TfL 5 year Health and Wellbeing Improvement Programme

The TfL health and wellbeing improvement programme (HWIP) presented here aims to include all employee health and wellbeing improvement

activities. The majority of these are funded by TfL OH; others are funded by other parts of HSE Directorate, Facilities and HR. It aims to align

with the ORR Occupational Health Programme 2014 – 2019.

Rationale: Optimal employee health and wellbeing improves business performance and the delivery of TfL’s transport system which

keeps London working, growing and accessible to all who live, work and visit it.

Long term vision:

TFL is a healthy place to work and everyone is engaged in optimally managing their health and wellbeing

Long term aims:

1. Everyone has the opportunity to develop their knowledge, skills and engagement to manage their health and wellbeing to the max

2. TfL’s working environment and working relationships are good for our health

3. Health and Wellbeing is embedded in the organisation’s culture and initiatives

Long term aim 1: This is OH’s remit. HWIP and OH services will have a direct effect on empowering employees with appropriate tools to look after their health and wellbeing Long term aim 2: OH can influence other TfL departments in achieving it, but can only be indirectly responsible for meeting it. Long term aim 3: OH can influence other TfL departments in achieving it, but can only be indirectly responsible for meeting it. This is achieved through:

Leadership on health and wellbeing throughout TfL

Preventative Interventions

Enabling Interventions

Communication and Training Strategy

Adding Value

Objectives

The Health and Wellbeing Improvement Programme “Four Steps to Health” objectives are:

Objective 1(Nutrition): For employees to improve their lifestyle habits relating to nutrition in a manner which is inclusive to shift workers

Objective 2 (Physical Activity): For employees to increase their physical activity levels with emphasis on changing the habits of those not meeting the recommendations for health

Objective 3 (Mental Health – Sleep): For employees to improve their lifestyle habits relating to wellbeing and sleep in a manner which is inclusive to shift workers

Objective 4 (Overall Health): To reduce the risk at developing poor health, illness

If these objectives are met it would impact on employees’ attendance and engagement.

We will evaluate the strategy by collecting the data below:

SAP reporting (absence number of days lost)

Viewpoint survey (wellbeing index analysis, health and wellbeing engagement score*¹)

GCC reporting (physical activity)

OH Medical periodic appointment (obesity)

Mental health awareness survey*²

Your heart risk assessment website

Online weight loss pre and post programme survey

Health fair data

Flu jabs data

*¹ Health and Wellbeing engagement score measures and baseline to be developed

*² Mental Health Awareness survey is still in the process of development and dependable of budget

Objectives Direct Measurement *³ Benefits

Nutrition Obesity levels based on OH Medical periodic appointments and online weight loss programme survey

Employees: Non-financial through improved wellbeing and preventing illness

Physical Activity Physical Activity Levels –steps/day or minutes/week dependant on intervention

Employees: Non-financial through improved wellbeing and preventing illness

Mental Health and Sleep Wellbeing index analysis and Mental Health awareness survey. GCC reporting.

Employees: Non-financial through improved wellbeing and preventing illness

Overall Health Flu jabs uptake, Your heart risk assessment website, GCC reporting and Health fairs data, Health and Wellbeing engagement score

Employees: Non-financial through improved wellbeing and preventing illness

Attendance Average number of absent days due to ill health (long term sickness and short term sickness)*4

Business: Financial through reduction of sickness absence

Engagement Health and Wellbeing engagement score Employees: non-financial via improved job satisfaction

*³ Baseline will be set on year 0, then objectives for percentage increase will be defined. Data comparative analysis as per Box 5 on page 16

*4 A pragmatic approach has to be taken when analysing sickness absence as there are factors which are not under HWIP’s scope that can impact

employees attendance

Accountability

Prevention at occupational level. Occ Hygiene. Workplace exposures / risk assessment

Improves health behaviours/ lifestyle factors:- harmful substances / diet / activity / attitude / sleep

Organisational (HR, Facilities, Employee relations, Legal, IM) Health Impact Assessments. Environmental factors. Job design. Expectation of behaviours Policies e.g life balance DISCRETIONARY

HWIP coordinates those aspects that OH takes a lead on AND provides a contribution to those aspects that need health expertise - and

External factors Cultural norms Media Family / tribe

Occupational Health Face to Face - Townsend House activity

HWIP leads on this and coordinates, encourages, promotes.

HWIP reports progress, points out alignment / lack of alignment and coordinates some new developments.

Programme Lead: Programme Steering Group: Occupational Health

Stakeholders: Key representatives across TfL

Head of Occupational Health

Head of Occupational Health Health and Wellbeing Improvement Programme Manager Head of Musculoskeletal Health and Physiotherapy Occupational Health Lead Doctor Member of Counselling and Trauma Services Lead Occupational Health Advisor Occupational Health Business Manager

Health and Safety Advisor - Surface People Management Advise Specialist – HR Equality and Inclusion Specialist – HR Employee Relations Team Support – LU PMA Manager – COO HR Health and Safety Council – Corporate Employee relations HR Training Manager – Skills Development RMT representative TSSA representative Human Factors and Occupational Hygiene Advisor – HSE General Manager – COO Transformation Regional Operations Manager – Dial-a-Ride Process Improvement & Review Manager – IM Performance and Compliance Operational Performance Manager – Facilities Operations Employee Communications Business Partner – Employee Comms Health and Safety Council – Coorp Employee Relations

Stakeholders Roles and Responsibilities

1. Understanding the Health and Wellbeing Improvement Programme and how it impacts on their area of the business

2. Contribute to the work of HWIP planning and development through:

Work as a key link between HWIP steering group and the business, helping identify local needs and bringing ideas to

overcome issues

Reviewing and commenting on documents

Socialising documents with others in their area of the business

Unblock obstacles if they are in their area of the business

3. Proactively promote health and wellbeing campaigns and cascade appropriate information to others who need to know.

4. Keeping abreast of HWIP progress and ensure attendance at stakeholder meetings

TFL Health and Wellbeing Improvement Programme - 5 Year Plan

Leadership

• Focus on the message that employee health makes a significant and positive contribution to productivity and engagement

2016-17 2017-18 2018-19 2019-20 2020-2021

Engage Board Level Champions

Attendance and presentations about HWIP at relevant senior meetings: HSEC, TfL People Group

Engage Trade Union representatives at strategic level

Meet TU paid officials to discuss health agenda and collaborative working

Engage TfL staff network groups

Meet with TfL staff network groups to discuss health agenda and collaborative working

TFL Health and Wellbeing Improvement Programme - 5 Year Plan

Prevention

• Focus on preventing work related and lifestyle illness

• Promote good health behaviours

2016-17 2017-18 2018-19 2019-20 2020-2021

Physical Activity

Delivery of Champion Training and GCC Physical Activity Challenge across LU Operations. Delivery of Step it Up- programme across head offices Continue development of educational programme about effects of sedentary lifestyle Review physical activity information on Health and Wellbeing intranet pages

Tender Physical Activity challenge to be delivered across TfL. Review Working back guide

Musculoskeletal

Complete Musculoskeletal risk assessment of train cabs. Key findings implemented into CDP and CMS as appropriate

Mental Health/ Sleep

Mental health awareness survey (Analysis of Mental Health awareness survey will serve as recommendation for future activities)

Mental health first aid traning Review Mental Health information on Health and wellbeing intranet pages Mental Health awareness events, including Time to Change pledge Development of sleep awarensess campaign

Review Ride the wave booklet, Resilience e-training, Resilience booklet, Are you listening booklet Delivery of sleep campaign

Mental health awareness survey

Mental health awareness survey

Improvisation workshops for a healthier mind Explore existing wellbeing tools and their use in the workplace

Medical

Review Medical conditions information on Health and Wellbeing intranet pages Delivery of flu vaccination campaign across TfL Pneumococcal vaccination campaign to welders and members of TFL staff exposed to welding fumes at work

Review Shift work and health intranet pages

Vitamin D awareness campaign

Management of Workplace Hazards

Refocus on occupational health measures to assess risk and monitor exposure. Complete matrix review, identify gaps and develop a plan to address the gaps

Review compliance with requirements for health surveillance provision

Other Lifestyle Behaviours

Delivery of smoking cessation campaign in collaboration with NHS

Other Health and Wellbeing Awareness

Review of health fair programme requirements including review of information and materials available at health fairs

Delivery of Health Fairs

TFL Health and Wellbeing Improvement Programme - 5 Year Plan

Enabling

• Focus on enabling employees with health problems and disabilities to live and work productively

2016-17 2017-18 2018-19 2019-20 2020-2021

Physical Activity

Musculoskeletal

Condition Management Programme pilot

Mental Health/ Sleep

Wellbeing index analysis based on viewpoint survey Mental Health intervention/support to specialist area

Medical

Management of Workplace Hazards

Nutrition and weight loss

Delivery of online weight loss programme

Review nutrition and weight loss information on health and Wellbeing intranet pages Engage with TfL information & Communication technology and TfL Online Marketing & Communications to create an electronic book with the content of the 12 week weight loss booklet

Engage with Facilities to review the possibilities of providing healthier food at canteens

Other lifestyle behaviours

TFL Health and Wellbeing Improvement Programme - 5 Year Plan

Communication and Training

• Focus on engaging and communicating with employees about their health and wellbeing

2016-17 2017-18 2018-19 2019-20 2020-2021

Communication

Produce and implement strategic communication plan with the aim to engage employees about their health

Training

Recruitment, training and support of health and wellbeing champions. Skills based on : - General health and wellbeing - Physical activity - Mental health - Weight loss and nutrition

TFL Health and Wellbeing Improvement Programme - 5 Year Plan

Adding Value

• Focus on data collection, analysis and presentation to demonstrate the value of the programme

2016-17 2017-18 2018-19 2019-20 2020-2021

Wellbeing index analysis based on viewpoint survey

Health and Wellbeing employee engagement via Viewpoint – develop measure baseline.

Health and Wellbeing employee engagement

Absence- number of days lost due to ill health data report – setup baseline and run every year

Physical activity levels – Heath fair and GCC data

Obesity at TfL – based on OH medical appointment data

Obesity at TfL – based on OH medical appointment data – compare with year 1

Obesity at TfL – based on OH medical appointment data- compare with year 1 and 3

Mental health awareness survey

Mental health awareness survey- compare data with year 1

Mental health awareness survey- compare date with year 1 and 3

Your heart risk assessment website data analysis

Health Fair data anaylsis

Flu vaccination data analysis

“4 Steps to Health”

At the annual level HWIP is divided into 4 seasons and each season relates to a specific theme.

Every person’s journey in health matters

Season 1 – Mental Health and Sleep

Promote and run the interventions related to mental health and sleep:

Mental Health awareness events to mark mental health day

Sleep awareness campaign

Mental Health awareness survey ( on the years that it is running)

MHFA

Improvisation Workshops for a healthier mind

Challenge to be developed

Sign post to upcoming seasons + challenges

Season 2 – Nutrition and Weight Loss

Promote and run the interventions related to nutrition and weigh loss:

Online weight loss programme

Weight loss booklet

Benefits of health eating (food and mood – food and energy levels- food and cholesterol- food and diabetes)

Shift work and health eating information

Change 4 Life – Smart recipes

Challenge to a healthier eating lifestyle (by taking part of the online weight loss programme) or similar challenge

Sign post to upcoming season + challenges

Season 3 – Physical Activity and Musculoskeletal

Promote and run the interventions related to physical activity and musculoskeletal:

Global Corporate Challenge (or similar tool)

Effects of Sedentary lifestyle information campaign

Signpost to Physical activity events ( internal and external, with emphasis on Active travel)

Fit 150 Challenge

Benefits of physical activity (mood – energy levels- medical conditions)

Sign post to upcoming season + challenges

Season 4 – Medical Conditions/Flu jabs and Smoking Cessation

Promote and run the interventions related to medical conditions, flu and smoking cessation

Advertise Flu jabs campaign

Promote Stop smoking campaign

Promote Drinks meter or similar tool website

Promote Your heart risk assessment website

Promote Shift work and related medical conditions awareness

Promote Vitamin D awareness campaign

Challenge (Stop Smoking, healthier heart)

Sign post to upcoming seasons + challenges

Appendix A

Checklist to help identify whether an intervention will work at TfL

Does this intervention have an evidence base that suggests it will meet the need we have identified?

Do we have relevant evidence and reference points to show the need for and benefit of this intervention?

Do we have and/or can we buy the time, resources and expertise to implement this intervention effectively?

Does this intervention fit with the TfL culture and environment? Does it fit with the culture and environment of the target population?

Can we engage senior people and managers at all levels in championing this intervention?

Can we engage local champions and peer-to-peer communication around this intervention?

Do we have a clear communication plan to ensure that all relevant employees know about this intervention?

Does this intervention build on the work we have already done and fit with our existing programme in terms of content and quality of delivery?

Can this intervention be integrated with other TfL activities?

Does this intervention require unachievable availability of employees (e.g. release for operational staff) or can it be built relatively easily into their working day/non-work time?

Does this intervention include clear procedures, planning and organisation?

Will employees be involved in the design, development, implementation and evaluation of this intervention?