1. National Group Training Conference April 2016 Kylie Cocks Healthy Workers Adviser Group Training Australia SA kylie@gtasa.com.au

2. OVERVIEW OF SESSION  What is a healthy workplace?  Why it is worth having?  How to do it?  Where to get more support?

3. WHAT IS A, HEALTHY WORKPLACE? A workplace that addresses the health of staff by:  promoting healthy habits  creating a healthy workplace environment and organisation

4. WHAT HABITS ARE WE TALKING ABOUT

6. STEPS TO TAKE - TOOLKIT 1: Getting Started 2: Needs Assessment 3: Action 4: Monitor & Review

7.  Management commitment  Business case  Identify resources  Link to policy STEP 1 – GET STARTED

8. THE BUSINESS BENEFITS Within a few months… ↑ Employee engagement ↑ Team cohesiveness ↑ Staff who feel valued Within 1-2 years… ↑ Health knowledge, attitude and skills acquisition ↑ Health behaviour change ↑ Job satisfaction / morale ↑ Workforce commitment ↑ Productivity ↑ Customer satisfaction ↑ Organisational practice & policy ↑ Company image / reputation ↑ Risk mitigation Within 3-5 years+… Return on investment/Value on investment Examples: ↑ Productivity ↑ Health status ↑ Sustainable workplace culture ↓ Absenteeism ↓ Injury rates ↓ Workers compensation costs ↓ Morbidity / mortality Adapted from Grossmeier, J, Terry, P, Cipriotti, A & Burtaine, J 2010, ‘Best practices in evaluating worksite health promotion programs’, The Art of Health Promotion (American Journal of Health Promotion), Jan/Feb.

9. INCREASED MORALE/ENGAGEMENT Proven? YES! In Australia, where organisations focused on wellness, employees were:  5 x more likely to be engaged  3 x more likely to stay in the first year  2.5 x more likely to say that their organisations were creative and innovative  3 x more likely to identify their organisation as a high or an above average performer 1.Right Management (2009) ‘Wellness and Productivity Management’, [online], Available: http://www.rightmanagement.com.au/assets/x/50990, [2009, October 16] AS CITED IN: HAPIA Best practise guidelines 2.Sims, J. Right Management, 2010. Wellness and Productivity Management. Presentation to the Health and Productivity Management Congress 2010

10. INCREASED PRODUCTIVITY Proven? YES!  Healthiest workers are 3 X more productive than unhealthiest workers 1  Reduced performance by presentism costs 2–7 x more than absenteeism 2  Productivity due to obesity cost $273 million in SA 3  Productivity due to mental health cost $6.1 billion in Australia 4 1.Mills, P 2005, The Vielife/IHPM Health and Performance Research Study, 1 July 2011, http://www.ieu.asn.au/vielife_research_report.pdf 2.Main, C, Glozier, N, Wright, I 2005, ‘Validity of the HSE stress tool: an investigation within four organizations by the Corporate Health and Performance Group’, Occupational Medicine, vol. 55, pp. 208-214. 3.Access Economics (2008) The growing cost of obesity in 2008,: three years on. Report for Diabetes Australia 4.Price Waterhouse Coopers (2013) Creating a mentally healthy workplace; return on investment analysis; report for beyondblue and the National Mental Health Commission.

11. REDUCED ABSENTEEISM Proven? YES!  Unhealthiest employees take on average 9 more sick leave compared with healthiest employees 1  Females with a risk factor and a chronic disease, absenteeism was 2.5 x as high as those without and for males 4 x 2  Across 62 world studies there was average reduction in sick leave absenteeism by 25% 3 1.Medibank Private, 2008. The cost of workplace stress in Australia 2. Having a risk factor and chronic disease does impact on absenteeism: From AIHW 2010. Risk factors and participation in work. Cat. no. PHE 122. Canberra: AIHW. Viewed 20 January 2014 <http://www.aihw.gov.au/publication-detail/?id=6442468339 3.Larry S. Chapman, (2012) Meta-Evaluation of Worksite Health Promotion Economic Return Studies: 2012 Update. American Journal of Health Promotion: March/April 2012, Vol. 26, No. 4, pp. TAHP-1-TAHP-12.

12. DECREASE WORK-RELATED INJURY Proven? YES! (Not in Australian Studies)  Workers with medium to high health risks were 3 x more likely to file workers compensation claims 1  PWC state $145.9 million in mental health compensation claims 4  UK report a 50% reduction in injury rates and claims 2  US report 32% decrease in workers compensation and disability claims 3 1.https://www.worksafe.qld.gov.au/injury-prevention-safety/health-and-wellbeing-at-work/impacts 2.PricewaterhouseCoopers UK, 2008. Building the case for wellness 3.Chapman LS. Meta evaluation of worksite health promotion economic return studies. The Art of Health Promotion, 2003, 6(6):1-16. UPDATED 2012 4.Price Waterhouse Coopers (2013) Creating a mentally healthy workplace; return on investment analysis; report for beyondblue and the National Mental Health Commission.

13. WORK OUT THE MAIN DRIVER OR

14. A worked example; Healthy Workers Portal ROI Calculator Healthy Workers Portal ROI Calculator THE RETURN ON INVESTMENT (ROI)

15. ENGAGING EMPLOYEES  Communicate, communicate, communicate  Identify a COORDINATOR/CHAMPION  Add health to meeting agenda  Establish a health and wellbeing committee

16. STEP 2 – NEEDS ASSESSMENT Assess what  The needs of your biggest asset – your people  The workplace environment – your place  The vision and culture - your vision

17. CASE STUDY  GTO’s completed the editable workplace audit tool  Staff were invited to participate in a short survey Example: https://www.surveymonkey.com/r/6DTJ8P9https://www.surveymonkey.com/r/6DTJ8P9

18. STEP 3 - ACTION  Prioritise priorities  Review the suggested activities in the toolkit  Write the goals, objectives, strategies, tasks, timeframe and responsible person  Put it into action

19. CASE STUDY – GTA SA  Information  Competitions  Website  Free online health check http://gtasa.com.au/healthy-workers- healthy-futures/

20. CASE STUDY – GTA SA Building knowledge and skills within our GTO’s  Training  Resources  Referral pathways

21. CASE STUDY–  People Activities: Health information, fruit box, encourage walking and stand up agenda items.  Place Strategies: Extra kitchen items, yoga mats, stand up desks  Vision Strategies: Induction inclusions, review of policies, health and wellbeing planning day

22. STEP 4 – MONITOR & REVIEW Shall we evaluate or monitor?  Record keeping  Seek ongoing feedback  Maintain freshness  Celebrate achievements  Pre and post health check & workplace audit tool

23. WA HEALTHIER WORKPLACE WA For information visit: www.healthierworkplacewa.com.au www.healthierworkplacewa.com.au Queensland Healthier Happier Workplaces For information visit: www.workplaces.healthier.qld.gov.au Victoria Healthy Together Achievement Program For information visit: www.achievementprogram.hea lthytogether.vic.gov.au

24. ACT HEALTHIER WORK For information visit: www.healthierwork.act.gov.au www.healthierwork.act.gov.au Tasmania Workplace H&S Advisory Service For information visit: worksafe.tas.gov.au/safety/hea lth_and_wellbeing NSW Get Healthy at Work For information visit: www.gethealthyatwork.com.au www.gethealthyatwork.com.au

25. Australian Government Healthy Workers For information visit: healthyworkers.gov.au healthyworkers.gov.au Heart Foundation Workplace Wellness For information visit: heartfoundation.org.au heartfoundation.org.au Workplace Health Association Australia For information visit: workplacehealth.org.au workplacehealth.org.au

26. LETS MAKE OUR DAY HARDER

27. THANK YOU Acknowledgements: Healthy Workers - Healthy Futures Is Funded By SA Health