Learning Performance management 24

25 Workplace Wellness Model 25

26 Open communication Chief Statistician s communication Annual Address Coffee and lunchtime sessions with Chief Statistician Chief Statistician's Corner Weekly Executive meetings followed by cascading debriefings Employee Surveys Program Performance Reports Performance reviews and skip level interviews Internal Communications Network Wellness Workplace Wellness Committee meetings 26

27 Valuing people On site Training Institute & Language School investment Career broadening Celebrating diversity Harassment Prevention Officers Employee Assistance Program Informal Conflict Resolution Program Awards and recognition Employee Appreciation Day Children s artwork contest Education and Classroom Outreach Program Young Professionals Network 27

28 Investing in facilities One time investments: Wellness Centre On site nurse, First Aid Officers, Emergency Response Team On site daycare On site fitness and cardio facilities Shower facilities and change rooms Non smoking entrances Secure bike racks and picnic areas Central cafeterias serving healthy food, kitchens on most floors Library and Information Centre Ergonomic services Quiet room On site free flu immunization 28

29 Activities On site fitness coordinator and extensive classes Discounted membership to external fitness club Organized outdoor activities Speaker series on health and family related issues Clubs and athletic teams Take our kids to work program Celebrations and social events 29

30 Enabling a work life balance Workload management tips on Wellness site Working group on work life balance Promotion of best practices (manager tips on Internal Communications Network) Alternative work arrangements Retirement transition (tasks and leave) Pre retirement assignments and Alumni program 30

31 Initiatives A sample of employee led events supporting health, diversity and the environment Breast Cancer Support Group Bible Studies Group Dynamic Meditation Group GLBT Group Battery Disposal event 31

32 Seminar series The importance of grandparents Coping with memory loss How can I help my daughter to have a healthy body image? Caring long distance Hobbies offer more than just fun How do I make a cool lunch that my child will eat? Kids play is serious business Stress in children School anxiety! Raising teens Aging process changes and losses Should older parents move in with adult children? I m losing control of my teen. What do I do? Family friendly articles and topics from our Speaker Series Caregiver guilt what is guilt? What s in a father? The parent-teen relationship Why adults still matter to teenagers (even if they don t admit it) Does the person you care for, refuse help? How do I get my children to listen to me? Lunch matters to students Depression How can I care for a chronically-ill loved one, and care for myself too? What can we do to stop constantly fighting with our kids? When is it time to consider a change in living arrangements? 32

33 Monitor and Evaluate 33

34 Measuring progress Employee Surveys Internal Employee Survey External Public Service Employee Survey Business Health Culture Index Assesses interactions among stress factors (demand and effort) and indicators of satisfaction (control, reward) Flags problem areas Other indirect quantitative indicators Leave utilization reports Overtime hours Attrition rates Grievances lodged 34

35 2008 Public Service Employee Survey 35 25/11/2011

36 Comparison of Statistics Canada in 2008 and

37 Statistics Canada vs. Public Service Sample of 2008 Public Service Employee Survey questions My department or agency works hard to create a workplace that prevents harassment and discrimination. Overall, my department or agency treats me with respect. I am satisfied with my current work arrangement (e.g., regular hours, telework, compressed work week). My department or agency does a good job of supporting employee career development. Statistics Canada Public Service 83% 74% 79% 72% 86% 79% 71% 59% Response rate 86.3% 65.8% 37

38 Results National Quality Institute s Healthy Workplace Award (2003) and Order of Excellence (2007) Exemplary rating from the Officer of the Commissioner of Official Languages Public Service Best Practice Integrated Planning Performance Management History of corporate awards 38

39 What have we learned? 39

40 Behavioural outcomes Trust: managers and employees work collaboratively Engaged workforce Employee and corporate values align: employee community that thinks corporately in acting locally Well defined corporate culture Promotes sense of family/community 40

41 Success factors Line management responsibility and accountability Employee engagement and active participation Senior management commitment to wellness Workforce analysis and planning (evidencebased decision making) Focus on results 41

42 How can others get started? Identify needs (surveys, focus groups) Convert needs to proposals (taskforces, employee led groups) Work to ensure proposals are sustainable (employee engagement, employee led initiatives) Maintain management support 42

43 Contact Information Claude Graziadei Director General, Classification Systems Branch Statistics Canada Telephone: E mail: Claude.Graziadei@statcan.gc.ca 43

44 Statistics Canada employees participating in a 5km walk/run for a corporate charity event 44

45 Employees enjoying Statistics Canada s It s Almost Summer Picnic 45

46 Statistics Canada employees participating in a yoga class at the on site fitness centre 46

47 The judges table during a Statistics Canada IDOL event for Employee Appreciation Day 47

48 Statistics Canada employees participating in the Annual Soccer Tournament for a corporate charity event 48

49 Statistics Canada s Young Professionals Network Steering Committee with its 2010 Next Generation Award 49

50 The Chief Statistician of Canada, Wayne R. Smith, and the recipients of Statistic Canada s Team of the Year Award (2010) 50

51 A view of the RH Coats building, one of three of Statistics Canada buildings at Tunney s Pasture 51

52 A view of the Ottawa River Parkway, less than a five minute walk from Tunney s Pasture 52

53 A view of the Parkdale Market, with Tunney s Pasture in the background 53