Sit or Fit? Work Wellness! - Chatham-Kent...10/8/2015 1 Sit or Fit? Work Wellness! Shauna M. Burke,...

10/8/2015

1

Sit or Fit? Work Wellness!Shauna M. Burke, PhD, School of Health StudiesMichael J. Rouse, PhD, Richard Ivey School of Business

Our Discussion Today

Definition and benefits of physical activityDefinition and risks of sedentary behaviourExample “Move More/Sit Less” workplace

initiativesSun Life – Ivey Canadian Wellness ROI

StudyQ & A

2

10/8/2015

2

3

What is Physical Activity?

Any bodily movement produced by skeletal muscles that requires energy expenditure

World Health Organization (2015)

4

Psychological Benefits of Physical Activity

• state and trait anxiety

• depression

• cognitive functioning

• self‐esteem

• mood states

• reactivity to stressors

Carron, Hausenblas, & Estabrooks (2003)

10/8/2015

3

Physiological Benefits of Physical Activity

5World Health Organization (2015)

• bone and functional health

• muscular and cardiorespiratory fitness

• risk of hypertension, coronary heart disease, stroke, diabetes, breast and colon cancer

• risk of falls and hip or vertebral factures

• weight control and energy balance

6

Inactivity the incidence of at least 17 unhealthy conditions:

Obesity Coronary heart disease Type 2 diabetes Some cancers

“We know of no single intervention with greater promise than physical exercise to reduce the risk of virtually all chronic diseases simultaneously” (p.778)

Booth, Gordon, Carlson, & Hamilton (2000)

Consequences of Inactivity

10/8/2015

4

Physical Activity Guidelines

7Canadian Society for Exercise Physiology (2011)

Prevalence of Physical Activity

8

Approximately 47% of Canadian adults are inactive• More men (55%) than women (51%) are active

Globally, at least 1 in 4 adults fails to

achieve the minimum recommendation ofdaily physical activity

10/8/2015

5

9

What is Sedentary Behaviour?

Wilmot et al., 2015

Any waking sitting or lying behaviour with low energy expenditure

10Physical Activity Resource Centre & Ontario Physical Education Association, 2015

10/8/2015

6

RISKSof Sedentary Behaviour

Sedentary time is associated with an risk of diabetes, cardiovascular disease, and cardiovascular and all-cause mortality

11Wilmot et al., 2012

12

RISKSof Sedentary Behaviour

“…substituting sedentary behaviour with standing or light-intensity physical activity may reduce the risk of chronic disease and mortality, independently to the amount of MVPA undertaken.”

Wilmot et al. (2012), p. 2902

10/8/2015

7

The estimated total health care costs of physical inactivity in Canada in 2009 were $6.8 billion

13Janssen (2012)

Economic Impact of Physical Inactivity

Moving forward…

14

10/8/2015

8

Move More/Sit Less Workplace Initiatives

A purposeful approach is the key to greater success.

15

16

10/8/2015

9


1) Education and Awareness

17

Communication campaigns (e.g., e‐mail and signage prompts to take physical breaks, health posters, intranet)

Offer health risk assessments and biometric screening clinics

18

Educational sessions for employees (e.g., lunch and learns, health fairs)

Move More/Sit Less Workplace Initiatives Promote education and

increase awareness…

Ongoing support and training (e.g., conferences, webinars, workshops, etc.) for managers and staff involved in the planning and implementation of wellness opportunities

Canadian Fitness and Lifestyle Research Institute (2008); Chénier, L. (2014); Physical Activity Resource Centre & Ontario Physical Education Association (2015)

10/8/2015

10


2) Supportive Environment

19

Improve stairwell appearance and signage to encourage stair use

20


Provide on‐site gym facilities or local gym discounts

Organize active lunch time activities

Encourage healthy snacks during meetings

Create a health library/resource centre, online resources, newsletters

Create a favourable and supportive environment for wellness…

Sponsor community events, local sports teams, or activity‐related sessions in the community (e.g., free public skating or swimming)


10/8/2015

11


3) Create a “Sit Less” Environment

21

Encourage employees to get up from their desks every 20‐30 minutes

Provide extra‐long telephone cords or telephone headsets

22

Promote standing or walking meetings

Chénier, L. (2014); Physical Activity Resource Centre & Ontario Physical Education Association (2015)


Introduce height‐adjustable desks

Organize work tasks so employees can stand or sit while working

Introduce short stretch breaks every 30 minutes during meetings

Make it easy to “sit less” at work…

30

10/8/2015

12


23

4) Healthy Policies

24

Organizational Change Model

Crossan, Rouse, Fry, & Killing (2013)

OrganizationalChange

Behaviour

Behaviour

Behaviour

Culture

Culture

Culture

Leverage Point

ManagementProcesses

Leverage Point

LeadershipBehaviour

Leverage Point

OrganizationStructure

10/8/2015

13

25Canadian Fitness and Lifestyle Research Institute (2008); Chénier, L. (2014); Physical Activity Resource Centre &

Ontario Physical Education Association (2015)


Start a wellness committee (and allow those who participate to do so during work hours)

Create healthy policies…

Include employees in the development of wellness policies, programs, and opportunities to ↑ interest and participation

Establish policies to overcome barriers to physical activity (e.g., flexible hours, active breaks, telecommuting, etc.)

Consider an employee survey to identify barriers and enablers

Encourage senior staff and managers to be active


5) Group-Based Initiatives

26

10/8/2015

14

27Burke et al. (2006)

“Home‐basedprograms”

“Group‐basedprograms”

Home‐basedContact

Home‐basedIsolation

“True” Groups

Collectives

28Burke et al. (2006)

True Groups

Collectives

ES = .74* (n = 10)

Home – Isolation

ES = .72*(n = 6)

Home – Contact

ES = .09(n = 18)

* p < .05

Intervention protocols fall along a continuum of effectiveness:

10/8/2015

15

Walking clubs, pedometer challenges, community‐based “team” challenges (e.g., InMotion™ Challenge, Corporate Challenges, etc.)

29


Team building, team goal setting, and self‐monitoring related to wellness

Group‐based activity sessions led by a qualified instructor

Use the “group” as an agent of change…

Group information sessions involving health professionals “making the case” for wellness in the workplace


Buddy system

Success Strategies Provide ongoing advice, education, and encouragement Provide group and individual goal setting opportunities Utilize support networks and the “group” Provide incentives (e.g., draws, monetary rewards, etc.) Provide rewards and recognition (e.g., success stories,

social events, “active employee of the month” award, etc.)

Include and empower employees in the process Utilize existing Canadian resources Be inclusive Provide a variety of opportunities

30Canadian Fitness and Lifestyle Research Institute (2008); Chénier, L. (2014); Physical Activity Resource Centre & Ontario Physical Education Association (2015)

10/8/2015

16

Seizing the Opportunity Requires both…

The Health Caseand

The Business Case for Wellness

31

• Strategic alliance between Sun Financial and Ivey Business School to determine the impact of workplace wellness on employee and organizational health as well as company costs

THE STUDY

10/8/2015

17

IVEY RESEARCH TEAM

Project Manager: Elisa M. Yaquian, MScData Analyst: Rodney T. Tembo, MSc MSc student: Shivani Parihar Student volunteer: Jaymie O. Varenbut

Professors: Dr. Greg Zaric, Dr. Sisir Sarma, Dr. Michael J. Rouse,Dr. Shauna Burke, Dr. Charlice Hurst

Postdoctoral fellows: Dr. Adebayo Aderounmu & Dr. Josephine JacobsPhD students: Vivek Astvansh, Ellen Choi, Ken Xiao

STUDY MILESTONES

20122011

STUDY INITIATED ANALYSIS OF RESULTS

PRELIMINARY RESULTS

FINAL RESULTS

2016201520142013

(Q2 2015 – Q1 2016)(Q2 2011 – Q2 2012)

PHASE 1 (Complete)A meta-analysis of global workplace wellness research meeting strict criteria

PHASE 2 (Complete)In-field study including a two-year wellness program

implemented by six organizations

(Q1 2013 – Q2 2015)

10/8/2015

18

PHASE 1 OVERVIEWMeta-analysis of global workplace wellness research meeting strict criteria

Analysis | Differences in differences

‐ Treatment Grouptime1 2 3 4

This wellness stuff looks great!!

‐ Control Group

This wellness stuff IS great!!

10/8/2015

19

PHASE 1 RESULTS

Wellness programs save

1.5 – 1.7 days of absenteeism(ROI Study, Phase 1)

Absenteeism ranges from 4.7 to 11.2 days

(Statistics Canada, 2011)

PHASE 2 OVERVIEW & MEASURES

• Wellness program participation

• Health habits

• Productivity

• Biometric measures

• Benefit claims data

• Absence

• Employee retention

• Organizational Wellness Index

10/8/2015

20

PHASE 2 OVERVIEWA two year in-field study of a comprehensive wellness program

• Implemented in 6 organizations

• Treatment & control groups

• Distinct locations

• Multiple Sites

INDUSTRIES & JOB CATEGORIES

14%

9%

4%1%

24%10%

37%

1%

Job Category Administrative support

Customer service/Sales

Executive

Fabrication/Machine operation,assembly, or inspectionManager/Supervisor

Other

Professional/Technical

Transportation or material moving

51% Treatment; 60% Control indicated plan to stay +8 years or the rest of their careers

12%

14%

18%

24%

14%

18%

Industry

Software Development

IT Solutions & Integration

Logistics

IT Communication Technology

Specialized Trades

Government

10/8/2015

21

OVERALL STUDY DEMOGRAPHICS

Gender%

MedianAge

Canadian MedianAge 1*

Mean BMI (kg/m2)

(sd)

SmokerCanadianSmokers/gender2

Female 46% 44 48 27.6 (6.1)

20% 18%

Male 54% 43 40 27.4 (4.8)

13% 22%

Health Canada BMI Guidelines ‐ Underweight BMI < 18.5‐ Normal BMI 18.5 ‐ 24.9‐ Overweight BMI 25 ‐ 29.9‐ Obese BMI ≥ 30

1. https://www12.statcan.gc.ca/census‐recensement/2011/dp‐pd/hlt‐fst/as‐sa/index‐eng.cfm?Lang=E(Canada Median *Entire Population not just labour force) (2011)2. http://www.statcan.gc.ca/tables‐tableaux/sum‐som/l01/cst01/health74b‐eng.htm ( smokers, by sex, province and territories (%) 2011)

• Comprehensive wellness program– Same in all organizations using same time line (though not dates)

• Claims data, surveys, biometric screening clinics

• Treatment, Control 1 and Control 2 -- Hawthorne effect

• Rigorous Analysis– Wellness index, mathematical models (difference in differences, multiple

regression analysis, generalized linear modeling with a log-link and gamma response probability distribution, predictive modeling)

METHODOLOGYExperimental Treatment & Control Design

10/8/2015

22

• Wellness Index

• Overall health results

• Comparison of two companies

• Health outcomes compared across time

• Looking forward– What is in the works

EARLY OBSERVATIONS FROM PHASE 2

Organizational Wellness

Stress

Physical Activity Habits

Workforce Engagement, Productivity & Health Wellness Culture

Employee Assistance Program

Nutrition Habits

Alcohol & TobaccoHabits

Physical Activity11%

Nutrition 11%

Workforce Wellness 44%

Stress22%

Alcohol & Tobacco11%

ComponentsWeighting

Sub‐ Components

WELLNESS INDEX OVERVIEW

10/8/2015

23

OVERALL WELLNESS INDEX SCORE % CHANGE

FROM BEGINNING TO END OF STUDY (TREATMENT ONLY)

‐5.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

6.5% 6.1%

25.6%

5.4%

‐0.2%

6.8%

Index % change beginning to end of study

-5.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

Workplace Culture &Engagement

Physical Activity Alcohol & Tobacco

6.5% 6.1%

25.6%

5.4%

-0.2%3.2%

5.4%3.4% 3.0%

-1.4%

6.8%

2.7%

Treatment %ChangeControl %ChangeTreatment %ChangeControl %Change

WELLNESS INDEX SCORE % CHANGE

FROM BEGINNING TO END OF STUDY

Nutrition Stress

10/8/2015

24

OVERALL WELLNESS SCORE % CHANGE: A COMPARISON

-2.0%

0.0%

2.0%

4.0%

6.0%

8.0%

10.0%

12.0%

14.0%

16.0%

18.0%

Company X Company Y

16.2%

-1.5%

2.3%

0.2%

Treatment % Change

Control % Change

Structural FactorsShift in organizational focus

Organization uncertainties

Restructuring

Redefining organizational culture

Org. Climate Factors Managerial turnover

Turmoil

Future uncertainties

Increasing workloads

Stress

Low morale

+ Alcohol & tobacco consumption

Low satisfaction

High turnover

NEGATIVE CONTRIBUTING FACTORSResult

10/8/2015

25

ACCOMPLISHED HEALTH OUTCOMES

0% 10% 20% 30% 40% 50% 60%

Increased energy

Became physically active

Increased my physical activity level

Improved my nutrition

Drank more water

Lost weight (please specify how much weight you lost below)

Managed stress better

Increased amount of restful sleep

Improved communication with others

23%

22%

53%

51%

59%

23%

16%

14%

15%

What health outcomes did you accomplish during this program? (select all that apply)

BARRIERS TO MAINTAINING A HEALTHY LIFESTYLE?

0% 20% 40% 60% 80% 100%

Lack of time

Lack of energy

Family/personal demands

Your lack of interest/low motivation

Lack of healthy food choices at work

Lack of resources

Lack of access to fitness resources

An existing health condition

Lack of knowledge

Lack of support at home

83%

71%

67%

66%

45%

44%

41%

38%

38%

32%

21%

% Participants indicated somewhat and big barrier to a healty lifestyle beginning of study

Lack of healthy food choice in your community

10/8/2015

26

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Lack of time

Lack of energy

Family/personal demands

Your lack of interest/low motivation

Lack of healthy food choices at work

Lack of resources

Lack of access to fitness resources

An existing health condition

Lack of knowledge

Lack of support at home

Lack of healthy food choices in your community

81%

68%

68%

58%

37%

37%

40%

33%

29%

38%

15%

83%

71%

67%

66%

45%

44%

41%

38%

38%

32%

21%

% Participants indicated somewhat and big barrier to a healty lifestyle beginning of study

% Participants indicated somewhat and big barrier to a healty lifestyle end of study

BARRIERS TO MAINTAINING A HEALTHY LIFESTYLE?

6 points

9 points

7 points8 points

8 points

• Testing mathematical models to determine a rigorous ROI

• Mathematical forecasting to predict ROI “if” the wellness workplace program runs longer (e.g., 5 years)

• Effectiveness of initiatives of the wellness program

• Which initiatives reached the expectations & which didn't

• Impact of Mindfulness on error reduction in high reliability organizations

LOOKING FORWARD

10/8/2015

27

Leadership commitment and visibility

An understanding of the health issues facing the organization

A strong communication strategy that connects the dots for employees

Appealing incentives

Continuous evaluation of program value and outcomes

GETTING THE GREATEST VALUE FOR YOUR INVESTMENT

Taking a strategic approach

Michael RouseAssociate Professor, Strategy and Organization, and Principal Researcher of the Study

Ivey Business School at Western University

THANK YOU

www.ivey.ca

sunlife.ca/healthandwellness

[email protected]

Shauna BurkeAssistant Professor, School of Health Studies

and Project Team Member

Western University

Group Benefits are offered by Sun Life Assurance Company of Canada, a member of the Sun Life Financial group of companies.

[email protected]

Sit or Fit? Work Wellness! - Chatham-Kent...10/8/2015 1 Sit or Fit? Work Wellness! Shauna M. Burke,...

Documents

Transcript of Sit or Fit? Work Wellness! - Chatham-Kent...10/8/2015 1 Sit or Fit? Work Wellness! Shauna M. Burke,...