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Health And Wellbeing Industry Survey

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Health and Wellness SURVEY

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Health And Wellbeing Industry Survey

  1. 1. Health and Wellness1. Does your organisation provide health and/or wellness programs to employees? Response Response Percent Count YES 80.0% 12 NO 0.0% 0 Other (please specify) 20.0% 3 answered question 15 skipped question 0 1 of 27
  2. 2. 2. What type of health and/or wellness programs does your organisation invest in? Response Response Percent CountEmployee Assistance Programs 93.3% 14 (EAP) Healthy eating and/or dietary 33.3% 5 programs Healthy lifestyle programs (incl. 53.3% 8 gym membership) Free or subsidised medical check 33.3% 5 ups Smoking cessation 20.0% 3 Health Risk Assessment 40.0% 6 Health Surveillance (specific 13.3% 2 occupations) Skin checks 33.3% 5 Flu shots 73.3% 11 Vaccinations 26.7% 4 Infectious or communicable 13.3% 2 disease management Alcohol or Drug abuse 20.0% 3 Training and education 33.3% 5 Other (please specify) 13.3% 2 answered question 15 skipped question 0 2 of 27
  3. 3. 3. Why does your organisation offer health and wellness programs? Response Response Percent CountBecause we feel it is in line with 73.3% 11 our values as an organisation Because it is a point of difference in attracting and retaining the best 20.0% 3 peopleBecause we want to be seen as an 40.0% 6 employer of choice We feel that there are significant benefits in managing our 60.0% 9 absenteeism and presenteeism Because we believe it improves 40.0% 6 productivity Because it assists us withmanaging both an ageing workforce 26.7% 4 and a skills shortage Other (please specify) 6.7% 1 answered question 15 skipped question 04. What are the most significant impacts of poor health upon your organisation? Response Response Percent Count Absenteeism 60.0% 9 Loss of Productivity 53.3% 8 Presenteeism 20.0% 3 Workers compensation claims 60.0% 9 Other (please specify) 0.0% 0 answered question 15 skipped question 0 3 of 27
  4. 4. 5. How would you best describe your organisations approach to health and wellness(health risk)? Response Response Percent Count We manage health riskspecifically to reduce or control 40.0% 6 workers compensation exposures We manage health risk, but we dont really measure it in any 26.7% 4 quantifiable waysOur measuring and management of health risk is informal, but seems 33.3% 5 to work okayHealth risk is not considered in ourorganisation and it does not appear 6.7% 1 to be warranted. Other (please specify) 20.0% 3 answered question 15 skipped question 0 4 of 27
  5. 5. 6. What do you feel are the positive, emerging trends concerning workforce health in thefuture? Response Response Percent Count Linking health to productivity 46.7% 7 Linking health and wellness 20.0% 3programs to remuneration packages Using health and wellness as a point of difference for attracting 46.7% 7 candidates Connection between health issues, such as obesity and 66.7% 10 diabetes and work performance Linking health and wellness 33.3% 5 programs with an ageing workforce Retaining skilled workers 40.0% 6 Other (please specify) 13.3% 2 answered question 15 skipped question 07. Do you think that health risks in the workplace should be given more attention Response Response Percent Count YES 93.3% 14 NO 6.7% 1 Other (please specify) 0.0% 0 answered question 15 skipped question 0 5 of 27
  6. 6. 8. What are your priorities for health and wellness investment over the next 12 months? Response Response Percent Count Develop a formal approach to health and wellness in the 33.3% 5 workplace Introduce health and wellness 33.3% 5 initiatives Linking health and wellness to 40.0% 6 productivity and/or profitability Gaining insight into what our wellness and health issues 46.7% 7 actually are Assist in ageing workforce issues 20.0% 3 Address and assist in managing 33.3% 5 absenteeism issues Assist in managing workers 40.0% 6 compensation claims Other (please specify) 13.3% 2 answered question 15 skipped question 0 6 of 27
  7. 7. 9. What are the biggest barriers your organisation faces in investing in health andwellness programs? Response Response Percent Count Culturally, our organisation does not provide health and wellness 13.3% 2 programsThe value of health and wellness is difficult to quantify and thus, 73.3% 11 easy to negate Our employees are reluctant toparticipate in any health or wellness 53.3% 8 initiativesWe have difficulties with involving 0.0% 0 employees due to union issues We cannot reach any consensusover who should pay for health and 26.7% 4 wellness programs (employee or organisation) Budgetary constraints for health and wellness programs from within 66.7% 10 our organisation Other (please specify) 6.7% 1 answered question 15 skipped question 0 7 of 27
  8. 8. 10. What are the participation (take up) rates with employees? Very Not Limited Good Excellent Rating Response poor offered take up take up take up Average Count take up 14.3% 42.9% 35.7% Full time permanent employees 7.1% (1) 0.0% (0) 3.00 14 (2) (6) (5) 18.2% 45.5% 27.3% Part time/Casual employees 9.1% (1) 0.0% (0) 2.82 11 (2) (5) (3) 16.7% 25.0% 41.7% 16.7% Middle Management 0.0% (0) 2.58 12 (2) (3) (5) (2) 15.4% 38.5% 23.1% 23.1% Senior Management 0.0% (0) 2.54 13 (2) (5) (3) (3) 36.4% 36.4% Executive Level 9.1% (1) 9.1% (1) 9.1% (1) 2.73 11 (4) (4) Other (please specify) 2 answered question 15 skipped question 0 8 of 27
  9. 9. 11. Which health and/or wellness programs have the highest participation rates? Response Response Percent Count Employee Assistance Programs 33.3% 5 (EAP) Healthy eating and/or dietary 13.3% 2 programs Healthy lifestyle programs 26.7% 4 Free or subsidised medical check 13.3% 2 ups Smoking cessation 0.0% 0 Health Risk Assessment 33.3% 5 Health Surveillance (specific 6.7% 1 occupations) Skin checks 13.3% 2 Flu shots 53.3% 8 Vaccinations 0.0% 0 Infectious or communicable 0.0% 0 disease management Alcohol or Drug abuse 0.0% 0 Training and education 26.7% 4 Other (please specify) 13.3% 2 answered question 15 skipped question 0 9 of 27
  10. 10. 12. Which programs have the most positive impact on employee health and wellbeing? Response Response Percent CountEmployee Assistance Programs 66.7% 10 (EAP) Healthy eating and/or dietary 13.3% 2 programs Healthy lifestyle programs 33.3% 5 Free or subsidised medical check 6.7% 1 ups Smoking cessation 0.0% 0 Health Risk Assessment 13.3% 2 Health Surveillance (specific 0.0% 0 occupations) Skin checks 6.7% 1 Flu shots 33.3% 5 Vaccinations 0.0% 0 Infectious or communicable 0.0% 0 disease management Alcohol or Drug abuse 0.0% 0 Training and education 20.0% 3 Other (please specify) 13.3% 2 answered question 15 skipped question 0 10 of 27
  11. 11. 13. Which health and wellness programs have proven to have the most benefit to yourorganisation? Response Response Percent CountEmployee Assistance Programs 53.3% 8 (EAP) Healthy eating and/or dietary 26.7% 4 programs Healthy lifestyle programs 6.7% 1 Free or subsidised medical check 6.7% 1 ups Smoking cessation 6.7% 1 Health Risk Assessment 13.3% 2 Health Surveillance (specific 6.7% 1 occupations) Skin checks 0.0% 0 Flu shots 33.3% 5 Vaccinations 0.0% 0 Infectious or communicable 0.0% 0 disease management Alcohol or Drug abuse 0.0% 0 Training and education 20.0% 3 Other (please specify) 13.3% 2 answered question 15 skipped question 0 11 of 27
  12. 12. 14. What are the most common reasons for low participation rates by employees? Response Response Percent Count Do not have the time to fit it in 46.7% 7 Lack of interest or 53.3% 8 understanding of the benefits Only keen to take up programs if 40.0% 6 the workplace pays for itDo not feel that the workplace has 20.0% 3 any role in their overall health Are concerned about the securityof health information and whether it 20.0% 3 will be used by HRFeel that their ability to do their job is not adversly affected by their 13.3% 2 health Culturally, our organisation has always experienced a lack of 33.3% 5 interest in health and wellnessThere is minimal or no buy in from management, which effects 13.3% 2 employee involvement Other (please specify) 13.3% 2 answered question 15 skipped question 0 12 of 27
  13. 13. 15. What are the common cultural barriers to improving health and wellness in yourorganisation? Response Response Percent CountMistrust between the workforce andmanagement over how the data will 13.3% 2 be used to affect a career path Investment in health and 40.0% 6wellness is not seen as a priorityNo understanding or explanation asto how health and wellness will bring 13.3% 2 benefits to my organisation Concerns over privacy 20.0% 3 Non cultural barriers 6.7% 1 Other (please specify) 6.7% 1 answered question 15 skipped question 0 13 of 27
  14. 14. 16. How much does your organisation spend annually on health and wellnessprograms? Response Response Percent Count $0-$20,000 40.0% 6 $20,000 - $50,000 0.0% 0 $50,000 - $75,000 13.3% 2 $75,000 - $100,000 0.0% 0 $100,000 - $200,000 0.0% 0 $200,000 - above 33.3% 5 Dont actually know 13.3% 2 Other (please specify) 0 answered question 15 skipped question 017. Is your organisation able to measure a return on investment through money spent onhealth and wellness programs? Response Response Percent Count YES 26.7% 4 NO 73.3% 11 Other (please specify) 1 answered question 15 skipped question 0 14 of 27
  15. 15. 18. Do you measure the link between health, wellness ad productivity and/orprofitability? Response Response Percent Count YES 13.3% 2 NO 80.0% 12 Other (please specify) 6.7% 1 answered question 15 skipped question 019. If your organisation does NOT measure a ROI (return on investment), is thisbecause? Response Response Percent Count We dont have any appropriate 61.5% 8 tools to measure the ROIWe dont need to measure the ROI 0.0% 0We dont want to measure an ROI as our purpose is simply in 7.7% 1 providing resources Culturally, we dont feel it is 7.7% 1 necessary Other (please specify) 23.1% 3 answered question 13 skipped question 2 15 of 27
  16. 16. 20. Do you perform any health checks as a part of your pre employment process? Only as Only for Only for required Not On all Rating Response senior specific by at all employees Average Count management occupations principal contractor Undertake pre employment 46.2% medicals and rudimentary health 0.0% (0) 23.1% (3) 0.0% (0) 30.8% (4) 2.69 (6) checks by a DoctorUndertake pre employment medical 54.5%and collect some health information 9.1% (1) 18.2% (2) 0.0% (0) 18.2% (2) 2.18 (6) by a Nurse We do a pre employment in 38.5% 0.0% (0) 30.8% (4) 7.7% (1) 23.1% (3) 2.77keeping with industry requirements (5) answered question skipped question 16 of 27
  17. 17. 21. Following a workplace injury, what are the most common reasons why return towork costs are greater than they could be? Response Response Percent Count Claims take too long to assess 46.7% 7 Our workplace injuries are significant and take a long time to 20.0% 3 recover Our wages component is quite 20.0% 3 significant in all claims We cannot access medical 6.7% 1 services due to our location(s)High legal fees and legal outcomes 6.7% 1 are common place We have to pay ongoing make up pays and medical costs after the 13.3% 2 claim is closed Common law claims costs 13.3% 2 Other (please specify) 33.3% 5 answered question 15 skipped question 0 17 of 27
  18. 18. 22. What are the common reasons why injury claims take longer to get back to work inyour organisation than you would like? Response Response Percent Count Rehabilitation is too slow and not 13.3% 2 directedOur job tasks are quite physical, which usually take workers 33.3% 5 longer to return to work There is no structure or 0.0% 0management focus on rehabilitation Culturally, we have always haddifficulties with getting people back 13.3% 2 to work We cannot access medical services as quickly as we would 6.7% 1 like The workplace(s) are resistant to providing suitable duties and 6.7% 1 managing their rehabilitation cases Claims seem to get derailed very quickly and people are isolated 20.0% 3 from returning to workNone of the above, (please provide 0.0% 0 details below) Other (please specify) 33.3% 5 answered question 15 skipped question 0 18 of 27
  19. 19. 23. If you were to invest in health services and programs in 2012/2013, what would theybe? Response Response Percent Count Health and Wellness Strategy 53.8% 7 Development Training and Education 38.5% 5 EAP 38.5% 5Provision of free or subsidised 76.9% 10 health and wellness programs Discounted Health Insurance 46.2% 6 Other (please specify) 1 answered question 13 skipped question 224. If you were to invest in health software in 2012/2013, in what area(s) would youinvest? Response Response Percent Count Pre-Employment 13.3% 2 Injury Management 26.7% 4 Claims Management 13.3% 2 Health and Wellbeing 66.7% 10 Case Management 13.3% 2 None of the above 6.7% 1 Other (please specify) 20.0% 3 answered question 15 skipped question 0 19 of 27
  20. 20. 25. If you were advising another organisation on the top 3 most effective tips forimproving employee health what would they be? Response Response Percent Count My Tip 1 100.0% 15 My Tip 2 73.3% 11 My Tip 3 66.7% 10 answered question 15 skipped question 0 20 of 27
  21. 21. Q1. Does your organisation provide health and/or wellness programs to employees? 1 At some sites Apr 13, 2012 12:52 PM 2 Limited. Usually in conjunction with Annual Flu Shots Apr 5, 2012 5:41 PM 3 not really a program... they have introduced a flu vaccination program this Apr 5, 2012 1:20 PM yearQ2. What type of health and/or wellness programs does your organisation invest in? 1 Free Corporate Challenge sport/games Free healthy lunch and learn Apr 5, 2012 4:39 PM workshops - skin cancer awareness,work/life balance, mental health, nutrition, weightloss, heat stress, sleep right etc. Weight loss programs Health & Safety training Bullying prevention training 2 mental health first aid Apr 5, 2012 11:32 AMQ3. Why does your organisation offer health and wellness programs? 1 We dont offer any Apr 13, 2012 12:52 PMQ5. How would you best describe your organisations approach to health and wellness (health risk)? 1 Management is not committed to the benefits of these programs. Apr 5, 2012 5:41 PM 2 Formal health and wellness score card producted annually. Not just used to Apr 5, 2012 11:32 AM manage and control WC but empower people to enhance own health and best practice 3 It is very informal at present Apr 5, 2012 8:38 AMQ6. What do you feel are the positive, emerging trends concerning workforce health in the future? 1 Attraction of emplyees (Employee Value Proposition) Apr 5, 2012 4:39 PM 2 Overcoming implications of sedentary work & mental health issues in the Apr 5, 2012 11:32 AM workplace 21 of 27
  22. 22. Q8. What are your priorities for health and wellness investment over the next 12 months? 1 No change Apr 5, 2012 5:41 PM 2 develop wellness culture which is integrated into the business strategy and Apr 5, 2012 11:32 AM not just a "nice to have" programQ9. What are the biggest barriers your organisation faces in investing in health and wellness programs? 1 time management and ability to attend intiatives when competing with client Apr 5, 2012 11:32 AM facing work in addition to obtaining buy in by senior managementQ10. What are the participation (take up) rates with employees? 1 Not applicable Apr 13, 2012 12:52 PM 2 participation trates depend on the activity/program offered Apr 5, 2012 4:39 PMQ11. Which health and/or wellness programs have the highest participation rates? 1 Unknown what we offer, if any Apr 13, 2012 12:52 PM 2 mental health first aid; fatigue management; linking exercise and injury Apr 5, 2012 11:32 AM prevention; targeted fitness programs; building resilience & optimismQ12. Which programs have the most positive impact on employee health and wellbeing? 1 As above Apr 13, 2012 12:52 PM 2 mental health first aid; resilience & optimism; access to health & wellbeing Apr 5, 2012 11:32 AM libraryQ13. Which health and wellness programs have proven to have the most benefit to your organisation? 1 As above Apr 13, 2012 12:52 PM 2 as above Apr 5, 2012 11:32 AM 22 of 27
  23. 23. Q14. What are the most common reasons for low participation rates by employees? 1 lack of motivation Apr 5, 2012 4:39 PM 2 accessibility and timing of intiatives offered versus client & productivity Apr 5, 2012 11:32 AM demandQ15. What are the common cultural barriers to improving health and wellness in your organisation? 1 Senior managers walking the talk Apr 5, 2012 4:39 PMQ17. Is your organisation able to measure a return on investment through money spent on health andwellness programs? 1 unsure Apr 5, 2012 9:54 AMQ18. Do you measure the link between health, wellness ad productivity and/or profitability? 1 unsure Apr 5, 2012 9:54 AMQ19. If your organisation does NOT measure a ROI (return on investment), is this because? 1 HR KPIs are measured monthly, sick leave, turn over etc. but there is no link Apr 12, 2012 4:35 PM back to H&W programs. Evidence is unsubstantiated unless we stop providing services and see what happens? 2 HR KPIs are measured monthly, sick leave, turn over etc. but there is no link Apr 12, 2012 4:35 PM back to H&W programs. Evidence is unsubstantiated unless we stop providing services and see what happens? 3 unsure Apr 5, 2012 9:54 AM 23 of 27
  24. 24. Q21. Following a workplace injury, what are the most common reasons why return to work costs are greaterthan they could be? 1 Family GPs are not independant Apr 12, 2012 4:35 PM 2 Family GPs are not independant Apr 12, 2012 4:35 PM 3 Due to recent redundancies injured ex-employees go straight to totally unfit Apr 5, 2012 5:41 PM and the cost of claims increase expedentually compared to inhouse rehabilitation. 4 not aware of this Apr 5, 2012 1:20 PM 5 delay in injury reporting; type of claim; lack of alt duties Apr 5, 2012 11:32 AMQ22. What are the common reasons why injury claims take longer to get back to work in your organisationthan you would like? 1 WC system is just that...a workers compensation System. There is no Apr 12, 2012 4:35 PM incentive for an injuried workers to return to work or to activiely particpate in RTW programs. Generally find people returning from non-WC injury are more receptive to participating in RTW programs 2 WC system is just that...a workers compensation System. There is no Apr 12, 2012 4:35 PM incentive for an injuried workers to return to work or to activiely particpate in RTW programs. Generally find people returning from non-WC injury are more receptive to participating in RTW programs 3 Due to recent redundancies injured ex-employees go straight to totally unfit Apr 5, 2012 5:41 PM and the cost of claims increase expedentually compared to inhouse rehabilitation. Otherwise there are no issues 4 n/a Apr 5, 2012 1:20 PM 5 lack of alternatives Apr 5, 2012 11:32 AMQ23. If you were to invest in health services and programs in 2012/2013, what would they be? 1 I doubt there will be any redirection in the short to medium term. Apr 5, 2012 5:41 PMQ24. If you were to invest in health software in 2012/2013, in what area(s) would you invest? 1 Requires analysis Apr 12, 2012 4:35 PM 2 Requires analysis Apr 12, 2012 4:35 PM 3 No need. Apr 5, 2012 5:41 PM 24 of 27
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  26. 26. Q25. If you were advising another organisation on the top 3 most effective tips for improving employee healthwhat would they be? My Tip 1 1 X Apr 16, 2012 6:37 PM 2 n/a Apr 13, 2012 12:52 PM 3 Invest in employee health Apr 13, 2012 10:50 AM 4 Make sure you get full support of Executive Management Apr 12, 2012 4:35 PM 5 Make sure you get full support of Executive Management Apr 12, 2012 4:35 PM 6 Identify the heath risks Apr 10, 2012 10:17 AM 7 EAP Apr 5, 2012 6:49 PM 8 Educate and engage Apr 5, 2012 5:41 PM 9 Provide free flu vaccinations Apr 5, 2012 4:39 PM 10 invest in preventive - reduce absenteeism Apr 5, 2012 1:20 PM 11 Measure & identify organisation risks prior to planning Apr 5, 2012 11:32 AM 12 nnn Apr 5, 2012 10:56 AM 13 Engage employees Apr 5, 2012 10:40 AM 14 unsure Apr 5, 2012 9:54 AM 15 MAke sure you keep a list of take up rates for education sessions Apr 5, 2012 8:38 AM My Tip 2 2 n/a Apr 13, 2012 12:52 PM 3 Monitor health Apr 13, 2012 10:50 AM 4 Take a proactive approach and chose wellness programs that people can Apr 12, 2012 4:35 PM work and compete as teams 5 Take a proactive approach and chose wellness programs that people can Apr 12, 2012 4:35 PM work and compete as teams 6 Identify how you will measure ROI Apr 10, 2012 10:17 AM 7 Injury Mangement Structure Apr 5, 2012 6:49 PM 8 Make it fun to participate and a challenge Apr 5, 2012 5:41 PM 9 Provide free health checks Apr 5, 2012 4:39 PM 11 Obtain buy in from a range of levels across the organisation Apr 5, 2012 11:32 AM 13 build a measurable component for health Apr 5, 2012 10:40 AM 15 Invest in EAP Apr 5, 2012 8:38 AM 26 of 27
  27. 27. Q25. If you were advising another organisation on the top 3 most effective tips for improving employee healthwhat would they be? My Tip 3 2 n/a Apr 13, 2012 12:52 PM 3 Provide employee assistance for health and wellbeing Apr 13, 2012 10:50 AM 4 Indentify your higher risk areas and focus there Apr 12, 2012 4:35 PM 5 Indentify your higher risk areas and focus there Apr 12, 2012 4:35 PM 6 Program driven and lead by Exec Team Apr 10, 2012 10:17 AM 7 Discounted health programs Apr 5, 2012 6:49 PM 8 provide regular feedback Apr 5, 2012 5:41 PM 9 Provide healthy activity options and nutritional advice Apr 5, 2012 4:39 PM 11 Keep it real and accessible Apr 5, 2012 11:32 AM 13 Ownership by management Apr 5, 2012 10:40 AM 27 of 27

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