FIND A HEALTHIER WORKFORCE Carl Buik, Health Management Consultant,

Corporate & International, Bupa

NOVEMBER 2014

NSW LOCAL GOVERNMENT HR CONFERENCE 2014

NSW LOCAL GOVERNMENT

HR CONFERENCE 2014

UPDATE ON WORKPLACE HEALTH

• Why workplaces are investing in workplace health

• Latest achievements in workplace health

• What other organisations are doing in workplace health

SOLUTIONS FOR COUNCILS

• How to know you are doing the right thing for your people and your council

• Support to develop strategic plans for workplace health

• Tools and resources available to assist Councils with their workplace health

WHY

WORKPLACES

ARE INVESTING

IN WORKPLACE

HEALTH

1= Most Important 10= Least Important

EMPLOYER OBJECTIVES DRIVING WELLNESS

All Regions Australia/NZ Asia Europe United States

Improving worker productivity/ reducing presenteeism 1 3 3 3 2

Reducing employee absences due to sickness or

disability 2 2 4 2 3

Improving workforce morale/engagement 3 4 2 1 4

Reducing health care or premium costs 4 10 10 10 1

Improving workplace safety 5 1 1 5 7

Furthering organizational values/mission 6 7 7 6 5

Maintaining work ability 7 5 5 4 6

Attracting and retaining employees 8 8 8 7 8

Promoting corporate image or brand 9 6 6 8 9

Fulfilling social/community responsibility 10 9 9 9 10

SOURCE: Fifth Global Wellness Survey, Buck Consultants 2012

EMPLOYER OBJECTIVES DRIVING WELLNESS

Cost of average musculoskeletal workers

compensation claim in NSW1

Lost productivity on average from workers each year

as a result of poor health3

Lost productivity from workers with 5 or more health

risk factors2

$36,400

6 days

33%

1 Chu, C. et al (1997). The Health Promoting Workplace: An Integrative Perspective. Aust NZ Journal of Public Health, 21 (4): 377-385. 2. Musich et al (2006) The association between two productivity measures with health risks and medical conditions in an Australian employee population. American Journal of Health promotion, 20 (5). 3. Medibank Private (2007). The cost of presenteeism to your business, employees and the economy.

EMPLOYER OBJECTIVES DRIVING WELLNESS EMPLOYER OBJECTIVES DRIVING WELLNESS

LATEST

ACHIEVMENTS IN

WORKPLACE

HEALTH

MORE LIKELY TO ENCOURAGE CREATIVITY & INNOVATION

ROI FOR EVERY DOLLAR INVESTED IN CREATING A MENTALLY HEALTHY WORKPLACE

MORE LIKELY TO HAVE STAFF ENGAGED IN THE BUSINESS

MORE LIKELY TO BE A ‘BEST PERFORMER’ COMPANY

LESS LIKEY TO LOSE STAFF

MORE LIKELY TO BE MORE PRODUCTIVE

2.3:1

8X

3.5X

2.5X

4X

3X

EMPLOYER OBJECTIVES DRIVING WELLNESS IMPACTS OF WELLNESS PROGRAMS

World Economic Forum. Working towards wellness: The business rationale. In cooperation with Price Waterhouse Coopers. Price Waterhouse Coopers

SOURCE: Fifth Global Wellness Survey, Buck Consultants 2012

54%

55%

54%

57%

56%

54%

48%

48%

46%

64%

75%

67%

69%

67%

61%

54%

53%

52%

84%

82%

80%

80%

79%

71%

65%

65%

63%

Improved overall employee health

External recognition (e.g. Awards, "Best places to work" lists)

Reduced population health risks

Improved organization image

Improved workforce morale/engagement

Enhanced attraction and retention

Improved workplace safety

Reduced employee absences due to illness or disability

Improved worker productivity/reduced presenteeism

5+ years

2-5 years

0-1 year

EMPLOYER OBJECTIVES DRIVING WELLNESS IMPACTS OF WELLNESS PROGRAMS

ACHIEVEMENT

WHAT OTHER

ORGANISATIONS

ARE DOING IN

WORKPLACE

HEALTH

COMMON WELLNESS PROGRAMS

SOURCE: Sixth Global Wellness Survey, Buck Consultants 2014

EMPLOYER OBJECTIVES DRIVING WELLNESS LATEST INNOVATIONS IN WELLNESS

• Onsite Wellness Hubs

• Telehealth

• Health Technologies

• Multi-funders

HOW TO KNOW

YOU ARE DOING

THE RIGHT THING

FOR YOUR

PEOPLE AND

YOUR COUNCIL

ASSESS

DESIGN

IMPLEMENT

EVALUATE

1.

2.

3.

4.

STRATEGICALLY DESIGNING WORKPLACE HEALTH

Employee Health

Profile Employee Medical Profile

Executive Priorities Commercial needs

Senior leadership needs

Determinants of Health Employee lifestyles and behaviours

Physical work environment

Psychosocial work environment

HR & OHS Needs Turnover

Productivity

Engagement

Occupational Incidents

Workers Compensation

Work Health

Insights

ASSESS | WORK HEALTH INSIGHTS

AN EVIDENCE BASE OF WORKER HEALTH NEEDS

6 IN 10

Australians have experienced chronic back pain in their lifetime2

8 IN 10

1 IN 5

1IN 6

9 IN 10

1IN 6

1 IN 20

1IN 5

6 IN 10

Australians will experience depression at some stage of their lives3

Heart disease affects 1 in 6 Australians4

Australian adults drink at levels considered risky5

Australian adults are current smokers5

Australian adults aren’t eating the recommended amount of vegetables in their diet5

Australians have diabetes1 Australian adults are overweight or obese5

Australian adults do not meet the recommended physical activity guidelines5

1. AIHW; 2. MJA; 3. Beyondblue; 4. National Heart Foundation of Australia; 5. AIHW, Australia’s food and nutrition 2012; AIHW, Australia’s Health, 2012; ABS, Physical Activity in Australia: A Snapshot, 2007-08

GUIDELINES 2014 RESULT

HIGH RISK Less than 1 hour per week

21%

MODERATE RISK 1-2 hour per week

24%

LOW RISK Greater than 2 hours per week

55%

0%

10%

20%

30%

40%

50%

60%

Male Female

Low Moderate High

0% 20% 40% 60% 80% 100%

Not considering a change Intend to change in the near future Made changes already Change not required

READINESS FOR CHANGE

ACTIVITY BY GENDER

SAMPLE DATA SNAPSHOT

WORKFORCE PHYSICAL ACTIVITY

Bupa Healthier Workplace Framework

• Consider the physical and psychological aspects of employee health

• Review and plan to provide a supportive environment

• Four Pillars of workplace health to strategically guide business strategy

DESIGN | WORK HEALTH STRATEGY

LIFESTYLE FACTORS

HEALTH MANAGEMENT

MEDICAL PROFILE

e.g. nutrition, smoking, alcohol, physical activity.

e.g. blood sugar, blood pressure, cholesterol, weight, chronic disease and illness.

e.g. health screenings/coaching, medical care. KEY HEALTH

FACTORS TO CONSIDER

• Schedule a plan for the year ahead

• Develop a COMPREHENSIVE communication plan

• Engage the workforce as ‘Wellness Champions’

IMPLEMENT

SAMPLE CALENDAR

STEP 2

STEP 3

STEP 4

STEP 1

3. IMPACT

Identifies program effectiveness

Behavioural change

Cultural change

4. OUTCOME

Identifies stakeholder returns

Employee health status

Commercial benefits

2. PROCESS

Identifies fit and reach

Participation rates

Barriers and enablers

1. FORMATIVE

Identifies needs

Needs assessment

Baseline metrics

4 KEY ASPECTS TO MEASURE

EVALUATE

TOOLS AND

RESOURCES

AVAILABLE TO

ASSIST

COUNCILS WITH

THEIR

WORKPLACE

HEALTH

BUPA

• Work Health Benchmark Survey – NOW OPEN FOR PARTICIPATION

• WORKSHOP: HEALTHY HABITS - Creating a Healthier Workforce in 2015

• Work Health Radar – Gap Analysis Planning Tool

• Personal Health Assessment – Workforce Health Profiling

• Workplace Wellness Programs

Get Healthy At Work

• Gethealthyatwork.com.au

• Support tools, interventions and resources

Heart Foundation

• Healthy Workplace Guide – 10 Steps to Implementing a Workplace Health

Program

• Support tools, resources

Heads Up

• Mentally Healthy Workplace Program

• Support tools, resources for supporting a mentally healthy workplace

TOOLS & SUPPORT

HEALTHIER

SOLUTIONS A healthier, happier workforce is a more productive

workforce. At Bupa, we are dedicated to finding solutions for

your organisation – solutions that explore what it means to

be ‘healthy’ today.

Carl Buik

carl.buik@bupa.com.au

02 9323 9228

Copyright. November 2014

Private and Confidential