1. Template: Presentation to senior managers How to use this template This template gives you a starting point to create a presentation to senior managers on workplace health and wellbeing. It includes slides and speaking notes. It can be changed as needed to suit your specific needs. This template contains information on the benefits of workplace health and wellbeing programs, research outcomes, how to build a business case, and how to get started. This template is designed for a 20-30 minute presentation to management, however you may wish to delete slides if you have less time available. To create a shorter version, it is recommended to remove slides 10, 12, 13, 14, 15, 20 and 21. If you need assistance in tailoring this presentation to your organisation, contact WorkCover’s Health and Wellbeing Advisors on 1300 776 572.

2. Support available for workplace health and wellbeing Workcover’s Health and Wellbeing Advisory Service Purpose and structure for implementing a program Ongoing support and practical advice Presentations for staff and management Resources and links to community organisations Healthy Workplace Resource Toolkit Information and templates to assist your workplace health and wellbeing program Commonwealth-funded Healthy Workers Initiative A preventive health partnership funded to 2018

3. 1300 776 572

4. Workplace health and wellbeing What is it and what could it mean for your business? Building the business case with return on investment Linking health, safety and wellbeing Implementing a workplace health and wellbeing program Engaging your employees

5. Workplace health and wellbeing What is it? A workplace that addresses the health of staff: by promoting healthy habits by creating a healthy workplace environment. A healthy workplace can have significant benefits to both workers and business. A healthy workplace is good for business.

6. Short- to medium-term outcomes include: positive staff morale staff who feel valued = reduced turnover greater staff recruitment increased individual productivity improved corporate image Longer-term outcomes include: less staff absenteeism reduction in workplace injuries reduced workers compensation claims Workplace Health and Wellbeing What could it mean for your business?

7. Greater life/job satisfaction Improved work/life balance Better performance Less illness Fewer injuries Workplace Health and Wellbeing What could it mean for your employees?

8. Linking health and wellbeing with organisational strategies

9. Within a few months… ↑ Employee engagement ↑ Team cohesiveness 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 Workplace Health and Wellbeing What to expect 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.

10. What the research has found In 2005, a study 1 comparing a healthy worker to an unhealthy worker found: healthy workers to be 3x more productive (49 effective hours worked per month for an unhealthy worker compared to 143 hours for a healthy worker) healthy workers had 9x less annual sick leave (2 days annual sick leave for a healthy worker compared to 18 days for an unhealthy worker). In 2008, research 2 on the impact of workplace stress indicated: workplace stress is responsible for a loss of 3.2 working days per employee per year workplace stress-related presenteeism costs almost 2x the cost of workplace stress-related absenteeism stress-related absenteeism and presenteeism costs Australian employers a total of $10.11 billion annually. In 2011, a report 3 concluded that presenteeism: causes an average of 6.5 days of productivity loss per employee per year has an estimated annual cost of $34.1 billion to the Australian economy (2009-2010). 1 Medibank Private 2005, The health of Australia’s workforce, Medibank Private, Australia. 2 Medibank Private 2008, The cost of workplace stress in Australia, Medibank Private, Australia. 3 Medibank Private 2011, Sick at work: The cost of presenteeism to your business and the economy, Medibank Private, Australia.

11. Building the business case Increased health risks are associated with a loss of employee productivity 1 96% of ‘best practice’ Australian organisations implemented health and wellbeing initiatives during the last 12 months 2 Organisations that don’t promote health and wellness are 4 x more likely to lose talent within 12 months 2 1 Musich, S, Hook, D, Baaner, S & Edington, D 2006 ‘The association of two productivity measures with health risks and medical conditions in an Australian employee population’, American Journal of Health Promotion, vol. 20, no. 5, p. 353. 2 Health and Productivity Institute of Australia 2010, Best-Practice Guidelines: Workplace Health in Australia.

12. Calculate the financial impact a successful workplace health and wellbeing program can have on: – absenteeism – staff turnover. Use the ROI calculator – Visit www.workcover.tas.gov.au and look for the following logowww.workcover.tas.gov.au Calculating your return on investment

13. Absenteeism Step 1: Estimate the total number of sick days in your organisation for the past 12 months Total number of employees50 Sick leave rate per employee per year (in days)8.5 OR Total number of sick days in the last 12 months425 Step 2: Estimate the average hours worked per day and the hourly wage Average hours worked per day8 Average hourly wage ($)$25.00 Step 3: Determine the annual cost of staff sick leave Total annual cost of staff sick leave $85,000.00 Step 4: Estimate the impact of a workplace health and wellbeing program It is estimated that a successful workplace health and wellbeing program can decrease staff absenteeism by an average of 30-40%. 1 Reduction in sick leave30% Total annual savings in sick leave achievable by implementing an effective workplace health and wellbeing program $25,500.00 ROI calculator example In the last 12 months, a company of 50 staff has experienced a unplanned sick leave rate of 8.5 days per employee and has recruited 3 replacement staff due to resignations. The average staff salary is $50000. The company runs a shift roster of 8-hour days and the average hourly wage is $25. 1 PriceWaterhouseCoopers 2008, Building the case for wellness, United Kingdom.

14. Staff turnover Step 1: Estimate the number of employees who resigned in the last 12 months and their average annual gross wage Total number of employees resigned in the last 12 months3 Average annual gross wage ($)$50,000 Step 2: Determining the cost of replacing employees It is estimated that the cost of replacing an employee is 75-150% of the employee's salary. 1 Cost of replacing an employee as a per cent of annual salary75% Annual cost of replacing employees as a result of resignation$112,500 Step 3: Estimate the impact of a workplace health and wellbeing program It is estimate that a successful workplace health and wellbeing program can decrease staff turnover by an average of 10-25%. 2 Reduction in staff turnover (%) 10% Total annual savings in staff turnover achievable by implementing an effective workplace health and wellbeing program$11,250 Total annual savings Savings made through reducing sick leave$25,500 Savings made through reducing staff turnover$11,250 Total annual savings as a result of implementing an effective workplace health and wellbeing program$36,750 ROI calculator example In the last 12 months, a company of 50 staff has experienced a unplanned sick leave rate of 8.5 days per employee and has recruited 3 replacement staff due to resignations. The average staff salary is $50000. The company runs a shift roster of 8-hour days and the average hourly wage is $25. 1 Australian Human Resources Institute 2008, ‘Love ‘em don’t lose ‘em’ – identifying retention strategies that work, HR Pulse Research Report. 2 PriceWaterhouseCoopers 2008, Building the case for wellness, United Kingdom.

15. Value on investment While we have focused on ROI, it is also important to focus on what other ‘value’ a health and wellbeing program can offer: – staff satisfaction – employee engagement – increased morale – being a valued member of a team.

16. ‘You can’t be a safe worker if you’re not a healthy worker.’ - Professor Dame Carol Black Expert Adviser on Work and Health, Department of Health, England Linking health, safety and wellbeing

17. SAFE WORK ENVIRONMENT Addressing the health and safety concerns of your employees Culture Values Health knowledge Climate Peer support Physical settings Workplace facilities (Showers, drinking water, kitchen, equipment, etc) Policy Healthy catering Work/life balance Flexible work hours Social and emotional wellbeing Linking health, safety and wellbeing Adapted from Walton K 2012, Heathy@Work Professional Development, Department of Premier and Cabinet, Tasmania.

18. Implementing a workplace health and wellbeing program: A key to success Adapted from Public Sector Management Office 2009, Guidelines for implementing a workplace health and wellbeing program, Department of Premier and Cabinet, Tasmania.

19. Management and the implementation cycle Management endorsement of workplace health and wellbeing is absolutely critical for program development. Management support contributes more to program success than the content itself 1 What can you do as a manager to support the program? 1 O’Donnell, MP 2001, Health Promotion in the Workplace, 3 rd edn, Delmar Cengage Learning.

20. ‘Don’t get pre-occupied with naysayers: let your health culture soften the group. Shifting each individual’s position closer to wellness champion is the goal.’ - Dr Judd Allen President, Human Resources Institute Employee engagement Adapted from Allen, J 2008, Achieving a culture of health: The business case, Health Enhancement Systems, United States.

21. Your workplace checklist Healthy physical settingsFood supplyKnowledge and skills On-site kitchen facilities Off-site and mobile settings Breastfeeding friendly workplaces Canteens and cafes Vending machines Catering Fundraising Informal food supply Hydration Nutrition education Social marketing Other workplace nutrition support Healthy eating: A practical example