Healthy Workplace Initiative A New Way of Doing Business

Why do we need a healthy workplace strategy? To address issues raised in the employee survey (work-life balance, ability to recruit and retain) To become a competitive employer To address HR challenges To align with government’s corporate goals

Costs of Workplace Stress: National Impact on organizational costs –Mental and nervous disorders. 50% of LTD and STD claims –Mental illness costs. $30 billion/year Work as a determinant of health and productivity –High overload in 58% of employees –Decreasing physical and mental health, job satisfaction, commitment and loyalty

In Nova Scotia In Canada, Nova Scotia is #1: –rate of death from cancer, respiratory disease and lung cancer –self-reported rate of arthritis and rheumatism –reported use of disability days –hospitalization for chronic diseases –health $ spent per capita on institutions We are #2: –all causes of death including: breast cancer –percentage of heavy drinkers –self-reported rate of diabetes and fair/poor health –psychiatric hospitalization rate –lowest mammography screening rate –lowest life expectancy in the country We are #3: –deaths from prostate cancer –spending per capita on drugs –percentage of overweight adults Among highest smoking rate in Canada

About the public service: Our stats Work environment FTEs in total sick days 945 (10.3% of workforce) to EAP in 04/05 compared to 735 (8.3% in 01/02) Attraction and retention About 33% see career advancement opportunities 42% employees agree they are compensated fairly 54% feel valued for work contributions 39% of managers and 28% of supervisors agree they can attract and retain the staff they need

Healthy LifeWorks – Early Results  78.2% need to improve their overall wellness  74% have a BMI of 25 or over.  73% have a high cancer risk  62% need to make nutritional changes  54% need to improve fitness  48% have a high coronary risk

Time to Change (Niagara Public Health) Years Awareness Participation Morale Behaviour change Commitment Absenteeism Risk reductionLess disease Culture change

What are we doing? Corporate Human Resource Plan –Five goals Goal 3: To be a safe and supportive workplace –Objectives: Surpass OH&S regs and policy Reduce workplace injury and illness Enable corporate volunteerism Culture where concerns can be expressed Raise awareness of wellness and employee support programs HR goal in DMs’ mandate letters/business plans

Elements of a Healthy Workplace (National Quality Institute)

Outcomes of Healthy Workplace Strategy Employees who are able to make informed personal health choices A culture that promotes healthy relationships, teamwork, values and communication A reduction in workplace injury/illness occurrences A workplace that promotes a balance of work and family

NQI: Phases of Development 1. Commitment 3. Implementation 2. Planning Excellence ©NQI Sustainability Gold Silver Award Bronze Award CAE Awards

Laying the Foundation: NQI Level 1 Vision/mission acknowledges people HW Policy Process to review OH&S legislation and ensure compliance Management demonstrates commitment – walking the talk, supporting committees, communication Responsibility and accountability for HW issues shared Health issues are considered in decision-making Overall management evaluation to review and improve actions

Where are we now? Building awareness and commitment –HWP Advisory Committee –Presentations to departments Developing a HWP policy Developing capacity Developed a communication plan Learning from Healthy LifeWorks project at Justice

Wellness Initiatives in the Works Health Risk Assessments Draft Healthy Workplace Policy / Stakeholder Consultations - November Wellness Corners and Resource Manuals Draft Flexible Work Options Toolkit Take Back the Lunch Break Brochures –Downtown Walking Routes –Creating a Healthy Workplace at Meetings / Workshops

Wellness Initiatives in the Works Healthy Workplace / Wellness Newsletter Healthy Workplace Website Healthy Eating Workplace Manual

What is your role? We need your support –Part of your business plan –Walk the talk: what changes can you make today? In the short term? Longer term? –Support the creation of HWP committees in your department or integrate with existing committees

Next Steps Target: 1 st quarter Foundation in place (policy, committees, etc.) –Your rep on Corporate Healthy Workplace Committee will report on departmental progress Individual departments would progress through levels 2 to 4 at their pace –With support from PSC –Tools being developed in support of HWP