Global Update: Worksite Health Promotion with Wolf Kirsten and Barry Hall
Upcoming SlideShare
Loading in...5
×
 

Global Update: Worksite Health Promotion with Wolf Kirsten and Barry Hall

on

  • 1,157 views

 

Statistics

Views

Total Views
1,157
Views on SlideShare
1,001
Embed Views
156

Actions

Likes
1
Downloads
20
Comments
0

2 Embeds 156

http://hplive.org 154
http://www.texiladigipedia.com 2

Accessibility

Categories

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Global Update: Worksite Health Promotion with Wolf Kirsten and Barry Hall Global Update: Worksite Health Promotion with Wolf Kirsten and Barry Hall Presentation Transcript

    • Global Update:What’s going on in the world of workplace health promotion? Barry Hall, Buck Consultants Wolf Kirsten, International Health Consulting Health Promotion LIVE Webinar December 14, 2012
    • Agenda• Trends and best practices in global health promotion – Global wellness survey – Highlights from technology industry – “Winning Strategies” research• Global Healthy Workplace Awards & Summit• Discussion 2
    • 2012 Global Wellness SurveyObjective:• Assess trends in employer- sponsored wellness strategies and practicesParticipants:• 1,356 participating employers• 11 languages• 45 countries• 17 million employees• All industry categoriesAvailable at www.BuckSurveys.com 3
    • Location of employeesSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 4
    • Organizations offering health promotion to employees North America Europe Asia 76% 42% 47% 33% 43% Latin America 37% Africa/ Australia/ Middle East New ZealandSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 5
    • Number of years wellness strategy has been in place 61% less than 5 yearsSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 6
    • Employer objectives driving wellness strategy to sickness or disability m costs1 = most important, 10 = least importantSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 7
    • Growth in global strategies Multinational Employers with Global Health Promotion Strategy 49% 46% 34% 2007 2009 2012Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 8
    • Reasons for not having global wellness strategypracticesSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 9
    • Health issues driving wellness strategy1 = highest impact, 17 = lowest impactSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 10
    • Life expectancy, tobacco use, obesity by country 28.1%Source: OECD Health Data 2012; Last updated: 29 October 2012; Data shown represents 2010 or nearest year available by country. 11
    • European Survey of Enterprises onNew and Emerging Risks (ESENER) • 79% of European managers voice concern about stress at work • but only 26% of EU enterprises/organisations have procedures in place to deal with stress • 42% of management representatives consider it more difficult to tackle psychosocial risks, compared with other safety and health issues. • sensitivity of the issue (53%) and lack of awareness (50%) are the main barriers • main barriers for dealing with health and safety issues are lack of resources (36%) such as time, staff or money and lack of awareness (26%) 36,000 interviews in 31 countries with managers and health and safety representatives were conducted in establishments with ten or more employees 12
    • Top program elementsSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 13
    • Fastest growing wellness program elementsSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 14
    • Have measured outcomes(by number of employees) 36% overall have measured outcomesSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 15
    • Top reasons outcomes are not measuredSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 16
    • Impact of wellness programs• High impact and significant improvement reported across all areas• The longer the wellness program is in place, the greater the improvementSource: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012 17
    • New Research:Winning Strategies in Global Workplace Health Promotion • Extension of global wellness survey • Participating organizations have implemented global strategies and been offering programs to their employees worldwide for a number of years 18
    • New Research:Winning Strategies in Global Workplace Health Promotion Participating Employers: Chevron Dow Chemical DuPont Eaton Goldman Sachs IBM Intel John Deere Johnson & Johnson MOL Group Novartis Novo Nordisk Scania 19
    • New Research:Winning Strategies in Global Workplace Health Promotion • Seeks to surface insights and successful practices – Objectives and drivers for globalizing health promotion – Strategy – Infrastructure and governance – Program elements – Regional and cultural challenges – Engagement – Vendors and suppliers – Measurement and metrics 20
    • Key Findings: Recommendations1. Establish a shared global value proposition, in alignment with key business goals. Ensure metrics are globally consistent and locally relevant. “We show how improvements in health are tied to business improvements: productivity, cycle times to fill customer orders, reduced defect rates, etc.”Source: “Winning Strategies in Global Workplace Health Promotion: A Study of Leading Organizations”Buck Consultants/International Health Consulting, 2012 21
    • Key Findings: Recommendations2. Articulate a value proposition that has sufficient emphasis on health and well-being factors, in addition to the financial business case. “Enhance health & performance” “Raise the functionality of our people to the highest level” “Maximize human and company potential”Source: “Winning Strategies in Global Workplace Health Promotion: A Study of Leading Organizations”Buck Consultants/International Health Consulting, 2012 22
    • Key Findings: Recommendations3. Spend adequate time and effort explaining to employees the reasons, goals and benefits for providing a health promotion program. “Certain countries within Europe are still challenging – Germany, Switzerland, Greece, etc. – buying in to the concept that an employer should be involved in employee health. The concept itself is still difficult for them to embrace. Also, with the health care system in those countries – the question is raised ‘why should we work on this when it’s already offered by the national health care system?’”Source: “Winning Strategies in Global Workplace Health Promotion: A Study of Leading Organizations”Buck Consultants/International Health Consulting, 2012 23
    • “The level of enthusiasm and engagement is higher in countries where the concept of workplace health promotion and related programs are newer (e.g. in Asia, Latin America) compared to countries where it has been around for a while (e.g. in North America and Europe).”Source: “Winning Strategies in Global Workplace Health Promotion: A Study of Leading Organizations”Buck Consultants/International Health Consulting, 2012 24
    • Key Findings: Recommendations4. Drive a global strategy through a central or corporate function that provides guidance and technical support to local sites and business units. “There is value in having a corporate philosophy, strategy and a core set of programs. And there is power in having a global program in which employees can take pride and feel they are a part of something bigger.”Source: “Winning Strategies in Global Workplace Health Promotion: A Study of Leading Organizations”Buck Consultants/International Health Consulting, 2012 25
    • Key Findings: Recommendations5. Engage local resources for cultural adaptation and implementation. Actively utilize local health professionals to help drive strategies regionally and function as a link between corporate and local sites and business units. “You can’t push exclusively from corporate and expect success.” “We believe that local autonomy leads to local accountability which makes for a more successful and sustainable program.”Source: “Winning Strategies in Global Workplace Health Promotion: A Study of Leading Organizations”Buck Consultants/International Health Consulting, 2012 26
    • Key Findings: Recommendations6. Provide global access to a core suite of health promotion programs and policies. Novartis’ Four Pillars to Help Associates Achieve Optimal Health 1. Move 2. Choose 3. Know 4. ManageSource: “Winning Strategies in Global Workplace Health Promotion: A Study of Leading Organizations”Buck Consultants/International Health Consulting, 2012 27
    • Key Findings: Recommendations7. Establish a healthy workplace index and/or menu of services toward which all sites should strive, and eventually be held accountable. Dow Chemical’s Healthy Workplace Index Elements • Tobacco policy enforcement • Medical surveillance participation • Access to physical activity • Workplace exposure index • Access to healthy foods • Supportive work environment • Case management • Stress management • Health assessment participationSource: “Winning Strategies in Global Workplace Health Promotion: A Study of Leading Organizations”Buck Consultants/International Health Consulting, 2012 28
    • Key Findings: Recommendations8. Analyze and address the psychosocial working environment, as well as how work is organized, in order to improve mental health and well-being of employees. “Psychosocial wellbeing is a major issue for us, and the primary focus of our efforts in the coming year.” “We’re looking more broadly at psychosocial well-being as an indicator that affects health, vitality, and business success.”Source: “Winning Strategies in Global Workplace Health Promotion: A Study of Leading Organizations”Buck Consultants/International Health Consulting, 2012 29
    • Global Healthy Workplace Awards• Follows WHO Healthy Workplace Model• 3 categories: – small and medium-sized enterprises (SMEs) – large enterprises – specialized programs• Benefits: – winner of the prestigious Global Healthy Workplace Award Deadline: Feb 10, 2013 – featured as part of a twelve month global healthy workplace promotional program 1st Awards Summit – additional prize of US $5,000 awarded to in London: winner of the SME category April 10-12 2013 www.globalhealthyworkplace.com 30
    • WHO Healthy Workplace Framework 31
    • International Association forWorksite Health Promotion • A global association focused on serving the health promotion practitioner ü essential resources ü a vibrant community and network ü exceptional learning opportunities vital to practitioners and employers • Membership: - US$ 85 - Students: $25 - Organisational: $10 if at least 25 members www.iawhp.org 32
    • Thank You! Questions?Barry HallBuck Consultantsbarry.hall@buckconsultants.comwww.buckconsultants.comWolf KirstenInternational Health Consultingwk@wolfkirsten.comwww.wolfkirsten.comHealth33 Promotion LIVE WebinarDecember 14, 2012