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Worksite Wellness PA (Nicole)
1. CREATING A CULTURE OF HEALTH AND ACCESS TO
ACTIVITY
Physical Activity in the
Workplace
2. Why should we create a culture that
supports Physical Activity at our worksite?
Adequate physical activity reduces risk for several
diseases
When employers provide an environment, support,
for employees to be active, employees are more likely
to use their breaks during the workday for physical
activity.
3. Preliminary research suggests that employer support
may influence workers’ activity during time away
from work as well.1,2,3
Physically active employees are, on average, both
more productive and less costly (in terms of health
care expenses) than inactive employees.1,2,3
1 Foldes, Bland, An et al. Modifiable Health Risks and Short-Term Health Care Costs. Blue Cross and Blue Shield of Minnesota internal research,
submitted for publication.
2 Anderson, 2000. American Journal of Health Promotion. 15:1.
3 Bunn, JOEM, 2006, 48:10.
4. Creating a strategy…
What should it look like?
What are the key elements?
Infrastructure
Schedule Flexibility
Support for active living
5. Physical Activity – PSE Changes
Environment Mapped walking routes
Bike racks, showers, lockers
Physical activity room/space
Policy Combine breaks for physical activity
time, causal dress code, walking
meetings, work accommodations that
support physical activity
Systems Trainings for managers to develop
flexible schedules to accommodate
physical activity, walking meetings
framework, active transportation
Social Support Walking clubs, stretch breaks, exercise
classes
6. Best Practices to Support Physical Activity in
the Workplace
Availability and identification of places for
physical activity
Policies that support physical activity
Programs that promote more physical
activity
Promotion of opportunities for physical
activity
7. Policies that support physical activity –
What should it include?
Casual dress code
Flexible work schedule
Activity breaks during meetings
Active commuting program
Standing desks/walking work stations
8. Promotion of opportunities for physical activity –
Creating a communications plan
Key Elements:
Communicate at least quarterly about workplace
opportunities for physical activity
Set a positive/fun tone – right from the start
Have leadership promote opportunities
Use a variety of communication channels
Focus on the immediate benefits of physical activity:
increased energy, reduced stress and feeling better.
9. Educate employees about the longer-term benefits
Be honest with employees about why you are
implementing the policy
Obtain (and communicate frequently) top
management commitment to employees being
active during the workday.
Remind employees that no one has to be active as a
condition of employment
Feedback sessions
10. Step-by-step plan for change…
Confirm leadership support
Discuss approaches
Decide on a work team
Measure current levels of activity
Determine strategies
Write goals
Draft policy
Draft communications plan
Implement improvements
11. How do we measure our change?
Percentage decrease in sedentary time Health assessment - cohort (time over time)
report reflecting same population
Percentage increase of physical activity
opportunities available
Physical activity opportunity numbers
(before and after changes)
Usage change for physical activity
opportunities
Usage numbers (before and after changes)
Percentage increase in promotion of
physical activity opportunities
Promotions (before and after changes)
Employee satisfaction with physical activity
opportunities
Employee interest/satisfaction survey
Creation of a physical activity policy, and
regular (quarterly, semiannual and annual)
quality assurance checks on the
commitments outlined in the policy
Human resources and leadership
12. How about a few examples?
Environment
•By [date], the number of places where employees can
be physically active at work will increase due to
<mapped walking routes, bike racks, showers, locker
rooms, fitness center, active commuting, walk/bike
paths, bike sharing program, stretch break, walking
meetings, etc.>. The launch of places will include a
leader letter, Q&A document and manager training.
13. Policy
By [date], a physical activity policy will be enacted that
ensures that physical activity places are sustainable.
Additional policy components to include <dress code, flex
time to allow employees to be active during the day, extra
five minutes on break time should it be used for physical
activity, mandatory morning stretch, active transportation
incentives>. Support at launch and on-going with leader
letter, Q&A, manager training.
14. Social Support
By [date], <a walking event to celebrate new places
for activity, quarterly fitness center orientations, Walk
on Wednesdays, Tennis Shoe Tuesdays, lunch walking
group> will be launched and supported.
Systems
By [date], <managers will be trained to support
flexible work schedules, a walking meeting format,
protocol for reimbursing employees for active
transportation> will be completed.
15. SHIP Stories.
How Communities are Improving Health for all.
Shay Baumbach
Olmsted County Public Health Services
Worksite Wellness SHIP Coordinator
16. KLN Enterprises in Perham
SHIP Worksite Wellness Initiatives:
- Each location has their own wellness committee which meets
monthly
- Healthier options in vending
- Walking Wednesdays
- Gym Reimbursement
- Health Snack Day
- Wellness Bulletin Board
- Wellness coordinator also a Wellness Coach for company
“It is the small changes over a long period of time that will make an impact.”
- Marni Moch, Wellness Coordinator for KLN
17. Advanced Telemetry Systems (ATS)
SHIP Worksite Wellness Initiatives:
-Worksite Wellness Coordinator and created a wellness committee
- Developed a toolkit, assessments, and activity guidelines for ATS’s
new committee:
Friendly weight loss challenges
Healthy lunch options
Access to on-site workout room
Fruit/Veggie trays
In 2012, 61% of employees have increased their physical activity (with nearly 85%
participating in committee provided activities), 52% have increased their intake of
fruits and vegetables, and 52% have decreased their intake of high-fat foods.
18. Downs Food Group (DFG)
SHIP Worksite Wellness Initiatives:
-Partnered with Anytime Fitness Center to offer reduced
membership rates and run employee exercise programs before
and after work.
-Healthier vending machines
- Tobacco-Free grounds with tobacco cessation support for
employees.
Poultry processing plant with 80% of the DFG employees being Latino
and 10% Asian.
19. Custom Alarm
SHIP Worksite Wellness Initiatives:
- Tobacco-free grounds along with providing cessation support
- Yoga classes on-site
- Smoothie days
This is good news for employers. According to several studies, physically active employees are, on average, both more productive and less costly (in terms of health care expenses) than inactive employees.
Discuss the Culture of Health that reaches to employees’ home lives too.
Discuss the Culture of Health that reaches to employees’ home lives too.
The physical activity strategy is very much about making it more possible for people to be active getting to and from work and well as at work. What that looks like will vary considerably from organization to organization.
Now, let’s look at each of these best practices more in depth!
You should have a written physical activity policy or guideline (for example, the policy increases and sustains the number of places for employees to be active at the workplace, and allows employees to use paid time to be physically active during the workday)
The goal of a physical activity policy – whether developing a new policy or enhancing a current policy – is to make healthy choices the easy choices for your employees. Workers who receive this type of support are more likely to be physically active on their breaks, and employer support may influence workers’ activity during time away from work as well.
Casual dress codeReview your organization’s dress code. Does it allow employees to dress in a way that makes physical activity possible during the workday, that is, clothing and shoes that would allow for a 10- or 15-minute walk? If the dress code cannot provide for “walkable attire”, encourage employees to keep walking shoes at their desks or workstations.
Flexible work schedule - Ability to work with manager to establish a schedule that permits physical activityTo allow employees to flex their time so they may work a workout into their day, either before, after, or ability to take a longer lunch to fit in a workout during the day
Activity breaks during meetingsAssign a wellness champion for each meeting. Their role will be to get people up and out of their chair during the meeting. Ideas may be given from the wellness committee members to other employees. It is very beneficial for employees to see everyone involved in wellness.
Active commuting programShowers for active commuters, guaranteed ride home, discounted transit passes, bike to work day event, etc.)
Standing desks/walking work stationsWalking Workstations can be shared amongst a group of staff members, checked out like other office equipment
Communications plan At least once a quarter, communicate with your employees about workplace opportunities for physical activity – places to be active, policies that support activity and programs that encourage physical activity. Use a variety of communication channels: memos, e-mails, notices in employee publications, all-employee voicemails, messages on monitors, staff meetings, union meetings, presentations to managers and regular memos or e-mails from your senior leaders
Set a positive/fun tone – right from the start
The purpose of the policy, and identification and availability of places is to support employees in being regularly active. Convey encouragement for physical activity. Be clear that you are creating improved opportunities, not a requirement, that employees be active. Reinforce the connection between employee health – including physical activity – and the success of your organization.
Have leadership promote opportunities
How often does your leadership promote places and programs in an effort for employees to be more physically active? Make a plan for better promotion of places for physical activity.
Use a variety of communication channels
memos, e-mails, posters, notices in employee publications, all-employee voicemails, messages on monitors, staff meetings, union meetings, presentations to managers and/or regular messages from your senior leaders.
Long Term Benefits reduced risk of heart disease, stroke, several cancers, osteoporosis, and other serious conditions.
Why are we implementing?
– healthy employees are good for the bottom line.
It’s not a condition of employment
but you as an employer are offering multiple ways for them to do so.
Feedback sessions
Are great ways to gauge interest, quantify support, improve processes, determine employee perceptions and measure impact/results. They also let employees feel as though their voice matters,
Confirm leadership support for improving the work site environment to encourage physical activity.
Decide on one or more approaches (for example, increase the availability, identification and/or appeal) to increase physical activity at work.
Decide on a work team. Identify key players vested in increasing physical activity opportunities at the workplace (human resources, facilities, etc.). (Schedule meetings and set a target date)
Review examples of physical activity policies and steps that need to be accomplished to meet the policy objectives.
Measure current physical activity levels, facilities use (for example, indoor/outdoor path use, stair use or court use), sedentary hours (for example, time spent sitting at desks) and barriers to being active (for example, no bike racks, no shower available, paths are not cleared of snow) to determine baseline.
Determine strategies for each approach selected.
Write Goals and Determine specific objectives for meeting goals. Develop a task list and assign accountabilities.
Draft physical activity policy and send to leadership for review.
Draft communications plan. Incorporate traditional communications channels and social media such as Twitter (for example, tweet walking group meeting times and routes each day) and phone apps (for example, to track physical activity).
Implement environment improvements to support policy. Including Add permanent on-site signage to promote physical activity and policy.
Background of Company:
Employs over 1,300 shift workers, maintenance workers, warehouse workers, line-workers, machine operators, quality control staff and office staff, in six locations. KLN Enterprises oversees various brands of food products including candy, chips, dog food, gourmet nuts and chocolates.
Prior:
No wellness plan or wellness committee. Health and wellness not a strong presence in the company.
Background:
Prior: No wellness coordinator or wellness committee in place.
Background of Company:
Poultry processing plant located in Watonwan County (highest Latino population per capita in the state). Of the DFG employees, 80% are Latino and 10% are Asian.
