This document discusses the impact of chronic pain in the workplace. It notes that chronic pain can negatively affect employees' work status and career prospects, and cause worry about losing their job. However, it also argues that while employers should create a healthy work environment, employees are responsible for their own health and wellbeing. The document advocates for employer interventions and strategies to promote worker health, citing benefits like improved retention, reduced sickness, higher productivity and commitment. It provides a case study example of a company that achieved absenteeism below average through various health initiatives, gaining accreditation and increasing productivity, investment and safety.
this topic explains the nature of pain, signs and symptoms of pain, different types of pain, factors influencing pain, assessment of pain and pharmacological and non pharmacological management of pain.
this topic explains the nature of pain, signs and symptoms of pain, different types of pain, factors influencing pain, assessment of pain and pharmacological and non pharmacological management of pain.
In this white paper Patrick Woodman, Head of External Affairs at the Chartered Management Institute, discusses the importance of health in the workplace, not only for employees, but also for the bottom line.
The economy is of course an important factor when it comes to health and wellbeing at work. Managers are working longer hours and many organisations can’t justify giving pay rises when budgets are tight. This all impacts morale, stress levels and sickness absence.
However, Patrick highlights the true business advantages to be gained if employers invest in employee health. By implementing a well thought out health and wellbeing strategy, businesses can benefit from lower staff turnover, reduced sickness absence, and improved productivity and morale.
Patrick details some initiatives that employers can easily adopt, including examining leadership styles, to show how health and wellbeing can truly be good for business.
In this presentation, delivered to 100 business leaders and alumni at Hong Kong Polytechnic University, I discuss the future of business as an ongoing concern.
As you will see, as the externalities that are paid for by the wider economy, environment, and society are removed, and firms are forced to move to a full cost model, sustainability, CSR, and social entrepreneurship will no longer occupy the long tail. These practices will not just be best practices, they will be required to participate in the economy under a re-calibrated business as usual.
Feel free to contact me by email (rich -at- collectiveresponsibility.org) or follow up on twitter (@ChinaCSR)
INTERNATIONAL NURSES DAY
International Nurses Day is celebrated around the world every May 12, the anniversary of Florence Nightingale's birth. You can find information about Florence Nightingale on the Florence Nightingale International Foundation (FNIF) web site and the Girl Child Education Fund.
2016 - Nurses: A Force for Change: Improving health systems' resilience
Community Based Wellness Initiative provides participating employers with education and resources designed to identify and mitigate behavioral and lifestyle risk factors by matching them with local health and wellness professionals
Important IPCC chapters by CA classes in Mumbai.seomiamia
This is one of the most important chapters for the students appearing for IPCC exam.Mia Mia is one of the best listing website for IPCC Classes in Mumbai. We are also known for our systematic listing of various IPCC, CA Final and CPT CLasses in Mumbai. QLI is a class where each student is our priority. We are one of the best listing website for CA Classes in Mumbai.
A guide for employers about the value of promoting health and healthy work-life balance for their employees. This guide outlines the cost benefits of investing in health prevention and promotion activities. This guide contains a list of local resources available in the Grand Erie region of Ontario, Canada.
Outlines the challenges and opportunities for employers with an age diverse workforce. Explores a strategic approach and shares tools and tips that support employers to build engaged and sustainable workforces.
In this white paper Patrick Woodman, Head of External Affairs at the Chartered Management Institute, discusses the importance of health in the workplace, not only for employees, but also for the bottom line.
The economy is of course an important factor when it comes to health and wellbeing at work. Managers are working longer hours and many organisations can’t justify giving pay rises when budgets are tight. This all impacts morale, stress levels and sickness absence.
However, Patrick highlights the true business advantages to be gained if employers invest in employee health. By implementing a well thought out health and wellbeing strategy, businesses can benefit from lower staff turnover, reduced sickness absence, and improved productivity and morale.
Patrick details some initiatives that employers can easily adopt, including examining leadership styles, to show how health and wellbeing can truly be good for business.
In this presentation, delivered to 100 business leaders and alumni at Hong Kong Polytechnic University, I discuss the future of business as an ongoing concern.
As you will see, as the externalities that are paid for by the wider economy, environment, and society are removed, and firms are forced to move to a full cost model, sustainability, CSR, and social entrepreneurship will no longer occupy the long tail. These practices will not just be best practices, they will be required to participate in the economy under a re-calibrated business as usual.
Feel free to contact me by email (rich -at- collectiveresponsibility.org) or follow up on twitter (@ChinaCSR)
INTERNATIONAL NURSES DAY
International Nurses Day is celebrated around the world every May 12, the anniversary of Florence Nightingale's birth. You can find information about Florence Nightingale on the Florence Nightingale International Foundation (FNIF) web site and the Girl Child Education Fund.
2016 - Nurses: A Force for Change: Improving health systems' resilience
Community Based Wellness Initiative provides participating employers with education and resources designed to identify and mitigate behavioral and lifestyle risk factors by matching them with local health and wellness professionals
Important IPCC chapters by CA classes in Mumbai.seomiamia
This is one of the most important chapters for the students appearing for IPCC exam.Mia Mia is one of the best listing website for IPCC Classes in Mumbai. We are also known for our systematic listing of various IPCC, CA Final and CPT CLasses in Mumbai. QLI is a class where each student is our priority. We are one of the best listing website for CA Classes in Mumbai.
A guide for employers about the value of promoting health and healthy work-life balance for their employees. This guide outlines the cost benefits of investing in health prevention and promotion activities. This guide contains a list of local resources available in the Grand Erie region of Ontario, Canada.
Outlines the challenges and opportunities for employers with an age diverse workforce. Explores a strategic approach and shares tools and tips that support employers to build engaged and sustainable workforces.
1. chronic pain – workplace impact
15 May 2012
www.bitc.org.uk
2. today…
• the business case
• individuals, interventions and strategies
• ‘transforming your care’
• case study
www.bitcni.org.uk We stand for responsible business
9. It’s the employer’s job to create an
environment where employees
can make healthy lifestyle
choices, but employees must take
responsibility for their own health
and wellbeing.
Professor Cary Cooper CBE, Distinguished Professor of Organizational
Psychology and Health, Lancaster University & Chair of Academy of Social
Sciences
www.bitcni.org.uk We stand for responsible business
10. the business case
Improved
retention
Reduced Improved
sickness resilience
Business
benefits of
a healthy
workforce
Fewer
Higher
accidents commitment
and claims
Higher
productivity
www.bitcni.org.uk We stand for responsible business
13. case study
• health & wellbeing is physical, mental and social
• we owe employees a duty of care regarding health
& wellbeing
• work affects health and vice versa
• promoting health and wellbeing will increase
employee satisfaction, engagement to improve
performance through real results by employees
• be an employer of choice
• increase competitiveness & profitability
• the future of the site
www.bitcni.org.uk We stand for responsible business
14. case study
• absence levels less than 2% well below NI and national
average
• production specific metrics
• productivity increased leading to investment
• workplace accidents reduced
• near miss incidents reported
• healthy eating – vending machines
• part of CSR Policy
• attained IiP HWB Accreditation
www.bitcni.org.uk We stand for responsible business
Introduce self and thanks for invitation.Business in the Community – Business Action on Health – 4 years Asked by Heather Moorhead to identify a business to talk about chronic pain – found it difficult.Issues employers are prioritising right now are stress and mental health generally.Then prioritise according to workplace demographic – could be gender, age – but will be needs based.Chronic pain is not a phrase that is often used, yet pain is hurting our economy and debilitating productivity with perhaps 1 in 5 of the population suffer and that the cost to the economy is significantWhy?The definition of chronic pain makes it difficult to quantify generally and therefore that is the same at work.It does not fit neatly in to one discipline and everyone’s journey is individual.Almost half of individuals who suffer from it will wait over a year for to receive a diagnosis and there is a suggestion that after 5 months it can become a disability…
So here’s what I’m going to cover this morning…The business case for employers investing in wellbeing generally and chronic pain specifically. The part that individuals play alongside workplace interventions and strategies. The impact that business can have as part of the government review (Transforming your Care)And a case study.Let’s start off by looking at the position and responsibility of the individual….
Main issues -the ability to attend work consistently, to be reliable as an employee. Unusually heavy impact on work productivitydifficulty talking about their pain and any functional limitations employers have difficulty translating generic pain management strategies into the workplace – pacing, regular stretch breaks, relaxation
About 44% of employees with chronic pain have missed work at least once in the previous four weeks. Those who did miss work missed an average of seven days of the previous four weeks.Overall, the number of missed work days among members with chronic pain is four times the number for diabetes, five times the number for asthma, and 20 times the number for heart disease.Yet employers currently focus resource on lifestyle and behavioural change to counter diabetes and heart disease in particular.
Chronic pain sufferers also experience mental health issues. According to the painexplained.ca survey, almost 30% of chronic pain sufferers reported being diagnosed with depression, while more than 20% were diagnosed with an anxiety disorder. Almost 12% of chronic pain sufferers reported having both diagnoses.
the overwhelming majority of people with chronic pain do not disclose their situation at work. Which means that supervisors and co-workers are unprepared about what to do when it comes up.
Two things here –1. Employers can create the environment, however it needs to be in a way that creates the right environment to address issues such as chronic pain.2. Chronic pain is personal.Some people view pain as something “to work through,” while others find it “difficult to maintain a positive attitude,” Treatment depends on the individual patient's needs.
Legal case – duty of care and legal requirement for reasonable adjustments. Aging workforce.The challenge is to start measuring direct impact of interventions.The problem so far seems to be two fold –Programme design is not relevant to the workforce for whom it is intendedManagers tasked with developing a programme are inclined to jump straight to delivery without first gathering the data required to inform choice and contentWe need to accept that wellbeing isn’t about a ‘cookbook’ of interventions It must embrace all factors within a workplace that may impair health and wellness from job design and workspace to how people are managed.With chronic pain estimated to cost the UK economy £12.3billion for back pain alone – this is a loss to employers. 19% of sufferers eventually lose their jobs – cost implications – need to retain talent in current economy.
Particularly with chronic pain –Better work – Prevention and curepre-injury management starting with physical evaluations ergonomic evaluations on new equipment, certain work-area designs and work processes. safety specialists meet with employees who have minor pain to change how the worker does their job. A list of modified-duty jobs - projects they would like to have done but don't have time to completeRelationshipsEmployers must have a plan and communicate it to supervisors, Supervisors must be trained to “treat the employee as if he or she is still valued,” he said. Show an interest in the employee- really goes a long way.Build trust with GPsBetter support Early screen for disability risk, graduated exercise, get the patient back to work– not sitting at home focussing on paintrack the doctor's activity and coach the employee. Physical and psychological health – ongoing programmes based on identified need – Wellbeing survey
every individual will have the opportunity to make decisions that help maintain good health and wellbeingservices will regard home as the hubEmployment in Northern Ireland is approx 800,000. Through its membership, Business in the Community has the potential to directly reach 36% of the working population, a total of 296,000 people. However, the impact is much wider – reaching the families of these people and their wider communities.Workplace as a setting to improve health
Final comments Clear definitionEducation for employersWorking in partnership with government and community/voluntary