Wellness in the workplace webinar may 2014
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Transcript of Wellness in the workplace webinar may 2014
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Welcome to the Child and Family Learning Network Webinar
Wellness in the Workplace
Child and Family Learning Network
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Additional Webinar Resources:Wellness in the Workplace
https://learn.extension.org/events/1617
Wellness in the Workplace
Kathleen MorganFamily & Community Health Sciences Department Chair,
Rutgers Cooperative [email protected]
Joanne KinseyRutgers Cooperative Extension of Atlantic/Ocean Counties
Adults/Employees are not healthy!
The Burden of Heart Disease & Stroke
Know your state and local data to report to potential partners and employers. Compare it to national data to tell the story.
According to 2007 Behavioral Risk Factor Surveillance System (BRFSS) survey results, adults in NJ reported the following risk factors for heart disease and stroke:
– 28.2% had high blood pressure– 38.6% of those screened reported having high blood
cholesterol– 9.2% had diabetes– 17.1% were current smokers– 62.3% were overweight or obese (BMI greater than or
equal to 25.0)– 51.9% reported no exercise in the prior 30 days– 72.5% ate fruit and vegetables less than 5 times a day
Risk Factor New Jersey Nationwide (States and D.C.)
Eat fruits & vegetables less than 5 times/day
72.5 75.6
Overweight or obese 62.3 62.9
No moderate or vigorous physical activity
51.9 50.5
High total blood cholesterol
38.6 37.6
High blood cholesterol
28.2 27.8
Cigarette smoking 17.1 19.8
Diabetes 9.2 8.0
Workplace Wellness…Why Should We Care?
Healthier Individuals = lower co-pays & out-of-pocket costs, improved quality of life
Healthier Workplace = lower premiums, higher morale, improved productivity, fewer employee sick days & absence
Healthier Communities = improved quality of life, increased volunteerism
Employers are wise to invest in worksite health promotion:
Improve employers’ health, productivity & contribute to an improved quality of life.
Reduce missed workdays due to chronic illness related to heart disease & stroke – reducing the cost to employers for downtime & temporary help.
Decrease absenteeism, employer turnover & health-care costs.
May reduce the management of health-care & the cost of benefits & insurance.
Create a culture of wellness in the work environment.
Developing a Culture of Wellness in the Workplace
A Culture of Wellness:
Does not happen overnight, because it
Is a cultural shift in an organization, and is
More than a few haphazard activities, and
Is sustainable!
What are the barriers?
Busy employees
No budget
Confusion- where do we start?
Lack of participation
What does a culture of wellness look like on the worksite?
Opportunities for employees to learn about
healthy lifestyle behavior:
Nutrition
Increased physical activity
Tobacco free living
Nutrition information
Provide information about healthy food choices
Avoiding diet trends
Healthy choices identified in vending machines
Healthy options in the cafeteria
Supportive opportunities and encouragement to become more physically active…
community eventswalking programs incentives for gym membershipswalking stations/paths on-site
Tobacco Free Living
Provide informational sessions about smoking
Provide smoking cessation programs
Emotional Health
Provide information about: stress management anxiety depression
Strategies for reducing the above
Preventative care
Healthcare system encourages engagement in preventative care:
annual physicalsage-appropriate screenings
Gaining the Support of Management
The most important factor in worksite wellness success may be the support of senior-level
management.
Be prepared to answer these questions:
•How will this initiative improve our workplace?•How much will it cost to run this program or bring about this change?•How can we persuade workers to participate?•How will we know if this was a meaningful use of time and resources?
Tailor program strategies to meet the goals/mission of the organization.
Consider this:
Does senior management believe in health promotion programs at the worksite?
Does senior management participate in wellness activities or practice healthy lifestyle habits?
A few quick tips
Share health claims data
Talk about the Return on Investment (ROI) on worksite wellness programs (increased productivity, reduced absenteeism, decreased health care costs, improved morale).
Look for cost-free or low-cost programs to get started.
Remember this!
A healthy workforce is more productive, less likely to be absent from the job, has improved morale, and has the need for LESS dollars spent on health care claims.
Create a Wellness Committee
The Wellness Committee plays a large role in the worksite’s health promotion activities, although the
committee can be small in numbers.
Be sure to convene interested or experienced employees as role models.
Step One
Design the committee with a cross-section of employee representation from:
ManagementSupervisionHuman ResourcesOther Wellness Champions
Step Two
Convene a meeting to:
Discuss the results of the Employer Needs Assessmentand the Employee Behavior & Interest Survey
Discuss other worksite data collected about wellness issues (example - health claims data)
Develop a realistic Work Plan for the committee that will show an impact on the work environment.
Choose a starting point!
Prioritize the needs and work of the wellness committee
Community Based Efforts-
Main Street Projects, Business Districts, Industrial Areas: What can
they do?
• Better walking paths• Bike riding to work: purchasing bike racks• Working with famer’s markets to provide coupons• Walking club• Community wellness initiatives
Assessments
Employer Needs Assessment
Health Risk Assessments (HRA’s) help employers and their wellness committees identify:
Strengths in their programming
Gaps and areas of need
Begin the conversation about wellness at the worksite
Employer Needs Assessment
Employee Baseline Behavior & Interest Survey
Information about employee healthy lifestyle behaviors
Information about health topics of interest and how employees want the information delivered
Data reported back to the employer
Low, Medium, and High Cost Resources
How much time & money are you willing to invest to develop
a Culture of Wellness in your organization?
Low-Cost Resources
Create a wellness committee
Promote and encourage employee participation in:
Nutrition educationPhysical activity/fitness
Low-Cost Resources
Provide health promotion via:NewslettersWebsites
EmailOther internal communications
Medium-Cost Resources
Arrange wellness committee meetings on a regular basis
Offer wellness topic presentations
Host a health fair
Medium-Cost Resources
Conduct wellness screenings (BMI, blood pressure, diabetes)
Provide health risk assessments
On-site weight management programs
High-Cost Resources
Develop a budget for health promotion
Provide healthcare coverage for employees & their families for prevention & treatment of
chronic disease
High-Cost Resources
Provide wellness programing to employee family members
Provide on-site fitness facilities for employees
Every program starts with a first step!
Kathleen MorganFamily & Community Health Sciences Department Chair,
Rutgers Cooperative [email protected]
Joanne KinseyRutgers Cooperative Extension of Atlantic/Ocean Counties