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Healthy WorkplaceHealthy Workplace®®
It’s Not Rocket ScienceIt’s Not Rocket ScienceCSPI ConferenceCSPI Conference
November 25, 2014November 25, 2014
Duxbury/Higgins Recent ResearchConclusion:
Most companies have not made progress in work-life balance and employee well-being
1. Stress levels have gone up since latest research in 20012. Life satisfaction has gone down3. Email is up4. Work demands are up5. Alternative work arrangements and flex-time has gone down6. Typically employees spend 50.2 hrs on work-related activities a week
– 50%+ employees take work home outside of normal hours– 57% employees reported a high level of stress– 1/3 of hours outside work are spent on emails
7. Work-life conflict was associated with higher absenteeism and lower productivity
8. Woman are still working a “double shift” at home and at work
Presented at TLRT at Carleton University for Thought Leaders Round Table – April 2013Source: 1. Revisiting Work-Life Issues in Canada: The 2012 National Study on Balancing Work and Caregiving in Canada, Dr. Linda Duxbury ,Carleton University and
Dr. Christopher Higgins. Western University,
Our MissionOur Mission
To Help Improve Organizational Performance To Help Improve Organizational Performance andand
To Recognize ExcellenceTo Recognize Excellence
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RECOGNIZING EXCELLENCE RECOGNIZING EXCELLENCE Canada Awards for Excellence
Order of Excellence Excellence, Innovation and WellnessQualityHealthy Workplace®
Mental Health at Work®
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This is all about building on This is all about building on the good work you are the good work you are
already doing! already doing!
A Strategic Focus on Healthy A Strategic Focus on Healthy WorkplaceWorkplace
– Employer of Choice
– Motivated Employees
– Healthy Employees
– Satisfied customers/citizens
– Demonstrates Social Responsibility
Healthy Workplace vs. WellnessHealthy Workplace vs. Wellness
WellbeingWellbeing• Appraisal of one’s
– Present and future life situation– Daily positive or negative emotional experiences– Physical health risks– Healthy behaviours (e.g. diet, exercise, smoking)
• Satisfaction with one’s work environment• Access to resources needed to be safe and healthy
» Sears, 2013/Graham Lowe, 2014
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Wellness and EngagementWellness and Engagement
• ‘People that have high individual well being are more likely to see their workplace as positive, productive, and engaging’ (Gallop, 2013)
• Employees in high engagement workplace report better physical health, lower job stress and less absenteeism than their counterparts in low-engagement workplaces (AON Hewitt, 2012)
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Psychological Health & Safety Psychological Health & Safety Psychosocial FactorsPsychosocial Factors
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Guarding Minds@Work, 2012
Healthy WorkplaceHealthy Workplace® ® FrameworkFramework
1. Support of Healthy Workplace®®
Principles • Integrated management approach
• Primary focus on needs
• Recognition that health is determined by many factors
• Employer/employee joint responsibility
• Assessment, evaluation & continual improvement
©NQI
2. Leadership
A focus on senior management, those who have key responsibility for the organization’s performance
Key Focus:•Setting strategic direction •Involvement in reinforcing
©NQI
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"To lead people, walk behind them." – Lao Tzu
3. Planning & Programs
• Examines planning process for developing HW goals and a plan for moving forward
Key Focus:
– Needs assessment and analysis – Healthy Workplace Plan – Program design
©NQI
4. People Engagement• Examines efforts to foster and support
engagement in healthy workplace activities Key Focus:
– Understanding of HW goals & policies– Ease of participation– Learning & development– Measure employee engagement & well-being– Respect for diversity – Rewards & recognition
©NQI
5. Process Management & Risk Assessment
• Examines how work systems & procedures are controlled, and impact employee health
Key Focus:– Assessment of work processes– Work processes monitored & documented– Staff input in decisions impacting work
©NQI
Staged ApproachStaged Approach
YEAR 1 2 3 4 5
Common success factorsCommon success factors• Culture that values wellness
• Leaders and employees are encouraged to take responsibility to improve their health
• Policies and workplace environment that enables employees to participate
• Programs refined over time – reflecting the changing needs of employees
• Partnerships with community health organizations to support, educate and treat employees
• Technology that facilitates HRA and access to health education
» Graham Lowe, 2013
QUESTIONS?
Contact: [email protected]
Visit: Canada’s Healthy Workplace Month www.healthyworkplace.ca
Visit: www.excellence.ca
