Community Profiling - The Workplace as a setting. Trish Crowson

Transcription

1 Community Profiling - The Workplace as a setting Trish Crowson

2 Community Profiles A comprehensive description of the needs of a population that is defined, or defines itself, as a community, and the resources that exist within that community, carried out with the active involvement of the community itself, for the purpose of developing an action plan or other means of improving the quality of life of the community. Mcgraw-hill

3 Why the workplace is an important setting It is likely that by % of adults will be obese, and the number of people living and working with chronic conditions will rise steadily, affecting morale, competitiveness, profitability. In an increasingly competitive global economy, only the healthiest businesses will prosper. Companies that invest to support employees health will be fitter to survive February

4 Good work is good for health Work & health a national priority We spend 60% of our waking hours in work Annual economic cost of ill health, lost productivity, lost tax and increased health and welfare costs is 100 billion 172 million working days lost to absence in UK a year costing employers 13 billion 8 million days lost a year to obesity 63.8% adult population overweight or obese of adults in England are overweight or obese Jan 2012 Impact on key workforces e.g. shift work

5 Good Health is Good Business Good health improves an individual s quality of life, and a focus on their well-being can also add value to organisations by promoting better health and increasing motivation and engagement of employees, in turn helping to drive increases in productivity and profitability. Dame Carol Black % of staff leave their position because of their manager Best Companies to work for in the UK shows that companies who have higher levels of staff engagement have 13% lower staff turnover, less than half the sickness absence of UK average. Workplace culture -A good place to work goes deeper than having paper policies

6 A workplace health profile How do you find out about the workplace community? Potential sources of existing data: HR data profile of the workforce Staff sickness absence data Workforce engagement survey Health check data Community health profiles level to which workforce matches the community they are drawn from

7 A workplace health profile How do you find out about the workplace community? Additional information you could collect: Rapid appraisal views of key personnel Focus Groups Workplace health needs assessment tool - validated questions - opportunity to engage staff - views on proposed initiatives

8 Step by step creating a healthy workplace STAGE 1 STAGE 2 STAGE 3 Define problem and identify priorities Action on priority areas identified Implementation/ review Health Needs Assessment: > identify priorities > engage organization and workforce: health champion, top level support staff involvement 1 SICKNESS ABSENCE Tools eg: workingforhealth 2 HEALTH STATUS Self-assessed: Validated self-assessment questionnaire - DH/EMPHO HNA tool, focus groups Assessed: Health checks individual health checks, eg: How are you doing NHS yr olds NHS Choices Health Check Priority areas Guidance eg: Tools/Services eg: Evaluate impact & outcomes/ next steps Sickness Absence policy/ review Organisational development/leadership group Recruitment/ retention & rehab Occupational health services Keeping or getting more active Help to Stop Smoking Mental Health Alcohol & substance use Health & Safety Food & Health Workplace Wellbeing Charter NHS Health & Wellbeing Improvement Framework ACAS NICE guidance PH 13 NICE guidance: PH1, PH5 PH22 HSE Stress Management Standards HSE NICE CG43 Fit for Work Services: w ww.leicesterfit4work.org.uk Derby CAB/GP Occupational Health Adviceline: Think Fit: HealthAtWork/getting-activeat-work.aspx Physical Activity Networks in some areas NHS/local smoking cessation services Mindful Employer Change 4 Life Commissioning Healthy Catering guide: platform.org.uk Review action plan\strategy Reduced staff turnover? increase in productivity? Changes in sickness absence levels/trends Staff surveys Evaluate the outcomes from all interventions eg increase in P/A reported, quitters, organisation change Regularly review progress & impact; continue to gather evidence to prove it works Cost/benefits analysis Re-run health assessments in Stage 1 to evaluate impact/success of actions Agree continuing activity/new activities/ sustain activity

9 Case Study Background - April 2012 Poor sales in Q1 of 2012 Forced to ask all staff to go on to a four day week Staff turnover 23% Average uncertified sickness 2.8 days per employee Three employees signed off with stress related illness in previous 12 months

10 What was found, what they did, what they achieved Business Objec7ves: Reduce sickness absence, increase staff reten1on, increase employee engagement. Reported HNA Data Interventions Implemented 40% current smokers NRT paid for by MD Smoking cessation support available. 66% little or no physical activity Walking group set up. On site yoga taster session Off site crown green bowls taster session Health & Business Outcomes 20% reduction in sickness absence (Apr 2012-Apr2013) 62% reduction in staff turnover (April 2012-Apr2013) Approximate saving 30,000 1:15 ROI (Return on Investment) 27% find job very or extremely stressful 9 point free health check delivered to all staff on site Stress management awareness training for line managers on site All staff now returned to a 5 day working week 24% dissatisfied with job 70% not eating their 5 a day Employee engagement survey launched and delivered (results pending) Free fruit throughout the office 25 employees (out of 48) completing workplace champion training Self managed weekly weight loss group established.

11 Interventions for Healthy Eating Fruity Friday Cook Well Work Well, Biggest Loser, Honesty fruit bowl Veg Box scheme Cook Well Work Well Canteen menus Portion sizes Subsidised foods/charging schemes Healthier vending Tray liners, food promotions Workplace weight management November 17,

12 Work & health further info The workplace wellbeing charter tools and self assessment Health needs assessment tool %20Employers.pdf Responsibility Deal - Work & Health Network pledges and tools Occupational health standards Unionlearn business case and resource:

13 Contact details: Trish Crowson Crowson Consulting Ltd Mob: