Global Trends in Workplace Health – Where do we stand?

Barry Hall, Buck Consultants!Wolf Kirsten, International Health Consulting!

Global Healthy Workplace Awards & Summit!April 11, 2013!

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Agenda

•  Global drivers of workplace health promotion •  Issues and challenges •  Health trends

•  Research findings •  Strategies •  Good practices •  Emerging approaches

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Global health promotion research

Objective: •  Assess trends in employer-

sponsored wellness strategies and practices

Participants: •  1,356 employers •  11 languages •  45 countries •  17 million employees •  All industry categories

Available at www.BuckSurveys.com

WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies

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Location of employees

Africa/Middle East

Asia

Australia/NZ

Europe

Latin America

North America

20%

43%

19%

35%

36%

58%

Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Companies offering health promotion to employees

North America

Latin America

Europe

Australia/ New Zealand

Asia

Africa/ Middle East

76%

43%

33%

37%

47% 42%

Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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61% less than 5 years

Number of years wellness strategy has been in place

0 - 1 year

2 - 5 years

5 - 10 years

More than 10 years

Don’t know

18%

43%

24%

13%

2%

Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Employer objectives driving wellness strategy

1 = most important, 10 = least important

All regions Africa/

Middle East Asia Australia/

NZ Canada Europe Latin

America United States

Improving worker productivity /reducing presenteeism 1 1 3 3 3 3 2 2 Reducing employee absences due to sickness or disability 2 2 4 2 2 2 1 3 Improving workforce morale /engagement 3 3 2 4 1 1 3 4 Reducing health care or insurance premium costs 4 8 10 10 4 10 9 1 Improving workplace safety 5 5 1 1 7 5 4 7 Furthering organizational values/mission 6 6 7 6 6 6 5 5

Maintaining work ability 7 4 5 4 8 4 6 6 Attracting and retaining employees 8 7 8 7 5 7 7 8 Promoting corporate image or brand 9 10 6 8 9 8 10 9 Fulfilling social/community responsibility 10 9 9 9 10 9 8 10

Ranked 1st Ranked 2nd Ranked 3rd Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Quiz: Which country? Corporate study found the following: 77% of the population had high modifiable risk factors, namely:

•  High BMI •  Low and inadequate physical fitness activity. •  Poor diet and inadequate intake of fruits and

vegetables. •  Intake of alcohol or smoking •  Risky sexual habits •  High stress level

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Quiz: Which country?

•  54% of men and 21% of women have body mass index above 25

•  46% of population are smokers •  35% has high blood pressure •  16% has obesity •  60% of old population has high

cardiovascular risk (the main cause of death) •  60% are sedentary

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Health issues driving wellness strategy

1 = highest impact, 17 = lowest impact

All regions Africa/

Middle East Asia Australia/

NZ Canada Europe Latin

America United States

Physical activity/exercise 1 2 2 6 3 3 3 1 Stress 2 1 3 1 1 1 1 6 Nutrition/healthy eating 3 4 4 9 6 7 4 2 High blood pressure (hypertension) 4 6 7 13 5 11 5 5 Chronic disease (e.g., heart, diabetes) 5 8 9 11 4 10 8 3 High cholesterol (hyperlipidemia) 6 11 8 14 8 13 9 7 Workplace safety 7 3 1 2 9 2 2 11 Obesity 8 17 14 9 14 14 14 4 Work/life issues 9 5 6 8 7 4 10 10 Depression/anxiety 10 13 11 3 2 6 6 9 Tobacco use/smoking 11 10 12 12 11 9 11 8 Psychosocial work environment 12 12 10 5 10 5 7 14 Personal safety 13 8 5 4 13 8 13 15 Sleep/fatigue 14 15 13 6 12 11 12 12 Maternity/newborn health 15 16 15 16 16 16 16 13 Substance abuse 16 13 17 15 15 15 15 16 Infectious diseases/AIDS/HIV 17 6 16 17 17 17 17 17

Ranked 1st Ranked 2nd Ranked 3rd Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Global Burden of Disease Study 2010 Mortality

DALY (disability-adjusted life years)

Source: World Health Organization, 2010

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European Survey of Enterprises on New and Emerging Risks (ESENER)

•  79% of European managers voice concern about stress at work

•  but only 26% of EU enterprises/organisations have procedures in place to deal with stress

•  42% of management representatives consider it more difficult to tackle psychosocial risks, compared with other safety and health issues.

•  sensitivity of the issue (53%) and lack of awareness (50%) are the main barriers

•  main barriers for dealing with health and safety issues are lack of resources (36%) such as time, staff or money and lack of awareness (26%)

36,000 interviews in 31 countries with managers and health and safety representatives were conducted in establishments with ten or more employees

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Growth in global strategies

34%

46% 49%

2007 2009 2012

Multinational Employers with Global Health Promotion Strategy

Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Reasons for not having a global strategy

Differing cultures, laws, and practices across our regions

No global oversight for health care strategy

Lack of vendors who can meet Our global objectives

Limited availability of language- and culturally-adapted tools & solutions

Not a priority in our organization

58%

40%

26%

16%

15%

59%

44%

29%

23%

16%

30%

56%

29%

22%

22%

27%

54%

25%

16%

27%

2012 Results 2010 Results 2009 Results 2008 Results

Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Top program elements

Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Stress programs

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Tobacco cessation benefits

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Fastest growing wellness program elements

Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Study: Emerging technology in health engagement Objective: •  Research the use and

effectiveness of emerging technology tools •  Gamification •  Mobile technology •  Social media

•  …at engaging employees in health and well-being

•  Participants: •  408 employers •  51% multinational •  Diverse industry categories

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Have measured outcomes (by number of employees)

36% overall have measured outcomes

Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Top reasons outcomes are not measured

Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Impact of wellness programs

The longer the wellness program is in place, the greater the improvement

Source: “WORKING WELL: A Global Survey of Workplace Wellness and Health Promotion Strategies” Buck Consultants, 2012

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Study: Winning strategies in global workplace health promotion

Participating employers: Chevron Dow Chemical DuPont Eaton Goldman Sachs IBM Intel John Deere Johnson & Johnson MOL Group Novartis Novo Nordisk Scania

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Global strategies: Recommendations 1.  Establish a shared global value proposition aligned with key business goals.

Ensure metrics are globally consistent, locally relevant.

2.  Articulate a value proposition that has sufficient emphasis on health and well-being factors, in addition to the financial business case.

3.  Spend adequate time and effort explaining the reasons, goals and benefits for providing a health promotion programme.

4.  Drive a global strategy through a central or corporate function that provides guidance and technical support to local sites/business units.

5.  Engage local resources for cultural adaptation and implementation. Actively utilise local health professionals to help drive strategies regionally and link between corporate and local sites and business units.

6.  Provide global access to a core suite of health promotion programmes and policies.

7.  Establish a healthy workplace index and/or menu of services toward which all sites should strive, and eventually be held accountable.

8.  Analyse and address the psychosocial working environment and how work is organised, in order to improve mental health and well-being.

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Key Themes

•  The workplace: a key setting to fight chronic disease •  Keeping an aging workforce healthy •  Psychosocial risk assessment – addressing stress and

mental well-being •  Good Health is Good Business: workplace health

promotion pays off •  Social responsibility: the enterprise community

involvement •  Need for an integrated healthy workplace framework

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Barry Hall Buck Consultants barry.hall@buckconsultants.com

Wolf Kirsten International Health Consulting wk@wolfkirsten.com

Thank You!

27 Global Healthy Workplace Awards & Summit April 11, 2013