Pain Summit Presentation
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Business case for proactively addressing chronic pain of employees
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Pain Summit Presentation
- 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
- 3. say status is directly affected
- 4. can’t work
- 5. worry about career prospects
- 6. worry about losing their job
- 7. want to work and contribute
- 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
- 11. interventions and strategy 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
- 15. www.bitcni.org.uk We stand for responsible business
Editor's Notes
- 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