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Half day open training event held in Toronto, Ontario.
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Reducing costs and saving time through health & wellness
by Toronto Training and HR
February 2014
Page 2
CONTENTS3-4 Introduction5-6 Facets of wellness 7-9 Risk factors for every 100 employees 10-11 What does an unhealthy workplace look like?
12-13 …and what about a healthy workplace?14-15 Managing back pain16-17 Tackling stress18-20 Dealing with alcohol and drugs21-22 Mental health23-24 Try a mental detox program25-26 Moving and walking27-28 Gamification29-30 Sleep31-34 HIV at work35-38 Confronting obesity at work39-40 Survey questions41-43 How much does health & wellness cost?44-46 Measures47-48 Become calmer49-50 Conclusion, summary and questions
Page 3
Introduction
Page 4
Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers
Page 5
Facets of wellness
Page 6
Facets of wellness
• Nutrition• Fitness• Sleep• Work-life balance• Preventative care• Relationships• Finances• Spirituality• Interventions• Responsibility
Page 7
Risk factors for every 100 employees
Risk factors for every 100 employees 1 of 2
• 25 have cardiovascular disease
• 8 are asthmatic• 11 are diabetic• 33 have high blood
pressure• 15 have high
cholesterol• 34 are overweight• 19 smoke• 31 use alcohol
excessively• 20 don’t wear seatbelts
Page 8
Risk factors for every 100 employees 2 of 2
• 33 don’t exercise• 44 suffer from stress
Page 9
Page 10
What does an unhealthy workplace
look like?
What does an unhealthy workplace look like?
• Poor management• A bullying culture• Poor customer service• High levels of absence• Reduced productivity• Unreasonably high work
demands
Page 11
Page 12
…and what about a healthy workplace?
…and what about a healthy workplace?
• Go that extra kilometre• Give great customer
service• Take fewer sick days• Provide commitment
and creativity
Page 13
Page 14
Managing back pain
Managing back pain
• Assessing the risk of back pain by involving employees
• Keep in touch with employees who are off sick
• Encourage employees to stay active where at all possible
Page 15
Page 16
Tackling stress
Tackling stress
• ‘Open door’ day• Training• Greater involvement in
future changes• More effective job
design• Consistent policy for
dealing with bullying
Page 17
Page 18
Dealing with alcohol or drugs
Dealing with alcohol or drugs 1 of 2
• Keep accurate but confidential records of poor performance
• Interview the employee in private
• Concentrate on the instances of poor performance
• Ask the employee to provide reasons for poor performance without mentioning alcohol or drugs Page 19
Dealing with alcohol or drugs 2 of 2
• If appropriate discuss the organization’s alcohol or drugs policy and the help available inside or outside the organization
• Agree future action• Arrange regular
meetings to monitor progress and discuss any further problems
Page 20
Page 21
Mental health
Mental health
• Keep an open mind• Learn the facts about
mental disorders• Be flexible• Seek expert advice and
guidance• Listen and give the
employee time to talk
Page 22
Page 23
Try a mental detox program
Try a mental detox program
• Add exercise to the routine
• Plot out the day in advance
• Do your top three to-dos first
• Finish what you start• Seek small, continuous
improvement• Recharge your mental
battery
Page 24
Page 25
Moving and working
Moving and working
• Staircases• Treadmill workstations• Walking meetings
Page 26
Page 27
Gamification
Gamification • Expected elements
• Personal motivations• Social relationships
• Best practices for designing effective health games
• Things to remember
Page 28
Page 29
Sleep
Sleep • Benefits of deep sleep• Physical outcomes of
sleep loss• Stage two sleep• Mental outcomes of
sleep loss• REM• Emotional outcomes of
sleep loss• Facilities, services and
education• Sleep deprivation
Page 31
HIV at work
HIV at work 1 of 3
• People living with HIV who took part in the research were generally satisfied with their working lives and were able to play an important part in the workforce
• More than half of respondents living with HIV reported that HIV had no impact on their work at the moment-most respondents had not made any changes in their working lives because of their HIV status
HIV at work 2 of 3
• When working practices were reported to be affected by a person's HIV status, initial diagnosis, starting or changing medication were the most common 'flashpoints'
• Over a third of HIV positive survey respondents had not taken any days off to attend their HIV clinic in the last twelve months
Page 33
HIV at work 3 of 3
• Requested adjustments to work-life activity usually were straightforward, involving flexibility around working hours to attend clinics or a change in hours worked
• Over 60% of HIV positive respondents had disclosed their HIV status to someone at work-less than one in ten reported a negative response when they disclosed their HIV positive status
Page 34
Page 35
Confronting obesity
Confronting obesity 1 of 3
• Look at overall health and long-term weight goals
• Focus on reduction of cardio metabolic risk
• Come from an evidence base that is biological, behavioural and psychological
• Teach people lifelong skills
• Emphasize engagementPage 36
Confronting obesity 2 of 3
• Offer healthy food at worksite cafeterias
• Provide healthy foods and water at workplace meetings or celebrations instead of sweets or other unhealthy foods and drinks
• Offer consultations or counselling with dieticians to help employees identify how they can make improvements in their eating habits
Confronting obesity 3 of 3
• Produce free exercise and yoga classes
• Encourage employees to take walks with their colleagues
• Create an environment that encourages physical activity
• Avoid singling out or penalizing those who are overweight
• Incorporate a range of support tools including online health coaches and social media
Page 39
Survey questions
Survey questions
• Safety belt use• Healthy foods during
workday• Low-fat/healthy food
options available• Exercise during workday• Smoke-free
environment provided• Healthy lifestyles
recognized publicly• Leaders model good
healthPage 40
Page 41
How much does health & wellness cost?
How much does health & wellness cost? 1 of 2
• Health calendar, $1-$3 per copy
• Newsletter (paper), $0.25-$0.75 per issue
• Newsletter (electronic), $0.10-$0.30 per issue
• Health risk appraisal (paper), $9-$20
• Health risk appraisal (online), $3-$5
• Self-care books, $5-$8 per copy
Page 42
How much does health & wellness cost? 2 of 2
• Nurse advice line, $0.40-$1
• Health portal, $0.75-$1.25
• Biometric screening, $35-$75
• Health coaching, $100-$200
• Disease management, $175-$250
Page 43
Page 44
Measures
Measures1 of 2
• Days lost from absence• % of working time lost
per employee from absence
• Days lost from presenteeism
• % of working time lost per employee from presenteeism
• Average turnover cost per employee
Page 45
Measures2 of 2
• Number of claims due to accidents and injuries per year
• Average cost per claim• High risk factors• BMI• Cholesterol• Blood pressure• Tobacco use• Absenteeism• Attrition
Page 46
Page 47
Become CALMER
Become CALMER
• Communication• Assessment• Lifestyle enhancement• Medical self-care• Education• Reporting
Page 48
Page 49
Conclusion, summary and questions
Page 50
Conclusion, summary and questions
ConclusionSummaryVideosQuestions