The document summarizes findings from a global survey of over 1,200 employers from 47 countries on workplace wellness trends. Some key findings include:
- Over half of multinational employers have implemented global wellness strategies to cover the majority of their employees worldwide.
- The top three health issues driving wellness strategies globally are stress, physical activity/exercise, and nutrition/healthy eating.
- Employers' top three objectives for wellness programs are improving productivity, morale/engagement, and reducing absenteeism.
- Incentive rewards for participation in wellness programs are most commonly offered in the United States and Canada, and least commonly in Europe and Latin America.
Associate Professor Sue Berney is head of physiotherapy at Austin Health. She has a passion for research into patient outcomes in intensive care. Here she discuses cognitive dysfunction post critical illness.
Workshop on well being over the life course agenda layardStatsCommunications
Workshop on Well-Being over the Life Course
Organised by the OECD, the Centre for Economic Performance of the London School of Economics and CEPREMAP Well-Being Observatory
OECD Conference Centre, Paris,
Associate Professor Sue Berney is head of physiotherapy at Austin Health. She has a passion for research into patient outcomes in intensive care. Here she discuses cognitive dysfunction post critical illness.
Workshop on well being over the life course agenda layardStatsCommunications
Workshop on Well-Being over the Life Course
Organised by the OECD, the Centre for Economic Performance of the London School of Economics and CEPREMAP Well-Being Observatory
OECD Conference Centre, Paris,
Dr. Ariel Pablos-Mendez of USAID shares the history of the agency, its successes and challenges, and the strength of faith-based organizations in global health.
A cooperative effort between the county commissioners and the live healthy live well team of OSU Extension. Several short educational sessions have been developed based on the needs assessment completed by the commissioners. This continues to be a work in progress as new topics, evaluation methods and deliver methods are considered.
Best practices and results of recent workplace wellness projects in 3 real employers. Presentation made by Seth Nickinson, director of Project ACT, and Margaret Ontiveros, HR Specialist in Santa Maria-Bonita School District, to the Human Resources Association of the Central Coast
Place matters for health! A growing body of research over the last several decades has shown the connections between place and health. From obesity and chronic disease to depression, social isolation, or increased exposure to environmental toxins and pollutants, a person’s zip code can be a more reliable determinant of health than their genetic code.
In 2016, Project for Public Spaces compiled a report of peer-reviewed research that found key factors linking pubic spaces and peoples’ health. And public spaces are more than just parks and plazas – our streets represent the largest area of public space a community has!
This webinar will introduce participants to the placemaking process, the research behind the findings linking place and health, and how to envision streets as places – not just their function in transporting people and goods, but the vital role they play in animating the social and economic life of communities.
Using case problems, this webinar will give attendees real-world examples of workplace wellness situations and help attendees learn from those situations so that they can design and implement a compliant wellness program. Through case problems, attendees will review compliance mistakes concerning HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws. Participants will learn how to use those laws to build a better workplace wellness program.
Learning Objectives:
* Understand how to apply laws to specific factual situations.
* Identify red flags in certain common workplace wellness practices.
* Learn the basics of HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws as those laws relate to workplace wellness programs.
More Related Content
Similar to Wide World of Workplace Wellness – Global Trends and Challenges
Dr. Ariel Pablos-Mendez of USAID shares the history of the agency, its successes and challenges, and the strength of faith-based organizations in global health.
A cooperative effort between the county commissioners and the live healthy live well team of OSU Extension. Several short educational sessions have been developed based on the needs assessment completed by the commissioners. This continues to be a work in progress as new topics, evaluation methods and deliver methods are considered.
Best practices and results of recent workplace wellness projects in 3 real employers. Presentation made by Seth Nickinson, director of Project ACT, and Margaret Ontiveros, HR Specialist in Santa Maria-Bonita School District, to the Human Resources Association of the Central Coast
Place matters for health! A growing body of research over the last several decades has shown the connections between place and health. From obesity and chronic disease to depression, social isolation, or increased exposure to environmental toxins and pollutants, a person’s zip code can be a more reliable determinant of health than their genetic code.
In 2016, Project for Public Spaces compiled a report of peer-reviewed research that found key factors linking pubic spaces and peoples’ health. And public spaces are more than just parks and plazas – our streets represent the largest area of public space a community has!
This webinar will introduce participants to the placemaking process, the research behind the findings linking place and health, and how to envision streets as places – not just their function in transporting people and goods, but the vital role they play in animating the social and economic life of communities.
Using case problems, this webinar will give attendees real-world examples of workplace wellness situations and help attendees learn from those situations so that they can design and implement a compliant wellness program. Through case problems, attendees will review compliance mistakes concerning HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws. Participants will learn how to use those laws to build a better workplace wellness program.
Learning Objectives:
* Understand how to apply laws to specific factual situations.
* Identify red flags in certain common workplace wellness practices.
* Learn the basics of HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws as those laws relate to workplace wellness programs.
Looking for a healthier investment strategy? A new study by The Health Project (THP) finds that a portfolio of stock in companies that have won the prestigious C. Everett Koop National Health Award -- recognizing effective workplace health promotion programs -- has significantly outperformed the Standard & Poor's (S&P) 500 Index over the past 14 years. Since 2000, investing in Koop Award winners would have produced more than double the returns of the S&P 500, according to the new research led by THP President and CEO Dr. Ron Goetzel. Tune in to this webinar to hear more about this and related studies.
This webinar will discuss the prevalence of pre-diabetes and it’s contributing factors and the initial efforts to translate the National Diabetes Prevention Program to public health. We will also look at new approaches to providing interventions.
Learning objectives:
Scope and scale of pre-diabetes and what factors contribute to it.
Review initial efforts to translate the DPP to public health.
New approaches to providing interventions.
About The Presenter
Dr. Marrero received a B.A. (1974), M.A. (1978) and Ph.D. (1982) in Social Ecology from the University of California, Irvine. He joined the IU School of Medicine in 1984 and became the J.O. Ritchey Professor of Medicine in 2004. He was a member of the Diabetes Research & Training Center and served as Director of the Diabetes Prevention and Control Division. He is currently the Director of the Diabetes Translational Research Center. Dr. Marrero is an expert in the field of clinical trails in diabetes and translation research which moves scientific advances obtained in clinical trails into the public health sector. He helped design the Diabetes Prevention Program and the TRIAD study, which evaluated strategies to improve diabetes care delivery in managed care settings. His research interests include strategies for promoting diabetes prevention, care settings, improving diabetes care practices used by primary care providers, and the use of technology to facilitate care and education. Dr. Marrero was twice awarded the Allene Von Son Award for Diabetes Patient Education Tools by the American Association of Diabetes Educators, nominated to Who’s Who in Medicine and Health care in 2000, served as Associate Editor for Diabetes Care (1997-2002) and is currently the Associate Editor for Diabetes Forecast. He was selected as Alumni of the Year for University of California Irvine in 2006 and The Outstanding Educator in Diabetes in 2008 by the American Diabetes Association. He is the current President of the American Diabetes Association.
John Weaver, Psy.D. is a Licensed Psychologist who received his Doctor of Psychology degree from the Wisconsin School of Professional Psychology. He also has a Master of Science degree in Clinical Psychology from Marquette University and a Master of Divinity degree from St. Francis School of Pastoral Ministry.
CDC will provide an overview of their WorkLife Wellness Office services and describe how they used the HealthLead accreditation process to provide a framework to assess the comprehensiveness of their new office and existing programs and processes. Also, how the scoring of framework identified strengths and weaknesses and how the assessment plan of action is used for future strategic planning to drive new connections, data sources, and programmatic gaps as they strive to achieve HealthLead Silver. CDC will share specific examples of what was required and shared as part of the HealthLead audit during the presentation.
The way you communicate, and what you communicate, shapes how your employees feel about working there. Yet organizations often fail to prioritize corporate communication, to the detriment of their entire workplace culture.
Regular communication with employees sends the message that you value them as whole people. And consistent, meaningful communication can strengthen the employee-employer relationship. And when that relationship is strong, everyone wins: the employees, the employer, and the customers, clients, or patients.
You’ll come away from this webinar with immediately-useful tips and insider tricks from our 30+ years of experience producing engaging employee communications and leave with a blueprint of how to produce your own communications, or evaluate a vendor’s options, plus creative options.
We are reminded of the risk of workplace violence every time we hear of a tragic shooting on the news. As wellness professionals, we often have a broad contact with individuals who are struggling and with the structures of organizations that can have an influence on whether those individuals get help or act out their anger and frustration. In this session we will look at risk factors that can be identified to indicate that an individual needs additional assessment and help and at the organizational structures that can be implemented to reduce the risk of violence in your workplace. It is important that, as wellness professionals, we look at how to address this extreme form of unhealthy behavior.
Wellness is who we are, not what we do. As Oklahoma State University’s Chief Wellness Officer, Dr. Suzy Harrington shares a comprehensive, evidence based, wellness strategy model, driving America’s Healthiest Campus®. This model is transferrable to any setting to strategize the collaboration and vision for students, employees, and in the communities in which we live, learn, work, play, and pray. In addition to the model, Dr. Harrington will share the foundational structures that must be in place to support a sustainable culture of wellness.
Have you ever wondered why it is that even people who desperately want to adopt healthier lifestyles don’t stick with them once their initial burst of motivation fades? This provocative webinar will discuss the surprising reasons this is true and also showcase a new science-based paradigm to motivate healthy behavior so it is maintained over time. Dr. Michelle Segar will explain why logic-based reasons for behavior change (e.g., better heath, disease prevention, etc.) keep people stuck in cycles of starting and stopping but not behavioral sustainability. Using story and science, she will describe an easy-to-adopt, novel approach to promoting health, wellness, and fitness behaviors that leading organizations are starting to adopt. Attendees will leave this webinar with a more strategic way to communicate about and promote the sustainable behavior necessary for achieving improved health and well-being.
This webinar will discuss the major federal laws that impact workplace wellness program design, including the Affordable Care Act/HIPAA Nondiscrimination rules on the use of financial incentives, the Americans with Disabilities Act (ADA), the Genetic Information Nondiscrimination Act (GINA), federal tax laws as well as recent EEOC action such as the proposed ADA rules and lawsuits against Honeywell, Flambeau and Orion Energy Systems. Through case examples, the speaker will explain how each of these laws interact with one another, who enforces these laws, what to expect in terms of future guidance, and how health promotion professionals can use these laws as tools in designing more effective and inclusive workplace wellness programs.
Are you looking to refresh your current workplace wellness program or have you thought about starting a workplace wellness program and don't know where to begin? Check out Workplace Wellness 2.0. In 60 minutes, you'll learn the 10 easy steps to create an inexpensive, community-based, volunteer-managed, thriving wellness initiative. Hope Health's managing editor, Jen Cronin, will walk you through the effective strategy based on the custom publisher's 30-plus years of working with hundreds of organizations and their workplace wellness efforts.
Learning Objectives:
How to begin a new program, or add new life to an existing wellness program, with the Workplace Wellness 2.0 concepts
How to take advantage of inexpensive, free and readily available resources to power your wellness program
How to create a program WITH employees vs. FOR employees.
About The Presenter
Jen Cronin
Managing Editor
Hope Health
An avid runner and foodie, Jen's goal is to help others embrace — and enjoy — a healthful lifestyle by creating inspiring, engaging, and fun content that focuses on simple ways people can take care of their mind, body, and spirit. Jen has more than 18 years of writing, editing, and communications project management experience. She has worked as a health reporter, a public relations specialist at a major medical school, and a marketing communications consultant for a Blue Cross Blue Shield affiliate before coming to HOPE Health in 2009.
Samantha Harden discuss provides an overview of the RE_AIM framework which evaluates the effectiveness of interventions based on the following five dimensions:
Reach into the target population
Effectiveness or efficacy
Adoption by target settings, institutions and staff
Implementation - consistency and cost of delivery of intervention
Maintenance of intervention effects in individuals and settings over time.
We will also practice using RE-AIM in planning, implementation, and evaluation and share resources available on RE-AIM.org.
Learning Objectives
1. Understand the five RE-AIM dimensions
2. Practice using RE-AIM for planning, implementation, and evaluation
3. Explore available resources found at RE-AIM.org
Simply applying knowledge we have reliably in hand, we could prevent fully 80% of all chronic disease and premature death in modernized and modernizing countries. Standing between us and that prize is an obstacle course of competing claims, false promises, and profit-driven, pop culture nonsense. The case will be made for True Health Coalition to rally diverse voices to the cause of using what we know, even as we pursue what we do not. The challenges, operations, and promise of the endeavor will be discussed.
Shannon Polly will lead a webinar on teaching tangible techniques and exercises that help people cultivate presence. The hour-long webinar will also include information on what science is telling us about presence. Shannon Polly brings both her expertise as a professional actor, playwright and Broadway producer and her background in positive psychology as a teacher, facilitator and coach to this somatic approach to well-being and thriving.
“It’s a common myth that you either have ‘executive presence’ – that essence that helps you to command a room – or you don’t”, says Polly, “but that is simply not true. As an actor, I know there are tricks and techniques, and as a Positive Psychology Expert, I also know that how you carry yourself physically has a big impact.”
A historical journey into the origin of Emotional Intelligence (EQ) as a concept developed by Mayer & Salovey and later Daniel Goleman. A futuristic trek revealing the application of Emotional Intelligence via 8 EQ Competencies developed by the International EQ Organization, Six Seconds.
More from HPCareer.Net / State of Wellness Inc. (20)
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Wide World of Workplace Wellness – Global Trends and Challenges
1. The Wide World of Workplace Wellness:
Global Trends and Challenges
Barry Hall
Wolf Kirsten
Health Promotion LIVE
April 8, 2011
2. Overview
• Global trends and challenges
• WHP profiles for key countries
• Key global intiatives
• Q&A
1
3. Fourth Annual Global Wellness Survey
Objective:
• Assess trends in employer-sponsored
wellness strategies and practices
Participants:
• 1,248 participating employers
• 47 countries
• 13 million employees
• All industry categories
Reports:
• Global survey report
• Executive summary in 10 languages
• Special country reports
www.BuckSurveys.com
2
4. Location of Employees
Africa/Middle East 19%
Asia 33 %
Australia 16 %
Europe 34 %
North America 62%
Latin America 35 %
Source: Global Wellness Survey, November 2010
3
5. Global Prevalence of Health Promotion Programs
Source: Global Wellness Survey, November 2010
4
6. GLOBAL
Status of Wellness Strategy
NUMBER OF YEARS WELLNESS STRATEGY HAS BEEN IN PLACE
0 - 1 year 13% 66%
less than
2 - 5 years 53% 5 years
5 - 10 years 16%
More than 10 years 14%
Don‟t know 3%
Source: Global Wellness Survey, November 2010
5
7. Globalization of Strategy
STRATEGY IS GLOBAL*
(MULTINATIONAL EMPLOYERS)
No
46% Yes
54%
* Covers majority of employees regardless of geography
Source: Global Wellness Survey, November 2010
6
8. Globalization of Strategy
REASONS FOR NOT HAVING A GLOBAL WELLNESS STRATEGY*
Differing cultures, laws, and practices across 60%
regions
No global oversight for health care strategy 44%
Lack of vendors who can meet our global
28%
objectives
Limited availability of language- and culturally-
23%
adapted tools and solutions
Not a priority in our organization 16%
Other 22%
Source: Global Wellness Survey, November 2010
7
9. Employer Objectives Driving Wellness Strategy
Africa/ Latin United
Mid East Asia Australia Canada Europe America States
Productivity/Presenteeism 2 5 4 1 1 1 2
Morale/Engagement 1 2 2 3 2 2 4
Absence 5 6 3 2 4 7 3
Workplace safety 2 4 1 6 6 3 6
Work ability 4 1 5 4 5 4 7
Org. values/mission 5 3 8 7 3 5 5
Attract and retain 8 8 7 8 7 8 8
Promote image/brand 7 7 6 9 10 10 9
Health care costs 11 11 10 5 11 11 1
Social responsibility 9 9 9 10 9 6 10
Comply with legislation 9 10 11 11 8 9 11
Supplement gov't care 12 12 12 12 12 12 12
Source: Global Wellness Survey, November 2010
8
11. Ownership and Control
Multinational Organizations
Single-Country Organizations
43%
Centralized ownership and control 54%
Centralized coordination with localized autonomy 41%
26%
No centralized coordination - wellness 10%
initiatives are spread throughout the organization 15%
Source: Global Wellness Survey, November 2010
10
12. Prevalence of Incentive Rewards (or Penalties)
Incentive rewards offered today
Not offered today, but have plans to offer
No plans to offer
United States 62 % 25% 13%
Asia 42 % 19% 39%
Canada 41 % 30% 28%
Africa/Mid East 34 % 24 % 41%
Australia 29 % 24 % 47%
Europe 25 % 11 % 63%
Latin America 16% 38% 46%
0% 20% 40% 60% 80% 100 %
Source: Global Wellness Survey, November 2010
11
13. Activities For Which Incentive Rewards Are Offered
Offered today
Plan to offer in next year
Plan to offer in next 2-3 years
Don't currently offer and no plans to offer
Completing a health risk appraisal 57% 18% 10% 14%
Participation in workplace health "challenges" 50% 16% 15% 19%
Completing a biometric health screening 46% 21% 15% 18%
Obtaining regular preventive care examinations 37% 15% 21% 26%
Refraining from tobacco use 37% 18% 18% 27%
Tracking regular healthy living activities 33% 18% 19% 30%
Completing educational courses (live or online) 29% 15% 21% 34%
Contacting a health coach or advisor 30% 14% 16% 39%
Adherence to a disease management program 25% 15% 23% 37%
Achieving or maintaining health status results 23% 17% 26% 33%
Adherence to a therapeutic regimen 13% 14% 22% 51%
Source: Global Wellness Survey, November 2010
12
14. U.S.
Are Incentives Working?
EFFECTIVENESS OF INCENTIVE REWARDS AT INFLUENCING
BEHAVIORAL CHANGES AMONG EMPLOYEES
31%
28%
20%
18%
15%
5% 4%
Extremely Significantly Moderately Minimally Not effective Don‟t know
Effective Effective Effective Effective
5 4 3 2 1
Source: Global Wellness Survey, November 2010
13
16. Measurement and Outcomes
REASONS OUTCOMES ARE NOT MEASURED
Insufficient resources to support measurement 59 %
Don’t know how to measure 36%
No priority from leadership 33%
Don’t believe there is a measurable return 13%
Don’t believe the cost of measurement is justified 9%
Source: Global Wellness Survey, November 2010
15
17. Building a “Culture of Health”
EXTENT TO WHICH THE
ORGANIZATION CURRENTLY HAS A
CULTURE OF HEALTH
37%
23% 22% EXTENT TO WHICH THE
10% 8%
ORGANIZATION PLANS TO PURSUE A
CULTURE OF HEALTH FOR THE
FUTURE
5 = Very 4 3 2 1 = Not at
much so All 54%
27%
33% 12%
6% 1%
5= 4 3 2 1 = Not at
Actively All
pursue
81%
Source: Global Wellness Survey, November 2010
16
18. Country Profiles
• Brazil
• China
• India
• France
• UK
• Finland
• South Africa
• UAE
Based on „Global Perspectives in Workplace Health Promotion“
Jones & Bartlett, 2011
17
19. Brazil
• National health care services (SUS) are
underfunded and lack quality
• National Health Agency (ANS) has implemented
regulations for private healthcare sector to
include health promotion
• Programs often implemented to promote
ambiance or climate, little outcomes data
• Active association: ABQV
• Annual medical exam is mandatory by law (to
be provided by employer)
18
20. China
• Major challenges remain with occupational
hazards (dusts, chemical poisoning)
• Accelerated aging process
• High prevalence of smoking in men
• High demands and low control: increased stress
(and suicides)
• Growth of WHP programs
• No link to OH inspection
• Working conditions for migrant workers
(precarious employment)
19
21. India
• Economic superpower 92% of
workforce informal sector
• Vastly underfunded health care system:
public expenditure only 0.9% of GDP
• Workplace just being discovered as setting
to fight chronic disease challenge
• Fight for talent (no endless pool)
• Extremely multi-cultural society
• Traditional biomedical model prevalent
• Stressful work environment (hierarchy)
20
22. UK
• Lifestyle-related conditions continue to rise
to unprecedented levels
• Tax funded National Health Service (£100bn
annual budget) free at point of delivery
• Health, Work and Well-being as cross-
Government initiative
• General culture and mindset of healthcare
being “free”
• Growing appreciation among employers for
productivity gains and reduced costs
(concurrent emerging body of research)
21
23. Finland
• Alcohol is leading cause of death in working
population
• Developed systems with sophisticated
occupational health services
• Main focus is to maintain work ability and
increase productive working years
• Government has played an active role
• Well-being at work: adapting methods,
content and working environment
• Reduction in sick leave and pension costs
22
24. South Africa
• HIV/AIDS remains a key challenge (17% are
HIV+) while chronic disease is on the rise
• Universal health care free to all citizens:
underfunded, lack of quality
• Progress has been made with workplace
programs addressing HIV/AIDS (linked to
CSR strategy)
• Larger enterprises are expanding these to
full-fledged WHP programs
• Private insurances play an active role
23
25. United Arab Emirates
• 20%+ have diabetes
• Road traffic safety a key challenge
• Major progress with healthcare infrastructure
(very little focus on prevention)
• Extremely diverse workforce
• Lack of qualified professionals in health
promotion and disease prevention
• Gov„t taking the initiative: EHSMS standards
in Abu Dhabi include wellness as a separate
requirement
24
26. WHO Healthy Workplace Model
Comprehensive model emphasizes
four “Avenues of Influence”
http://www.who.int/occupational_health/healthy_workplaces/en/index.html
25
27. Workplace Wellness Alliance
• Cross-industry consortium of companies (39)
• Knowledge sharing and developing
• Promoting the use of standardized metrics
with the goal of achieving a global wellness
standard
• Wellness App
http://alliance.weforum.org/
26
28. • A global association focused on serving the
health promotion practitioner (affiliated with the
American College of Sports Medicine)
• Essential resources
• A vibrant community and network
• Exceptional learning opportunities
vital to practitioners and employers
• Growing international membership base
www.iawhp.org
27
29. Conclusion
• Global growth in workplace health promotion
• Productivity is the main universal driver
• Chronic disease and mental well-
being/stress a huge challenge
• Need for more evaluation and measurement
• Need for an integrated healthy workplace
framework
28
30. Wolf Kirsten Barry Hall
wk@wolfkirsten.com barry.hall@buckconsultants.com
Tel: 49-30-89202277 Tel: +1-617-275-8033
www.wolfkirsten.com www.buckconsultants.com
29