One day open training event held in Mississauga, Canada.

1. Wellness in the workplace for 2013
by Toronto Training and HR
January 2013

2. 3-4 Introduction to Toronto Training and HR
5-6 Definitions 52-53 Designing a wellness program
7-8 Benefits of wellness programs 4 54-56 Implementing a wellness program
9-10 Components of wellness 57-58 Wellness program action plans
11-12 Factors affecting wellness 59-60 If no effort is spent on
13-14 The idea of PERMA marketing…
15-16 Employee types 61-64 Factors inhibiting participation
17-18 Drill A 65-67 Absenteeism
19-20 Nutrition 68-69 Motivation
21-23 Exercise 70-71 Learning & development
24-25 Weight control 72-75 Incentives
26-27 Obesity in Canada 76-79 On-site clinics
28-30 Tackling osteoarthritis 80-81 Drill B
31-32 Smoking 82-84 Improvements to look for
33-35 Mental health 85-86 Possible changes
36-37 Stress 87-89 ROI of a wellness program
38-39 Fatigue management 90-91 Program evaluation
40-46 We’re all getting older 92-93 Elements of a scorecard
47-48 Ergonomics 94-95 Useful websites
49-51 Adopting a strategic approach 96-98 Case studies
99-100 Conclusion and questions
CONTENTS
Page 2

3. Introduction
Page 3

4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
10 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
Reducing costs, saving time plus improving
employee engagement and morale
Services for job seekers
Page 4

5. Definitions
Page 5

6. Definitions
 Health
 Wellbeing
 Wellness
 Mental health
 Stress
 Presenteeism
 Obesity
Page 6

7. Benefits of wellness
programs
Page 7

8. Benefits of wellness programs
 Differentiated employee value
proposition
 Increased attraction and
retention of employees
 Improved productivity
 Higher levels of engagement
 Competitive advantage as an
Employer of Choice
Page 8

9. Components of wellness
Page 9

10. Components of wellness
 Physical
 Mental
 Emotional
 Spiritual
Page 10

11. Factors affecting wellness
Page 11

12. Factors affecting wellness
 Constant change
 Communication breakdown
 Increased uncertainty
Page 12

13. The idea of PERMA
Page 13

14. The idea of PERMA
 Positive emotions
 Engagement
 Positive relationships
 Meaning
 Accomplishment
Page 14

15. Employee types
Page 15

16. Employee types
 The lucky ones
 The yes-I-can group
 The I’ll-do-it-tomorrow group
 The unlucky ones
 The leave-me-alone group
Page 16

17. Drill A
Page 17

18. Drill A
Page 18

19. Nutrition
Page 19

20. Nutrition
 Consequences of poor nutrition
 Food groups
 Tips
Page 20

21. Exercise
Page 21

22. Exercise 1 of 2
IMPACT OF EXERCISE
 Weight control
 Preventing health conditions
and diseases
 Better mood
 Energy boost
 Improved sleep
 Re-energized sex life
 Social benefits
Page 22

23. Exercise 2 of 2
BENEFITS
 Cardiovascular function
 Skeletal muscle
 Tendons and connective tissue
 The skeleton
 Joints
 Metabolic functions
 Psychological function
Page 23

24. Weight control
Page 24

25. Weight control
 Fitness and exercise
 Gradual reduction in weight
 Eating out
Page 25

26. Obesity in Canada
Page 26

27. Obesity in Canada
CANADIAN HEALTH MEASURES
SURVEY
 Body Mass Index (BMI)-male
 Body Mass Index (BMI)-female
 Waist circumference
Page 27

28. Tackling osteoarthritis
Page 28

29. Tackling osteoarthritis 1 of 2
GOOD EMPLOYER PRACTICES
• Ensure that jobs and work
tasks are designed
ergonomically
• Encourage good fitness and
weight management
• Work with arthritic employees
to modify their jobs to
accommodate their pain
Page 29

30. Tackling osteoarthritis 2 of 2
GOOD EMPLOYER PRACTICES
• Offer benefit plans covering
drugs that relieve the
progressively worsening pain
of osteoarthritis
• Using technologies that reduce
or relieve employees of the
need to use arthritic joints
Page 30

31. Smoking
Page 31

32. Smoking
 Interesting numbers
 Absenteeism
 Productivity
 Increased risk for smokers
compared to nonsmokers
 How to facilitate change
Page 32

33. Mental health
Page 33

34. Mental health 1 of 2
 Definitions
 Continuums
 Determinants of mental health
 Mental health dynamics
 Mental illnesses
 Workplace specific factors
 Strategies for the workplace
 Potential program interventions
 Psychosocial risk factors
Page 34

35. Mental health 2 of 2
 Barriers to mental health
promotion
 PHWP (Psychologically Healthy
Workplace Program)
 Creating a culture that is
conducive to mental health
 Managing a Leave of Absence
and Return to Work
Page 35

36. Stress
Page 36

37. Stress
RISK ASSESSMENT
 Educate all employees to
understand the stress concept
and causes
 Find out what are the causes in
the organization or team
 Work with employees to find
solutions
 Write an action plan for
improvement
 Monitor and review
Page 37

38. Fatigue management
Page 38

39. Fatigue management
 Staffing
 Scheduling
 Environment
 Alertness
 Education
Page 39

40. We’re all getting older
Page 40

41. We’re all getting older 1 of 6
Page 41

42. We’re all getting older 2 of 6
Page 42

43. We’re all getting older 3 of 6
Page 43

44. We’re all getting older 4 of 6
Page 44

45. We’re all getting older 5 of 6
Page 45

46. We’re all getting older 6 of 6
Page 46

47. Ergonomics
Page 47

48. Ergonomics
QUANTIFYING THE IMPACT
 Work-related injury costs
 Absenteeism and turnover
 Modified work
 Claims management
 Ergonomics program costs
 Quality costs
 Productivity costs
 Intervention costs
Page 48

49. Adopting a strategic
approach
Page 49

50. Adopting a strategic approach
1 of 2
 Commitment from senior
leadership
 Assessment
 Communication
 Incentives
 Continuous evaluation
Page 50

51. Adopting a strategic approach
2 of 2
MAPPING A WELLNESS STRATEGY
 Assess the needs
 Ask employees
 Start inside
 Consider a comprehensive and
integrated prevention approach
 Narrow the field with accreditation
and certification
 Keep up to date
 Involve other and collaborate
 Ask for assurances and guarantees
Page 51

52. Designing a wellness
program
Page 52

53. Designing a wellness program
 Planning and setting up of
support structures
 Gathering information
 Developing a strategic plan
 Implementing and monitoring
 Evaluating
 Reviewing, planning and
adjusting
Page 53

54. Implementing a wellness
program
Page 54

55. Implementing a wellness program
1 of 2
 Gain support from
management
 Introduce the concept and
identify needs
 Gain support from employees
and establish program
responsibilities
 Develop goals and objectives
 Identify program activities,
develop an action plan and
budget
Page 55

56. Implementing a wellness program
2 of 2
 Select incentives and rewards
 Identify additional support
 Promote your program
 Manage your program
 Evaluate your program and
make improvements
Page 56

57. Wellness program action
plans
Page 57

58. Wellness program action plans
 Healthy eating
 Physical activity
 Smoking
 Stress management
Page 58

59. If no effort is spent on
marketing…
Page 59

60. If no effort is spent on marketing…
 Health matters get rationalized
 Resistance to change
 Dislike of substantial effort and
lifestyle changes
 Reliance on traditional
corrective medicine
Page 60

61. Factors inhibiting
participation
Page 61

62. Factors inhibiting participation 1 of 3
 Lack of programs that interest
the targeted employee
population
 Privacy fears
 Concerns over employee
involvement in personal life
 Apathy, ranging from
indifference to lack of interest
and basic denial
 Poor communication and
promotion of programs by the
employer
Page 62

63. Factors inhibiting participation 2 of 3
ENGAGING EMPLOYEES WHO
ARE NOT PARTICIPATING
 Identify areas of interest and
need to employees
 Provide continuum-of-care
programs
 Pinpoint and address factors
inhibiting participation
 Create strong incentive
programs
Page 63

64. Factors inhibiting participation 3 of 3
ENGAGING EMPLOYEES WHO
ARE NOT PARTICIPATING
 Build and promote a culture of
health that makes wellness a
social norm and includes
leadership support
 Develop marketing strategies
to promote programs
creatively, continuously and
often
 Focus on personalized
experience
Page 64

65. Absenteeism
Page 65

66. Absenteeism 1 of 2
FACTORS THAT HAVE AN
IMPACT ON ATTENDANCE
 Job situation
 Employee values and job
expectations
 Personal characteristics
 Satisfaction with job situation
 Pressure to attend
 Attendance motivation
Page 66

67. Absenteeism 2 of 2
FACTORS THAT HAVE AN
IMPACT ON ATTENDANCE
 Ability to attend
 Employee attendance
Page 67

68. Motivation
Page 68

69. Motivation
MOTIVATIONAL THEORIES
 Maslow’s theory
 Herzberg’s theory
 Vroom’s Expectancy theory
 Goal-setting theory
 Reinforcement theory
Page 69

70. Learning & development
Page 70

71. Learning & development
 Form a project group
 Train senior managers
 Train line managers
 Train employees
Page 71

72. Incentives
Page 72

73. Incentives 1 of 3
 Four biometric target
categories of weight,
cholesterol, blood pressure and
tobacco use
 Consider financial and time
burdens when determining
standards
 Do not put a great economic
burden on any one race, ethnic
group or other category of
employees
Page 73

74. Incentives 2 of 3
 Set reasonable goals
(preferably individualized)
rather than ideal targets
applied rigidly to all employees
 Offer a reasonable alternative
standard to employees for
whom it would be
unreasonably difficult to
achieve a health standard due
to a medical condition
Page 74

75. Incentives 3 of 3
 Give all employees options for
attaining the incentive
 Acknowledge effort and
behaviour changes by
awarding progress towards
standard targets
 Use strategies to help
employees integrate healthy
behaviours into their personal
lifestyles so that changes are
sustainable
Page 75

76. On-site clinics
Page 76

77. On-site clinics 1 of 3
QUESTIONS TO ASK
 Will the clinic be accessible
only by employees or will
spouses, dependents and
retirees also be able to use it?
 Will the clinic provide care only
for occupational injuries or for
a wider range of ailments?
 Will the employee pal all
charges for services at the
clinic, or will some or all
charges be covered by the
employee health plan?

78. On-site clinics 2 of 3
QUESTIONS TO ASK
 Will staffing be available at the
clinic-nurses, doctors etc.?
 Will the clinic be built as a
separate facility, will the
employee lease space or share
space with another employer,
or will it be in a mobile unit?
What privacy concerns if any,
would accompany that
decision?
Page 78

79. On-site clinics 3 of 3
QUESTIONS TO ASK
 Will the employer incur costs to
build the clinic and maintain it?
 Will the employer measure
return on investment?
 Who will manage the clinic and
be responsible for managing
risk and maintaining
compliance with appropriate
laws and regulations, including
medical privacy?
Page 79

80. Drill B
Page 80

81. Drill B
Page 81

82. Improvements to look for
Page 82

83. Improvements to look for 1 of 2
 Eating habits
 Exercise
 Drinking more water
 Sleeping patterns
 General mood
 Concentration
 Mental focus
 Ability to deal with stress
 Energy levels
Page 83

84. Improvements to look for 2 of 2
 General health
 Relationships
 Feeling more positive
Page 84

85. Possible changes
Page 85

86. Possible changes
 Smoke less
 Thinking of stopping smoking
 Stop smoking
 Drink less alcohol
 Think of drinking less alcohol
 Stop drinking alcohol
 Eat less takeaway foods
 Drink fewer sugared fizzy
drinks
 Take less over-the-counter
medication
Page 86

87. ROI for a wellness
program
Page 87

88. ROI of a wellness program 1 of 2
COST DRIVERS
• Absenteeism
 Attrition rates
 Stress and mental health
 Benefits premiums
 WSIB accident, safety claims
and insurance
 Presenteeism
Page 88

89. ROI of a wellness program 2 of 2
BUSINESS CASE
 Analyze insurance reports to
understand cost drivers
 Calculate absenteeism costs
 Review WSIB claims and
premiums
 Survey employees
 Assess stress and workload
levels
 Record number of workers with
minor sickness symptoms who
feel ill at work
Page 89

90. Program evaluation
Page 90

91. Program evaluation
• Reasons to evaluate
• Questions to ask
 Functions of program
evaluation
 Steps to follow in the process
 Evaluation approaches
Page 91

92. Elements of a scorecard
Page 92

93. Elements of a scorecard
 Attitudes
 Participation
 Physical results
 Financial results
Page 93

94. Useful websites
Page 94

95. Useful websites
 realmealz.com
 healthhero.com
 lumoback.com
Page 95

96. Case studies
Page 96

97. Case studies 1
Page 97

98. Case studies 2
Page 98

99. Conclusion and questions
Page 99

100. Conclusion and questions
Summary
Videos
Questions
Page 100