Health & Wellbeing May 2010

Health & wellbeing

by Fluid

May 2010

Contents3-4 Introduction to Fluid5-7 How does the UK compare?8-9 Perceived importance of a

healthier workforce10-12 Gender differences13-14 Exercise A15-16 Corporate health17-19 Employer-provided healthcare

benefits20-21 Health cash plans22-23 Desk health24-26 Reporting on health & wellbeing27-40 Real life examples41-42 Exercise B43-46 Obesity47-48 Stress49-50 Case studies51-52 Exercise C53-54 Conclusion and questions

Introduction

Introduction to Fluid• Fluid Consulting Limited (Fluid) is a specialist

human resources consultancy headed by Tim Holden MCIPD

• 10 years in banking• 10 years in Human Resources consultancy• Fluid trading since 2006• The core services provided by Fluid are:

- Retention- Selection- Attraction- Remuneration & Reward - Outplacement- Training & HR consultancy

How does the UK compare?

How does the UK compare? 1 of 2

• DOCTORS PER 1000 POPULATION• France 3.4• Germany 3.4• OECD 3.4• UK 2.4

How does the UK compare? 2 of 2

Perceived importance of a healthier

workplace

Perceived importance of a healthier workplace

• Reducing absence• Increasing productivity• Improving employee satisfaction• Improving retention levels• Healthier return on investment• Preventing/redressing stress• Avoiding litigation

Gender differences

Gender differences 1 of 2 • Eating disorders are more common amongst women• Women are more likely to suffer from common mental

disorders such as depression and anxiety• Women are more prone to autoimmune diseases such as

rheumatoid arthritis and multiple sclerosis• Women are more susceptible to incontinence problems

and anaemia• Men are twice as likely to become alcohol-dependent

and suffer cirrhosis of the liver• Men are more than three times more likely to be

diagnosed with antisocial personality disorders than women

• Men are twice as likely to develop liver cancer

Gender differences 2 of 2 • Osteoarthritis is more common in men under the

age of 45 than women• Men are more likely to misuse drugs and take

their own lives• Excessive smoking and drinking means men are

at greater risk of hypertension• Men are more prone to epilepsy than women• Hyperactivity disorders are more common in men• Men are more likely to get Parkinson’s disease• Men are more susceptible to strokes and heart

disease

Exercise A

Corporate health

Corporate health• Cost to employer• Set-up time• How the scheme is administered• Support given• Particular selling points

Employer-provided healthcare benefits

Employer-provided healthcare benefits 1 of 2

• Private medical insurance54%

• Workstation health audits50%

• Employee assistance programme (EAP)48%

• Income protection41%

• Healthy eating options in staff canteen28%

• On-site occupational health department24%

• Optical benefits23%

• Health screening/well woman/well man clinics23%

• Well-being advice/health campaign23%

• Subsidised gym or sporting facilities23%

Employer-provided healthcare benefits 2 of 2

• Stress counselling other than an EAP21%

• Flu vaccination21%

• Personal accident insurance18%

• Critical illness insurance12%

• On-site nurse 11%• Health cover through a healthcare trust

8%• On-site doctor

8%• Healthcare cash plan

6%• Alternative therapy such as acupuncture or massage

6%• Dental insurance

6%• On-site physiotherapist

Health cash plans

Health cash plans• One in 20 adults in the UK aged over 18 has a health

cash plan• The typical subscriber is a working ABC1C2 aged 35 to

64• Unlike private medical insurance, most plans are taken

out by individuals or by a group of employees through a salary deduction arrangement

• The corporate sector where bosses pay for a health cash in full accounts for just 8% of subscriptions

• Dental and optical treatments represent the largest share of claims, totalling 62%

• The most popular advertising channel is in the press• Almost half of those questioned in a recent survey stated

that health cash plans were good value for money, whilst half had never heard of them before

Desk health

Desk health• DISPLAY SCREEN EQUIPMENT REGULATIONS 1992,

amended in 2002• All computers must fit a minimum specification for

healthy use• All workstations must be assessed for risk• Computer equipment must be fit for the job to avoid

strains and discomfort• All users must take regular breaks from computers• Eye tests and special glasses must be provided if

necessary• Training on computer safety must be provided to all

computer users• Users must be given relevant information relating to

their health & safety

Reporting on health & wellbeing

Reporting on health & wellbeing 1 of 2

• Understand employees’ state of health• Keep good records• Make health part of your business strategy• Embed good practices in your corporate

culture• Communicate the business case for

healthy employees

Reporting on health & wellbeing 2 of 2

• Alcohol• Diet• Exercise• Illegal drugs• Sleep• Smoking• Stress• Yoga

Real-life examples

Real-life example, Chorley Borough Council 1 of 3

• ABOUT THE ORGANISATION• Chorley Borough Council is the district

authority for many public services provided for residents, businesses and visitors

• THE CHALLENGE• The organisation found itself in the bottom

25% of councils for sickness absence, and restructuring had cut its workforce by a third

• WHAT THE ORGANISATION DID• Created a position to manage an activities programme

delivering access to exercise, and introduced health promotion events such as ‘fruit on desks’ schemes

• Revamped the stress management policy and established a workplace listeners support group

• Provided monthly holistic therapies on site• Funded physio sessions for musculoskeletal disorders• Developed a health & wellbeing strategy with booklet

and online advice• Improved flexi scheme by removing core hours

• BENEFITS AND ACHIEVEMENTS• Reduced sickness absence from 10 days to

eight days in 12 moths, whilst in the same period long-term sickness absence fell from 2.3% to 1.8%

• Awarded 10th best council to work for in the annual Sunday Times survey

• Council awarded Chartermark for customer service excellence and Beacon status for transforming services

• Received bronze and silver in local health works scheme

Real-life example, IPC Media 1 of 3

• ABOUT THE ORGANISATION• IPC Media is the UK’s leading consumer magazine

producer with about 90 brands, selling 350M magazines every year

• THE CHALLENGE• It was identified that levels of sickness absence were

being affected by complaints related to repetitive strain injury and musculoskeletal injury. It launched a health initiative focused on building resilience and encouraging sustainable improvement in physical and mental wellbeing. This involved fostering a culture in which employees adopted and sustained a healthy lifestyle to reduce and prevent injury.

• WHAT THE ORGANISATION DID• Opened an on-site medical facility with a doctor and

physiotherapists, offering assessment, rehabilitation and treatment

• Ensured early referral by linking ergonomist, facilities and IT teams closely

• Introduced ‘stretch’ classes of prescribed exercises and activities for staff, including Pilates and belly dancing

• Promoted the service through email, online and via a health and benefits roadshow

• BENEFITS AND ACHIEVEMENTS• Over a two-year period, the number of

employees wh believed IPC Media was ‘genuinely interested’ in their wellbeing rose from 54% to 66%, and the number who thought it demonstrated a duty fo care increased from 74% to 84%

• A 28% decrease in the number of days lost to neck or back-related problems

• Absence levels dropped 18% in the same two-year period, saving £500000

Real-life example, Selex Galileo 1 of 4

• ABOUT THE ORGANISATION• Selex Galileo engineers and manufactures electronic

systems for civil and military platforms.• THE CHALLENGE• The Occupational Health team (located over five sites)

wanted to create interest and excitement in health in its wider context by looking at personal risk factors and organisational/community influences using IT-based systems.

• It also wanted to review and update the company’s work-life balance policy to meet employees’ wellbeing needs.

• WHAT THE ORGANISATION DID• Set up a communication and consultation process

starting with the senior management team and working through employee groups and team briefings using the website, company magazine and plasma TV screens

• Introduced the creative wellbeing programme to deliver health awareness events, which were evaluated with a survey tool

• Started a continual review of the work-life balance policy

• Improved absence management with a case management approach and rehabilitation programme

• WHAT THE ORGANISATION DID• Implemented a stress management

programme with action plans• Provided health advice drop-in clinics and

spotlight articles on the intranet• Offered an employee assistance

programme available 24/7 to employees and immediate family

• BENEFITS AND ACHIEVEMENTS• The company achieved a fall in the sickness

absence rate from 2.74% to 2.67% over three years

• The programme increased awareness and interest in health, increased morale, reduced risk and exposure and improved communication and engagement since attrition rates have dropped from 4.8% to 2.9% in three years. This was greatly influenced by the company’s attitude to work-life balance.

Real-life example, Somerset County Council 1 of 3

• ABOUT THE ORGANISATION• With more than 17000 employees , Somerset County

Council is Somerset’s biggest employer• THE CHALLENGE• At the point when flexible working and stress

awareness were introduced the sickness absence rate was 5.33 days. But a year later the number of sick days rose to 6.53 and nearly 87000 hours were lost to mental health issues. Yet the staff survey showed mostly positive attitudes. The council decided its workforce was still comparatively healthy and productive, but it could do more to help.

• WHAT THE ORGANISATION DID• Introduced a carers’ support network and a mentor-

coaching scheme accessible to all employees• Launched a six-week weight management programme

and 24 weekly lunchtime fitness activities• Provided rapid access to physiotherapy and chiropractic

services for certain employees• Trained managers in how to deal with different sickness

scenarios• Establish occupational health case conferences of

relevant parties to provide proactive advice and action plans

• Set up health screening pilots and cycle to work scheme

• BENEFITS AND ACHIEVEMENTS• Sickness absence rate is now 4.82 days with a

24% cut in the hours lost to mental health issues. Rapid access to the physio reduces the amount of time lost

• Health MOTs show health improvements, and screening refers 25% of attendees to their GP

• The staff survey results show a happier workforce with all the responses to relevant questions improving by at least 3%

Exercise B

Obesity

Obesity 1 of 3

• CATERING FACILITIES IN THE UK• Vending machines 79%• Canteen/restaurant 61%• Visits by sandwich sellers 29%

Obesity 2 of 3

• RECOMMENDATIONS BY OCCUPATIONAL HEALTH SPECIALISTS

• Make healthy foods available in on-site vending machines

• Subsidise healthy eating options in workplace cafes and canteens

• Provide nutritional information on packaging of food for staff

• Offer free fruit for employees

Obesity 3 of 3

• HOW EMPLOYERS HELP WORKERS KEEP THEIR WEIGHT DOWN

• Healthy eating options in canteen/restaurant• Access to fitness facilities• Advice• Leaflets or other printed information• Healthy eating options from vending machines• Talks and/or videos • Support groups• Encouraging external sandwich sellers to offer healthy

options

Stress

• Work-life balance initiatives• Training managers in stress awareness• Regular appraisals where stress is discussed• Risk assessments for compliance with H&S• Cultural change programmes• Performance management• Employee assistance programmes• Counselling services• Psycho-social risk assessments• Stress policy

Case studies

Exercise C

Conclusion & Questions

Conclusion

• Summary• Questions

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