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#Ppmahr productivity w hat impact health & wellbeing - professor jim mc-manus

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The focus on productivity remains a key priority for government. In the session we looked at the impact of health and well being initiatives on increasing productivity.

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#Ppmahr productivity w hat impact health & wellbeing - professor jim mc-manus

  1. 1. Productivity: What’s the impact of health & wellbeing? Professor Jim McManus, Chartered MCIPD Director of Public Health, Hertfordshire County Council Visiting Professor in Practice, LSE PSSRU Generation Q Fellow, The Health Foundation @jimmcmanusph
  2. 2. www.hertfordshire.gov.uk When I came back to work after Cancer • How did my employer do?
  3. 3. www.hertfordshire.gov.uk The Problem for Employers – it’s costing you • 2/3 of sickness absence avoidable – Smoking related ill health – Musculoskeletal ill-health – Mental health and stress related – Increasing risk of preventable disability in employees with age – The more risks you have, the more illness you have (multiplicative effect)
  4. 4. www.hertfordshire.gov.uk Its costing you! 2/3 of sickness absence avoidable The more risks you have, the more illness you have
  5. 5. www.hertfordshire.gov.uk It’s costing you Established relationship between lifestyle related risk factors (smoking, inactivity, obesity) and productivity absenteeism and health claims. (Buron et al,2005, Wellsource, 2006 & University of Michigan, 2006) • Smokers 5 times as likely as non smokers to have sickness absence EVERY year from ‘flu and chest infections (£50m a year to Hertfordshire employers due to absence) • Goettler et al (2017) Obesity and overweight costs employers http://bmjopen.bmj.com/content/7/10/e014632
  6. 6. www.hertfordshire.gov.uk What is the root issue? • There is a flow from low risk to high risk to disease for the working age population • This leads to: • Diseases of lifestyle • More risk, more absence • Compound risk, compound absence • Low productivity • Mental health major issue in absence, performance and work based disputes
  7. 7. www.hertfordshire.gov.uk Productivity Decreases with Number of Health Risks Excess Productivity Loss Productivity Loss (%) Base Cost Number of Health Risks (Journal of Occupational and Environmental Medicine 2005;47:769-77 (n = 28,375))
  8. 8. www.hertfordshire.gov.uk Absenteeism Increases with Number of Health Risks Number of Health Risks (Journal of Occupational and Environmental Medicine 2005;47:769-77 (n = 28,375)) Base work loss days/yr Excess Work Loss days/yr work loss days/yr
  9. 9. www.hertfordshire.gov.uk Some Trends... • Health and Safety • Occupational Health • Stress • Psychological Contract • Trauma • High Performing Workplaces/High Productivity Workplaces (IES and CIPD, 2018)
  10. 10. www.hertfordshire.gov.uk What if....? • We stopped seeing these as dimensions of productivity and considered them essential elements of the psychological contract.... • We’ll do as an employer what we can to keep you emotionally and physically well, you take that up and do your bit • A package of measures from work conditions to leave to...???.
  11. 11. www.hertfordshire.gov.uk Good health as a driver of productivity • Resilience • Positive Psychosocial Environment • Equality and Diversity – Being who you are • Good Physical Health • Poor Physical Health • NICE Guidance These are all dimensions of productivity
  12. 12. www.hertfordshire.gov.uk Population Health Management Model. This shift will impact on employers Case Management Specialist Disease Management Supported Self Care Population- wide health and wellbeing Case Managemen t Specialist Disease Management Supported Self Care Population-wide prevention NOW THE FUTURE PreventiveAction
  13. 13. www.hertfordshire.gov.uk Employers: Health in Four Voices Authoritative Professed • What policies say • What Managers Say Operant Internalised • What we actually do “Pull yourself together” • “It’s not safe to be vulnerable”
  14. 14. www.hertfordshire.gov.uk A four domains Model What can this offer HR? Health Improvement Health Protection Culture & Leadership Policies Organisation Systems
  15. 15. www.hertfordshire.gov.uk Health Improvement Diet Space Water Physical Activity Down Time Psychosocial Environment Use of devices Sleep Social Engagement Bonding & Belonging Access to Help Health Improvement
  16. 16. www.hertfordshire.gov.uk Health Protection Trauma and Emergency Readiness Vaccines Health & Safety Stressors Exposures Money worries Health Protection
  17. 17. www.hertfordshire.gov.uk Culture and Leadership Is your culture one where mental health can be considered as just another dimension of being well or unwell? How does your culture deal with ill-health? Culture & Leadership
  18. 18. www.hertfordshire.gov.uk Health Improvement What do your polices do to get people back to work? How does your policy support people with drug or alcohol issues? What do your systems do? Policies Organisation Systems
  19. 19. www.hertfordshire.gov.uk Mentally Healthy Workplaces... • Systems approach • From preparing for employment to getting and keeping people in employment and helping employers’ create and keep healthy workplaces • Seeing the wood for the trees – Do Identify what you can do to build a positive psychosocial workplace for everyone – Don’t do it alone – Don’t buy every intervention going
  20. 20. www.hertfordshire.gov.uk Mentally Healthy Workplaces • Do: Look at best practice (Mental Health Foundation for example) • Do: Set goals • Do: take a lifecourse, recovery approach • Don’t: Focus only on employees suffering from mental illness • Do: Start at the organizational level • Do: Empower your managers • Don’t: Confuse mental health initiatives with perks • Do: Take a capability approach “what can employees do” when recovering
  21. 21. www.hertfordshire.gov.uk Mentally Healthy Workplaces... • Invest in building the resilience of your managers and staff . This is really important for business success and employee wellbeing. • Encourage your staff to develop a self care plan – Work-Life balance – Self time – Sleep – Diet – Activity Experience of doing this Personally and with many others And some evidence it works
  22. 22. www.hertfordshire.gov.uk A Schema • Australian Model https://www.comcar e.gov.au/promoting/ Creating_mentally_ healthy_workplaces • This diagram is a good schema to look across the system
  23. 23. www.hertfordshire.gov.uk Some Tools
  24. 24. www.hertfordshire.gov.uk Mentally Healthy Workplaces • How do you care for the people in your workplace who care for others? • Remember that Counselling is not always the answer • Train people up in basic mental health issues and make sure people with issues know where to go to. • Look again at your policies. – How do you help people with mental health issues balance work and life and come back into work? – How do you stage work returns when people have been unable to work? – How do you handle the unpredictable journey of recovery?
  25. 25. www.hertfordshire.gov.uk A Mentally Healthy Workplace • Look again at your diversity policy – – it's probably the case that you're serving some protected characteristics much better than others. – Do you make one diversity strand touchy feely and others are privatised? • Think about person-organisation fit. – Are you a workplace where the people who really fit are able to be open about mental health issues without stigma? – Can they be open about what's important to them? (Their gender, sexuality, faith, disability, whatever....)
  26. 26. www.hertfordshire.gov.uk Vaping / E-cigarettes • Contentious issue for some still • Balance of evidence strongly supports e- cigarettes are much much safer than smoking • Harm reduction approaches • Evidence reviews and guidance for employers available • This is a major opportunity for employers but recognise it also presents challenges • https://www.gov.uk/government/collections/e- cigarettes-and-vaping-policy-regulation-and- guidance
  27. 27. www.hertfordshire.gov.uk Thank you jim.mcmanus@hertfordshire.gov.uk @jimmcmanusph

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