Health & wellness February 2014

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Reducing costs and saving time through health & wellness by Toronto Training and HR February 2014

description

Half day open training event held in Toronto, Ontario.

Transcript of Health & wellness February 2014

Page 1: Health & wellness February 2014

Reducing costs and saving time through health & wellness

by Toronto Training and HR

February 2014

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CONTENTS3-4 Introduction5-6 Facets of wellness 7-9 Risk factors for every 100 employees 10-11 What does an unhealthy workplace look like?

12-13 …and what about a healthy workplace?14-15 Managing back pain16-17 Tackling stress18-20 Dealing with alcohol and drugs21-22 Mental health23-24 Try a mental detox program25-26 Moving and walking27-28 Gamification29-30 Sleep31-34 HIV at work35-38 Confronting obesity at work39-40 Survey questions41-43 How much does health & wellness cost?44-46 Measures47-48 Become calmer49-50 Conclusion, summary and questions

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Introduction

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Introduction to Toronto Training and HR

Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers

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Facets of wellness

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Facets of wellness

• Nutrition• Fitness• Sleep• Work-life balance• Preventative care• Relationships• Finances• Spirituality• Interventions• Responsibility

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Risk factors for every 100 employees

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Risk factors for every 100 employees 1 of 2

• 25 have cardiovascular disease

• 8 are asthmatic• 11 are diabetic• 33 have high blood

pressure• 15 have high

cholesterol• 34 are overweight• 19 smoke• 31 use alcohol

excessively• 20 don’t wear seatbelts

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Risk factors for every 100 employees 2 of 2

• 33 don’t exercise• 44 suffer from stress

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What does an unhealthy workplace

look like?

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What does an unhealthy workplace look like?

• Poor management• A bullying culture• Poor customer service• High levels of absence• Reduced productivity• Unreasonably high work

demands

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…and what about a healthy workplace?

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…and what about a healthy workplace?

• Go that extra kilometre• Give great customer

service• Take fewer sick days• Provide commitment

and creativity

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Managing back pain

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Managing back pain

• Assessing the risk of back pain by involving employees

• Keep in touch with employees who are off sick

• Encourage employees to stay active where at all possible

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Tackling stress

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Tackling stress

• ‘Open door’ day• Training• Greater involvement in

future changes• More effective job

design• Consistent policy for

dealing with bullying

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Dealing with alcohol or drugs

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Dealing with alcohol or drugs 1 of 2

• Keep accurate but confidential records of poor performance

• Interview the employee in private

• Concentrate on the instances of poor performance

• Ask the employee to provide reasons for poor performance without mentioning alcohol or drugs Page 19

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Dealing with alcohol or drugs 2 of 2

• If appropriate discuss the organization’s alcohol or drugs policy and the help available inside or outside the organization

• Agree future action• Arrange regular

meetings to monitor progress and discuss any further problems

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Mental health

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Mental health

• Keep an open mind• Learn the facts about

mental disorders• Be flexible• Seek expert advice and

guidance• Listen and give the

employee time to talk

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Try a mental detox program

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Try a mental detox program

• Add exercise to the routine

• Plot out the day in advance

• Do your top three to-dos first

• Finish what you start• Seek small, continuous

improvement• Recharge your mental

battery

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Moving and working

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Moving and working

• Staircases• Treadmill workstations• Walking meetings

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Gamification

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Gamification • Expected elements

• Personal motivations• Social relationships

• Best practices for designing effective health games

• Things to remember

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Sleep

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Sleep • Benefits of deep sleep• Physical outcomes of

sleep loss• Stage two sleep• Mental outcomes of

sleep loss• REM• Emotional outcomes of

sleep loss• Facilities, services and

education• Sleep deprivation

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HIV at work

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HIV at work 1 of 3

• People living with HIV who took part in the research were generally satisfied with their working lives and were able to play an important part in the workforce

• More than half of respondents living with HIV reported that HIV had no impact on their work at the moment-most respondents had not made any changes in their working lives because of their HIV status

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HIV at work 2 of 3

• When working practices were reported to be affected by a person's HIV status, initial diagnosis, starting or changing medication were the most common 'flashpoints'

• Over a third of HIV positive survey respondents had not taken any days off to attend their HIV clinic in the last twelve months

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HIV at work 3 of 3

• Requested adjustments to work-life activity usually were straightforward, involving flexibility around working hours to attend clinics or a change in hours worked

• Over 60% of HIV positive respondents had disclosed their HIV status to someone at work-less than one in ten reported a negative response when they disclosed their HIV positive status

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Confronting obesity

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Confronting obesity 1 of 3

• Look at overall health and long-term weight goals

• Focus on reduction of cardio metabolic risk

• Come from an evidence base that is biological, behavioural and psychological

• Teach people lifelong skills

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Confronting obesity 2 of 3

• Offer healthy food at worksite cafeterias

• Provide healthy foods and water at workplace meetings or celebrations instead of sweets or other unhealthy foods and drinks

• Offer consultations or counselling with dieticians to help employees identify how they can make improvements in their eating habits

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Confronting obesity 3 of 3

• Produce free exercise and yoga classes

• Encourage employees to take walks with their colleagues

• Create an environment that encourages physical activity

• Avoid singling out or penalizing those who are overweight

• Incorporate a range of support tools including online health coaches and social media

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Survey questions

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Survey questions

• Safety belt use• Healthy foods during

workday• Low-fat/healthy food

options available• Exercise during workday• Smoke-free

environment provided• Healthy lifestyles

recognized publicly• Leaders model good

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How much does health & wellness cost?

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How much does health & wellness cost? 1 of 2

• Health calendar, $1-$3 per copy

• Newsletter (paper), $0.25-$0.75 per issue

• Newsletter (electronic), $0.10-$0.30 per issue

• Health risk appraisal (paper), $9-$20

• Health risk appraisal (online), $3-$5

• Self-care books, $5-$8 per copy

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How much does health & wellness cost? 2 of 2

• Nurse advice line, $0.40-$1

• Health portal, $0.75-$1.25

• Biometric screening, $35-$75

• Health coaching, $100-$200

• Disease management, $175-$250

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Measures

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Measures1 of 2

• Days lost from absence• % of working time lost

per employee from absence

• Days lost from presenteeism

• % of working time lost per employee from presenteeism

• Average turnover cost per employee

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Measures2 of 2

• Number of claims due to accidents and injuries per year

• Average cost per claim• High risk factors• BMI• Cholesterol• Blood pressure• Tobacco use• Absenteeism• Attrition

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Become CALMER

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Become CALMER

• Communication• Assessment• Lifestyle enhancement• Medical self-care• Education• Reporting

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Conclusion, summary and questions

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Conclusion, summary and questions

ConclusionSummaryVideosQuestions