HEALTH WEALTH CAREER WEBCAST WHY PARTICIPATE? 17 JANUARY 2017
|
|
|
- August Harper
- 6 years ago
- Views:
Transcription
1 HEALTH WEALTH CAREER WEBCAST WHY PARTICIPATE? 17 JANUARY 2017
2 TODAY S SPEAKERS Paul Hollingdale Principal, Mercer Adam Noach Strategic Analytics, Vitality Health Mark Sharpe Senior Associate, Mercer Paul is the UK Sales Leader for Mercer Marsh Benefits. He has over 20 years experience in helping clients address their employee benefit challenges. Paul has worked closely with Vitality Health to develop the Britain s Healthiest Workplace study in addition to the broader Mercer team on the Mercer Workplace Health proposition. Adam is responsible for the analytical aspects of strategic initiatives for Vitality Health. He has over nineteen years of experience in health insurance, wellness programmes and adjacent financial services sectors, and has dedicated most of his career to research and development. Mark is a senior consultant in our Workplace Health Consulting team in London and has extensive experience in developing and delivering health care solutions for a wide variety of clients. As a Chartered Physiotherapist and Pharmaceutical Chemist, Mark has a broad base of healthcare knowledge, but specialises in the proactive management of musculoskeletal injuries where he has won a number of industry awards for innovation. Mark has also sat on the Board of the UK Rehabilitation Council, the body responsible for quality standards within rehabilitation. MERCER
3 AGENDA Welcome The business case for workplace health The value behind Britain s Healthiest Workplace Questions & close MERCER
4 THE BUSINESS CASE FOR WORKPLACE HEALTH MARK SHARPE, MERCER MERCER
5 HEALTH IN THE UK TODAY SOCIETY WORKPLACE LIFESTYLE MERCER
6 IMPACT ON EMPLOYEES % OF PEOPLE AT RISK TOP THREE REASONS FOR ABSENCE* 50% Nutrition Not eating five fruit and veg 37% Smoking Current and former smokers (Quit less than 15 years ago) 35% Physical activity 150 minutes or less moderate to high-intensity sessions per week 22% BMI Body mass adjusted for waist circumference 36% Chronic conditions At least one chronic condition 31% Alcohol Exceeding recommended units Neck and back pain Minor illnesses Stress, anxiety and depression * ONS 2016 MERCER MARSH BENEFITS 6 MERCER 2017
7 WHAT WORRIES EMPLOYEES? Workrelated stress 73% Financial concerns 25% Sleep deprivation (less than 7hrs a night) Mental wellbeing - symptoms of severe depression 30% 5% MERCER MARSH BENEFITS 7 MERCER 2017
8 THE WELLNESS BARRIER At any one time individuals in the working population fall into 4 categories THE WELLNESS BARRIER THE WELL THE AT RISK THE ILL THE LONG-TERM DISABLED 15% 55% 25% 5% Facilitating sustained behavioural change to improve health Providing robust benefits for when ill health does arrive Usually low level of investment High cost MERCER MERCER 2017
9 THE WELLNESS BARRIER IMPACT FOR EMPLOYERS 27.5 days are lost per employee 2.7m per 1000 employees 9.6% of payroll each year MERCER MERCER 2017
10 BRITAIN S HEALTHIEST WORKPLACES BY DESIGN MEASURE ROI OF HEALTH INTERVENTIONS DEDICATED HEALTH BUDGET LEADERSHIP CONSIDERS HEALTH CARE AS PART OF THE KPIS DISCUSS STAFF HEALTH & WELLBEING AT BOARD LEVEL PROVIDE MANAGER TRAINING OFFER A RANGE OF HEALTH INTERVENTIONS ACROSS PHYSICAL ACTIVITY, NUTRITION, SMOKING & WORKPLACE STRESS MERCER MARSH BENEFITS 10 MERCER 2017
11 CORE DIMENSIONS OF WELLNESS PHYSICAL OCCUPATIONAL EMOTIONAL ENVIRONMENTAL SPIRITUAL FINANCE SOCIAL INTELLECTUAL MERCER MARSH BENEFITS 11 MERCER 2017
12 BUILDING THE BUSINESS CASE FOR HEALTH Data Insight Action DATA COLLECTED FROM THE FOLLOWING SOURCES Employee Demographics Sickness Absence Medical Plan Group Income Protection Occupational Health Employee Assistance Programme Britain s Healthiest Workplace MERCER MARSH 2017 BENEFITS 12 12
13 healthiestworkplace.co.uk
14 A model for workplace wellness: Combining top-down and bottom-up measures 1. Largest comprehensive workplace wellness survey in the UK companies and 100,000 employees in 4 years 1. World s longest standing incentivebased wellness solution; 18 year heritage, over 20m life years of data 2. Significant grounding in actuarial, clinical and behavioural science through academic collaboration 3. Research approach links employee health engagement, to productivity outcomes 3. Outputs: Evidence of significant lifestyle behaviour change, Lower claims cost and productivity benefits for engaged employees healthiestworkplace.co.uk
15 Objectives and structure of Britain s Healthiest Workplace 1. Create awareness of the importance of a healthy workplace 2. Help employers to develop the business case for investment in workplace wellness 3. Develop a credible dataset to support employers in targeting their investment 4. Allow employers to benchmark their performance over time Delivery partners Advisory Board Winners in 2016 Dame Carol Black Dr. Justin Varney Dr. Steve Boorman Professor Steven Bevan Professor Sir Cary Cooper Professor Martin Roland Professor Theresa Marteau Andrew Jack Nomura International Plc adidas UK Forster communications GSK Eversholt Rail UK Ltd Sweaty Betty Tendeka Berkeley St Edward Home Retail Group healthiestworkplace.co.uk
16 How it works Inputs Outputs Organisational Health Assessment Employee Health Assessment Organisational Health Report Employee Health Report Expert consultation A 40 minute online assessment completed by a company representative A 20 minute online assessment that is completed on a voluntary basis by employees A comprehensive report outlining the health of your organisation, providing benchmarking information, and offering practical suggestions to support health and productivity improvement A face-to-face consultation where you can discuss your results and identify future strategies with a workplace wellness expert healthiestworkplace.co.uk
17 Defined communication and promotion strategy to support participation Workplace promotional materials Communication toolkit Engaging and simple online survey instrument healthiestworkplace.co.uk
18 An overview of the most important findings from Britain s Healthiest Workplace 1. Lifestyle choices are a significant determinant of critical outcomes 2. Behavioural change among at-risk groups is complex 3. Employees lose 28 days of productive time each year due to health-related absenteeism and presenteeism 4. Employees have lost over four years of life expectancy due to their lifestyle choices and associated risk factors 5. An authentic culture of health at work and a tailored suite of interventions can increase participation, leading to behavioural change, risk reduction and improved outcomes healthiestworkplace.co.uk
19 The timeline for Britain s Healthiest Workplace in healthiestworkplace.co.uk
20 QUESTIONS? Paul Hollingdale Principal, Mercer Adam Noach Strategic Analytics, Vitality Health Mark Sharpe Senior Associate, Mercer QUESTIONS Please type your questions in the Q&A section of the toolbar and we will do our best to answer as many questions as we have time for. To submit a question while in full screen mode, use the Q&A button, on the floating panel, on the top of your screen. FEEDBACK Please take the time to fill out the feedback form at the end of this webcast so we can continue to improve. The feedback form will pop-up in a new window when the session ends. CLICK HERE TO ASK A QUESTION TO ALL PANELISTS MERCER
21 MERCER
HEALTH AND WELLBEING STRATEGY
HEALTH AND WELLBEING STRATEGY Health & Wellbeing Strategy Page: 1 of 17 Page 1 of 17 Recommended by Approved by Executive Management Team Trust Board Approval Date 23 September 2010 Version Number 1.0
The Royal Wolverhampton NHS Trust
The Royal Wolverhampton NHS Trust Trust Board Report Meeting Date: 29 th February 2016 Title: Executive Summary: Action Requested: Report of: Author: Contact Details: Workplace Wellbeing Charter Strategy
MERCER WEBCAST THE WELL-PREPARED DEAL MAKER The importance of metrics for successful M&A transactions
MERCER WEBCAST THE WELL-PREPARED DEAL MAKER The importance of metrics for successful M&A transactions Adam Rosenberg Partner and M&A Leader for the UK London / Manchester Alexandra Hadley Principal London
PAYSTART MERCER S ALL-IN-ONE PAY STRUCTURE TOOLKIT
HEALTH WEALTH CAREER PAYSTART MERCER S ALL-IN-ONE PAY STRUCTURE TOOLKIT Take control of your people cost and talent challenges with market data insights and simple, robust tools 9th February 2016 Chris
Helping Great Britain to work well Work-related stress and the Management Standards approach
Health and and Safety Executive Helping Great Britain to work well Work-related stress and the Management Standards approach A new health and safety system strategy The new system is based on six key themes
Jane Abraham SW Regional Health, Work & Wellbeing Coordinator Department of Health South West
Jane Abraham SW Regional Health, Work & Wellbeing Coordinator Department of Health South West Definition of a Healthy Workplace A workplace that prevents staff becoming ill by having a safe working environment,
The Seven Core Problems Every Organisation Must Address When Managing Mental Health in the Workplace
The Seven Core Problems Every Organisation Must Address When Managing Mental Health in the Workplace PROGRAM BY TESS HOWELLS A GUIDE for HR and Line Managers Mental illness has been identified by the World
MERCER WEBCAST Global Mobility and Leadership Development 21 October 2014
Global Mobility and Leadership Development 21 October 2014 Kate Fitzpatrick David Deegan Principal Consultants London United Kingdom Today s Speakers Kate Fitzpatrick Principal Senior Mobility Consultant
Health, work and wellbeing a progress report
Worklessness and Health Symposium Glasgow, 1 September 2011 Health, work and wellbeing a progress report Dame Carol Black National Director for Health and Work Content overall goals current journey turning
HEALTH WEALTH CAREER MERCER COMPTRYX A NEW WAY FOR HR TO DELIVER BUSINESS INTELLIGENCE 17 NOVEMBER 2017 BY PATRICK GUTMANN MERCER
HEALTH WEALTH CAREER MERCER COMPTRYX A NEW WAY FOR HR TO DELIVER BUSINESS INTELLIGENCE 17 NOVEMBER 2017 BY PATRICK GUTMANN MERCER TODAYS PRESENTER Questions To submit a question, use the floating panel
SELF-ASSESSMENT FOR WELLBEING
SELF-ASSESSMENT FOR WELLBEING We have developed a self-assessment tool as a starting point for assessing your college s wellbeing. It is designed to promote discussion and identify areas for improvement.
Introduction.
Introduction The Healthy Workforce Initiative exists to support you as an employer to help improve the health and wellbeing of your workforce. With our guidance you can create a happy and reliable workplace
Employment and Health Team NHS Greater Glasgow and Clyde Framework 2017
Employment and Health Team NHS Greater Glasgow and Clyde Framework 2017 The Employment and Health Team is a specialist Health Improvement team operating across NHS Greater Glasgow and Clyde. Part of the
Employee Wellbeing Strategy
Employee Wellbeing Strategy Contents Page Introduction Staff summary Context for Strategy Vision and Values 3 4 5 Purpose/Scope The need for an Employee Breaking Down Barriers 7 8 Process Wellbeing in
Healthy Workplace, Healthy Workforce
Healthy Workplace, Healthy Workforce guidance for managers www.managers.org.uk Introduction It is estimated that illness at work costs UK employers 12.2 billion a year, as a result of sick days taken.
Health and Wellbeing Strategy : Making Newnham a great place to work
2016-2018: Making Newnham a great place to work 1. Introduction Newnham College is committed to providing a working environment which actively promotes the positive health and wellbeing of all Staff and
Health and Wellbeing Strategy
www.breeam.com Briefing Paper Health and Wellbeing Strategy Alan Yates Summary With our built environment increasingly being designed and operated from a property investment point of view it is easy to
Improving Organisational Performance by Building Emotional Resilience
Improving Organisational Performance by Building Emotional Resilience Closing the Loop Conference 2011 Rachel Clements - Director Psychological Services Agenda 1. Understanding Emotional Resilience What
Sun Life-Buffett National Wellness Survey
2013 Sun Life-Buffett National Wellness Survey About the 2013 Survey The Sun Life-Buffett National Wellness Survey has been a Canadian benchmark for insights on the status of workplace wellness and health
Employee wellness Impact on an organisation September 2015
www.pwc.com Employee wellness Impact on an organisation September 2015 Many of us will have a different opinion about what employee wellness means What does employee wellness mean to you? a. Offering employees
Overview of Workplace Training Programs
Supporting Mental Health in First Responders Overview of Workplace Training Programs BCFirstRespondersMentalHealth.com Introduction In order for an organization to successfully support mental health in
TriHealth Wellbeing. A Holistic Approach to Wellness and Productivity
TriHealth Wellbeing A Holistic Approach to Wellness and Productivity Wellbeing Today s Objectives: Differentiate between wellness and wellbeing Define the 5 essential elements of wellbeing Discuss the
Total Worker Health : An Integrated Approach to Employee Well-being Both On and Off the Job
Total Worker Health : An Integrated Approach to Employee Well-being Both On and Off the Job Presented by: Tonya Vyhlidal M. Ed., CHPD Purpose Introduce Total Worker Health and the benefits of integrating
Integrating Risk Management and Wellness Programs
Integrating Risk Management and Wellness Programs Integrating Risk Management and Wellness Programs By joining together occupational health & safety initiatives with workplace wellness programs, you can
Rochdale Borough Workplace Health and Wellbeing Strategy
Rochdale Borough Workplace Health and Wellbeing Strategy Co-operating in Rochdale for Better Health and Wellbeing for employees in the Workplace. Dr. Fiona Brigg (PhD) Contents Introduction 3 Background
Action Plan 14/14 Managing Long Term Sickness NICE PH19 June 2014
Action Plan 14/14 Managing Long Term Sickness NICE PH19 June 2014 Title: Action Plan 14/14 Managing Long Term Sickness NICE PH 19 (Published 03/2009) Prepared by: Presented by: Main aim: Recommendations:
Blue Light Wellbeing Framework
college.police.uk Organisational Development and International faculty May 2017 BetterProfessionals forbetterpolicing College of Policing Limited (2017) All rights reserved. No part of this publication
Healthy Workplaces for All Ages Promoting a sustainable working life
Healthy Workplaces for All Ages Promoting a sustainable working life Safety and health at work is everyone s concern. It s good for you. It s good for business. Introduction to the campaign Coordinated
2016 BENEFITS UNDER THE LENS: IDENTIFYING THE MISSING LINK
2016 BENEFITS UNDER THE LENS: IDENTIFYING THE MISSING LINK DECEMBER 7, 2016 Liana Attard Principal, Asia, Middle East and Africa Consulting Leader Heena Sethi Senior Associate, Asia Pacific, Regional Consulting
HOW CAN LEADERSHIP AND TRAINING CONTRIBUTE TO A HEALTH PROMOTING ORGANISATIONAL CULTURE?
Barcelona, 23-25 April 2014 HOW CAN LEADERSHIP AND TRAINING CONTRIBUTE TO A HEALTH PROMOTING ORGANISATIONAL CULTURE? Consol Serra, MD PhD Occupational Health Service, Parc de Salut MAR CiSAL - Centre for
The Psychosocial Safety Climate Framework What is PSC? How does PSC work?
The Psychosocial Safety Climate Framework What is PSC? Psychosocial Safety Climate (PSC) refers to an organisational climate for employee psychological health, wellbeing, and safety. It is determined by
The Trust s sickness absence target has not been met in each of the last seven consecutive months.
Report to: Board of Directors Date of Meeting: 25 January 2017 Report Title: Sickness Absence Exception Report Status: For information Discussion Assurance Approval Regulatory requirement Mark relevant
EAP Improves Health Status and Productivity, and Demonstrates a Positive ROI. June 20, 2011
EAP Improves Health Status and Productivity, and Demonstrates a Positive ROI June 20, 2011 Table of Contents Introduction...3 Methodology...5 Findings...7 Recommendations...11 References...13 C o n f i
Mental Health & Wellbeing Strategy
Mental Health & Wellbeing Strategy October 2017 If this report has raised any concerns for you or someone you know, please contact Lifeline on 13 11 14 Energy Networks Australia publications can be downloaded
Question& Answer briefing for members
Question& Answer briefing for members Health & Work Assessment and Advisory Service [previously termed the Independent Assessment and Advisory Service ] Q1. What is the Health & Work Assessment and Advisory
A GUIDE TO ENHANCING WELLBEING AND MANAGING WORK STRESS IN THE VETERINARY WORKPLACE
A GUIDE TO ENHANCING WELLBEING AND MANAGING WORK STRESS IN THE VETERINARY WORKPLACE INTRODUCTION TO THE GUIDE Psychological wellbeing at work is a focus of attention for the veterinary profession. In particular,
UNIVERSITY OF ABERDEEN EMPLOYEE ENGAGEMENT STRATEGY
UNIVERSITY OF ABERDEEN 1. STRATEGIC CONTEXT EMPLOYEE ENGAGEMENT STRATEGY 1.1 The University Strategic Plan 2015-2020 focuses on our people (alumni, students and staff) being at the heart of our vision
DUNDEE CITY COUNCIL: AN INTERGRATED STAFF SUPPORT SERVICE
DUNDEE CITY COUNCIL: AN INTERGRATED STAFF SUPPORT SERVICE 1. Organisations involved Dundee City Council, Social Services Department 2. Description of the case 2.1. Introduction The social work environment
GETTING STAFF MORE PHYSICALLY ACTIVE. a guide for employers
GETTING STAFF MORE PHYSICALLY ACTIVE a guide for employers This Topic Guide has been commissioned and reviewed by Public Health England (PHE), but developed by Health@Work. The purpose is to provide information
Rewarding staff for doing workplace health right
By continuing to use this site you consent to the use of cookies on your device as described in our cookie policy unless you have disabled them. You can change your cookie settings at any time but parts
Mental health and employers: The case for investment Supporting study for the Independent Review
Mental health and employers: The case for investment Supporting study for the Independent Review October 2017 Contents Introduction and Executive summary 01 Definitions 03 Mental health in the workplace:
EAP, POWERED BY HENRY FORD. Enhance wellness, manage costs
EAP, POWERED BY HENRY FORD Enhance wellness, manage costs Employee Assistance Program WHY DO I NEED AN EAP? Most Companies Invest in EAP Services to Improve Bottom Line Employees are your most valuable
RE-INTEGRATE Employer Consultation NORWAY. Return to Work An Integrated e-learning Environment A Leonardo project: 2007 to 2009
RE-INTEGRATE Employer Consultation NORWAY Return to Work An Integrated e-learning Environment A Leonardo project: 2007 to 2009 Aim of the Consultation To gather your views (as managers, HR personnel and
Health and safety objectives.
2016-17 Health and safety objectives. Martin Baggs message. My commitment to the health, safety and wellbeing of our people is unwavering. This commitment is reflected across all teams within the business,
WORKPLACE MENTAL HEALTH AND WELL-BEING POLICY
Workplace Mental Health and Well-being Policy To be reviewed Bi-Annually. Reviewed by the Leadership Team on 5 th January 2016. To be reviewed January 2018. WORKPLACE MENTAL HEALTH AND WELL-BEING POLICY
MAS Management Advisory Service
Train the Trainer Programme Strengthening resilience against stress @ work Personal resilience training has probably the most immediate and sustained impact on the primary prevention of stress at work.
Workplace Health and Wellbeing Strategic Action Plan
Workplace Health and Wellbeing Strategic Action Plan 2010-2011 Version 1_0 draft 1 Presented to Board of 25 February 2010 Directors Author of report: Workplace Presented by: Kieran Donaghy Angela McVeigh
HEALTH & WELLBEING, REDUCING SICKNESS ABSENCE IN OUR WORKFORCE CAROLINE FOX, DIRECTOR OF HUMAN RESOURCES AND ORGANISATIONAL DEVELOPMENT
MEETING: AGENDA ITEM: SUSSEX COMMUNITY NHS TRUST BOARD 74.13 - ENCLOSURE: J DATE: 25 APRIL 2013 REPORT TITLE: REPORT FROM: PURPOSE: HEALTH & WELLBEING, REDUCING SICKNESS ABSENCE IN OUR WORKFORCE CAROLINE
CORPORATE HEALTH AND WELLNESS SERVICES
CORPORATE HEALTH AND WELLNESS SERVICES Product Summary and Highlights / 2018 Corporate Health and Wellness Services Health and Wellness makes perfect cents. At Universal, we are dedicated to the improvement
KEELE UNIVERSITY STRESS MANAGEMENT FRAMEWORK AND POLICY. Keele University is highly committed to protecting the health, safety and wellbeing of staff.
1. Introduction KEELE UNIVERSITY STRESS MANAGEMENT FRAMEWORK AND POLICY Keele University is highly committed to protecting the health, safety and wellbeing of staff. The University recognises that work-related
YOUR GUIDE TO WORKPLACE RUNNING
YOUR GUIDE TO WORKPLACE RUNNING INCREASED PRODUCTIVITY GREATER STAFF RETENTION IMPROVED MORAL LOWER RATES OF ABSENCE FEWER WORKPLACE INJURIES Run Wales is Welsh Athletics social running programme that
Heal hybalance. A program to improve health and create a balanced lifestyle for your employees and your organization. Healthy starts here.
Heal hybalance A program to improve health and create a balanced lifestyle for your employees and your organization. Healthy starts here. The benefits of having healthier employees If you could, over time,
Dr Pepper Snapple Created a Movement to Address Metabolic Syndrome. Sept. 19, 2017
Dr Pepper Snapple Created a Movement to Address Metabolic Syndrome Sept. 19, 2017 Today s Presenters April Rodriguez Health and Wellness Manager Dr Pepper Snapple Group Missy Popp-Lloyd Director of Customer
Appendix 1 provides a summary of sickness absence reasons across Sherwood Forest Hospitals NHS Trust.
Council of Governors Meeting Subject: Sickness Absence, summary of main reasons 2015/16 Date: 1 st June 2016 Author: Robert Simcox Deputy Director of Human Resources Lead Director: Julie Bacon Director
Culture of health: A large and multinational employer perspective
Culture of health: A large and multinational employer perspective For multi-nation and large corporations worldwide, a culture of health can sustain a healthy, gainful workforce. More and more employers
SICKNESS ABSENCE / REHABILITATION
SICKNESS ABSENCE / REHABILITATION Sickness absence / rehabilitation Taking action on absence Sickness absence can have devastating effects on your business costs and the quality of life of the worker concerned.
Blue-Light Wellbeing Framework
Organisational Development & International Faculty Published Winter 2016 Draft V21 College of Policing Limited Leamington Road Ryton-on-Dunsmore Coventry, CV8 3EN Publication date: Winter 2017 ISBN Number:
Sickness absence guide for staff
Sickness absence guide for staff There is a clear link between healthy and happy staff and improved patient outcomes. We are looking to be a world class organisation. Therefore we need to be at the forefront
Organisational well-being solutions. Comprehensive solutions to enhance the well-being of companies and employees.
Organisational well-being solutions Comprehensive solutions to enhance the well-being of companies and employees. About Optum Increasing productivity in the workplace whilst improving overall well-being
Readiness and Resource Self-Assessment Checklist
Senior Management Commitment Form a Design Team (choose one from this list b, c, d) Form a Steering Committee (choose one from this list e, f, g) Identify a Facilitator Availability of Resources Participatory
Seven actions towards a mentally healthy organisation
Seven actions towards a mentally healthy organisation A seven-step guide to workplace mental health by the World Economic Forum s Global Agenda Council on Mental Health 2014-2016 https://www.mqmentalhealth.org/articles/global-agenda-council-mental-health-sevenactions
Innovative Approaches. to impact medical spend and employee productivity
Innovative Approaches to impact medical spend and employee productivity Innovative Approaches to impact medical spend and employee productivity Executive Summary Healthcare costs are on the rise. Increased
Mental Health Support Worker Leicester Mental Health Service
Reference: 4515 Mental Health Support Worker Leicester Mental Health Service Thank you for your interest in the above post, please find the specific role requirements and duties for this post detailed
Designing jobs and teams to achieve positive outcomes at work
Designing jobs and teams to achieve positive outcomes at work Dr Anya Johnson and Dr Helena Nguyen Work and Organisational Studies WHPN Annual members forum BUSINESS SCHOOL About us One of Australia s
Health Promotion: The Contract for Health & Wellness
Injury/Illness Diagnosis & Treatment GlaxoWellcome takes a preventive approach to workplace hazards. Primary prevention efforts are directed towards the protection of employees. Secondary prevention activities,
Putting Your People First
Putting Your People First Cake People Development Coaching, Mentoring, Leadership, Management and Consultancy t +44 (0)1603 733006 t +44 (0)203 40 992 88 e slice@cakepd.co.uk w cakepd.co.uk Developing
Foundations of the Social-ecological Approach to Employee Health Risk Factor Reduction in the Workplace
Foundations of the Social-ecological Approach to Employee Health Risk Factor Reduction in the Workplace Presentation to Meeting 4 of the Maine Worksite Wellness Initiative 25 February 2010, Maine Center
Global Health and Productivity Trends
Global Health and Productivity Trends Webcast January 15, 2014 2014 Towers Watson. All rights reserved. Agenda Employer Viewpoint Global Staying@Work Survey Key Global Findings Differences by Country Employee
Financial Well-being: The Last Taboo in the Workplace?
A Summary of Financial Well-being: The Last Taboo in the Workplace? Why organisations cannot afford to ignore the financial health of their employees Overview of the report Financial Well-being: The Last
2017 Workplace Wellness Trends. What forces are affecting the health and productivity of your workforce and how should you respond?
2017 Workplace Wellness Trends What forces are affecting the health and productivity of your workforce and how should you respond? #LetsDoSomething Contents Chapter 1: Financial Stress and Well-Being 3
NHS Employers Health and Wellbeing. Louise Murray, Senior Programme Officer
NHS Employers Health and Wellbeing Louise Murray, Senior Programme Officer Today 10:30 NHS Employers update, Louise Murray 10:35 NHS England update, David Russell 10:50 A new attendance policy a new approach
On Job Coach & Mentor (OJC)
Position Title Award Time Fraction/Tenure Service/Business Area Location Accountable & Reports to Position/s Accountable for (OJC) Labour Market Assistance Industry Award Part time or Fulltime up to 38
Certified Human Resources Professional (CHRP) Competency Framework
Certified Human Resources Professional (CHRP) Competency Framework 11.15 Table of Contents About the CHRP... 3 Application of the Competency Framework... 3 Path to Obtain the CHRP... 4 Maintaining the
Promoting Mental Health and Wellbeing in the Workplace: The Scottish Story
Promoting Mental Health and Wellbeing in the Workplace: The Scottish Story Steve Bell Marjorie Sloan Scottish Policy Context SCHWL Our focus is to work with employers to enable them to understand, protect
Feeling the pressure?
UNISON Health & Safety Feeling the pressure? UNISON stress report 2017 Stress is one of the biggest causes of health problems in the workplace. It led to 11.7 million working days lost in 2015/16: an average
Employer wellness program. Case study
Employer wellness program Case study Employer wellness program Case Study Empower and engage employees with wellness programs! Keeping employees healthy can contribute to the positive performance of your
Promoting Wellness in the Workplace. Diane Andrea RD, LD Wellness Consultant
Promoting Wellness in the Workplace Diane Andrea RD, LD Wellness Consultant 2 Why Promote Employee Health? 70-80% of overall healthcare costs are attributable to lifestyle Reduce employer costs Improve
Prevention and Lifestyle Behaviour Change A Competence Framework
Prevention and Lifestyle Behaviour Change A Competence Framework Prevention and Lifestyle Behaviour Change: A Competence Framework Contents Foreword Preface to the Second Edition Introduction Overview
Competency Framework FOR CHARTERED PROFESSIONALS IN HUMAN RESOURCES
Competency Framework FOR CHARTERED PROFESSIONALS IN HUMAN RESOURCES Chartered Professionals in Human Resources Alberta Suite 990, 105 12 Ave SE Calgary, AB T2G 1A1 Tel. 800-668-6125 Email. info@cphrab.ca
24,000. 2People and culture
26 2 24,000 We now have approximately 24,000 employees. Their efforts and commitment continue to support people with rare diseases through every step of their journey. Our employees come to work every
Sickness absence guide for managers
Sickness absence guide for managers The Big Picture There is a clear link between healthy and happy staff and improved patient outcomes. We are looking to be a world class organisation. Therefore we need
CREATING A CULTURE OF WELLNESS THROUGH WORKSITE POLICY CHANGE FEBRUARY 21, 2012
PUBLIC HEALTH POLICY CHANGE CREATING A CULTURE OF WELLNESS THROUGH WORKSITE POLICY CHANGE FEBRUARY 21, 2012 The legal information and assistance provided in this webinar does not constitute legal advice
Salveo Study on mental health in the workplace
Salveo Study on mental health in the workplace Insights into creating a healthy, productive and successful work environment 1 2 Salveo: Latin verb meaning to be well or in good health. It s no secret.
Solutions. to Manage Absenteeism and Impact Productivity. Prepared by Aon Hewitt. Tuesday, December 13, 2011
Solutions to Manage Absenteeism and Impact Productivity Prepared by Aon Hewitt Tuesday, December 13, 2011 2011 Aon Consulting Inc./Hewitt Associates Corp. (Aon Hewitt). All Rights Reserved. Our Speakers
TECHNOLOGY INNOVATION IN INTERNATIONAL ASSIGNMENT MANAGEMENT
WEBCAST TECHNOLOGY INNOVATION IN INTERNATIONAL ASSIGNMENT MANAGEMENT 24 April 2013 Vince Cordova, New York Frederic Franchi, London Today we will: Review the current and future state of international assignment
Local action on health inequalities: Increasing employment opportunities and improving workplace health
Local action on health inequalities: Increasing employment opportunities and improving workplace health Health Equity Evidence Review 5: September 2014 About PHE Public Health England s mission is to protect
A pervasive culture of silence. We all have mental health. Elevate mental health on a parity with physical health.
Mental Health at Work Report 2016 Executive summary, call to action and recommendations Workplace mental health is a collective responsibility. 3 in 4 employees have experienced symptoms of poor mental
Study demonstrates Interactive Health Outcomes-Based Wellness Program lowers medical costs and increases productivity
PROOF POSITIVE: Study demonstrates Interactive Health Outcomes-Based Wellness Program lowers medical costs and increases productivity Results of a multi-year, independent review conducted by Zoe Consulting,
Improving Health and Wellbeing Striving for Excellence
WORKFORCE & OD COMMITTEE 09 DECEMBER 2014 AGENDA ITEM 2.1 NEW APPROACH TO ATTENDANCE MANAGEMENT Report of Director of Workforce and Organisational Development Paper prepared by Purpose of Paper Assistant
CHRISTCHURCH JUNIOR SCHOOL
CHRISTCHURCH JUNIOR SCHOOL Stress Management Policy, Procedure and Guidance Status Current Approval Board of Governors Maintenance Staffing Committee Role(s) responsible Headteacher Date effective Immediate
Thriving at work The Stevenson / Farmer review of mental health and employers
Thriving at work The Stevenson / Farmer review of mental health and employers October 2017 Dear Prime Minister, On January 9th you asked us to undertake an independent review into how employers can better
Examples of Indicators and Evidence
Examples of Indicators and Evidence Quality Area 1 Service User Experience Quality Area 1 explores how your organisation puts the user at the heart of planning services through gathering feedback from
Workplace prevention of mental health problems GUIDELINES FOR ORGANISATIONS
Workplace prevention of mental health problems GUIDELINES FOR ORGANISATIONS These guidelines consist of actions organisations can take to prevent common mental health problems in the workplace. It is hoped
JOB DESCRIPTION. Divisional Director of Operations Jameson
JOB DESCRIPTION Divisional Director of Operations Jameson Jameson division covers our adult and older adult mental health services in Brent, Harrow, Kensington and Chelsea and Westminster and our learning
Healthy Workplace Award Kit
Working Toward Wellness Healthy Workplace Award Kit 2011 The Working Toward Wellness Healthy Workplace Awards Program Healthy workplaces lead to healthy employees which, ultimately, results in healthy
Partnering for Excellence STRATEGIC PLAN
Partnering for Excellence STRATEGIC PLAN 2014 2019 MISSION We serve as a strategic partner by providing professional and organizational human resource solutions to the campus that attract, engage and develop
Healthy Workplaces Campaigns
Healthy Workplaces Campaigns 2014-19 Edwin Schmitt, EU-Consulting, TÜV Rheinland Safety and health at work is everyone s concern. It s good for you. It s good for business. What you are going to hear?
Conduct and Capability Process
Appendix 8 Conduct and Capability Process 1 Introduction 1.1 places great importance on maintaining a workforce that is skilled and capable of carrying out all elements of the required occupational role.
EXPERTS IN COACHING & COACH TRAINING
EXPERTS IN COACHING & COACH TRAINING BAREFOOT COACHING The creation of Kim Morgan, one of the UK s first executive coaches, Barefoot Coaching has been at the forefront of the industry for over 25 years.
Improving Health & Productivity in the Workplace. Creating an Outcomes Based Approach to Wellness with a Focus on Prevention EMPLOYEE BENEFITS
Improving Health & Productivity in the Workplace Creating an Outcomes Based Approach to Wellness with a Focus on Prevention The Partners Group is committed to protecting the privacy of your account information,