models of good practice - ENWHP · Miscellaneous: 48% women, 52% shift workers employee two days...

Healthy Employeesin Healthy Organisations

Models ofgood Practice

Good Practice inWorkplace Health Promotion (WHP) in Europe

WHINU O

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models of good practice.qxd 17.08.1999 11:36 Uhr Seite 1

The European Network for Workplace Health Promotion receives financial support from the European Commission. Neither the European Commission nor persons acting on behalf are liable for the use of this information.


The following Models of GoodPractice illustrate how it is possible toincorporate Workplace HealthPromotion in the daily life of anorganisation. Far from being anexpensive and unrealistic exercise,the exemplary examples of goodpractice featured here prove thatWHP is financially viable.

Implementing measures to secure the health and well-beeing of theworkforce has resulted in substantialcost savings due to a significantreduction in absenteeism andindustrial accidents, lower staffturnover and through increasedproductivity. Companies also reportan improvement in the overall imageof the company and enhancedcustomer satisfaction.

Creating an environment whichresults in a happy, satisfied workforceis not just an idealistic concept, butone which makes good businesssense and is the key factor indeveloping a successful organisation.

The diverse range of companiesfeatured here (from small employerswith a workforce of about 40

employees, to large concerns with aworkforce of thousands) demonstratethat it is feasible for each and everyorganisation, from top levelmanagement through to the shopfloor.

The tangible benefits of WHP mustsurely be an incentive for othercompanies to follow suit. It is to behoped that in future the businesscommunity as a whole will embraceWHP as a matter of course. Sicknessand accidents due to poor workingpractice can then become a thing ofthe past.

We at BKK hope that you enjoyreading the profiles featured in thisbrochure and that you will find theminspirational.

We would also like to thank everyonewho contributed to this publication. Itis the result of a successful andenjoyable working partnership.

Essen, May 1999

Preface


Contents

Austria:Landesverlag Linz . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6Luzenac Naintsch . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7OMV Erd�l- und Erdgasbetrieb . . . . . . . . . . . . . . . . . . .8SAB TOURS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9Sommerhuber . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10Voest-Alpine Stahl Linz GmbH . . . . . . . . . . . . . . . . . . .11

Belgium:Duracell Batterien N.V. . . . . . . . . . . . . . . . . . . . . . . . .12NIKE Customer Service Centre . . . . . . . . . . . . . . . . . .13PICANOL N.V. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14

DenmarkCOD Ð Co-op Denmark . . . . . . . . . . . . . . . . . . . . . . . .15COMET - The Copenhagen Metro Construction Group . . . . . . . . . . . . . . . . . . . . . . . . . . .16Refinery Statoil A/S . . . . . . . . . . . . . . . . . . . . . . . . . . .17Scandinavian Airlines System - SAS . . . . . . . . . . . . . .18

FinlandNokia Telecommunication - NTC . . . . . . . . . . . . . . . . .19Oy Mets�-Botnia Ab, ��nekoski Mill . . . . . . . . . . . . . .20Ruoka-Saarioinen Oy, Sahalahti Works . . . . . . . . . . . .21Valmet Corporation, Paper Finishing Systems, J�rvenp�� Units . . . . . . . . .22

FranceELF Aquitaine . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23Groupe Elis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24

GermanyEVM Aktiengesellschaft . . . . . . . . . . . . . . . . . . . . . . . .25Mannesmannr�hren-Werke AG . . . . . . . . . . . . . . . . . .26REWE Handelsgruppe . . . . . . . . . . . . . . . . . . . . . . . . .27Volkswagen AG . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28

GreeceELAìS S.A. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .29Hellenic Aerospace Industry (HAI) . . . . . . . . . . . . . . . .30NAOUSSA Spinning Mills . . . . . . . . . . . . . . . . . . . . . .31TITAN S.A. of Greece . . . . . . . . . . . . . . . . . . . . . . . . .32


Great BritainBridgend County Borough Council, Wales . . . . . . . . . .33The Driver and Vehicle Licensing Agency . . . . . . . . . .34

IcelandEimskip . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .35Landsvirkjun . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .36Sj�v�-Almennar tryggingar hf . . . . . . . . . . . . . . . . . . . .37

IrelandAer Rianta . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .38Glasnevin Cemeteries Group . . . . . . . . . . . . . . . . . . . .39Nortel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .40

ItalyAcroplastica s.r.l. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41Angelantoni Industrie spa . . . . . . . . . . . . . . . . . . . . . .42Etnoteam Industry SpA . . . . . . . . . . . . . . . . . . . . . . . .43

LiechtensteinHILTI AG . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .44Ivoclar - Vivadent . . . . . . . . . . . . . . . . . . . . . . . . . . . .45

LuxembourgAvery Dennison Luxembourg . . . . . . . . . . . . . . . . . . . .46Garage Demuth . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .47General Technic Otis . . . . . . . . . . . . . . . . . . . . . . . . . .48Soludec S.A. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .49

NetherlandsDienst Waterbeheer en Riolering (DWR) . . . . . . . . . . .50Du Pont de Nemours BV . . . . . . . . . . . . . . . . . . . . . . .51Siemens Groep Nederland . . . . . . . . . . . . . . . . . . . . .52Uniqema . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .53

NorwayAker Stord AS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .54H�G a.s.a. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .55Hydro Seafood Norway, Movik Division . . . . . . . . . . . .56Statoil . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .57

PortugalBayer Portugal S.A., PH/DS Division, TO-Technical Operations . . . . . . . . . . . . . . . . . . . . . . .58Caixa Geral De Dep�sitos (CGD) . . . . . . . . . . . . . . . .59Companhia Portuguesa de Produ��o de Electricidade SA, Sines Power Station . . . . . . . . . .60Resibras - Companhia Portuguesa de Resinas para Abrasivos, S.A. . . . . . . . . . . . . . . . . .61

SpainAGIO TT S.A. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .62FASA RENAULT . . . . . . . . . . . . . . . . . . . . . . . . . . . . .63Fomento de Construcciones y Contratas (FCC) . . . . . .64Opel Espa�a de Autom�viles . . . . . . . . . . . . . . . . . . . .65

SwedenAstra AB . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .66Civil Aviation Administration, Stockholm Division, Arlanda and Bromma airports . . . . . . . . . . . . . . . . . . .67Malm� Fire Brigade . . . . . . . . . . . . . . . . . . . . . . . . . . .68L�nsf�rs�kringar WASA (LWAB) . . . . . . . . . . . . . . . . .69

SwitzerlandABB Hochspannungstechnik AG . . . . . . . . . . . . . . . . .70Druckzentrum Bern . . . . . . . . . . . . . . . . . . . . . . . . . . .71


6

Landesverlag LinzAustria

Active breaks

At Landesverlag Linz project planningfor WHP is carried out by analysingdata on absenteeism, evaluations ofthe accident reports, job descriptions,plant visits, and a staff survey .Moreover, measurements of pollutionin the working environment havebeen taken and all hazardoussubstances used at the companyhave been analysed. This data iscollated in a company health report.Health promotion at LandesverlagLinz is co-ordinated by a projectsteering team comprised of the safetytechnician, the works doctor, thechairman of the works council, thesafety officer as well as thedepartmental and sector managers.So far three health circles have beenset up in which the employeesdiscuss stressful working conditions.The participants have identifiedmechanical strain on the locomotivesystem, back pain and pollution fromsolvents as the main risk factors. Asthe experience of health circles hasbeen positive they will now becontinued on a permanent basis.Furthermore, a programme involvingshort breaks for exercise andrelaxation has been introduced in thecompany, headed by a sportsscientist. Some employees have alsoreceived training as ÔtrainersÕ for such

For a long time, Landesverlag Linz has been committed to a workplace healthpolicy which goes well beyond traditional occupational health and safety. Forexample, the company has replaced the chemical cleaning agents for theprinting rolls with natural substances. A pilot project on workplace healthpromotion has been conducted with the Upper Austrian Sickness Fund(O�GK). A separate budget is available for health-related activities.

Branch:

Printing industryNo. of employees:

80Products/Services:

Printed MatterLocations:

LinzMiscellaneous:

9,3% women, 50% shift work with night shifts; 24 % shift work without night shifts

exercise programmes so that theycan perform these exercises withtheir colleagues at variousworkplaces during working hours.

Better working atmosphere andless dust

The health circles at LandesverlagLinz have drawn up numeroussuggestions for improving workingconditions from a health-related pointof view. The physical strains andambient risks at the workplace havebeen reduced through improvementsin the room atmosphere. There isnow less pollution from paper dustand solvents as well as a newreproduction table where the heightand inclination are adjustable. Thetime lost due to illness atLandesverlag has been reduced as aresult of these measures.Other health-related projects will bepresented in future in an annualhealth report.


7

NAINTSCH

Luzenac NaintschAustria

Health circles firmly established

The health circles at Luzenac operatein two phases: Firstly, the employeesanalyse a problem; thenimplementation steps for concreteactivities are discussed together withsuperiors and experts. The circlesmeet regularly and have now becomea permanent fixture.

All WHP activities are planned by acompany health committee whichincludes, among others, themanaging director and the worksmanager. An environment/health/safety assistant co-ordinates thecompanyÕs health and safetyactivities.

Data analyses of absenteeism due toillness from the Upper AustrianMining IndustryÕs Insurance Companyform a basis for planning. Informationgained from staff surveys on healthrisks and from medical check-ups arealso taken into account.

The Luzenac employees and theirfamilies can also attend one-weeklifestyle workshops which deal withexercise, nutrition and relaxation.They are held at a health facilitybelonging to the insurance company.The company also gives every

Health, safety and environmental protection are part of the corporatephilosophy at Luzenac and are an integral element of the target agreements ofthe executive team. The company management sets great store by workplacehealth promotion in order to improve work motivation, quality and image.Health-related activities have a separate annual budget.

Branch:

Mining industryNo. of employees:


Mining of talc for use andprocessing in various industriesLocations:

6 locations in AustriaMiscellaneous:

48% women, 52% shift workers

employee two days off for this andfinances child care. Luzenac alsoencourages employees to take part insporting activities and makes it easierfor women to return to work throughvarious part-time work schedules.

Significant successes

At Luzenac 145 of the 158 solutionsproposed in health circles havealready been implemented. Forexample, the climatic conditions havebeen improved and the stress fromdust, noise, gases and vapours aswell as inadequate lighting has beencut back. The physical andpsychosocial strains at the workplacehave been reduced. Although thesituation was very good even beforethe project began, absenteeism dueto illness has continued to fall. Thecases of illness have decreased by11.9%, days lost due to illness by14.6%.


8

OMV Erd�l- und ErdgasbetriebAustria

Analysis of health issues

24 health circles analysed the workstresses in all company sectors. Theydetermined 176 stress factors, withover one hundred alone related tomental and psychosocial risks. Thehealth circles drew up numeroussuggestions for reducing stress. Themanagers of the works sections wereresponsible for their implementation.The health committee, comprising theworks management and themanagers of the individual sectors, isresponsible for general solutions andprojects like ÒPRO-FITÓ.

The health promotion programmes atOMV include a Òback schoolÓ at theworkplace, job-related lifting andcarrying training as well as gymnasticand relaxation exercises foremployees who work at computers.The company provides rooms forsports activities. A diet assistantprovides advice on healthy food andprepares appropriate menus for theworks canteen.

The employees can participate inÒlifestyle weeksÓ at health amenitiesbelonging to the insurance companyand learn about nutrition, exerciseand relaxation.

OMV is currently conducting the project ÒPRO-FITÓ on workplace healthpromotion in conjunction with the Upper Austrian Mining IndustryÕs Insurancecompany. The aim is to better integrate health issues into company decision-making processes and to promote employee participation.

Branch:

Energy industryNo. of employees:

1.124Products/Services:

Import and transport of natural gas;development and production of oiland gasMiscellaneous:

Largest employeer in the region;approx. 20% women; 20% of theemployees do shift work

The company gives the employeestwo days off for this. To improvecompatibility between working andfamily life, the companyÕs own busesensure easy transport between homeand the workplace. There are alsoextensive arrangements for flexibleworking hours and part-time work.

Extensive Documentation

The number of industrial accidentshas been reduced through thecomprehensive work with healthcircles. OMV has collated all analysisresults and suggestions forimprovements in a health report. Allmeasures will be evaluated at theend of the project. A staff surveyshowed that the lifestyle workshopsare especially popular.


9

SAB TOURSAustria

Less stress for bus drivers

The health promotion project ÒActiveTogetherÓ is co-ordinated at SABTOURS by a project steeringcommittee which comprises themanagement, industrial doctors, asafety expert, safety officers, a workscouncil representative and twoemployees. The Upper AustrianSickness Fund (O�GK) offerssupport and advice and is represen-ted on the steering committee by aspecialist. The results of a staffsurvey form the basis for theactivities.

For example, it was discovered thatbus drivers are subject to particularlyhigh levels of stress. Workingtogether in health circles theydeveloped ideas which wouldimprove their working conditions.Another health circle involving travelagency staff is currently underway.

In order to reduce the work stressesof the bus drivers, the companycalled in more external assistance:Experts from the general accidentinsurance institute, a psychologistand a camera team produced a videowhich illustrated the particularstresses of the employees working onurban bus routes. It is to serve as abasis for discussions with the localauthority and the police in order tomake it easier to find a solution to

SAB TOURS wants to integrate the subject of health into the company cultureas a permanent element. Therefore, the management has provided themomentum for a health promotion project which is aimed at reducing thephysical and mental stresses of work, improving the working atmosphere andstrengthening the feeling of responsibility of each employee.

Branch:

Tourism and public transportNo. of employees:

159 Products/Services:

Travel agency, public transport, bustripsLocations:

11 travel agencies in Upper AustriaMiscellaneous:

48 % of the employees in the commercial sector; 52 % work as bus drivers;60 women, 99 men

traffic problems. Moreover, the videois to be shown to school children inorder to make them aware to whatextent they contribute to the stress ofthe drivers through their behaviour. Ina 2-stage plan to be completed by theend of 2001 the bus fares are nolonger to be collected on the bus, buttickets are to be purchased inadvance at special sales points.

SAB TOURS regularly organiseshealth and well-being programmes forthe employees, at times duringworking hours, and providessubsidies for them to visit a sportsstudio. Great consideration is given tothe requests of employees to workpart-time in order to improvecompatibility between family andworking life.

Group ideas implemented

SAB TOURS has now prepared acompany health report and most ofthe suggestions from the healthcircles have already been put intopractice. ÒActive TogetherÓ issupported by internal public relationswork.


10

D I E S O N N E D E S W I N T E R S

SommerhuberAustria

By us - for us

Sommerhuber has set up a specialteam who is responsible for theorganisation of the health promotionproject ÒBy us - for usÓ. The projectwas commissioned by the worksmanager and the works council andwill be headed by the safety experts.The project steering committee willconsist of the works manager, theworks council, the safety experts, thecompany doctor and two employeesfrom the production department. Theexternal representatives involved arefrom the Upper Austrian SicknessFund (O�GK), the General AccidentInsurance Institute and the IndustrialInspection Board.

To assist in the planning, other datawas taken into consideration such assurveys on work load, analysis onsickness rates and readings onworkplace environmental hazardssuch as draughts, heat, cold and badlighting. It became apparent that theemployees at Sommerhuber wereaffected mainly by skeletal andmuscular strain and were particularlysusceptible to colds.

In the foundry and modelling and inthe design department, the healthcircle staffs developed severalmeasures intended to minimise theheavy physical work. The suggestionsincluded use of better tools or theprovision of seating.

Sommerhuber is committed to establishing healthy working conditions for itsemployees and has therefore started a workplace health promotion project.

Branch:

Ceramic industryNo. of employees:


Oven tile, ceramics, wall heating,tiled ovensMiscellaneous:

50% women, no shift work;largest company of its type inAustria

Employees returning to work after along or serious illness were givenlighter work or were allowed to takemore frequent breaks.

The company is also striving towardsimproving the opportunities foremployees to combine work andfamily life. Generous provision hasbeen made for flexible working hoursand negotiations have taken placewith the public transport authorities toadapt the routes and timetables tosuit the needs of the employees.

Motivated employees

Sommerhuber has now published acompany health report. Most of thesuggestions put forward by the healthcircles have been implemented. Workmotivation and satisfaction haveimproved in those areas in whichhealth circles have taken place. Oneof the side effects has been thereduction in the waste rate in the tileproduction. The sickness rate hasalready sunk to 5.7%.


11

VOEST- AL P IN E

S T A H L

Voest-Alpine Stahl Linz GmbHAustria

Broad alliance for health

In the steel company, WHP isplanned and co-ordinated by a projectsteering committee. It consists of onemember of the joint works council, themanaging directors and workscouncils of the project departments,the managers of the occupationalmedical service and safety service,an external project co-ordinator, theperson responsible at the AustrianContact Office for WHP as well as anemployee from the Upper AustrianSickness Fund (O�GK).

In order to obtain more exact detailsfor the necessary WHP measures, astaff survey was conducted at Voest-Alpine Stahl Linz GmbH.Subsequently, health circles wereintroduced in the main mechanicalworkshop and in the works canteen.These groups drew up numeroussuggestions for improvement.

In quality groups the employeesparticipate in the continuousimprovement process. As 6% of theemployees (569) are disabled or haveserious health problems, thecompany attaches particularimportance to the rehabilitation ofemployees who have been seriouslyill or have been sick for a prolongedperiod.The company has set up a worksnursery school to improvereconciliation between family and

The section managers at Voest-Alpine Stahl Linz GmbH are responsible forhealth and safety matters at the workplace. The performance-related pay ofthe managers is linked, among other things, to the observance of theregulations on the health and safety of employees. Workplace healthpromotion has a separate budget.

Branch:

Steel industryNo. of employees:


Quality steel and sheetLocations:

LinzMiscellaneous:

7,6% women; 52% works shift; largest employer in the regionalcapital of Linz

working life and it offers theemployees various part-time options.The employees eat in a canteen, andbreak and rest rooms are available. Voest-Alpine Stahl Linz GmbHprovides various programmes forexercise and relaxation. Anoccupational medical service and theworks council offer addiction andsocial assistance.

Almost all ideas implemented

With an implementation rate of 94%of the suggestions drawn up in thehealth circles, Voest-Alpine Stahl LinzGmbH has proved what majorsignificance health has for thecompany. The working conditionshave improved considerably and thenegative impact on employee healthhas been greatly reduced. Staffsatisfaction has risen.Absenteeism due to illness fell from7.9% to 7.2% and the accident ratefrom 0.9% to 0.8% in the last twoyears.


12

Duracell Batterien N.V.Belgium

Duracell Batteries places great emphasis on the promotion of employees well-being through the expansion of preventative measures and by reducing theaccident rate to zero. Safety topics are regularly on the agenda at companymanagement meetings, as they take a high priority for the company.

Branch:

metalworking industryNo. of employees:


produces Alkaline BatteriesLocations:

Aarschot, BelgiumMiscellaneous:

Part of the Gilette Group; six otherproduction plants in the USA, Chinaand India

2. Incidents and accidents involvinghealth risks are carefully examinedso that conclusions can be drawnon how to optimise accidentprevention.

3. Individual risk behaviour isanalysed with the employeesaffected in order to developpreventative measures.

Exemplary incentives

Duracell Batteries has implemented awide variety of measures to promotethe well-being of its employees. Forexample roughly 200 employeeshave already attended a behaviour-oriented health programme. As anincentive to participate, theemployees were able to acquireÓhealth sharesÓ in the company.Employees who successfullycompleted the stop-smoking andweight-reduction programmes wereable to cash in these shares.

Three steps to well-being

At Duracell Batteries the activitiesrelating to health and safety currentlyconcentrate on risks in the productionenvironment such as machineoperation, unsafe behaviour, noise,chemical hazards and lifting.Decisions on procedures are takenon the basis of consultation with theemployees involved. Themanufacturing engineering managerhas responsibility for the co-ordination of measures that promotewell-being in the company.Furthermore, there is a health andsafety team whose members developprogrammes, communicate andreport continuously on the progressof the activities.

In order to be able to detect risks atan early stage, new equipment andchemicals are only released afterthorough consultation regarding theirsafety.

A Ó3-step planÓ ensures theintegration of measures that promotewell-being into the workflows :

1. Employees can influence well-being promoting activities bysubmitting suggestions to the staffrepresentatives or the ÓsafetycommitteeÓ


13

NIKE Customer Service CentreBelgium

NIKE has corporate principles on workplace health promotion. The heads ofdepartment are responsible for continuous improvement in working conditions,and are supported by the management.

Branch:

DistributionNo. of employees:


Sports goods and materialsLocations:

Laakdal

in the sports section (squash,basketball, badminton, volley ball ).All the employees receive trainingabout back health, which includespractical training in lifting techniquesand theory. This continuous processis regarded in the company as a veryeffective measure to preventaccidents, strains and illnesses.

Appreciable successes

The workplace health promotionprogrammes at NIKE are subject toconstant quality checks. The surveysat the company have shown that anincreasing number of employees feelcompletely fit and healthy. Over 20%of them now participate in activities topromote their health. Numeroussuggestions for improving workingconditions have been put into practiceover the last twelve months.

Absenteeism, days lost due toillness, and industrial accidents havefallen dramatically at NIKE.

Employees active for health

The company determines the needfor health-related activities on thebasis of regular analyses ofabsenteeism and industrial accidents.Recently, NIKE formed a riskmanagement team which providescontinuity for the various health-related activities and programmesand which reports weekly to themanagement on the results. Theteam prepares a detailed overviewcontaining recommendations forfurther activities every month. At thestart of its work the team informed allemployees in detail about workplacehealth promotion and advised themabout the contribution theythemselves could make.

NIKE implements a participatorymodel which includes regular surveyson working conditions. The resultsare incorporated into programmeswhich are aimed at both healthyworking conditions and appropriatebehaviour from the employees.

The NIKE employees get theopportunity to have a health passfilled in at the health centre, informingthem about their general healthstatus. Furthermore they canparticipate in an individual 10 weekcardio fitness programme afterperforming a physical test. Theprogrammes are overseen byprofessionals in the fitness room and


PICANOL N.V.Belgium

Safety is everything

PICANOL has trained certainindividuals on the shop floor to be so-called Òshop stewardsÓ who informthe workforce about safety measures,who organise safety training coursesand advise employees on the subjectof safety. Furthermore, the shopstewards have the task of quicklyrecognising accident and health risksby observing the workflows. ÓIn-house-monitorsÓ assist the shop-stewards and give training to theemployees.All industrial accidents areimmediately documented atPICANOL.The production unit andthe employees affected analyse anyrisk situations which arise thoroughly,in order to eliminate these risks in thefuture. All incidents are discussedagain in the production unit once amonth to draw up further appropriatesafety measures.

Since 1990 every financial year of thecompany has been given a particularsafety or health motto. In 1998 themotto was ÒFit and healthy at theworkplaceÓ. This campaign includedstress management and stop-smoking programmes. In addition to

At PICANOL there are corporate principles which relate to working conditions. Each employee is encouraged to take responsibility to develop his/her skillsthat will enable them to overcome difficult situations. The management isconvinced that investment in the health and safety of the employees make amajor contribution to the success of the company. The heads of the productionunits are responsible for safety measures. Their task is to discuss thenecessary steps in their production unit and ensure the observance of safetyregulations.

Branch:

Electromechanical engineering No. of employees:

1.309 in IeperProducts/Services:

industrial weaving machines;production, research, developmentand serviceLocations:

IeperMiscellaneous:

PROFERO is the founder ofPICANOL, employing an extra 443employees.

this, a competition on safe driving ofthe delivery vehicles was organised.In order to reduce the number of backcomplaints, a new lifting techniquewas introduced at PICANOL.

Commitment is rewarded

All activities relating to health andsafety are constantly evaluated andfurther developed at PICANOL. Theemployees consider it a positiveaspect that health and safety enjoysuch a high priority at the companyand that, as a result, their workingconditions, work organisation and thetraining methods have beenimproved. Co-operation with theexecutive team and the workingatmosphere have improved throughthis commitment.

Last year alone the employeessubmitted a total of 140 suggestionsfor improvement and all of them havenow been implemented.

14


15

COD - Co-op DenmarkDenmark

Continuous training

With effect from the year 2000 CODaims to have no more cases of flourdust allergies at COD. Therefore, thelatest technologies which permit theflour to be processed in enclosedareas are being deployed, thuspreventing any dust from beingproduced.

A ÒcleaningÓ project group succeededin reducing the number of cleaningagents used from 200 to 12. Thesenow only include two toxic agents.In order to reduce physical strainwhen lifting and carrying, theemployees are trained to handleloads without injuring their backs.Mechanical aids are also provided atCOD branches, for example,adjustable elevating trucks. The permissible weight per packingunit has been cut to 15 kg.The shops and the warehouse areahave been ergonomically designed.As sales activities are regarded asbeing more mentally stressful,seminars on stress management areoffered to the sales staff.

COD places great emphasis onfurther training: Every year reviewsare conducted with all employees andevery staff member receives five daysper year further training.

With its corporate policy COD aims to offer the employees optimum workingconditions; which is laid down in policy and guidelines. Health promotion is onthe agenda at all important meetings and is pursued according to the principlesof Total Quality Management. Projects are never initiated until potential healthrisks have been examined.

Branch:

Retail tradeNo. of employees:


Food

Absenteeism due to illness reduced

The most significant success is thereduction of absenteeism due toillness from 9% to 4%. A programmeto prevent flour dust allergies permitsbakers to remain longer in theirprofession. Since there have beenguidelines on smoking in thecompany, the percentage of smokershas declined. The canteen food is ofa very high standard. At thecompany headquarters, the canteenhas been awarded five ÒchefÕs hatsÓfor quality, hygiene and prices.


16

COMET - The Copenhagen Metro Construction GroupDenmark

Safety on every site

At COMET the site managersundergo on-going training in safetymatters and every site meeting dealswith the topic of safety. Moreover, theemployees participate in safetyworking groups.

For reasons relating to environmentalprotection and occupational health adetailed programme for monitoringand reducing the dust concentrationwas initiated at the beginning oftunnelling work. On completion of thisphase the next construction stagecannot commence until the dustconcentration has fallen again to afixed level. Moreover, the companyhas fitted the ventilation system withdust filters to reduce the dustemissions.

Before each new construction phasea thorough safety inspection isconducted and the on-going workconstantly checked for any safetyshortcomings. In campaigns andcirculars the employees repeatedlyreceive important information onoccupational safety.

The Òsteel-fixersÓ at COMETparticipate in a special back trainingprogramme which is also evaluated.

For COMET safety at the workplace has a strategic significance. Therefore, thedepartment for occupational health and safety co-operates particularly closelywith the state and local authorities. In the company itself, the health promotion,occupational health and safety and staff development departments alreadyhave their own budgets.

Furthermore, all employees workingunderground undergo regular medicalexaminations. COMET also organisesfirst-aid courses and training activitiesfor employees relating to the safehandling of compression gases.

Safety wins

As a result of the tremendouscommitment to safety, COMET hasbeen able to reduce the accident riskand create lower-risk workingconditions for the employees. Thishas also had a positive impact on theworking atmosphere. The workprocesses now run without anydisruption, which helps to reducestress. Already one hundredemployees have completed the backtraining programme.The accident rate has fallen since theprevention measures have beenintensified.

Branch:

Below-grade constructionNo. of employees:


Construction of underground railwaysLocations:

CopenhagenMiscellaneous:

The international company onlyexists for the duration of theconstruction of the Copenhagenunderground railway (about 5years). In this work the accidentand injury risk is very high. Healthpromotion measures are thereforeextremely relevant.


17

Refinery Statoil A/SDenmark

Considerable latitude for staffinitiative

At Statoil 15 Òproblem-solving groupsÓare currently working on suggestionsfor the continuous improvement ofworking conditions. The initiative forsuch activities always stems from theemployees themselves who are alsolargely independent in the planningand implementation of theimprovements. The management isonly called in for very expensiveprojects. The employees receivebonuses for cost-saving suggestions.

Since January of this year allemployees have been benefiting froma new study programme: Thisincludes a staff survey on healthcomplaints and stressful workingconditions as well as a medicalexamination. The informationobtained in this way is stored in adatabase to which the employeeshave access provided the datarelates to them personally.

At Statoil the requirement profiles ofindividual jobs are constantly updatedto determine whether they still matchthe skills and level of training of theemployees.

Health issues at Statoil are dealt with by the occupational health and safetyand the human resources departments. Health issues are also integrated inboth the reporting system and in quality assurance procedures. Statoil ispursuing the objective of reducing the number of industrial accidents and thenumber of work-related illnesses to zero.

Branch:

Petrochemical industryNo. of employees:


PetrochemicalsLocations:

KalundborgMiscellaneous:

The company headquarters arelocated in Norway.

In the near future the companyintends to examine the office furnitureand fittings from an ergonomic pointof view. Another project currentlybeing planned includes one toimprove the work performance of theemployees on the basis of individuallyprepared job descriptions.

Stress considerably reduced

All the suggestions for improvementdeveloped by the employees areevaluated at Statoil and, on average,75% of them are implemented. Thishas led to a significant reduction instressful working conditions at thecompany. Behavioural measures tohelp smokers quit have also had animpact; and the proportion of smokersin the workforce has fallen.

The working time lost due to illnessvaries between 1.9 and 2.3% in thechemical industry; the averageaccident rate is 2.1%. In 1997 Statoildid not report one single industrialaccident.


18

Scandinavian Airlines SystemSASDenmark

Good planning equals success

Every department is obliged toformulate health targets and draw upaction plans. Every three yearshealth-related data is surveyed atSAS and this information serves as abasis for planning WHP. Staff surveysare conducted and job analysesperformed. Talks on staff promotionand skills development are also held.

SAS places special emphasis oncreating improved working conditionsat the loading ramps and in theaircraft cargo compartments. Forexample, loading and unloading ofthe containers at the baggage check-in has been automated. Conveyorbelts, a new baggage sorting systemwith lifting aids and special facilitiesfor particularly heavy items reducethe physical work of the employees.

In a new project semiautomaticloading/unloading systems are beingdesigned. The noise in this sector hasbeen cut by 5 db(A) and the vibrationlevel has also been reduced on mostvehicles. SAS chairs the workinggroup SC1/WG3 on noise andvibration under CEN TC274.

Workplace health promotion is part of the corporate strategy at SAS. Safe andhealthy working conditions are specifically mentioned as a corporate objective.The management is responsible for all matters relating to the workplace andjob design. Since 1995 workplace health promotion at SAS has also beenintegrated into the programme for implementing Total Quality Management(TQM). Health promotion activities are controlled by means of targetagreements and progress is reviewed every year. Accordingly, specificworkplace health promotion projects have their own budgets. Generalimprovements of the working conditions are integrated into production budgets.

The company has rest andrecuperation rooms for the staff.Moreover, SAS offers its employees awide range of sports and culturalprogrammes.

Better health = Quality!

The SAS Board has effectivelyharmonised the flow of work in thecompany by introducing TQM andintegrating WHP.The staff are now exposed to lessnoise and chemical substances as aresult of the action taken. The aircraftcabins are designed moreergonomically and the cabin airduring flights has improved. Heavylifting and unhealthy working postureswhen transporting baggage havebeen reduced.The illness-related absenteeism ratefell from 5.7% to 4.9% between 1994and 1997. The accident rate declinedin the same period from 33.8 to 27.4.

Branch:

AirlineNo. of employees:


Air transport of passengers andcargoLocations:

Copenhagen


19

Nokia Telecommunication - NTCFinland

Responsibility for the whole person

The employees at Nokia areencouraged to look after their familyrelationships and maintain socialcontacts and to improve theirphysical, social and mental condition.To this end the company promotesnumerous cultural and social activitiesfor employees and organises, forexample, literature reading sessions,theatre performances and parties.The ÒTotal Wellness ProgrammeÓaims at creating health-promotingworking conditions and includes allother areas of life. The programmewas developed in co-operation withthe Finnish Institute of OccupationalHealth and Safety.

The company uses its own statisticson working days lost due to illness,industrial accidents and occupationaldiseases as well as data on staffsatisfaction and health of employeesas a basis for planning healthpromotion projects. The occupationalmedicine department regularlyorganises systematic medicalexaminations and evaluates the needfor rehabilitation.

As part of a fitness survey employeesare assessed on a scale from one tofive on health-related aspects such as

Customer satisfaction, respect for the individual, achievement and continuouslearning are treated as fundamental values at Nokia. The company has starteda ÒTotal Wellness ProgrammeÓ for employees with the aim of creating anefficient and healthy workplace with healthy employees. The human resourcesand occupational medicine departments are responsible for workplace healthpromotion and prevention programmes.

Branch:

Electrical engineeringNo. of employees:


Telecommunications engineering,e.g. networkLocations:

Head-office in Finland, globaloperationsMiscellaneous:

Nokia Telecommunication inFinland is part of the multinationalNokia Group with a total of 47.000employees.

work, physical condition, ability tocope with stress, family life, socialcontacts and hobbies. If the lowestscore is given in one of the sections,this prompts intervention to improvethe situation.

Work stresses, health andqualifications are on the agenda inthe annual Ôdevelopment discussionÕbetween superiors and employees.Great emphasis is placed on thegaining of further professionalqualifications. Nokia has establishedits own global learning centrenetwork.

Good example has positive impact

Nokia regularly evaluatesparticipation in the wellnessprogramme and other WHP activities.If the results are positive, successfulactivities are extended to the rest ofthe company.


20

Oy Mets�-Botnia Ab, ��nekoski MillFinland

Less hierarchy, more qualifications

Mets�-Botnia intends to create amore streamlined organisation andreplace the hierarchical managementprinciple with a system of co-operation based on negotiation.

This has already resulted in teamsassuming self-control, replacing theexecutives in some working groups.

The company determines the needfor health-related activities on thebasis of statistics on industrialaccidents, working time lost due toillness etc. A survey on the healthcondition and physical fitness of theemployees was also conducted in1995. The employees were examinedand asked about their assessment ofworking conditions in order toascertain whether they could satisfythe demands of their jobs. Wherenecessary, rehabilitation treatmentwas initiated. In the same year the workingatmosphere in the company was alsostudied. Since then appraisalinterviews take place every year withall employees. As part of thisappraisal all staff have individualdevelopment plans. The executiveteam has been specially trained toconduct these interviews in aprofessional manner.

Mets�-Botnia views people as the most important element for efficientproduction. Planning of health promotion projects is the responsibility of theÒhealth promotion working groupÓ, which comprises of staff from the humanresources, occupational health and safety and occupational medicinedepartments as well as representatives of the workforce. An annual budget isavailable for workplace health promotion activities

Branch:

Pulp industryNo. of employees:


Chlorine-free (ECF) pulp for paper-makingLocations:

Central FinlandMiscellaneous:

The Company is certified to ISO9000, ISO 14000 and BS 8800.

The company has a canteen for theemployees and supports staff sportsactivities.

Better leadership - Betteratmosphere

At Mets�-Botnia health promotionmeasures, a staff-oriented leadershipstyle and new forms of co-operationhave contributed to a majorimprovement in the workingatmosphere. Members of themanagement and executive teamunderwent an all-day programme inwhich their leadership qualities wereascertained. Their leadership skillshave been enhanced in trainingcourses. A manual has now beenpublished containing suggestions forday-to-day work.


21

S

AA RIOINEN

Ta m p e r e e n t e k n i l l i n e n k o r k e a k o u l uTa m p e r e U n i v e r s i t y o f Te c h n o l o g y

Ruoka-Saarioinen Oy, Sahalahti WorksFinland

Reorganisation in stages

The reason for the gradualimprovement in the workingconditions at Ruoka-Saarioinen were,among other things, the high staffturnover rate, premature retirementand the high level of absenteeism.Most of the illnesses related to backproblems and the locomotion system.Firstly, the company developedtraining measures for the employeesaimed at helping them to cope betterwith the work demands and toincrease physical fitness of theemployees.

The second stage consisted of atraining programme to prepare theemployees for new productionprocesses. The third stage involvedthe development of autonomousworking groups. Flatter hierarchieswas supposed not only to enhanceproductivity but also staff satisfactionby allowing employees to work moreon their own responsibility. The entirerestructuring process was preparedand implemented by developmentteams which comprisedrepresentatives of the management,the trade unions, the workforce and asupporting group of researchers.

All health-related activities areplanned on the basis of data onabsenteeism due to illness, industrial

All health-related activities at Ruoka-Saarioinen are aimed at promoting theresponsibility, initiative and skills of the employees. This is also to helpincrease the quality of the teamwork. A Òplanning groupÓ is responsible forworkplace health promotion. This group comprises the managing director, thehuman resources manager, staff from the department for occupationalmedicine and representatives of the workforce.

Branch:

Food industryNo. of employees:


Ready-to-serve mealsLocations:

Sahalahti

accidents and injuries. The universityof Tampere and the local vocationaltraining facilities co-operate with thecompany.

Further training programmes, acanteen and sports amenities of thecompany contribute to the well-beingof the employees.

Initiative, satisfaction, health

At Ruoka-Saarioinen a fundamentalprocess of change has taken placewhich has resulted in the employeesnow being able to exert more controlthemselves and influence their work.Satisfaction and work motivation haveincreased as a result, the degree towhich they work on their own initiativehas risen considerably. That has alsohad a positive impact on teamwork.The sickness rate has fallen in twoyears by 8% - 16% due toTOPTEAM-project.


22

Valmet Corporation, Paper Finishing Systems, J�rvenp�� UnitsFinland

Quality through training

Valmet pays particular attention toemployees over 45 through specialmedical check-ups and records theirwork stress. Moreover, workplacestudies on potential health and safetydeficiencies are conducted regularly.Health problems are thus detected atan early stage and irreversibledamage avoided.

A working group for health promotionco-ordinates all the activities. Itincludes the human resourcesmanager, the works doctor, the safetyengineer and two employeerepresentatives. The activities areplanned from data gathered onsickness absence and industrialaccidents.

The company places great emphasison the continual training ofemployees and personaldevelopment discussions are heldannually with every employee.ÒDevelopment meetingsÓ at whichquality and training issues arediscussed are held every two months.The programmes on offer are wellattended with each employeespending an average of 6.24 daystraining every year.

Valmet has integrated employee health promotion and the development of theirprofessional skills into its quality assurance system. The planning of workplacehealth promotion measures is the joint responsibility of the management, thesafety department, the department for occupational medicine and theworkforce.Health-related projects are financed by the company budget.

Branch:

Metal IndustryNo. of employees:


Paper finishing machineryLocations:

J�rvenp��, Hollola, Raisio,Delemont/CH, Appleton/USAMiscellaneous:

1997 winner of the Finnish QualityAward. ISO 9001 certified,Environmental ManagementSystem according to ISO 14000.

At Valmet the leadership qualities ofthe executive team are also assessedat regular intervals. Trainingprogrammes ensure the developmentof their skills. A canteen provides theworkforce with healthy food and thecompany supports sports activities foremployees. A physiotherapist isavailable for rehabilitation treatmentand also offers advice on theergonomic design of workplaces.

Fit into old age

At Valmet the various health-relatedmeasures have had a positive effecton the working atmosphere andteamwork. Owing to the special carewhich the older employees enjoy, farfewer of them go into early retirementthan at comparable companies. Theoperating results also benefit from thenew developments.


23

elL'Energie Humaine.

ELF AquitaineFrance

Preventative action for heart andcirculation

At ELF Aquitaine all health-relatedactivities are designed for as broad atarget group as possible and involveseveral departments in each case.For example, a preventionprogramme was started with the aimof preventing heart/circulationillnesses among the employees. Forthis purpose, tests and screeningswere conducted in the sports centrewhile in the canteen a comprehensiveprogramme with films and aninformation stand providedinformation on heart/circulation risks.The human resources departmentwas also involved in theseprogrammes.

Such topic-related projects generallylast a whole year at ELF Aquitaine.The company newspaper reportsconstantly on the variousprogrammes. Recently, a programmecalled ÒHealth and TravelÓ wasinitiated which was aimed at thoseemployees who Òtravel far and wideÓ.It intends to provide better informationon the risk of tropical diseases, inparticular malaria, and to offerassistance on how employees canprotect themselves against suchdiseases. In relation to thisemployees were also able to have

ELF Aquitaine has been involved in workplace health promotion for manyyears. All activities are initiated by the department of occupational medicine. Itdevelops campaigns and programmes for employees at the headquarters andfor those who travel abroad.

Branch:

Oil industryNo. of employees:

3.000 at the headquarters in ParisProducts/Services:

Production and marketing of petroland fuelsLocations:

Worldwide

themselves tested for hepatitis Aantibodies. It was found that only50% of those Òwho travel far andwideÓ required an appropriateinoculation. The number ofinoculations was thus reduced.

Another campaign at ELF Aquitainefocused on promoting non-smokingand this year another programme onalcohol abuse was introduced. Thecompany has a sports centre whichencourages the employees to dosomething for their physical fitness.

Sights on health awareness

The employees at ELF Aquitaineprofit in many respects from thevarious health promotion programmeswhich are geared to more health-conscious behaviour in the workforce.The employees are therefore in abetter position to prevent health risks.


24

Groupe ElisFrance

Information campaigns run duringworking hours

At Elis an intensive campaign waslaunched on the prevention and earlydetection of breast cancer in women.A film on the subject was made andshown to all female employees in aninformation session lasting 90minutes. The film was followed by aquestion and answer session. At theend of the information programme theemployees filled in a questionnaire toconsolidate the material they hadlearned. The event took place duringworking hours.

Other information campaigns havebeen developed and organised alongthe same lines. For example: Asnumerous employees at Elis areinvolved in cleaning bed linen andtowels from hospitals many areworried about being infected withAIDS, so a film was produced on thistopic. The film is also made availableto subsidiaries in other French-speaking countries and shown to thestaff there. The sales proceeds aredonated to the La�nnec Hospital inParis. The company is currentlypreparing other informationcampaigns, e.g. prevention of backcomplaints and how to behave inemergencies. Inoculationprogrammes are being planned and aÒHealthÓ newsletter is sent to allemployees four times a year.

Elis has had its own health promotion department since 1989; it operates onprinciples developed by its subsidiary in the USA. The department is runalongside the companyÕs regular facilities for occupational health and safety. Itsmain aim is to increase employeesÕ knowledge on health matters.

Branch:

Textile industryNo. of employees:

12.000 in the USA and Europe,8.000 of whom in FranceProducts/Services:

Production and marketing of bedlinen, towels and sanitaryaccessories for hospitals andfactoriesLocations:

80 centres and factories in France

High satisfaction

Elis has examined staff reaction to itshealth-related activities. According tothis analysis, over 90% of theemployees are satisfied with the filmcampaigns and the newsletter andderive personal benefits from them.At present a means of analysing theexact information gain amongstemployees is being developed.


25

EVM AktiengesellschaftGermany

Stress reduced through cleveraction

EVM evaluates the data on illnessand industrial accidents as well asthe results of work-place medicalexaminations. Target groups areidentified in this way as well asimportant strategies for healthpromotion programmes. As part of asponsorship project by the state ofSaxony-Anhalt for workplace healthpromotion, a staff survey was alsoconducted and medical screeningsperformed.

One focal point of the activities hasbeen the design of computerworkplaces and advising employeeson correct back posture. As a resultof the analysis conducted under thesponsorship project, specialworkshops have been held forregional fitters to prepare them fortheir new tasks. Moreover, they havebeen able to influence the choice ofequipment in their vehicles and theirworking clothes and they are given alot of latitude in organising their work.An opportunity was created for thestaff in the network control rooms tohave a hot meal during the late andnight shifts. Finally, at various plants,

The restructuring of the company which started in 1990 has led to new tasksand demands. The upheaval worried many employees, above all those with ahandicap and the risk of addiction increased considerably. The works doctortherefore took the initiative in 1991 to train the EVM executive team to dealwith alcoholics and those at risk from alcoholism. This developed into acompany infrastructure for addiction prevention and addict support as well as acomprehensive programme for workplace health promotion. A companyworking group controls health promotion activities. The company places greatemphasis on a good working atmosphere and has drawn up guidelines againstbullying.

Branch:



Power supply (distribution) innorthern Saxony-AnhaltLocations:

Magdeburg, Gardelegen,OscherslebenMiscellaneous:

EVM Aktiengesellschaft was astate-owned energy supply utility informer East Germany and todaybelongs to theVEBA/PreussenElektraconglomerate.

health groups have been set upwhich have resulted in improvedorganisational workflows and areduction in environmental stresses.

In addition to education campaignsand job-related courses on topicssuch as addiction, smoking, nutritionand exercise, the range of foodoffered in the works canteen has alsobeen improved.

No-smoking workplaces

Medical screening in 1998 showedsubstantial improvements (over 1996)regarding such risk factors as obesity,high blood pressure and cholestorol.At 4%, the sickness rate has been ata very low level for years. Dealingopenly with the subject of addictionhas created an appreciable change inthe awareness of both employeesand superiors. Smoking is no longerallowed at new workplaces in eightworks sectors.


26

Mannesmannr�hren-Werke AGGermany

Health groups for a healthyworkplaces

Annual health reports from the worksmedical service form the basis forhealth promotion measures. Thesereports incorporate the results ofmedical examinations and theevaluation of the figures onabsenteeism due to illness from thecompany health insurance fund. Forsome years now, the employees havealso been asked at their medicalcheck-ups about job satisfaction, theirworkplaces and the workingatmosphere. As a result, it becameclear that employees who aredissatisfied with these factors sufferfrom certain illnesses more frequently.

Work to establish health groups wascommenced in 1991. The proposalsdrawn up by these bodies to solveproblems such as stressful workingconditions have led to manyergonomic improvements andchanges to work organisation. So-called multi-section jobs have beencreated which enable employees toearn higher wages as well as enjoymore varied work activities.

Rehabilitation talks after a prolongedperiod of illness are aimed at helpingto clarify possible connectionsbetween working conditions and

Workplace health promotion has a long history at Mannesmannr�hren-Werkeand has been regulated in works agreements for over 20 years. Since theearly nineties, the employees have been systematically involved in organisingtheir working conditions through health groups. The works medical service is incharge of both analysing the health situation and in implementing concretemeasures.

Branch:

Steel industry, servicesNo. of employees:


Manufacture and processing ofseamless and welded steel tubes ofall kindsLocations:

Headquarters in M�lheim/RuhrMiscellaneous:

The company belongs to theMannesmann Group whichemploys 120,000 people worldwide.Awarded with the BKK prize forworkplace health promotion in1993.

illness. Seminars have beenintroduced for superiors to help themdeal with their employees in apositive and constructive manner.

Mannesmannr�hren-Werke makesevery effort to ensure that staff havethe skills to match the job. For thispurpose, skills requirement profilesare matched with employee skillsprofiles compiled from medicalexaminations. Consultation with theworks doctor helps a great deal withthis. These measures are run inconjunction with training courses foremployees on subjects such as goodposture and lifting/carrying.

Better health through satisfiedemployees

Greater opportunities for employeesto influence the organisation of theirworking conditions have had apositive effect on both health and jobsatisfaction. Moreover, the companyhas recorded increased productivityas a result of its comprehensivehealth promotion measures.


27

REWE HandelsgruppeGermany

Broad alliance and thoroughplanning

At REWE a national working groupon health controls all health-relatedmeasures. This group comprises 25-30 members from the REWEcompanies, its branches andheadquarters. These people includethe head of the social department ofthe central organisation, the leadingoccupational safety and health officer,members of works councils, humanresources branch managers,representatives of theBerufsgenossenschaft (employersÕliability insurance association) andthe company health insurance fund(BKK) as well as external consultantsfrom research institutes and from theFederal Association of CompanyHealth Insurance Funds (BKKBundesverband).

Since 1993 health reports have beenprepared every year to help detectany irregularities in the sicknessprofile of the company. They serve asa basis for planning health promotion,alongside industrial accident statisticsand data from stress analyses.

REWE has participated in severalresearch projects. In one project onthe prevention of work-relatedillnesses (ÒKOPAGÓ), health riskswere surveyed in the warehouse, insales, at the cash registers and in thetransport sector and the organisationof work improved accordingly.

REWE regards the health protection of its employees as a social obligationand an economic necessity. Matters of occupational health and safety areviewed as management tasks and are regularly dealt with in seminars andtraining courses.

Branch:

TradingNo. of employees:

210.000 in Europe, 170.000 in GermanyProducts/Services:

Food, non-food and servicesLocations:

12.000 branches in Europe, 9.500 in GermanyMiscellaneous:

76% women, 60% part-time workers

Another project was geared topooling all activities relating tooccupational health and safety andworkplace health promotion andintegrating them into the companyprocesses.

In order to make work at the cashregister more ergonomic, new tillstools and tables have beendeveloped. Furthermore, healthcircles have been set up in workareas involving a lot of stress. Manymeasures for reducing stress havebeen introduced through improvedworkplace design and organisation ofwork.

Employees who frequently transportheavy loads are trained in goodposture and the executive teamattends seminars on health-promotingstaff leadership.

A success for everyone

Thanks to the wide variety of health-related activities, REWE has beenable to substantially reduce workstresses for its employees. As aresult, working atmosphere and staffsatisfaction have improvedconsiderably, which has also beenrewarded with greater customersatisfaction.Over a period of four years,absenteeism due to illness fell by0.8% to 5.7%, the number ofindustrial accidents has almosthalved over the last 10 years.


28

Volkswagen AGGermany

Good health at all levels

Health management at VW iscontrolled and co-ordinated by thehealth department, the occupationalhealth and safety committees of theindividual plants and - if available -the Òhealth working groupsÓ. Thehealth department, occupationalsafety department, works council andcompany health insurance fund(BKK) are also represented in theseworking groups. Moreover,discussions on occupational healthand safety are held every year.

A comprehensive company healthreporting system serves as the basisfor planning. To this end, the resultsof risk analyses, occupational medicalcheck-ups, staff surveys as well asanalyses of absenteeism due toillness and incapacity to work aretaken into account.

At VW the employees participate inmany health related activities such as health groups, ideas management,special workshops, surveys and theÒtryoutÓ method.

The company has created a widevariety of programmes to promotehealth-conscious behaviour amongthe employees, such as back andposture courses, lifting/carryingfitness training courses and relaxationcourses. A works agreement on Òco-

At Volkswagen AG, the Group Management Board and central works councilhave set out guidelines on occupational health and safety and healthpromotion which outline minimum standards worldwide. In addition to this,guidelines on health management apply to all domestic factories. About DM260 is invested per employee in occupational health and safety and healthpromotion every year.

Branch:

Automobile industryNo. of employees:


CarsLocations:

6 plants in Germany, headquartersin Wolfsburg

operative behaviour at the workplaceÓclearly indicates that the companyactively combats bullying, sexualharassment and racist actions.

Health protection pays dividends

These extensive measures arehaving an impact and are payingdividends: The physical stresses atthe workplace have beensubstantially reduced, e.g. throughthe elimination of overhead work.Between 1991 and 1998 the healthrate rose from 91.6% to 96%, thenumber of industrial accidents (wage-earners) fell from 13.7% to 10.7% perone million hours worked.Targeted occupational health andsafety measures have made certainmedical check-up superfluous and sothe financial benefit can becalculated: At the Wolfsburg works,for example, costs of DM 240,000have been saved per year.At another factory the number of dayslost due to contact dermatitis wasreduced by about 1,000 days with aprevention programme ÒSkinÓ. As aresult of the introduction oftherapeutic measures for 25 alcoholicemployees, the number of sick daysfrom this group fell within a year from1420 to only 351 per year.


29

sealsonly

quality

ELAìS S.A.Greece

Health groups for everyone

A steering committee whosemembers belong to the companyÕsexecutive team assesses the resultsof the health promotion measuresand develops suggestions forimprovement and further activities. Itswork is supplemented by thenumerous quality and health groupswhich all ELAIS employeesparticipate in.

The following data is used as a basisfor planning: days lost due to illnessand industrial accident, the medicalexamination of the entire workforce(annually) as well as the results of thestaff survey on job satisfaction(annually) are included. Moreover,regular studies into the workrequirements and working conditionsare conducted.

The human resources departmentconstantly compares thequalifications and skills of theemployees with the respective jobdemands. The further training needsdetermined in this way are satisfiedby two in-house training centres.

ELAIS also promotes thereconciliation of family and workinglife. For mothers there are flexibleworking hours. Excursions lastingseveral days and other social events

ELAIS states in its corporate guidelines that one of its objectives is to promotethe well-being of employees and their families. The occupational healthdepartment is responsible for workplace health promotion. It reports to thehuman resources manager of the company. At ELAIS health promotion isincorporated into the culture of total quality management. The department hasits own separate budget.

Branch:

FoodNo. of employees:


Margarine, oils, teas and otherfoodstuffsLocations:

AthensMiscellaneous:

ELAIS S.A. belongs to themultinational Unilever corporation.Proportion of women: 18%, inmanagerial positions 24%

(ÒWomenÕs DayÓ, childrenÕs partiesetc.) are organised every year for theemployees and their families. The company has a gymnasium withfour professional trainers. Moreover,the canteen and restaurant providehigh quality healthy food. Employeesand their families are entitled to havea medical (dental) examination paidfor by ELAIS. Treatment can beobtained at a medical advice centre.

Better satisfied, healthier employees

As a result of health-related activities,staff satisfaction at ELAIS has risencontinually, the working conditionshave become healthier and safer.Over the last three years the workingdays lost due to illness fell by 10%and the accident rate by 77.5%.


30

HELLENIC AEROSPACE INDUSTRY LTD.

Hellenic Aerospace Industry (HAI)Greece

More safety through job rotation

At HAI employees are qualified forseveral jobs from the outset.Frequent job rotation counteractslapses in concentraton and reducesthe risk of accidents. Having theexpertise to carry out as many jobsas possible and knowledge of theresultant stresses and health riskshave also had a positive effects onoccupational safety. A working group for health and safetyreviews the workplaces for healthrisks, collects complaints andemployeesÕ requests for changes andsupports the management in WHP.Seven elected employeerepresentatives belong to this workinggroup.HAI plans health-related activities onthe basis of data on absenteeism andindustrial accidents. Knowledgegained from screening, examinationsof risk groups and the needsexpressed by the workforce are alsotaken into account.

Staff surveys are conducted regularlyand there is also a companyÓsuggestions for improvementschemeÓ; employees also have theopportunity to participate in Ótopicalworking groupsÓ which developsuggestions on more specific aspectsof health in the workplace.

HAIÕs corporate principles specify that the employees are the most importantelement in production and highlight health protection as an express objective.Total quality management principles are applied to workplace health promotionactivities and this sector has its own budget.

Branch:

Aerospace industry / Air trafficNo. of employees:


Services in the aircraft maintenancesector, parts for aircraft andtelecommunications products, airtraffic training activitiesLocations:

Viotia regionMiscellaneous:

Largest company in Viotia, one ofthe branch leaders in Europe.

The company offers its staff medicalcheck-ups, healthy canteen food,break and rest rooms, sports facilitiesand various courses on health topics.Employees exposed to hazardoussubstances are always examinedevery year.

Active employees

HAI has a good working atmosphereand a low staff turnover. Theproportion of suggestions forimprovement which are implementedis high. Better ventilation systems,lower noise levels, the replacement ofthe hazardous materialtrichloroethylene and many otherimprovements were brought about atthe initiative of employees.Roughly 90% of the staff make use ofthe medical check-ups. Absenteeismdue to illness is 3.62%, the accidentrate 0.9%.


31

NAOUSSA SPINNING MILLS S.A.Greece

Monotonous work is out

The companyÕs health and safetycommittee regulates occupationalhealth and safety as related to thevarious work tasks. Works managers,the works council and representativesof the companyÕs occupational healthand safety department belong to thisbody.

At NAOUSSA, the WHP activities areplanned on the basis of absenteeismand accident data analysis,supplemented by risk assessments,results of medical check-ups andaftercare as well as staff surveys.

In co-operation with the university ofThessaloniki, a new shift work systemhas been developed with the aim ofpromoting better compatibilitybetween working life and family life.For example, when both spouses areemployed by the company, theirrespective work shifts aresynchronised in accordance with theirfamily life requirements and/orpreferences. Work time models aimedat the complete elimination of nightwork are also under evaluation.

EmployeesÕ qualifications and skillsare systematically compared with thework assignment requirements.NAOUSSA intends to create highly

Occupational health and safety as well as health promotion have been part ofthe corporate philosophy at Naoussa Spinning Mills since 1986. This embracesboth social and economic objectives. At all five locations, a healthmanagement system ensures that health aspects are taken into account inworkplace design, work organisation, technology etc. Moreover, the principlesof total quality management apply.

Branch:

Textile industryNo. of employees:


Cotton and blended yarnsLocations:

Five different plants in GreeceMiscellaneous:

Largest private employer in nothernGreece, the countryÕs most important cotton and blendend yarnproducer

diversified occupational activitiesaiming at the elimination ofmonotonous work assignments.

While lifting aids do reduce the needto handle heavy loads, it is importantfor employees to acquire a basicknowledge of ergonomics and tolearn how to lift and carry properly.

The company has its own medicalfacilities and social consultant. After aprolonged illness an employee isgradually rehabilitated under medicalsupervision.

At each one of the companyÕsindustrial locations, canteen andbreak room facilities are available.

Total commitment pays off

From a level of 5% in 1988, theabsenteeism rate was down to 3% for1998. Over 55% of the employeesÕsuggestions for improvement wereimplemented, namely, air changesevery hour as well as noise and dustpollution reduction. The employeesdo behave in a more health-conscious manner. At NAOUSSA, acost/benefit analysis has shown thatthe actions undertaken have ÒpaidoffÓ.


32

TITAN CEMENT COMPANY S.A.

HEALTH IS NOT SOMETHINGTHAT COMES WITH A GUARANTEE

TITAN S.A. of GreeceGreece

Competition for accident rates

TITAN organises competitions onaccident prevention in order to anchoraspects of occupational safety andworkplace health protection morefirmly in the minds of its employees.Attractive prizes can also be won.

The workplace health promotionactivities are assessed at TITAN inannual reports using benchmarks.For planning purposes, job andbehaviour-related risks are identifiedby evaluating absenteeism due toillness, industrial accidents, theresults of medical examinations and asurvey of the needs and demands ofthe employees.

A staff development programme atTITAN ensures that the skills of theemployees meet the requirements oftheir jobs. Occupational physiciansand health experts are involved earlyas in the development of newworkplaces and productionprocesses.TITAN has break and rest rooms forthe workforce. Moreover, there aresports amenities and a canteen withhealthy food. The employees haveregular medical examinations andthey can make use of a wide varietyof information programmes, e.g. onnutritional matters, AIDS, drugs etc.

For TITAN good working conditions and the promotion of the health of itsemployees are fundamental elements of its corporate policy. Relevantprinciples are also laid down in writing. The department for occupationalmedicine is responsible for the health-related activities and it has its ownbudget for this.

Branch:

Building materialsNo. of employees:

1.314, spread over four locationsand the company headquartersProducts/Services:

CementLocations:

4 factories: 2 in the region of Attica,1 in the region of Patras and 1 inthe region of Thessaloniki. Theadministration is in Athens.Miscellaneous:

The company produces materialsfor the domestic and foreign markets.

Less dust - Better atmosphere

The dust pollution was substantiallyreduced through the installation ofelectrostatic precipitators. Theemployees are exposed to less noisepollution and substances hazardousto health owing to various measures.

At TITAN the health-related activitieshave increased the well-being of theemployees and considerablyimproved the working atmosphere.This has also has had a positiveimpact on productivity and thecompany image.

The illness-related absenteeism ratewas reduced from 10.5% to 8.8%, theaccident rate from 6.2 (frequencyindex) to 3.78 between 1990 and1997.


33

Bridgend County Borough Council,WalesGreat Britain

In search of work-related healthrisks

Back related illnesses as well asstress are the main reasons forsickness leave in the workforce. Therelationships between certain fields ofactivity and work-related illnesses andhealth risks can be analysed with theaid of a new Òpersonal informationsystemÓ. Staff representatives arealways involved in the planning andimplementation of WHP programmesThe employees are involved throughstaff surveys, for example, orquestionnaires on the assessment ofthe projects implemented. Theemployees participate in the planningof new work areas and workflows etc.Experts check materials, newtechnologies or workflows forpotential health risks. Risk profilesare drawn up for individual workareas and ergonomic analyses wereconducted at the workplaces.More than 1,500 employees whofrequently have to lift and carry heavyloads have already attended atraining programme for coping withloads without sustaining back injuries.Flexible working hours which take theschool timetables of children and theopening times of the cr�ches intoaccount permit better reconciliation ofworking and family life.

The workplace health promotion (WHP) principles were developed jointly bythe management, the human resources department, staff representatives andthe health and safety experts on the basis of a resolution of the BridgendCounty Borough Council.A steering group covering all departments is responsible for the health-orientedactivities, for which a separate budget is available.

Branch:

Local authorityNo. of employees:


Housing, engineering, highwaysand environmental protection,social services, education andleisure/cultural servicesLocations:

Bridgend, WalesMiscellaneous:

The catchment area of the councilcovers 140,000 inhabitants.

Leisure time and sports facilities areavailable to the employees atreduced prices. Healthy food in thecompanyÕs canteen is also available.

The municipality together withBradford in England has beenselected to undertake a nationalproject on stress and its managementwith the University of Hertfordshire.Additionally, the Head of the CouncilÕshealth promotion team has beensharing workplace health promotionpolicies with municipalities in Russiain arrangement with the NetherlandsSchool of Public Health.

Success after a short time

A positive impact of the varied andextensive programmes on healthpromotion has already been felt aftera very short time. Since 1996/97absenteeism due to illness has fallenfrom 11.0% to 4.1%: The costsrelating to time lost due to illnesshave been reduced by 60% in the lasttwo years. The staff turnover rate hasdecreased. The image of theauthority has improved considerablythrough its commitment to WHP.


34

The Driver and Vehicle LicensingAgency (DVLA), WalesGreat Britain

Minimising the risks

As a matter of routine, the Agencycarries out risk assessments to alevel which exceeds the minimumlegal requirement. Special attention ispaid to employees who are exposedto particular health risks in their work,for example, those who lift and carryheavy loads, work with Visual DisplayUnits, work in noisy environments orhandle hazardous substances. TheAgency has introduced a variety ofmeasures to minimise risks andsafeguard the health of itsemployees. Advice and training onmatters related to health and safety isalso available to staff and managers

Support for employees

To help staff balance their personaland professional lives, DVLA offers arange of part-time and job shareworking patterns, flexible workinghours, an on-site Nursery for pre-school age children, and a HolidayPlayscheme. Additional (paid andunpaid) leave is also available to helpstaff cope with a range of domesticproblems/circumstances. Pregnantemployees are well looked after. Theyreceive individual advice fromPersonnel Group on their rights and

DVLAÕs Executive Board is committed to best management practice whichincludes caring for its employees. The Agency places great emphasis onpromoting good health in the workplace. Provision of workplace healthpromotion services and facilities have been an integral part of corporatestrategy since the mid 1980s.

Branch:

A government Agency of thedepartment of the Environment,Transport and the Regions (DETR)No. of employees:

around 4.900Products/Services:

Responsible for maintaining theregisters of Great BritainÕs driversand vehiclesLocations:

Headquarters in Swansea, SouthWales and 40 offices located inregional centres across GreatBritainMiscellaneous:

Received several awards forexemplary workplace healthpromotion activities; holds theÒCharter MarkÓ for excellentcustomer service

entitlements and are invited to attendpersonal assessment sessions withthe Occupational Health Department.In addition, the Agency supports self-help groups, for example for thosewho take care of elderly or infirmrelatives.

The effects of DVLAÕs success

Success in winning awards forcommitment to the health and well-being of employees has resulted inDVLA being recognised as one of thebest employers in Wales. Due to theexcellent working conditions and agood working atmosphere, jobsatisfaction in the Agency is generallyhigh. Since 1984, when DVLA firstintroduced measures to promote thegood health of its employees,absenteeism due to illness has fallenfrom 7,9% to the current level of3,5%.


35

EimskipIceland

Employees want responsibility

EimskipÕs aim is to systematicallyrecord all the facts relating to healthand safety in order to use thisinformation as a basis for health-related improvements within thecompany. The employees areinvolved in this process. The safetysystem on the vessels is based onthe standards of ÓInternational SafetyManagementÓ (ISM).

Staff surveys on issues such assatisfaction, working conditions,social relationships at the workplaceand leadership behaviour havealready been conducted at Eimskipsince 1993. The results of thesesurveys lead directly toimprovements.

Every year talks are held betweeneach employee and his/her superiorduring which the working conditions,career plans and the desire for furthertraining are discussed. On average,every employee attends two to threecompany training programmes eachyear. Topics include communicationsand co-operation, handling hazardousgoods, foreign languages andpreparations for retirement.

Before new workplaces areestablished or new working practicesintroduced, health and safety isalways examined first. Employees

Eimskip is convinced that corporate success depends on the health and well-being of its employees. Therefore, the working conditions for the employeesare continually improved. Emphasis is placed on further training, a goodworking atmosphere and an exemplary leadership style as well as on safety.

Branch:

TransportNo. of employees:


Transport by ship and truckLocations:

ReykjavikMiscellaneous:

The company uses standard searoutes to 27 ports in 14 countries.

participate in quality group sessions,which are also a forum for them toinitiate other activities of their ownchoice. Staff also make suggestionsto improve the organisation of thework so that it is healthy.

The company organises sports andsocial programmes for the workforce,such as fishing excursions, an annualfamily festival, and a Christmasdinner dance.

Change is healthy

The 1998 staff survey showed thatthe employees are satisfied with theirworking conditions. Particularstrengths of the company are theclearly formulated objectives andareas of responsibility, the high levelof independence of the employeesand the varied work. Therefore, it isno surprise that on average theemployees are only absent 1.6% peryear.


36

The National Power Company

LandsvirkjunIceland

Working conditions and safety arethe focus of attention

At Landsvirkjun the objectives relatingto safety, health and environmentalprotection are drawn up by a ÒqualitycouncilÓ which comprises of thedirectors of company divisions, thequality and environmental managerand the safety manager. In order toobtain information on work-relatedhealth problems, this council makesuse of the human resourcesdepartment and the medical findingsof the company doctor.

Foremen and safety officers alsoregularly inspect the workingconditions in the areas that they areresponsible for. This permits them todetect health risks in good time andwhere necessary, to organiseimprovements. The safety managerorganises a general meeting once ayear to identify weaknesses andeliminate them.

Every new employee is informed andfamiliarised with the work in detail. Allemployees have attended a courseon improving oneÕs ability tocommunicate and co-operate.Positive relations and attitudes to oneanother are a fundamental objectiveat the company.

The corporate principles guarantee the employees a pleasant workingenvironment and good working conditions. The company believes thataffluence and company success depend on qualified employees who areprepared to accept responsibility and take the initiative. The improvement ofthe working conditions is an integral part of the annual plans. Every managerestimates the financial resources his department needs for this purpose. Aftera review, this amount is included in the annual budget.

Branch:



Generates, transmits and sellselectricity wholesaleLocations:

Reykjavik and 12 power stationsaround IcelandMiscellaneous:

Landsvirkjun generates 93% of theelectricity consumed in Iceland. Thetask of the company is to produceelectricity and promote theexploitation of domestic energysources. The company doesresearch and development andbuilds hydrothermal andgeothermal power stations.

In addition to various sportsprogrammes, Landsvirkjun alsoorganises a host of social activitiesfor the employees includingexcursions which promote acommunity spirit.

Label proves high safety standard

In 1997 Landsvirkjun was the firstcompany on Iceland to be certifiedaccording to the International SafetyRating System (ISRS). The test labelproves that the company hasachieved a high standard of safety,health protection of the employeesand environmental protection.Staff satisfaction with the workingconditions and occupational safetyhas increased due to the varioushealth promotion measures.Moreover, they have become moreaware of work-related health risks.


37

Sj�v�-Almennar tryggingar hfIceland

An ideas bank is set up

At Sj�v�-Almennar employees arerequested to contribute suggestionsfor improvement to an Òideas bankÓwhich are then evaluated by thequality assurance committee.Employees are asked for their advicewhen new jobs or new workflows arebeing established. Staff appraisalmeetings are held every year inwhich everything relating to work andthe workplace is discussed.

The employees have developedguidelines for dealing with each otherwhich are based on honesty, respect,fairness and a willingness to help.The leadership style is thereforecharacterised by the fact that theemployees organise their workthemselves and are able to takedecisions. In 1998 a comprehensivestaff survey on leadership style, well-being at the workplace, work stressesand environmental protection wasconducted and its results have led todirect improvements in workingconditions.

The managers are expected to set anexample with regards to healthmatters. They attend the courseprogrammes and have undertaken toactively support the campaign to walkup stairs instead of taking the lift.

Sj�v�-Almennar regards a health-promoting working environment, staffrelations based on solidarity and work satisfaction as factors which have acrucial impact on corporate success. Large sums of money have so far beeninvested in the ergonomic design and organisation of the working conditionsand in health promotion programmes.

Branch:

Insurance industryNo. of employees:


InsurancesLocations:

ReykjavikMiscellaneous:

The stuff turnover is 5-7% p.a.

In addition to extensive furthertraining programmes which are wellattended, Sj�v�-Almennar offersnumerous health and fitnessactivities, including massages andphysiotherapy. For this purpose agymnasium has been set up on theground floor. The company also givesemployees time off work so that theycan make use of the programmes onoffer.

The company not only offers flexibleworking hours to achieve greaterreconciliation between working andfamily life; 50 employees have acompany computer at home whichpermits them to work at home whenmembers of their families are ill.

Employees approve measures

Since Sj�v�-Almennar has beeninvolved in workplace healthpromotion, the employees have beenmore satisfied with the workingatmosphere, leadership, the workingconditions and safety at the company.The results of a trade union surveyprove this. Furthermore, the staffturnover rate has fallen while thework morale has increased.Absenteeism due to illness is 3.1%.


38

Aer RiantaIreland

Co-determination included

Aer Rianta has introducedÒconstructive co-determinationÓ aspart of the total quality management.Each team - from the crew in thesecurity service down to the shopstaff - also submit suggestions forimprovement relating to theergonomic design of workplaces,questions of occupational safety,social relations and other health-relevant aspects. In order to give theemployees the necessary skills (suchas how to solve problems andconflicts) for this type of group work,further training programmes havebeen specially established. Thesuggestions of the teams are thenassessed at departmental level by abody which includes representativesof the management, the employeesand the trade unions. As a result ofthis system, the employees and tradeunions can help to deal with issuesrelating to health and occupationalsafety at all levels.

Employee assistance programmeshave been dealing with many of theemployeesÕ concerns at Aer Riantafor 20 years. Furthermore, thecompany establishes the need forhealth-related programmes on thebasis of the results of a staff surveyand the further training requirementestablished every year. This haspreviously resulted in measures to

All workplace health promotion (WHP) measures at Aer Rianta can be used byall employees in accordance with the equality principle of the company. Thatincludes part-time and temporary staff. WHP is the responsibility of theEmployee Assistance Department and a separate budget is provided for it.

Branch:

AirportNo. of employees:


Airport ManagementLocations:

Dublin, Cork, ShannonMiscellaneous:

Within the airports, Aer Rianta hasachieved both ISO 9002 and ISO14001.

prevent stress, continuous healthscreening, courses on stoppingsmoking and cookery classes forhealthy eating. Other programmes onoffer are focused on coping with shiftwork and how to lift and carry heavyloads correctly. Flexible working hours, job sharing,the companyÕs own nursery and apilot project to try out teleworkinghave been established to facilitate thereconciliation of family and workinglife. Sports facilities are also availableto the staff.

Employees now more aware

The employees at Aer Rianta profit inmany ways from the participation andequality culture of the company, enjoyexemplary human resources care andhave a marked health awarenessowing to the host of WHPprogrammes.


39

GLA

SNEVIN CEMETERIES GROUP

Glasnevin Cemeteries GroupIreland

Ideas are in demand

When the business was taken overmore than 10 years ago by thepresent management, absenteeismdue to illness was very high.Productivity and earnings, on theother hand, were very low. The newmanagement initiated numerousmeasures including a significantincrease in pay, substantialinvestments in tools and equipment,extensive training courses onincreasing safety and intensiveassistance for staff with addictionproblems. The atmosphere is markedby an honest interest of themanagement in the needs andproblems of the employees. Thisencourages the staff to actively co-operate in improving workingconditions and in communicating theirideas.

Health and safety are always subjectsat the work meetings. Moreover, greatemphasis is placed on vocational andfurther training on these and othertopics. Monthly appraisal meetingswith the employees are held.

All employees are trained in first aid,and a GP looks after the workforce.Everything related to health may becarried out during working hours.Employees who have had alcohol or

Although the Glasnevin Cemeteries Group does not have any writtenguidelines on workplace health promotion, the healthy organisation of the workis firmly anchored in the daily workflows. The atmosphere is marked by openand frank communications, and every employee is asked about newimprovements. As a rule, all improvements are implemented. The companyinvests heavily in the health, well-being and further training of the employees,and has fared well with this strategy.

Branch:

Horticulture and landscaping,undertakersNo. of employees:


cemetery, crematory, monumentalworks, community initiative and trainingLocations:

Dublin

drug problems have been given timeoff to undergo treatment. Thecompany has paid of this treatment,and those involved are still working atthe Glasnevin Cemeteries Grouptoday.

Visible success

Overall, the various health-relatedactivities since the change inmanagement have considerablyimproved the employeesÕ relationshipwith their managers, and the workingatmosphere. This has also had apositive impact on productivity andworking time lost due to illness.Absenteeism due to illness is now1%, occasionally even less.


40

NortelNothern Ireland

Tailor-made programmes for targetgroups

There are special information andtraining programmes for employeeswith particular health risks. Forexample, those who frequently haveto travel on behalf of the companyare informed about how they canbetter cope with the stresses andstrains of travelling. Employees whohave to lift and carry heavy loadslearn how they can perform this workwithout injuring their backs. After anumber of Nortel employees hadcomplained about pains in theirshoulders and arms, an action teamwas set up to eliminate ergonomicdeficiencies at workplaces. Forwomen after the menopause there isa special advice programme in thecompany and female staff can, forexample, have breast cancerscreening every two years.

The annual performance appraisalsystem is intended to ensure that theemployees can also meet therequirements placed on them. Theseappraisals are also taken into accountin the planning of health-relatedactivities, as are accident statistics,data from the health insurancecompanies etc. If particular accidentor safety risks are discovered in thecompany, the workforce is

The standards for health and safety are laid down at the companyheadquarters in Canada. They are binding on all branches and containsguidelines on workplace health promotion (WHP). The company has integratedthe relevant programmes into its quality management system and they aresubjected to internal and external audits every year. There is a separatebudget for workplace health promotion programmes. The human resourcesmanager is responsible for workplace health promotion which has guaranteeda wealth of health promotion activities.

Branch:

TelecommunicationNo. of employees:

1.261 (in Nothern Ireland)Products/Services:

Transmission and switching technologyLocations:

BelfastMiscellaneous:

Nortel is one of the worldÕs leadingmanufacturers in its branche.

immediately informed.In addition, the company offers anumber of health promotion courses,e.g. on stopping smoking, or copingwith stress better, and it supportsvarious sports and other leisure timeactivities of the workforce. Last year,a week of health and safetyawareness was organised duringwhich a quiz was held on the subjectand an information stand set up in thecanteen.

High staff participation

There has been a positive responsefrom the workforce to the variousprogrammes on health promotion.This has mainly been reflected in thehigh rate of participation in thevarious campaigns on the subject ofhealth promotion.


41

Acroplastica s.r.l.Italy

Strong emphasis placed on furthertraining

The executive team controls theactivities relating to the health andsafety of its employees while the staffrepresentatives ensure that risks aredetected and appropriate preventativeaction taken. Staff surveys areconducted twice a year atAcroplastica. They focus on workrequirements and staff needs. Inaddition to statistics on days lost dueto illness and industrial accidents,and occupational medical reports,these surveys represent an importantbasis for planning WHP activities.Thanks to in-house ÒpromotionprogrammesÓ and further trainingcourses for the staff, the employeesare given a chance to learn andrefine their health-promoting skills. Onaverage, every employee spends 204hours a year on further trainingcourses which deal with qualitymanagement as well as health- andsafety-related issues. The need forfurther training is reviewed regularly.The employees are also involved inthe planning of new jobs and workprocesses. These measures areassisted by working groups whichdeal with quality issues an health and

The written guidelines on workplace health promotion (WHP) are intended tooffer all employees safety and protection at the workplace to promote a healthylifestyle and prevent potential environmental hazards. They were developedjointly by the management, the human resources department, staffrepresentatives, the safety department and the occupational medical service.The plant manager is responsible for the implementation of action related tohealth and safety. With a separate budget for workplace health promotion thecompany invests in the health of its employees.

Branch:

Thermoplastic and thermosettingindustryNo. of employees:


Assembly and molding of parts fordomestic electrical appliancesLocations:

Caserta

safety matters. The company alsoprovides rest and break rooms foremployees, and organises drugsupport programmes and varioussport and leisure time events.

Better working conditionsinfluence working atmosphere

Acroplastica is a good example ofhow even small companies canpromote the health of employees.Since the company adopted thisstrategy, the employees are moresatisfied with their working conditions,with the executive team and theworking atmosphere. Industrialaccidents have fallen and productivityhas increased. The rise in customersatisfaction has also had a positiveimpact on the company image.


42

Angelantoni Industrie spaItaly

High employee participation

At Angelantoni the employees aresurveyed every six months on theirjob requirements and needs. Theknowledge gained from these surveysas well as the data on time lost dueto illness and industrial accidentsserve, together with results of jobanalyses and an internal audit, as abasis for planning health-relatedactivities.The management regularly andsystematically reviews how thevarious projects on health promotioncan be improved. The employees areinvolved in the planning and set-up ofnew workplaces through thecompanyÕs Ósuggestions forimprovement schemeÓ. Staffinvolvement also includes healthgroups and the participation of staffrepresentatives in steeringcommittees throughout theorganisation.

A Òstaff development schemeÓ aims tohelp employees refine their health-related skills. Appropriate trainingcourses are offered for this purpose.

The employees are regularly informedabout new concepts and strategieson workplace health promotion at

AngelantoniÕs guidelines on the health of its employees have been formulatedjointly by the management, the human resources department, staffrepresentatives, the occupational safety service, occupational doctors andexternal consultants. Responsibility for workplace health promotion is held bythe management, the human resources department, the occupational healthand safety officers and the works doctor. The management provides aseparate budget for all health promotion measures.

Branch:

Medical technologyNo. of employees:


Equipment for biomedicaltechnology and researchLocations:

Massa Martana

staff meetings and in discussions withthe executive team. Furthermore,written documentation on healthpromotion activities and the ÔopendoorÕ policy of those responsible forthese measures make the progressreadily understood by the workforce.

At Angelantoni the employeesundergo regular medical check-ups.The company provides special restand break rooms for the workforceand also offers employees variousopportunities for sports activities.

A good atmosphere and positiveimage

The need for health promotion isconstantly reviewed at Angelantoni.All the activities implemented are alsoevaluated. Better working conditionsand changes in leadership style havehad a positive impact on staffsatisfaction, the working atmosphereand the companyÕs image.


43

Etnoteam Industry SpAItaly

Surveys determine needs

At Etnoteam the health promotionmeasures are formulated on the basisof staff surveys on work requirementsand the needs of employees.Planning of health promotion projectsincludes information on occupationalsafety and the health of theworkforce, knowledge which is gainedfrom other information sources withinthe company. The projectsimplemented are analysed to obtainstarting points for furtherimprovements in occupational healthand safety and the health promotionof employees. In addition, thecompany has organised numerouscourses and training seminars onissues relating to health and safety.First-aid courses are also held andthere are also special programmesfor handicapped employees.

Etnoteam Industry SpA has formulated its own guidelines for workplace healthpromotion. They were jointly drawn up by the managing director, the humanresources department, the staff representatives and the departments ofoccupational health and safety and occupational medicine. The managementprovides a separate budget for health-related activities.Responsibility for employee health promotion is taken by the companymanagement, the human resources department, the department foroccupational health and safety and a project steering committee.

Branch:

Computers / EDPNo. of employees:


Software systemsLocations:

Milan

Productivity increased

The activities to protect and promotehealth at Etnoteam have greatlyimproved the working atmosphere.The employees are now much moresatisfied with the working and safetyconditions as well as with theleadership style. As a result, staffturnover has also fallen. Anotherbonus for Etnoteam is an improvedimage and increased productivity.


44

Hilti AGLiechtenstein

Quality circles against health risks

Staff participation in what happens atthe company plays a major role atHilti AG. Employees are representedboth in working groups in theÓcontinuous improvement processÓ(CIP) as well as in quality circleswhich have been set up in work areaswith particularly high health risks.Furthermore, there are regular stafftalks and surveys on staffsatisfaction.The staff representative isresponsible for all health-relatedissues. Depending on the task onhand, external bodies, e.g. medicalfacilities of the country in question,are called in.

The company determines the needfor WHP measures on the basis ofregular staff surveys, companystatistics and analyses of workingconditions and stresses. Theworkforce is informed in writing or atmeetings specially held for thispurpose on planned health promotionschemes and their results.

Furthermore, Hilti AG has a canteenwith a well-balanced range of food foremployees as well as break rooms.There is addiction and socialconsultancy for employees andaddicts receive rehabilitation

Workplace health promotion and staff development are an integral part of thecorporate philosophy. A special Hilti company culture has been maintained formore than 50 years, where values such as tolerance and initiative are highlyrespected and employees are encouraged to learn and explore new avenues.Workplace health promotion is granted a separate budget every year.

Branch:

Metal-workingNo. of employees:

1.400 in Schaan, 12.000 worldwideProducts/Services:

A wide range of products infastening and demolishingtechnology (e.g. drilling machines)Multinational corporation,represented in over 100 countries,Group management and head-quarters in Schaan, LiechtensteinMiscellaneous:

Hilti is certified both to ISO 9001and ISO 14001. 2/3 of its 12,000employees worldwide work in sales,consultancy and service.

assistance. The employees can alsomake use of a host of programmesrelating to behaviour-oriented healthpromotion in the sports and leisuretime sector.

Greater work satisfaction

Hilti AG has improved the workingconditions of its employees with itsvarious health-related activities. Theresults of regular staff surveys showthat the work satisfaction hasincreased considerably and the trendcontinues to rise.


45

Ivoclar - VivadentLiechtenstein

Focus on staff development

All the employees at Ivoclar-Vivadenthave access to further trainingprogrammes. Staff development isalso on the agenda at the annual staffappraisal meetings and in theperformance agreements. The needfor further training is constantlysurveyed and the success of themeasures implemented is evaluated.The executive team regularly attendstraining courses on leadership andconducting interviews. All theemployees have the opportunity inquality circles to continuously improvethemselves and their work area.Health-related topics are also on theagenda here.

The concepts for WHP projects aredrawn up on the basis of staffappraisal meetings, statistics and,more recently, also on companyhealth reports. A report departmentcollates all the results attained.

All employees can participate invarious sports and leisure timeprogrammes and attend courses andlectures on health. These include, forexample, events on back and neckcomplaints, strengthening the heartand circulation, and seminars onstress management. Advice onoccupational medicine, addiction and

Ivoclar-Vivadent expressly mentions workplace health promotion and staffdevelopment in its corporate guidelines. Health-related measures specific tothe workplaces are controlled and implemented by the line departments.Projects embracing the whole company are initiated, supported andimplemented by the human resources department. A separate annual budget isavailable for these activities.

Branch:

Dental sectorNo. of employees:

650 in Schaan, 2.100 worldwideProducts/Services:

Comprhensive solutions for healthyteeth and paradontiumLocations:

Multinational corporation, headoffice in Schaan, LiechtensteinMiscellaneous:

Has one of the largest researchand development departments inthe dental sector

social problems is also on offer.Addicts are assisted in rehabilitationprogrammes. Working mothers withsmall children have the opportunity towork at home.

Employees are more satisfied

A large majority of the employeesstate in surveys that they are verysatisfied with the developmentpossibilities in the company and alsowith their work in general.Absenteeism due to illness fell from4.61% to 3.63% from 1996 to 1998,the accident rate is only 0.12%. Themost recent activities in the healthsector have so far met with a verypositive response and interest isconstantly growing. Systematicquestions on this will be included inthe next staff survey.


46

AVERY DENNISON LUXEMBOURGLuxembourg

Health in all languages

At AVERY DENNISONLUXEMBOURG, process-controlledproduction plants have reducedphysical strain at work to a minimum.The entire production flow is free ofsolvents and only health-compatiblesubstitute materials are deployed.

The employees at AVERYDENNISON LUXEMBOURG comefrom eleven different countries.Respecting the special needs of amulticultural workforce, the companyis highly committed to overcominglanguage barriers. This applies inparticular to the areas of health andsafety. Overall, great store is set bytransparency and efficientcommunication of health-relatedactivities throughout the workforce.Topical information and data can alsobe retrieved on the companyÕsintranet.

The companyÕs database and itsupdating have been based on thequality management (QM) systemISO 9002 since 1995. AVERYDENNISON has its own expert inoccupational health who is alsoresponsible for looking after the QMsystem.

Special attention was paid to safety and health protection even in the planningof the new branch of the AVERY DENNISON GROUP. The companymanagement draws up guidelines and actively supports the branches toimplement them. The ambitious target of reducing the number of industrialaccidents to zero has been formulated for the year 2000. DuPont de Nemourssupervised the introduction of the ÒSTOPÓ programme (S�curit� au Travail parlÕObservation Pr�ventive - occupational safety through preventive observation)as an external body.

Branch:

Labelling industryNo. of employees:


Self-adhesive tapesLocations:

AVERY DENNISONLUXEMBOURG belongs to themultinational corporation AVERYDENNISON GROUP with itsheadquarters in the USA.Miscellaneous:

5.8% women, 94.2% skilled workers; certified to ISO 9002 since 1995

The company records absenteeismand the accident rate at regularintervals and evaluates bothstatistically. Moreover, all accidentsand safety-related incidents areinvestigated in detail for their possiblecauses.

Absenteeism quickly reduced

AVERY DENNISON LUXEMBOURGhas not only performed exemplarywork in the field of occupationalhealth. It has made an equally largecontribution towards strengtheningthe community spirit in the workforce.Both employer and employees haveprofited from this: The workingatmosphere has improvedconsiderably, motivation and jobsatisfaction of the employees haverisen. The time lost due to accidentsfell from 11.74% to 2% between 1993and 1998. The average absenteeismrate due to illness is currently 2.6%.


47

Garage DemuthLuxembourg

Safety has right of way

Daily meetings between managementand the workforce ensure a good flowof information between the two andcreate numerous opportunities forworking together to improve workingconditions and quality of service. Thewide range of activities relating to thesafety of the employees andcustomers have so far includedwarning signs at all hazardouslocations and signs about hazardoussubstances, action taken to eliminatethe risk of slipping and falling, andcombating dust and exhaust fumeswith a high-performance extractionsystem. The machinery is Óstate ofthe artÓ as far as safety is concerned- more machines and equipment arealso being purchased to make workeasier.

The company is advised by theoccupational safety service STI inmatters of health and safety. Expertproposals are naturally put intopractice. To ensure the employeesfeel Ôat homeÕ in the workshop, greatemphasis is placed on cleanlinessboth in the workshop, the rest roomand in the sanitation facilities.

The comfort and safety of thecustomers is taken into account inmany respects. For example, clearly

The management of Garage Demuth has a fundamental philosophy that thesatisfaction of both customers and staff is paramount. Occupational health andsafety activities are viewed as an important part of company strategy and areno longer seen as a tedious cost factor. The company operates an open andflexible policy to the needs of its employees and several disabled workers areemployed in the workshop in suitable jobs.

Branch:

Motor vehiclesNo. of employees:


Car sales and repair workshopLocations:

JunglinsterMiscellaneous:

7,5% women, 92,6% skilled workersThe company has an Eko-Auditlabel and is trying to be certified toISO 9002, including its occupationalhealth and safety activities.

identified parking spaces which arepermanently under surveillance havebeen provided in front of thesalesroom. Moreover, a speed limithas been introduced as an extrameasure.

Small but beautiful

The activities pursued have resultedin a reduction in risk from dust andexhaust fumes as well as in backstrain. As a result, the time lost due toillness has been cut to 3 days peryear for each employee. Anothersuccess which Garage Demuth canpoint to is that the workingatmosphere has improved and thesatisfaction of both customers andemployees has risen.

Garage Demuth


48

General Technic OtisLuxembourg

Easily understood procedures

The guidelines on health and safetyprotection are explained to everyemployee. There are also exactinstructions on how to behave inhazardous situations. The guidelinesare reviewed regularly so that theycan be adapted to suit the day-to-dayexperiences and problems ofemployees. Furthermore, thecompany provides work sheets forthe administration staff and fieldrepresentatives. Detailed building sitedocuments deal specifically withaspects of health and safetyprotection. All field representativesalso receive pocket-sized memorycards as constant reminders onenvironmental protection issues. Thecompany places special emphasis onthe clear division of tasks andfollowing instructions accurately asthis helps to reduce conflict andstressful situations.

The building sites are regularlyinspected to see whether the safetystandards and the occupationalhealth and safety regulations arebeing observed. These inspectionsalso serve to promote exemplarybehaviour among the workforce.Employees who take risks are asked

GENERAL TECHNIC OTIS operates a policy which states that every singleemployee is to be included in matters of health and safety protection. Inrelation to this a safety manual and a safety charter have been drawn up. Thecompany has also installed a remote control elevator monitoring system for thesafety of its customers.

to improve their behaviour. Thisapplies throughout the companystructure including top levelmanagement.

Lower staff turnover

Owing to the various health andsafety activities at GENERALTECHNIC OTIS, the time lost due toillness has been reduced and is nowonly 2.8%. The commitment to WHPhas also had a positive impact on theworking atmosphere as well as themotivation and job satisfaction ofemployees. This has also cut staffturnover and increased productivity.

Branch:

Plant constructionNo. of employees:


Planning, production, installationand maintenance of elevatorsLocations:

HowaldMiscellaneous:

Belongs to OTIS ELEVATORCompany of New Jersey7.8% women, 92.2% skilled workers


49

Soludec S.A.Luxembourg

Concentrating on the employeesÕsafety

SOLUDEC S.A. had already called inan officially registered test institute inthe sixties to inspect the building siteslong before this was prescribed bylaw. This was followed by theprovision of helmets and safety shoesfor the building workers. Since 1985the company has had a departmentof occupational safety. It organisesweekly visits to the building sites,prepares written reports andevaluates all this statistically. A safetyregister is kept as a supplementarymeasure. In 1991 a safety servicewas set up which organises, underthe supervision of a safety engineer,training seminars and life-longlearning courses on safety issues.New employees also go onintroductory courses. Moreover, thesafety instructions are revised atregular intervals and communicatedto the workforce. Close co-operationis maintained between theoccupational doctors, the safetyofficers and the co-ordinators ofoccupational health and safety.

The construction company allowsthose employees who suffer a loss intheir capabilities due to illness or

SOLUDEC S.A. committed itself at an early stage to the occupational healthand safety of its employees and the company is viewed in its own country as apioneer in this field. Even before there were any statutory requirements in thissector, the company had made occupational health and safety an integralelement of its corporate policy.

Branch:

Construction industryNo. of employees:


Above and below-grade constructionLocations:

LuxembourgMiscellaneous:

Activities on domestic and foreignmarkets; 5.4% women, 94.6% skilled workers; certified to ISO 9002 since 1997

accident to change over to easierwork. Moreover, SOLUDEC S.A. iscommitted to addiction preventionand has issued a ban on alcohol atall building sites.

Competitiveness improved

With the introduction of the safetyservice at SOLUDEC S.A. in 1991and the resultant activities, the timelost due to illness fell in the sameyear by 20% and in the following yearby 26%. Owing to the increase inmeasures to protect the employees,job satisfaction and the workingatmosphere have improvedsubstantially. This has also had apositive impact on thecompetitiveness of the constructioncompany.


50

Dienst Waterbeheer en Riolering(DWR)The Netherlands

All risks discussed

Responsibility and skills of theemployees in relation to quality,working conditions and environmentalprotection are set out in the jobdescriptions. Potential health hazardsrelating to the activity in question arealso referred to. All materials used inthe work process are examined fortheir health compatibility. In additionto health experts, employees who areaffected by changes in workstructures are consulted in theplanning and creation of new workareas.

The absenteeism analyses and theresults of staff surveys serve as abasis for planning health-relatedactivities. The starting point for allmeasures is stress, and the ability tocope with it. Staff satisfaction with theprojects implemented is reviewedevery two years.The company aims to encourageemployees to undergo furthertraining. The need for this is surveyedat regular intervals and theprogrammes implemented areevaluated. Management, too undergo

DWR pursues a holistic corporate philosophy which is aimed at interlinkingoptimum healthy working conditions with environmental protection and highproduct quality. Appropriate guidelines have been laid down in writing. Thetopics of quality, working conditions and environmental protection are also onthe agenda at all meetings. A steering committee which is responsible formonitoring the individual projects has been established for workplace healthpromotion activities. There is also a Òhealth working groupÓ in every sector ofthe company.

Branch:

Water industryNo. of employees:


Surface water supplies and wastewater disposalLocations:

Amsterdam

training.

The companyÕs health relatedactivities include medicalexaminations, consultancy on drugproblems, a canteen with healthyfood, courses and information eventson health topics as well as an annualhealth day when fitness and nutritionplay a central role. The employeesÕfamilies are also invited to attend thisevent.

Evaluation proves success

All WHP measures at DWR areevaluated. The results show that worksatisfaction and the workingatmosphere as well as the leadershipstyle have improved considerablysince the introduction of the healthpromotion measures. The changeshave also had a positive impact onthe company image and the vitality ofthe organisation. Absenteeism due toillness has declined dramatically fromalmost 15% to 7.8%.


51

R

Du Pont de Nemours BVThe Netherlands

Wellness Checkpoint - Test bed forwell-being

DuPont has developed a process, theso-called ÒWellness CheckpointÓ, toenable it to analyse the health andwell-being of the employees. Theemployees can thus assess thehealth risks in their jobs and theirlifestyles and, based on this, developstrategies for change. In addition, theÒSafety off-the-job CommissionÓ, aworking group with representativesfrom every department, looks afterthe welfare of the staff - even outsideworking hours.

All the materials and processes usedat the company are examined inadvance so that their safety can beguaranteed. When new jobs andproduction processes are beingplanned, health experts are called in.The employees are also involvedthrough the companyÕs Õsuggestionsfor improvementÕ scheme. Allemployees are to undergo furthertraining for at least six days everyyear so that they can also cope withfuture requirements.

Medical examinations, assistancewith drug and alcohol problems,healthy food in the canteen, stop-smoking programmes, stressmanagement courses, sports and

DuPont has set itself ambitious targets for occupational health and safety:They aim to make industrial accidents and work-related illnesses to be a thingof the past, and to ensure that the employees are to be physically and mentallyfit. Convinced that a company can no longer survive nowadays withoutworkplace health promotion, responsibility for the health sector was assignedto the management.

Branch:

Chemical industryNo. of employees:


Fibres and polymersLocations:

Dordrecht

relaxation opportunities and manymore activities are a matter of courseat DuPont. There are additionalschemes for particular risk groups,such as shift workers or workers whohave to carry heavy loads.

A long list of successes

DuPont evaluates all WHP measures,and the management keeps informedof plans and results. The list of whathas been achieved so far is now verylong: Job satisfaction and the workingatmosphere have improved as aresult of better working conditionsand changes in the styles ofleadership.The high implementationrate of the suggestions forimprovement submitted by theemployees (in 1997: 292 out of 451)has contributed to improved healthand satisfaction. On the profit side,the company has made savings ofroughly 1 million Euros, increasedproductivity, gained a more attractiveimage and recorded a lower staffturnover.Absenteeism has fallen by 0.5%since 1994, and the accident rate isonly one tenth of the average for thechemical industry.


52

Siemens Groep NederlandThe Netherlands

Satisfaction pays

The company surveys a host of dataon health and working conditions inorder to establish the need for healthpromotion measures. Staffsatisfaction is thoroughly reviewedevery two years. It was discovered,for example, that the workload is toohigh for many employees. At present,a programme is being developed toremedy the situation.Siemens draws up risk profiles for theworkplaces and checks the materialsand processes used for their healthcompatibility. Safety experts arecalled in to help plan workplaces andproduction processes. A workinggroup regularly assesses the health-related activities.

10 % of the employees can increasetheir know-how through job rotationand learn to view the company in amore holistic way.In 1998 coaching was introduced asa new management instrument. Theaim of this is to create a relationshipbetween executives and employeeswhich is based on trust and thedelegation of responsibility. Theobjective of this scheme is to createmore satisfied employees.

The corporate policy at Siemens aims at promoting the health and well-beingof the employees and preventing damage to the environment. The departmentfor occupational medicine and the social medicine working group areresponsible for developing workplace health promotion programmes. Aseparate budget guarantees the financing of the relevant activities.

Branch:

Electrotechnical and electronicsindustryNo. of employees:


Electrotechnic and electronic productsLocations:

The HagueMiscellaneous:

Siemens Groep Nederland is partof Siemens AG with a centralmanagement in Germany.

Siemens promotes sports activitiesand stress management in its ownprogrammes and through a Òpersonalhealth cardÓ. In this way employeesthroughout the country can make useof reduced entrance prices for sportsand fitness amenities. Moreover, thisalso makes it easier for employeeswho live far away to pursue sportsnear where they live.

Low absenteeism

Health promotion has increasedmorale and the job satisfaction of theemployees. This is also reflected inhigher customer satisfaction. Theabsenteeism rate fell from 4.3% to2.95% between 1993 and 1997, thenumber of accidents declined from 55(1994) to 40 (1997).


53

UniqemaThe Netherlands

No more allergies or noise Ð induced hearing loss

By the end of the year 2000 there willbe no new cases of job-relatedallergies and loss of hearing amongemployees. Moreover, the injury rateis to be reduced to a minimum. Allmaterials, processes and newtechnologies are examined inadvance for any health risks andhealth experts are involved in theplanning of new work areas andworkflows.

As part of a wide set of occupationalhealth programmes at UniqemaGouda, periodical medicalexamination programmes are inplace. Moreover, proactive training isgiven on a number of issues relatedto health at the workplace, like screenergonomics, lifting instructions, sittinginstructions, travel safety etc.

Health-related measures aredeveloped on the basis of companydata, such as analyses of the workingconditions and the results ofoccupational medical examinations.In order to prevent health risks, riskprofiles of the jobs are prepared andthe requirements placed on theemployees compared with their skills.

The health promotion measures areassessed with the participation of themanagement as part of the reporting

The activities of the company should not harm anyone Ð neither theemployees, contractors, neighbours nor customers. This is UniqemaÕsobjective and it is fully aware that a successful outcome can only be achievedwith employee involvement. Corporate principles on which the guidelines forworkplace health promotion measures are also outlined in the ICI SHECorporate Standards and Guidelines.

Branch:



Oleochemicals, maid from naturaloils and fatsLocations:

GoudaMiscellaneous:

Uniqema is part of the ICI GROUP.

system. A safety working group alsodiscusses health-related topics oncea month. Staff surveys are conductedat regular intervals. The employeesalso participate in workplace healthpromotion and are involved in thecompanyÕs suggestions forimprovement scheme.

Uniqema facilitates the reconciliationof family and working life and to thisend offers its employees child careand part-time work.

For older employees Uniqema hasintroduced the Òflexible retirementÓscheme , where two employees canshare one job until they retire at theage of 62.


54

Aker Maritime, Aker Stord a.s.Norway

EmployeesÕ opinions valued

Health promotion is planned at AkerStord by working groups comprisingof executives and employees. Theyobtain advice and assistance from thedepartment of health, environmentand safety, as well as from thehuman resources department. Dataon industrial illnesses, accident rateand staff satisfaction and the workinghours lost due to illness serve as abasis for decision-making.Headed by the foreman, each teamdiscusses health and safety problemsonce a month and works outsolutions together. Courses on healthand safety issues are available sothat employees and the executiveteam can obtain qualifications inthese subjects.Ideas from employees are verywelcome; so the company has put upnumerous Òsuggestions boxesÓ wheresuggestions can be handed in. Allideas for improvement are examined,each employee receives feedback onhis/her suggestion. Particularly goodideas are rewarded with prizes.

For the prevention and rehabilitationof muscle and skeleton disordersamong the workforce, Aker Stord has

Workplace health promotion at Aker Stord is part of the corporate strategy:Quality, health, environment and safety are on a par with cost-effectivenessand productivity. The aim is that all employees actively participate in creatinghealth-promoting working conditions.

Aker Stord is a member of the company network ÒHealth, safety, environmentas a global learning taskÓ, which aims at developing strategies and models forWHP.

Branch:

Oil industry/fabrication, assemblyand hook-up yardNo. of employees:


Assembly and hook-up of offshoreoil and gas production unitsLocations:

Stord, NorwayMiscellaneous:

Subsidiary of the Aker MaritimeGroup

established a training centre wherephysiotherapists carry outpreventative and rehabilitation work.The employees can also use thecentreÕs facilities for wood-working,pottery and metal-working as part oftheir rehabilitation activities. A bicycleworkshop is also provided in the centre.

Commitment and success

Aker Stord has done a lot to makeworking conditions healthier. Theemployees are fully committed to thedevelopment of suggestions forimprovement. Many of thesesuggestions have already beenimplemented, helping to reduceaccident risks. The working days lostdue to illness have fallen from 8% to6%.


55

H�G a.s.a.Norway

Total approach to the (internal andexternal) environment

H�G expends a lot of energy onenhancing the companyÕs creativityand ability to think innovatively andboldly. HAG looks at the organisationas a whole when deciding policy, andbelieves that there should be plentyof room for humour.

Employees are involved in theplanning of new jobs and processes.Health promotion measures are alsodiscussed jointly by the executiveteam and employees. H�G hasdeveloped Óanalysis of the workingatmosphereÓ as an instrument for itshealth management; which takes intoaccount physical conditions,leadership, environmental and safetyissues. The results of these analysesare intended as a basis for theexecutive team to make future plansand for the employees to look at inorder to make further improvements.

A rehabilitation committee adaptsworking conditions to suit the needsthe of sick and disabled employees.H�G also has its own Academy which

H�G aims at changing working culture, by shifting the emphasis onto theneeds of employees. We believe that the success of a company is dependenton the culture within it. We also know that having the best products is notenough, we also need the best employees.

Commitment through participation is the corporate concept at H�G and it is anintegral part of workplace health promotion. The company places particularemphasis on the creativity and responsibility of each and every employee. It aims to create a holistic attitude which also embraces environmental protection.

Branch:

Furniture IndustryNo. of employees:


Office chairsLocations:

Corporate Headquarter in Oslo,Production at R¿ros, Norway andNorth Carolina (USA)Subsidiaries in Europe and in theUSAMiscellaneous:

H�G is one of ScandinaviaÕs leading manufacturers of office seating.

offers courses for all employees (plusthe executive team). Various sportsactivities are also available for theworkforce.

Environment label obtained

In addition to the companyÕsapproach to quality, operation anddesign, during the last 10 years therehas also been a strong emphasis onenvironmental issues. And in 1996 itwas the first company in theScandinavian furniture branch toreceive the ÓEco Management andAudit SchemeÓ certificate.


56

Hydro Seafood Norway,Movik DivisionNorway

A change does everyone good

The focal point of ÒStrategy 2000Ó isto combat monotony. Hydro seafoodstarted this project out of concern forthe high level of absenteeism due toillness at the company.

Every employee takes part in aworking group which looks at theworking conditions and productionflows. The work becomes morevaried due to job rotation, repetitivephysical work and monotony arereduced, and muscle and skeletondisorders are prevented. Allemployees are involved in planningso that they can also implement theimprovements themselves.The branch in Movik intends toreinforce the positive effects of jobrotation through special trainingschemes.

Data on working days lost due toillness and studies of the jobs interms of negative impacts on healthby the occupational medicinedepartment serve as a basis forplanning the activities. A workinggroup comprising representatives ofthe executive team and theemployees assesses the results anddevelops solutions to remedy anydeficiencies found.In addition, Hydro Seafood offers its

Hydro Seafood has started ÒStrategy 2000Ó of which the main element isworkplace health promotion. One of the key statements in it is: The companytakes responsibility for people, the salmon and the environment by offeringhealthy working conditions to the employees and possibilities for their personaldevelopment.Hydro Seafood invests substantial resources in improving working conditions.

Branch:

Fishing industryNo. of employees:

A total of 1.400, 64 of whom in MovikProducts/Services:

Atlantic salmonLocations:

Movik, Bergen, another 60production locations along theNorwegian coast, in Scotland, onthe Shetlands and in IrelandMiscellaneous:

HS is the worldÕs largest producerof Atlantic salmon.

employees a wide programme ofsports and social activities such asdancing courses, fishing expeditionsand rambling.

Workforce helps with planning

At Hydro Seafood all employeesparticipate in the planning andimplementation of healthy workingconditions and also bear some of theresponsibility. Owing to the jobrotation system they have also gaineda greater appreciation of all thecompany sectors. The social tieswhich have grown between theemployees help them to deal witheach other better.


57

StatoilNorway

Health comes first

Statoil is well aware of the importantcorrelation between a good workingenvironment and good health. As a consequence Statoil has acompetent and well-staffeddepartment consisting of medicaldoctors, industrial hygienists andphysiotherapists specialising inergonomics.

Employees continually assess theirworking environment and in groupmeetings suggest measures forimprovement.

All relevant personnel undergospecial training in matters relating tosafety, health, working environmentand environmental protection. This isan integral part of the process ofquality assurance.

Statoil has a holistic attitude to theemployees as both workers andprivate people with a wide variety ofpersonal needs and wishes. Thecompany has developed the conceptof the Ò24-hours manÒ flexible workinghours, and offers courses foremployees and their partners onstress management, a good familylife and lifestyle.

The goals of Statoil are to have no accidents, no injury to personnel and nodiseases related to work (the zero mindset). Every employee is responsibleand involved in the process of reaching these ambitious goals.

Branch:

Oil industryNo. of employees:


Exploration, production, transport,refining and marketing of crude oiland petrochemicalsLocations:

Headoffice in Norway, StavangerMiscellaneous:

The state-owned Statoil is themarket leader in the exploitation ofthe Norwegian oil deposits and isone of the worldÕs largestcompanies in the crude oil and gassector. The company operates in atotal of 28 countries.

High-profile health and safety

A very high awareness of health andsafety both at work and at home hasbeen achieved throughout theorganisation. The total sicknessabsence has been approx. 3% for thelast 5 years. In the field of workplaceenvironmental protection success hasbeen achieved through a reduction inpollution of ground, water and air.

Statoil has established good relationswith the local communities in theareas around their facilities. Thereare many examples of Statoildonating money for the developmentof important local infrastructure.Regular meetings are held to keepthe neighbours informed.


58

Bayer Portugal S.A., PH/DS Division, TO-Technical OperationsPortugal

Health promotion andenvironmental protection

At Bayer, the measures onoccupational safety and the healthpromotion of the employees are veryclosely linked to measures to protectthe environment. A quality assurancesystem safeguards and monitorsprogress in this area. All health-related schemes are communicatedto the employees.The employees regularly havemedical examinations by theoccupational medical service andthey can attend numerous coursesand training events dealing withsafety issues and behavioural healthpromotion.As part of health protection, thecompany also offers its employees ahealth insurance and diagnosticexaminations as well as protectiveclothing. The company also providesprogrammes on physical fitness andcancer screening for its employees.Furthermore, it organises informationcampaigns, for example on AIDS.Employees who have to lift and carryheavy loads as part of their work aregiven special training on the correcthandling of heavy loads.First-aid courses are aimed atdrawing the employeesÕ attention tohealth and safety issues and toprovide practical skills, e.g. onresuscitation .

All workplace health promotion (WHP) projects are actively supported by themanagement and the executive team. The programmes are aimed at all theemployees in the company. Management philosophy caters specifically foremployee participation. Much investment is aimed at on-going training ofemployees. The resources channelled into this field represent roughly 15% ofthe personnel costs.

Branch:



Pharmaceutical products(pills/ointments, incl. aspirin)Locations:

S. Martinho do BispoMiscellaneous:

High percentage of femaleemployees, all managerial positionsare held by women

Rewarded by satisfied employees

At Bayer the health-related measureshave had a positive impact on theworking conditions, the leadershipstyle and the working atmosphere,which is also reflected in greater staffsatisfaction. The days lost due toillness fell from 2.5% to 2.2%between 1996 and 1998. Staffturnover in the company is very low,and most employees have beenworking at the company for morethan 15 years.


59

Caixa Geral de Dep�sitos (CGD)Portugal

Emphasis on ergonomics

The planning of the health-relatedactivities is based on the results ofindividual and group surveys amongthe employees, on medical data andresults gained by the technical andhealth service in job analyses.External consultants conductworkplace studies twice a year. Theyexamine, among other things, the aircirculation and temperature, noiselevel, lighting conditions,electromagnetic radiation, and theconcentration of tobacco smoke.Ergonomic criteria play a key role inworkplace design. CGD intend toimprove the psychosocial conditionsat the company.

CGD aim to increase the employeesÕawareness of health issues at theworkplace and to give them skills totake responsibility for their ownhealth. Information programmes, suchas films, written material and courses,are used for this purpose. Thecontents range from ergonomics atthe workplace down to practical life-saving courses. For example, cancerprevention programmes are offered towomen so that they can examinetheir breasts themselves.

CGD regards workplace health promotion (WHP) as an important addition totraditional occupational health and safety. The occupational medical service aswell as the hygiene and security service are responsible for the healthpromotion projects. In the medical care sector the company has its ownclinical/medical service embracing 23 different medical fields. The humanresources department finances the WHP measures.

Branch:

Financial services / BankIn addition to the customary bankbusiness, insurances, leasing andÒfactoring venture capitalÓNo. of employees:

10.532 in Portugal, includingMadeira and the AzoresProducts/Services:

Locations:

Head office in LisbonMiscellaneous:

The bank has 552 branches inPortugal and another 400 abroad.CGD is the largest financial groupin Portugal; it operates at Europeanlevels owing to its recognisedstability. CGD is an ÒECU clearingbankÓ.

In addition, the company supports itsemployees in times of economicdifficulty and family crises.

The bank also encouragesemployees to pursue sports andcultural activities.

Awareness of health issues increased

CGD is highly committed to the healthpromotion of its employees through awide variety of programmes and theworkforce shows great willingness totake up these offers. Manyemployees now have a greaterawareness of health issues and feelthey, too, are responsible for healthyworking conditions.


60

Companhia Portuguesa de Produ��o de Electricidade SA, SinesPower StationPortugal

Occupational doctors and safetyexperts control activities

All health - promoting activities areplanned using information obtainedfrom the Occupational MedicalService and the Human ResourcesDepartment. The results of analyses of industrial accidentsand working conditions in thecompany are also taken into account.At the Power Station theOccupational Medical Servicespecialises in prevention, and inmaintaining and promoting health atthe workplace and it is responsible forpreventing work related health risksand accidents.The company organises conferenceson safety which are attended bysafety experts, representatives of theSocial Affairs Department, and theworkforce. At these conferencesworking conditions are discussed andaction to reduce workplace healthrisks is outlined.

Furthermore, the social affairsdepartment conducts informationcampaigns aimed at improving the lifestyle and thegeneral quality of life amongstemployees and members of theirfamilies.

Standards and guidelines for social and health benefits are laid down in theworkers council agreement. The agreement also contains guidelines onaccident prevention, medical care and rehabilitation measures after anemployee has had an accident or illness.The companyÕs Social Affairs Department, the Medical Service and the SafetyDepartment are responsible for Workplace Health Promotion (WHP). TheOccupational Medical Service, the Safety Department and the Social AffairsDepartment have a joint cost centre.

Branch:

Power generationNo. of employees:

1907 (total), Sines location: 242 Products/Services:

ElectricityLocations:

SinesMiscellaneous:

The company operates a total of 32electricity power stations.

Outdoor activities very popular

The company encourages employeesand their families to enjoy sports,cultural and other leisure timeactivities through the staff club. Trips into the country help enhancethe social climate and team work andalso help employees to cope betterwith stress. Many employeesparticularly enjoy these outdooractivities.

Because of the numerous projectswhich have been organised toimprove working conditions, thenumber of industrial accidents hasfallen and the time lost due tosickness has also dropped.


61

Resibras - Companhia Portuguesa de Resinas para Abrasivos, S.A.Portugal

Health report as basis for planning

The results of job-related riskassessments and the medicalexaminations of employees as well asstatistics on time lost due to illnessare compiled in a company healthreport. On the basis of this reportspecific health problems in theworkforce are identified and WHPmeasures developed. The mostsevere health problems at thecompany were illnesses of therespiratory tract and skin. The health-related activities are co-ordinated bythe departments for workorganisation, and health and safety,as well as by a committee for healthand safety on which employees arealso represented. Their primaryefforts concentrate on the risks toemployees caused by stress, noiseand handling solvents and otherhazardous substances. Theemployees also attend courses onhow to lift and carry loads properlyand learn stress management andrelaxation techniques as well as

Healthy working conditions and the supply of healthy products to the customerare the key objectives of the company. Workplace health promotion (WHP) isviewed as an individual and joint task which demands a high level ofparticipation and commitment. WHP is considered to be an important projectfor social responsibility as well as being cost effective .The budget for WHP is 22,000 Euros and is part of the total investment inhealth and safety.

Branch:



Synthetic and semi-synthetic resinsLocations:

PalmedaMiscellaneous:

Resibras belongs to anmultinational corporation with itshead office in Brazil whichprocesses cashew nuts and fruits.Resibras manufactures productsmade from regenerative rawmaterial; these products canreplace chemical products with highhealth risks (asbestos, solvent-containing adhesives etc.).

correct posture. The company has animprovement scheme which allowsemployees to contribute towards theirhealth and the economic success ofthe company via a suggestion boxsystem.

Elimination of hazardous substancesreduces respiratory tract illnessesAfter the company had replacedhazardous substances such asphenol or dioctylphtalate withenvironmentally benign and health-compatible products, the costs oftreating work-related illnesses, inparticular those of the respiratorytract, have been substantiallyreduced. The days lost due to illnessfell between 1994 and 1998 from4.3% to 1.2%. The accident ratedropped in the same period from 8.6(per one million working hours) to 5.7.


62

AGIO TT S.A.Spain

ÓContinuous trainingÉ

The difficulty for TEAÕs to fulfil thelegal requirements concerningtemporary workers comes because ofthe need for flexibility and to be ableto respond promptly to requests forworkers. AGIO tries to fulfil itsobligations by actively encouragingworkers to participate in trainingprogrammes.

A number of manuals outliningvarious risks either from chemicalsused by a company or from thenature of the physical work areavailable for employees. These arewritten in clear, concise languagewhich can be readily understood.AGIO also runs a freephone line sothat employees can telephone forfurther information.

É as a part of an integral and integrated prevention policyÓ

The occupational health and safetypolicy identifies two main goals whichneed to be achieved: firstly the qualityof service, and secondly the added

As a temporary employment agency (TEA) we have to face the fact that theincidence of occupational accidents is higher among temporary workers thanpermanent staff and that workers tend to be asked to complete theirassignments in shorter time. Under Spanish law (Law 31/1995 Spanish transposition of Council Directive89/391/EEC), temporary workers should enjoy the same level of protection aspermanent staff in the company where they are working. Temporaryemployment agencies should also guarantee medical care and training for itsworkers. Training should be adapted to suit each individual workplace. Eachcompany should also inform the TEA about any relevant risks to workers.

Branch:

Temporary employment agencyNo. of employees:


Temporary workLocations:

Various agencies in Spain

value not only for the client but for theworker too. In all its centres, AGIOsets high standards for the protectionof its workers. When a request foremployees is received by thecommercial department, AGIO asksfor a detailed description of potentialrisks in the workplace and availabilityof protective equipment. Once aworker has been chosen for aparticular job, he or she is given thespecific occupational health andsafety manual. The employee alsohas to fill in and return an evaluationtest which is then looked at byAGIOÕs occupational risk preventiondepartment. This department alsoprovides telephone support for bothworkers and user companies.


63

FASA RENAULTSpain

ÒBrigadasÓ provide fast solutions

ÒBrigadasÓ meet monthly in alldepartments, their task being to findquick solutions to minor shortcomingswhich could otherwise develop intohealth risks for the employees. Theworking groups each comprise of aforeman, members of engineering-methods, building exploitation andhousekeeping groups, workersÕrepresentative and an expert from thePrevention Service; when required,other people are called in.

At FASA RENAULT cars aremanufactured under a holisticproduction programme. As early as inthe development stage of a newvehicle, emphasis is placed onprevention and it is ensured that nohealth risks arise for the employeesduring the vehicleÕs production.Moreover, health promotion expertsregularly examine the workingconditions. Suppliers andsubcontractors are assessed byRENAULT in terms of their safety andhealth standards.

Using a Òworking atmosphere surveyÓ,the company tests at regular intervalshow satisfied the employees are withthe health promotion activities. A monthly prevention brochureinforms the employees in detail aboutall projects.

For FASA RENAULT the employees are a valuable production factor. Theirsafety and health are regarded as key preconditions for the success of thecompany. RENAULT makes every effort to create healthy working conditions.The management lays down targets for workplace health promotion every yearand it is responsible, together with the working group for health and safety aswell as the human resources department, for all health-related activities.

Branch:

Manufacture of motor vehiclesNo. of employees:


CarsLocations:

Valladolid Ð Palencia - SevillaMiscellaneous:

FASA RENAULT is a part of a multinational corporation with itshead office in Madrid, threefactories in Spain and itsheadquarters in France.

The medical work unit at FASARENAULT organises the healtheducation of the employees providingadvice, for example, on drug andgambling addictions. This isindependent of their legalresponsibilities.

Cost/benefit analysis: Positive results

FASA RENAULT evaluates the resultsof its health promotion measures. Theyardsticks of success include data onabsenteeism, industrial accidents,staff satisfaction and suggestions forimprovements.

Today, FASA RENAULT is the carfactory with the fewest industrialaccidents in Spain. In the last year,88.681 suggestions for improvementwere submitted by the employees, ofwhich 75.408 were implemented. Inthe same year ÒBrigadasÓ met 396times and have already eliminated88% of the shortcomings detectedwith 1.297 Òfast solutionsÓ.


64

CONSTRUCCION, S.A.

Fomento de Construcciones y Contratas (FCC)Spain

Safety at all sites

Even before construction sites aredeveloped, FCC plans appropriateoccupational safety and healthmeasures. These not only includetechnical protective facilities, safetyequipment etc. but also theinstruction of the employees onsafety-conscious behaviour.Moreover, each building workeralways carries a brochure with themost important safety regulations withhim and every new constructionphase is flanked by special safetytraining for the employees.The site managers and foremensupervise the working conditions ofthe employees. Additional checks bythe occupational safety and healthofficers ensure that rapid action canbe taken in the event of risks. Theyalso become active when theworkforce starts to show behaviourinvolving any safety risks. Newmachines may only be deployed afterthe person responsible has checkedand approved them. FCC issupported by the insurance company,FREMAP, in its health promotionendeavours. FREMAP providesoccupational safety and healthexperts who investigate industrialaccidents and illnesses, determinethe need for training as well as plan

Workplace health promotion and accident prevention are integrated in thequality management system at FCC. It has been laid down that the preventionof health risks is to be allowed for even in the planning phase of projects andco-ordinated with the specific peculiarities of the construction sites.The company management supports and finances all activities which mayreduce health risks for all employees.

Branch:

Construction industryNo. of employees:


Construction engineering andpublic worksMiscellaneous:

FCC is one of the largestconstruction companies in Spainand also operates in other sectors.

and implement intervention schemes.Subcontractors must also satisfyquality, safety and environmentalstandards for FCC.The company has set up its ownaddiction advice office for itsemployees.

Accident rate greatly reduced

All safety-relevant aspects areevaluated at FCC: This includes thepersonal protective equipment, thetechnical preconditions, the protectionof third parties and the performanceof those responsible for occupationalsafety and health.In view of the wide variety ofprogrammes relating to safety andhealth in the company, the time lostdue to illness as well as the risk ofaccidents have dropped rapidly.Furthermore, over the last ten yearsthe consumption of alcohol by theemployees has fallen substantially.


65

Opel Espana~

Departamento de Prevención

OPEL ESPAÑA DEAUTOMÓVILES S.A.Spain

The Green Cross

Production teams consisting of 8-12workers have outlined goals whichshould be achieved each year.

A Green Cross shaped calendar hasbeen created, where incident freedays are coloured green, healthproblems and injuries which do notrequire a day off work are marked inyellow and occupational injuries inred. Each incident is commented onin group meetings and suggestionsare made to avoid such events in thefuture. In 1998, 8,053 proposals weremade and 62% of these wereimplemented.

A tool to enhance occupationalhealth and safety culture andpromote workerÕs participation

The Green Cross helps to evaluatethe results of WHP measures and tounderline the importance of

OPELÕs Occupational Health Service (OHS) is determined to develop a cultureof prevention amongst its permanent staff (from management to individualworkers) and external providers. OPEL is a firm supporter of WHP measures.

WHP measures relate not only to the area of prevention (safety, hygiene,ergonomics and occupational health) but also to health promotion and qualityof life. This incorporates social and health related services, drugs andgambling addiction programmes, immunisation plans and chronic diseasesurveillance...

As established under Law 31/1995 (Spanish transposition of the CouncilDirective 89/391/EEC) occupational health and safety should be integrated inbusiness activities and workers should actively participate in itsimplementation. In relation to this point, OPEL has incorporated the CRUZVERDE (Green Cross) as a means of improving the culture of prevention andpromoting worker participation.

Branch:

Manufacture of motor vehiclesNo. of employees:


CarsLocations:

Figuer�elas (Zaragoza)Miscellaneous:

85% of the employees work shifts;13.4% of the employees are disabled

preventative health measures for theorganisation. It also promotes activeworker participation not only inmonitoring working conditions but insubmitting solutions and in enhancingtheir awareness of these topics.

Successful co-operation

The Green Cross is a good exampleof successful collaboration betweenthe company, the insurance company(FREMAP) and autonomous andnational administration. The projectÕsmain goal is to increase awareness ofWHP tools amongst OPEL providers(mainly small and medium sizedenterprises) through occupationalhealth and safety trainingprogrammes.


66

Astra ABSweden

Health starts at breakfast

The management, those responsiblefor occupational health and safety,human resources and environmentalprotection as well as the workscouncil are involved in the planningand implementation of workplacehealth promotion measures. Theemployees participate in the design oftheir workplace through projectgroups and quality groups.

As part of AstraÕs quality assurancesystem, absenteeism, industrialaccidents and the results of staffsurveys are analysed anddocumented on a on-going basis. Thecompany uses the results as a basisfor planning the continuousimprovement of working conditions.

Astra invests heavily in thedevelopment of its employeesÕ skillsbase - particularly health skills. Forthis purpose, a Ôskills developmentplanÕ is drawn up for each employee.A regular Ôbreakfast meetingÕ hasbeen set up for the further training ofthe executive team. This meetingincludes a healthy breakfast, and alsoopens up opportunities for otheractivities such as water aerobicstraining, and seminars on healthrelated subjects.

The slogan at Astra AB is: ÒEverything thatÕs good can be made better!Ó.Therefore, the company has also set itself high quality standards for workplacehealth. Astra has separate guidelines for workplace health promotion,occupational health and safety, smoking, alcohol, drugs and pregnancy.

Branch:

Pharmaceutical industryNo. of employees:

5.760 in S�dert�ljeProducts/Services:

Research, production, marketingand administrationLocations:

Headquarters in S�dert�ljeMiscellaneous:

High proportion of women (56%)

In addition, the company looks afterits employees through a staff careproject, keep-fit exercises at theworkplace, social, sports and culturalprogrammes as well as courses onhealth topics.

A number of activities are aimed atimproving compatibility betweenfamily and work. These includeflexible, individual working hours andthe possibility of telework.

Healthy employees, satisfied customers

The evaluation of the healthpromotion measures has shown thatcurrently about 60% of all employeesmake use of the programmes onoffer. Working hours lost due toillness, industrial accidents and staffturnover have fallen while productivityand both staff and customersatisfaction have increased. Theemployees smoke less, do moreexercise and are better able to copewith stress. Absenteeism due toillness now averages 2.5%.


67

LUFTFARTSVERKET

Civil Aviation Administration,Stockholm Division, Arlanda and Bromma AirportsSweden

Encouraging health

Forty employees of the Civil AviationAdministration have been trained asÒhealth inspirersÓ. Their task is topromote their colleaguesÕ awarenessof healthy working conditions andhealth promotion activities and todevelop appropriate programmes.Health promotion officers are active inthe company; drawing up Òpersonal health programmesÓ. Usingthis tool, knowledge is gained both ofthe individual work situation (e.g.demands, decision-making skills,satisfaction) and of eating habits,leisure time behaviour, stress,condition of health and well-being ofthe individual employee. Thisknowledge is used to create specialmeasures for each current workingteam. These measures can beplanned in co-operation with theoccupational medicine department,the safety engineers and staffrepresentatives. The employees canparticipate in these programmesduring working hours.

Staff surveys are conducted regularlyand their results serve as a basis forplanning WHP. The surveys relate tostaff satisfaction with superiors andhealth-related measures which havealready been implemented.

At the Civil Aviation Administration, the working conditions are viewed from aholistic perspective, which embraces physical, mental, social andorganisational aspects. The company has guidelines on health protection andhealth promotion and their observance is reviewed in annual audits. Thecompany management and employees are responsible for workplace healthpromotion. Some of the WHP measures are financed by a separate budget.

Branch:

Civil aviationNo. of employees:


Running of airportsLocations:

Stockholm

The Civil Aviation Administrationoffers its employees a wide variety ofprogrammes covering sports, leisuretime activities and a healthy lifestyle.Alcohol and drug programmes alsoexist. The staff pay reduced prices inthe airport restaurants.

In order to promote greatercompatibility between family life andworking life it is possible for someprofessions to work from home forpart of the week.

Success with health promotion

All WHP measures are evaluatedonce a year at the Civil AviationAdministration. According to theseevaluations, numerous successes areattributable to the health-orientedactivities: improved workingatmosphere, lower staff turnover,enhanced company image and anincrease in productivity.


68

MALMÖ

B

RANDKAR

Malm� Fire BrigadeSweden

Branch:

Public serviceNo. of employees:


fire-fighting, rescue servicesLocations:

Malm�Miscellaneous:

67% of the employees work shifts(incl. night shifts)

... People are capable of this.Ó

The great commitment of theemployees has contributed towardsfirmly anchoring health promotionwithin the company. The workingatmosphere and image haveimproved, staff turnover andabsenteeism are low at an average of9 days. Participation in fitnessprogrammes is very high. Theaddiction programmes have alsomade savings. The accident rate fellfrom 70 to 22 between 1981 and1997.

MALMÖ

BRANDKAR

ÒPeople want to achievesomething...

The development of the WHPprinciples at the Malm� fire brigadeincluding the on-going planning,supervision, control and evaluation ofthe measures implemented is theresponsibility of specificallydesignated committees. In addition tothis, the Òdepartmental councilÓ meetsonce a month to discuss topicsrelevant to health and safety and toplan appropriate campaigns. Staffrepresentatives work in steeringcommittees on the design,implementation and evaluation ofWHP measures. Outside thesecommittees employees activelydiscuss possible improvements inworking conditions - supported by agood information flow and an openatmosphere. Staff development playsan important role at the company. Atleast once a year superiors discusspersonal and professionaldevelopment with each employee.Colleagues with alcohol or drugproblems receive qualifiedcounselling with the aim of beingtreated and returning to his/herworkplace. Another group deals withthe prevention and treatment oftraumatic stress caused by verydifficult call-outs.

The Malm� fire brigade is convinced that people like doing well. The companywants to create a climate in which the employees can enjoy their work. Theirideas on work organisation are taken on board as it is assumed that theythemselves can best solve the problems which arise. Trust and support play acrucial role in the leadership style.


69

L�nsf�rs�kringar WASA(LWAB)Sweden

Satisfaction pays dividends

LWAB uses a system of ÒinternalcontrolÓ to methodically analyse anddocument the working conditionswithin the company. The number ofworking days lost and industrialaccidents are evaluated. An audit onthe entire company is conductedevery year. The results of theseaudits form the basis of the healthpromotion strategies and for planningof health-related measures.

In order to determine health risks atthe workplace and to learn moreabout the needs and level ofsatisfaction of the employees, Òhealthand work profilesÓ are also drawn up.Many departmental managers alsowork with this device. LWAB aims towork through co-operation andconsensus, and not conflict.

Each employee has an ergonomicallydesigned workplace and can have amedical examination at any time.In addition to a wide variety ofcourses on offer, such as backtraining or stress management, thereis a programme to combat alcoholand drug abuse. Participation inhealth promotion measures isgenerally free of charge to theemployees.

LWAB has corporate guidelines on workplace health promotion (WHP). Thedepartmental managers take the main responsibility for workplace healthpromotion and there is a separate budget allocated for this purpose. Theactivities are carried out by the department for health promotion together withexternal doctors and nurses, physiotherapists and communications andmanagement consultants. The close co-operation between these four groups isregulated by agreements.

Branch:

InsuranceNo. of employees:


Health-related servicesLocations:

Stockholm

LWAB has its own training centre. Inaddition to this, a canteen provideshealthy food. A swimming pool andsports facilities are available andemployees are encouraged to dosome physical exercise.

Better working atmosphere, higherproductivity

The host of workplace healthpromotion measures has had apositive impact on the companyimage and working atmosphere andproductivity has improved. Theaccident risks have been substantiallyreduced in the canteen, printing shopand the post department. Because oftraining in safety matters, employeesare now much more aware of therisks.

Take-up of health promotionprogrammes by employees is veryhigh: about 85% of the employeesuse these facilities.The rate of absenteeism due toillness at the company is about 3%.


70

ABB Hochspannungstechnik AGSwitzerland

Highly varied and systematic

Workplace health promotion isplanned and co-ordinated by a bodywhich comprises an externalindustrial physician who is regularlyresponsible for the works, the humanresources manager, the executiveteam, the works council, the socialassistance department and externaloccupational safety experts. In closeco-operation they analyse the riskfactors at the workplace and advisethe various departments on theergonomic organisation of the work.

One special feature is the ÒethicsdiscussionÓ initiated by the company:Employees collect topics, such asbeing overtaxed by their work andage, which they discuss together. Theproposals drawn up here aresubsequently presented. Staffparticipation also includes qualitycircles on workplace design and inthe Òideas management systemÓ.Staff surveys on job satisfaction areconducted regularly and the resultslead systematically to theimplementation of the improvementsfound by this instrument to benecessary. Staff appraisal meetingson performance agreements aredesigned so that they serve to match(future) job requirements and skills.

Protecting and promoting the health of its employees are the most importantcorporate objectives of ABB Hochspannungstechnik AG both for economicreasons and as part of its social responsibility. ABB has established aworkplace health management system at its Swiss locations for which therespective human resources and health departments are jointly responsible.

Branch:

Electrical industryNo. of employees:


High-voltage switchgearLocations:

ZurichMiscellaneous:

Certified to ISO 9001 and ISO14001; 10% women, 36% graduateengineers / academics

At ABB, future executives attend atraining programme to promote socialskills and where they learn above allto recognise physical, mental andsocial stresses. Focal points ofhealth-related programmes andcampaigns are also addictionprevention and assistance, help withmobbing, stress, stopping smoking,healthy food and the early detectionof heart/circulation risks. Measures toimprove reconciliation betweenworking and family life, a fitnesscentre on the works premises andcultural programmes round off thevariety of events for the employees.

An all-round success

The ABB health management systemcan book improvements in theworking atmosphere, work motivationand job satisfaction as successes.Moreover, the time lost due to illnessover the last five years has fallen by40% (currently 2.3%) and theaccident rate is 0.4%.


71

Druckzentrum BernSwitzerland

External specialists provide assistance

A project steering committeedevelops and co-ordinates workplacehealth promotion at Druckzentrum,receiving advice from the PLUS officeas well as assistance withimplementation. The companyspecifically determines the needs byanalysing staff surveys, absenteeism,industrial accident statistics, andemployee interviews.

In the meantime the workingconditions have been improved invarious respects. For example, thestart of the shift has been moved byone hour . Action has also been takento ensure better air circulation andtemperature control. Campaigns havebeen carried out aimed at makingemployees more aware of healthrisks caused by noise and to increasetheir willingness to wear protectiveequipment.

Furthermore, campaigns such asÒTreating each other with morerespectÓ have had a positive impacton the working atmosphere.

Berner Druckzentrum supports itsemployees to have healthier lifestylesby offering programmes on nutritionalfood, how to stop smoking, andhealthy canteen food. The company

Druckzentrum Bern initiated the project ÒWork PLUS HealthÓ as far back as in1993 at the instigation of the city of Bern. The project is supported by thePLUS office for health promotion and addiction prevention and its aim is tomaintain and promote the health of the employees of Druckzentrum Bern. Thecorporate guidelines and a co-operation agreement with the PLUS officeregulate the WHP details.

Branch:

Printing industryNo. of employees:


NewspapersLocations:

BernMiscellaneous:

Druckzentrum Bern is a subsidiaryof Berner Tagblatt Medium AG.95% shift work, 25% part-time work

offers its employees qualified socialand addiction assistance and addictsalso receive rehabilitation supportfollowing detoxification.

Employees are rarely ill

At Druckzentrum all health-relatedactivities were evaluated between1993 and 1995. The company wasalso interested in whether theemployees accept the action taken.Moreover, data on job satisfactionand other company documents wereassessed. This information showedthat the wide variety of healthpromotion measures have improvedboth the working atmosphere as wellas job motivation and staffsatisfaction.Absenteeism due to illness has beenreduced to 1.97%, the time lost dueto accidents is 0.11%.


AustriaMag.DDr. Oskar MeggenederOber�sterreichischeGebietskrankenkasseGruberstr. 77A - 4021 Linzphone: +43 732 7807-2710fax: (-2707)[email protected]

BelgiumKonstantin von Vietinghoff-ScheelInstitute for Applied PsychologyAvenue de Stalingrad, 23B - 1000 Bruxellesphone: +322 511-2131fax: (-2411)[email protected]

DenmarkKjeld B. PoulsenArbejdsmilj¿instituttetLers¿ Parkall� 105DK - 2100 K¿benhaven ¯phone: +45 39 16 5-450fax: (-201)[email protected] or [email protected]

FinlandDr. Juha LiiraWork Ability CentreFinnish Institute of Occupational HealthTopeliuksenkatu 41 a AFIN-00250 Helsinkiphone: +358 9 47 47-643fax: (-651)[email protected]

FranceXavier MazenodAssociation Ma Sant�31, rue VoltaireF-92800 Puteauxphone: +331-41 25 45 59fax: (-45 06 27 50)[email protected]@sokari.com

GermanyDr. Gregor Breuckeror Karin KunkelBKK BundesverbandEurop�isches InformationszentrumKronprinzenstr. 6D - 45128 Essenphone: +49 201 179-1208/1289fax: (-1032)[email protected]

GreeceDr. Elisabeth GalanopoulouMinistry of Labour and Social SecurityCentre of Occupational Safety and HealthPireos 40GR -10182 Athensphone: +301 321-4147, 321-4092fax: (-4197)[email protected]

Great BritainBrenda StephensHealth Promotion Wales, Ffynnon-lasTy Glas AvenueUK-LlanishenCaerdydd/CardiffCF4 5DZ, Walesphone: +44 1222-681225fax: (-755813)[email protected]

IcelandDagrun ThordardottirOccupational Safety and HealthBildh�fda 16ICE-Rejkjavikphone: +354-672 500(-567 4086)[email protected]

IrelandShay McGovernDepartment of HealthHealth Promotion UnitHawkins HouseIRL-Dublin 4phone: +353 1 671-4711fax: (-1947)


ItalyProf. Lamberto BriziarelliUniversita degli studi di PerugiaDipartimento di IgieneVia del GiochettoI - 06100 Perugiaphone: +39 75 5853-305fax: (-317)[email protected]@unipg.it

LuxembourgPaul WeberDirecteurInspection du Travail et des Mines26, rue Ste ZitheB.P. 27L - 2010 Luxembourgphone: +352-478 61 50fax: (-49 14 47)[email protected]

NetherlandsPaul C. BaartCentrum Gezondheidsbevordering op de WerkplekDutch Centre WHPJohan van Oldenbarneveltlaan 9NL - 2528 Den Haagphone: +31 70 355-2502fax: (-8399)[email protected]

NorwayOdd Bj¿rnstadStatens Arbeidsmilj¿instituttGydas vei 8pb. 8149 Dep.N-0033 Oslophone: +47 23195-395fax: (-200)[email protected]

PortugalDr. Emilia NatarioMinist�rio da Sa�deDirec�ao-Geral da Sa�deP - 1056 Lisboa Codexphone: +351 1 84 30 500fax: (-6639 or 6455)

[email protected] Alvaro DuraoMinist�rio da Sa�deDirec�ao-Geral da Sa�deP - 1056 Lisboa Codexphone: +351 1 84 30 500fax: (-6639 or 6455??)[email protected]

SpainDr. Maria Dolores Sol�INSHT - CNCTC/Dulcet 2-10E - 08034 Barcelonaphone: +349 3 280-01 02fax: (-36 42)[email protected]

SwedenDr. Ewa Menckel National Institute of Working LifeS - 17184 Solnaphone: +46 8-617 0322 fax: (-653 1750)[email protected]

Liechtenstein/SwitzerlandVolker Gr�ssleSUVA Gesundheitsf�rderungSchweizer. UnfallversicherungsanstaltSeilerstr. 3CH-3001 Bernphone: +41 31 387-3387 fax: (-3434)[email protected]


Healthy Employees in Healthy Organisations

WHINU O

Published by:

Federal Association of Company Health Insurance Funds

(BKK Bundesverband)

European Information Centre

Kronprinzenstra§e 6, D-45128 Essen

Fax +49 201 179-1032

e-mail [email protected]

© BKK Bundesverband

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models of good practice - ENWHP · Miscellaneous: 48% women, 52% shift workers employee two days...

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