Your Simple Guide to Workplace Health and

Transcription

Your simple guide to
WORKPLACE
HEALTH AND
WELLBEING
Building a successful health and
wellbeing program in your workplace
A joint Australian and State Government initiative
Acknowledgements
Your Simple Guide to Workplace Health
and Wellbeing is a collaboration between
WorkCover Tasmania and Population Health,
Department of Health and Human Services
(Tasmania).
Additional funding has been provided by the
Tasmanian Government through:
the Healthy@Work project
the Department of Education.
This publication and the Workplace Health
and Wellbeing Advisory Service has been
developed under the National Partnership
Agreement on Preventive Health – a joint
Australian and Tasmanian Government
initiative.
Acknowledgement is also given to:
the Tasmanian Premier’s Physical
Activity Council
the many organisations and individuals
who assisted with the development of
this guide.
Copies of this publication can be
downloaded from www.workcover.tas.gov.au/
goodhealthgoodbusiness or call 1300 776 572
for a printed copy.
We welcome your feedback on this guide.
Send to: workcover@justice.tas.gov.au
Images on the front cover and back cover are
provided courtesy of TasPorts.
Images on pages 15, 22, 31 and the back cover
are provided courtesy of Juicy Isle.
ISBN: 978 1 876712 05 1
This information is for guidance only and
is not to be taken as an expression of
the law. It should be read in conjunction
with the Work Health and Safety Act,
the model Work Health and Safety
Regulations and any other relevant
legislation. Copies can be viewed at
www.safeworkaustralia.gov.au
About
this guide
The guide is used by WorkCover’s Health
and Wellbeing Advisors when they conduct
visits to workplaces, and can also be used
as a stand-alone resource.
About WorkCover’s
Health and Wellbeing
Advisory Service
WorkCover’s Health and Wellbeing Advisors
can help you to:
understand health and wellbeing and the
ongoing benefits to having a workplace
health and wellbeing program
develop a program that suits your
workplace
identify the activities and health topics
your employees will value
monitor and review your program
outcomes
make links with community health
organisations, providers and services.
To request a free visit by an advisor
in your workplace, call 1300 776 572,
or visit www.workcover.tas.gov.au
About this guide
Your Simple Guide to Workplace Health
and Wellbeing can help employees and
managers implement a workplace health
and wellbeing program in their organisation.
The guide contains a wealth of practical
and straightforward information, including links
to time-saving and easy-to-use templates.
Contents
PAGE
www
Good health is good for business
Linking health, safety and wellbeing
Why invest in health and wellbeing?
Implementing your workplace health and wellbeing program
Getting others involved
Turning ideas into actions
Where to go for more information
Other health, safety and wellbeing initiatives
References
Whenever you see this symbol, an additional online resource is provided –
visit www.workcover.tas.gov.au/goodhealthgoodbusiness
Whenever you see this symbol, further information and resources are
provided on the CD-ROM attached to the back of this guide.
ON CD-ROM
A healthy workplace is good for business
01
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contents
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Image courtesy of TasPorts
01
Good health is
good for business
So what are the
benefits?
Organisations that implement workplace
health and wellbeing programs are known
to have:
increased employee morale
and engagement
improved corporate image
reduced workplace injuries
and associated expenses
increased attraction and retention
of employees.
According to research2, healthier employees:
are more productive
are more engaged in their work
have less sick leave
have greater levels of energy
and concentration.
In short, a healthy workplace is good
for business.
‘The wealth of business
depends on the health
of workers.’
4x
Organisations that don’t promote
health and wellness are four times
more likely to lose talent within
12 months.1
Healthy workers are almost three
times more productive than
unhealthy workers.2
9x
3x
Unhealthy workers have up to nine
times the annual sickness absence
of healthy workers.2
3x
Employees that work in
organisations that actively promote
health and wellbeing are three
times more likely to identify their
workplace as a high or above-average performer. 3
20
A 20% reduction in an employee’s
emotional wellbeing leads to a 10%
drop in their work performance.4
For more information on workplace health and
wellbeing and the impact this can have on your
organisation, visit www.workcover.tas.gov.au/
goodhealthgoodbusiness
Report: Medibank Private
www – The health of Australia’s
workforce (PDF file)
For more information on workplace health
and wellbeing, download the following
resource from the attached CD-ROM,
or from www.workcover.tas.gov.au/
– Dr Maria Neira, Director,
Department of Public Health and Environment,
World Health Organisation
Section 01: Good health
is good for business
ON CD-ROM
A healthy workplace is good for business1
Good health is good for business
Australians spend about one third of their lives
at work.1 It makes good sense to consider the
workplace as an important setting to improve
health and wellbeing.
02
Linking health,
safety and wellbeing
Linking health, safety and wellbeing
While work health and safety has a
legislated position in Australian workplaces,
the emphasis has traditionally been on
the ‘health and safety’ of employees,
rather than their ‘health and wellbeing’.
However, recognition of the benefits
of workplace health and wellbeing programs
is now gaining momentum.
Responding to the shift towards health and
wellbeing, many Australian organisations are
making the direct link between a safe worker
and a healthy worker, recognising they are one
and the same. Best-practice workplaces are
now integrating workplace health, safety and
wellbeing into their management practices.
Healthy workers are:
fitter
more aware and alert
more resilient against illness
less likely to suffer manual handling injuries
or strains. This makes them safer workers.
safety
health wellbeing
‘You can’t be a safe
worker if you’re not
a healthy worker.’
– Professor Dame Carol Black,
Expert Adviser on Work and Health,
Department of Health, England
For more information on linking health, safety
and wellbeing in the workplace, download
the following resource from the attached
CD-ROM, or from www.workcover.tas.gov.au/
Section 02: Linking health,
ON CD-ROM
2
03
Why invest in health
and wellbeing?
In the short term, the success of your health
and wellbeing program will be demonstrated
by improvements in the way your employees:
work together
engage in their jobs
enjoy their work.
In the long term, you should see the positive
influence of your program on your organisation’s
business performance through:
gains in staff retention
improved efficiency
enhanced corporate image
reduced absenteeism and presenteeism
fewer disability claims.
Some of these improvements are harder to
measure than others, but each will contribute
to improving your business bottom line.
For more information on the return on
investment of a workplace health and wellbeing
program, visit www.workcover.tas.gov.au/
www
Template: Return on
investment calculator
(Excel spreadsheet)
For more information on investing in workplace
health and wellbeing, download the following
Section 03: Why invest in
health and wellbeing?
ON CD-ROM
Business
performance
fast facts
F or every dollar invested
in workplace health
and wellbeing programs,
there is a return on
investment of between
three and six dollars.6
Reduced performance
costs employers two
to seven times more
than absenteeism.7
In 2005-2006, the cost
of work-related injury
and illness in Australia
was estimated to be
$57.5 billion (5.9% of GDP),
of which employers bore
$10.2 billion.8
The greater the number
of health risks per
employee, the greater
the negative impact
on their productivity.9
Implementing a health
and wellbeing program
can reduce employee risk
factors by up to 56%.10
Why invest in health and wellbeing?
Given the close link between healthy employees
and business performance5, a workplace health
and wellbeing program has the potential to have
a positive impact on your business productivity.
04
IMPLEMENTING YOUR
workplace health
IMPLEMENTING YOUR workplace health and wellbeing program
A workplace health and wellbeing program
refers to activities carried out within the
workplace that are designed to impact
positively on the general health and
wellbeing of employees.
Workplace health and wellbeing programs
will differ in cost, size and range of activities
offered, depending on the culture, size and
location of your workplace.
Whether your workplace is large or small,
there are some key principles which can
guide the development of your program.
A successful health
and wellbeing
program:
1.Is cost effective and doesn’t have
to be expensive
2.Is closely linked to workplace health
and safety
3.Assesses needs to identify health
issues in the workplace
4.Involves voluntary participation
and achieves high participation
5.Is sustainable and has a long-term
commitment
6.Is evaluated and reviewed as required
7.Addresses individual and
organisational issues
8.Has management support and senior
managers are actively involved
9.Is accessible to all employees,
irrespective of their health status,
location or role in the workplace
10.Has coordinators who have access
to resources and training relevant
to health promotion
4
For more information on
implementing a successful
workplace health and wellbeing
program, download the
following resource from the
attached CD-ROM, or from
www.workcover.tas.gov.au/
ON CD-ROM
Section 04:
Implementing
your workplace
health and
wellbeing
program
Get the ball rolling
Organise your program
Work out what you need
Update
your
program
Develop
your
action plan
Monitor
and evaluate
your program
Implement
your
action plan
Adapted from Public Sector Management Office 2009, Guidelines for implementing a
workplace health and wellbeing program, Department of Premier and Cabinet, Tasmania.
To develop an effective
health and wellbeing program
in your workplace, the cycle
shown on the right can be
useful. Keep in mind that you
don’t need to do these steps
in a particular order – many
organisations start by simply
introducing activities that
‘sound like a good idea’.
From there, they gradually
include larger and more
sustainable health and
wellbeing initiatives that
result in long-term
business benefits.
04
IMPLEMENTING YOUR
workplace health
Get the ball
rolling
It’s important to get solid commitment and
support from senior managers, and to ensure
that they have a clear understanding of the
program’s aims, expectations and resources
needed. You will probably see a higher level
of employee engagement and enthusiasm
if senior managers actively engage in the
program’s activities.
For more information on gaining
manager support for your workplace
health and wellbeing program,
visit www.workcover.tas.gov.au/
Update
your
program
Develop
your
action plan
Monitor
and evaluate
your program
Implement
your
action plan
Template: Presentation
www to senior managers
(PowerPoint presentation)
Template: Proposal
www to senior managers
(Word document)
It’s also a good idea at this point to identify
a workplace coordinator – one key person
who will manage all health and wellbeing
activities. This might be a person who
already has human resources or health
and safety as a part of their role.
6
Once you have management support and
have identified a central coordinator, you can
start to organise a working group or steering
committee to help implement your program.
This may be a new role for an existing group,
such as the work health and safety group.
In a smaller workplace, this may be one or two
keen individuals who are willing to get involved.
Ideally, all levels and areas of your organisation
are represented.
It’s important that the coordinator takes a
lead role in establishing regular meeting times,
following up on actions and ensuring progress
stays on track.
For more information on establishing
a working group for your workplace
Update
your
program
Develop
your
action plan
Monitor
and evaluate
your program
Implement
your
action plan
Fact sheet: Establishing
www a workplace health and
wellbeing working group
(PDF file)
Template: Terms of
www Reference for a working
group (Word document)
Organise your
program
04
IMPLEMENTING YOUR
workplace health
Work out what
you need
Your workplace health and wellbeing program
will only succeed if it meets the needs of
your employees.
To find out more about their priorities,
you’ll need to ask them. Do they want to:
start exercising?
eat better?
stop smoking?
manage their stress?
have more flexible working hours?
Establishing what your employees want and
need lays the foundations of your program
and gives it a direction.
In a small organisation, you can simply ask
the question at a team meeting and see
what topics come up. In a large organisation,
you might need to do a more formal survey.
For more information on establishing
employee needs for your workplace
Template: Needs survey
www (simple or extended)
(Word document)
8
Update
your
program
Develop
your
action plan
Monitor
and evaluate
your program
Implement
your
action plan
To find out more about the health of your
employees in general, try the free online
health and wellbeing survey, located at
www.dhhs.tas.gov.au/healthpromotion/survey
This confidential survey provides the individual
employee with immediate feedback on their
health, and also provides the workplace with a
summary of the survey’s findings (if more than
30 employees have completed the survey).
It’s important to report the results of these
surveys back to both managers and employees,
so everyone knows they have been heard.
You might also want to conduct a review
of your workplace environment to see what
facilities you currently have. You’ll probably find
there are facilities that you can work into your
program (like stairs, showers or a bike rack),
and others that need updating or reviewing
(such as kitchen facilities or the office layout).
For more information on conducting
a workplace environment review,
Template: Workplace
www environment checklist
(Word document)
Any survey you use
needs to be voluntary,
confidential and
anonymous. You don’t
want your employees
worrying that this
information will be made
public or used for the
wrong reasons.
A successful workplace
health and wellbeing
program will address
the needs of the
employees – find out
what they are.
04
IMPLEMENTING YOUR
workplace health
Creating a plan for your health and wellbeing
program keeps you focused and organised.
Your plan doesn’t have to be formal or
complex, but should guide the direction
you want your program to take.
To develop your plan:
set a program goal
determine your program objectives
identify the strategies or activities
for each objective and set a timeline
of these activities
identify resources, facilities and expertise
for each activity
Update
your
program
Develop
your
action plan
Monitor
and evaluate
your program
Implement
your
action plan
choose activities that appeal to a broad
spectrum of your employees.
Now is also a good time to develop a simple
workplace health and wellbeing policy.
Communicate this to your employees
and display it in your workplace.
For more information on developing
an action plan and policy for your
workplace health and wellbeing program,
Develop your
action plan
Template: Sample action plan
www (Word document)
Template: Workplace
www health and wellbeing policy
(Word document)
04
IMPLEMENTING YOUR
workplace health
Implement your
action plan
Now it’s time to see all that planning in action.
Promote your activities in a variety of ways,
including through email, intranet, using displays
and posters and through word of mouth.
In many workplaces, there are employees who
do not have regular access to email, so these
employees may be more difficult to reach.
You can also link in with other community
events and take advantage of promotional
activities that are already in place.
This might include events such as Diabetes
Awareness Week, Mental Health Week
or Nutrition Month.
For more information on community
programs and linking these with your
action plan, visit www.workcover.tas.gov.au/
Template: Sample health
www and wellbeing program
(Word document)
The following table shows a simple plan for a
workplace health and wellbeing program using
free community resources.
12
Update
your
program
Develop
your
action plan
Monitor
and evaluate
your program
Implement
your
action plan
A simple workplace health and wellbeing program
Topic
Activity
January
Get into the
New Year!
Have a toolbox
or all-staff meeting
to find out what health
topics and activities are
of interest
Alcohol awareness Encourage employees to
participate in FebFast
February
Contacts and Resources
Swap It, Don’t Stop It 12-week
planner (www.swapit.gov.au)
Get Healthy Information and
Coaching Service
(www.gethealthy.tas.gov.au)
FebFast (www.febfast.org.au)
Drug Education Network
(www.den.org.au)
Physical activity
March
Run a pedometer
challenge and promote
walking meetings
Obtain low-cost pedometers
from Get Moving Tasmania
(www.getmoving.tas.gov.au)
Pedometer challenge
(www.10000stepstasmania.com)
April
Have some time off over Easter
May
Heart health
June
July
Heart Foundation
Review your
program
Contact WorkCover’s
Health and Wellbeing
Advisory Service for
a free visit
WorkCover Tasmania
Diabetes
awareness
Circulate diabetes risk
assessments to staff
Diabetes Tasmania
(www.heartfoundation.org.au)
(www.workcover.tas.gov.au)
(www.diabetestas.com.au)
August
Many employees take a break over August to escape winter… a good time to
consolidate your spring and summer program
September
Healthy eating
and hydration
Have a Grand Final
BBQ with healthy
eating options
Big Red BBQ (www.bigredbbq.com.au)
Attend free WorkSafe
Month events
WorkSafe Tasmania
Men’s health and
women’s health
Get involved with
Movember or have a
women’s health workshop
Movember (www.movember.com.au)
Celebrate!
Get everyone involved and
celebrate your successes!
WorkSafe Month
October
November
December
Try running blood
pressure checks or
display heart health
information
Month
Nutrition Australia
(www.nutritionaustralia.org)
(www.worksafe.tas.gov.au)
Local health promotion services
04
14
IMPLEMENTING YOUR
workplace health
Monitor
and evaluate
your program
Keeping track of what your program is doing is
the only way to discover if it’s actually working.
This might be as simple as asking participants
how they are going or recording participation
rates for larger programs. You could even re-do
your original survey and compare the results.
Sharing your findings with managers and
employees is key to fostering positive
enthusiasm in the program.
Evaluation may seem a daunting task if you
have not attempted it before. It doesn’t
have to be!
For more information on evaluating your
workplace health and wellbeing program,
www
Fact sheet: A simple guide
to evaluation (PDF file)
Update
your
program
Develop
your
action plan
Monitor
and evaluate
your program
Implement
your
action plan
Remember, all good things take time, and you
can’t expect everything to change straight
away. The benefits of a workplace health
and wellbeing program may spread out
over several years.
If you haven’t seen
your Health and
Wellbeing Advisor for
a while, now might
be a good time to
get in touch again.
They can help with
your evaluation, and
help troubleshoot any
issues that your
evaluation has
highlighted.
Within a few months
Employee engagement
Team cohesiveness
Within 1-2 years
Health knowledge
Job satisfaction
Productivity
Corporate image
Within 3-5 years
Absenteeism
Injuries
Workers
compensation costs
04
IMPLEMENTING YOUR
workplace health
If you have been running your program for a
year or so, and have seen some great results,
it might be a good time to review your progress
and work out what to concentrate on next.
Redistributing your original survey is a great
way of working out how employee needs
have changed – and how you can update
your program in response.
Grab your action plan and work out which
activities are no longer needed, and where
you might need more emphasis. If you need
assistance, remember you can always contact
your Health and Wellbeing Advisor.
Update
your
program
Develop
your
action plan
Monitor
and evaluate
your program
Implement
your
action plan
Update your
program
04
IMPLEMENTING YOUR
workplace health
The following checklist summarises the steps of your workplace health and wellbeing program.
Use the time-saving resources listed on the opposite page to guide the development of
your program.
SUMMARY CHECKLIST
RESOURCE
www
AVAILABLE
Gain management support and commitment
1, 2
Identify a program coordinator
Form a working group or steering committee
3, 4
Involve employees from across all levels and areas
Ask your employees what they want
Conduct a survey
5
Share the results with managers and employees
Conduct a workplace environment review
6
Develop your action plan
Develop an action plan that includes program goals, objectives,
strategies and activities, and resources
7
Develop a workplace health and wellbeing policy
8
Choose activities that appeal to a broad spectrum of your employees
Implement your action plan
Promote your activities
Link to community events
9
Monitor and evaluate your program
Ask for feedback on the program’s progress
Share the results with managers and employees
Contact your Health and Wellbeing Advisor
Update your program
Review your progress
Update your action plan
18
10
1. Template:Presentation to senior managers
2. Template:Proposal to senior managers
3. Fact sheet:Establishing a workplace health and wellbeing working group
4. Template:Terms of Reference for a working group
5. Template:Needs survey (simple or extended)
6. Template:Workplace environment checklist
7. Template:Sample action plan
8. Template: Workplace health and wellbeing policy
9. Template:Sample health and wellbeing program
10. Fact sheet:A simple guide to evaluation
The following list of time-saving templates and fact sheets can be downloaded from
www.workcover.tas.gov.au/goodhealthgoodbusiness
05
Getting others
involved
It is natural to expect that employees
already engaged in health and wellbeing
activities outside of work will be attracted
to opportunities presented by their employer.
A successful health and wellbeing program
can benefit from the enthusiasm of these
individuals who will often act as a catalyst
for others to take up new activities.
It can be a challenge to encourage some
employees who may be reluctant to participate
in a workplace health and wellbeing program.
Try not to get distracted by those who actively
oppose your program – they will usually be a
small percentage of your team.
The focus of your engagement should ideally
rest with the majority of employees, who are
quiet supporters of the program, neutral in
their opinion, or quietly oppose the program.
Your aim is that over time, these employees
will move towards active supporters.
The following strategies may be useful
in engaging employees.
Have a program that is endorsed by
senior managers: A program that has
active participants drawn from senior
managers allows other employees to
give themselves ‘permission’ to join in.
Negative or obstructive thoughts such
as ‘I don’t have enough time’ have less
influence over behaviour when there
is a perception that others with ‘less’
time are involved.
20
Create a program that is owned by
employees: If employees are consulted
on the content of a workplace health and
wellbeing program (such as in a survey or
consultation process), then they are more
likely to ‘own’ the program. This ownership
will likely increase their engagement in
activities. A feedback mechanism is also
an important part of program ownership,
giving employees a say as to what’s working
and what’s not.
C
onsider having your programs available
to family and community members:
If your health and wellbeing program
extends to your employees’ family
members or other community members,
for example, through invitations to healthy
picnics or sports days, then this will also
increase participation rates and interest.
1 -2 %
Section 05:
ON CD-ROM
0 % o pp o sitio n
40-50
3
For more information on getting others
involved, download the following resource
from the attached CD-ROM, or from
active opposition
1 5- 2
4
0-
H
ave your program supported by unions:
In some workplace cultures, it’s appropriate
and important to acknowledge that the
relevant trade unions support the program.
‘ What’s in it for me?’: We often consider a
new idea through the lens of ‘what’s in it for
me?’, and a workplace health and wellbeing
program is no exception. Employees who
can see a distinct benefit for them if they
participate will be more likely to pursue
particular activities. Using this knowledge
to highlight personal benefits when
promoting program activities can help
to increase participation rates.
0%
% n e ut r al
q uiet s u p p or
ter
s
5-10%
wellness
champions
Adapted from Allen, J 2008, Achieving a culture of health:
The business case, Health Enhancement Systems, United States.
TURNING IDEAS INTO ACTIONS
22
06
TURNING IDEAS
INTO ACTIONS
The following are examples of quick wins
that may be adopted in your workplace.
For more information on each of these focus
areas, download the suggested information.
Healthy eating
A workplace can have a significant impact on
the food choices made by employees, and the
workplace itself can be a significant source
of food.
Here are some quick ideas that can make a big
difference to how your employees eat while
they are at work.
P
rovide cost-recovery fruit and vegetable
bowls. Make sure fruit bowls have a
variety of fruit (including seasonal fruit).
Resealable bags of carrot sticks or
celery sticks can help increase vegetable
consumption, which is often below daily
recommended servings.
If your workplace has a fridge, provide
cost-recovery yoghurt or cheese and
crackers as snacks (low-fat and low-salt
varieties preferred).
When starting from
scratch, be realistic and
start small – change takes
time. Doing something
is better than doing
nothing at all.
W
here food is supplied in the workplace
(for example, catering in meetings, weekly
breakfast/lunch meetings and morning
teas), consider providing healthy options
such as a fresh fruit and vegetable platter,
healthy sandwiches and wraps instead
of fried or baked goods.
A quick win will help get your health and
wellbeing program off and running with minimal
cost or resources involved. These highly visible
strategies will be useful to engage senior
management in your program.
E
ncourage the use of water bottles in the
office and in work vehicles, and consider
using water bottles as promotional or
marketing items.
For more information on healthy eating at
work, download the following resource
Section 06A:
Healthy eating
ON CD-ROM
P
rovide healthier options in the vending
machine. Visit www.eatwelltas.org.au/hover
for more information on how to work with
your vending machine supplier.
06
TURNING IDEAS
INTO ACTIONS
Physical activity
You can encourage your employees to be
more physically active while at work with
some quick, low- or no-cost changes.
G
o for walking meetings (instead of sitting
or ‘coffee’ meetings). These work well with
a maximum of three people.
Encourage and support employees to use
active transport options, such as getting off
the bus several stops earlier or parking the
car further away from work and walking
the rest of the way.
Offer flexible working hours to provide
employees with opportunities for physical
activity before work, after work and in
lunch breaks.
Encourage employees to use the stairs.
Promote local, state and national physical
activity events, such as Walk to Work Day and Ride to Work Day.
For more information on physical activity at
work, download the following resource from
the attached CD-ROM, or from
Section 06B:
Physical activity
ON CD-ROM
24
SEDENTARY
BEHAVIOUR
Many occupations have a substantial sedentary
component, and research shows it’s good
to break up sitting time as much as possible.
The following easy ideas will help your
employees sit less and move more during
their working day.
Encourage employees to stand and stretch
every time they answer the phone.
Incorporate stand-and-stretch breaks into
meetings by including them on the agenda.
Encourage stop-and-stretch breaks
on long drives.
For more information on sedentary behaviour
at work, download the following resource from
Section 06C:
Sedentary behaviour
Position printers further away from desks.
ON CD-ROM
06
TURNING IDEAS
INTO ACTIONS
SOCIAL AND
EMOTIONAL WELLBEING
Our social and emotional wellbeing can be
affected by factors both inside and outside
of the workplace. Effectively managing and
promoting positive social and emotional
wellbeing will bring great benefits to your
organisation, through reduced absenteeism
and presenteeism. The following ideas may
help your employees.
P
ut up promotional posters (for example,
from beyondblue) that encourage open
discussion about mental health issues,
and where to go for help.
S et up an unused office area as a
‘break-out’ room for private phone
calls or work needing quiet time.
O
ffer flexible working arrangements
that take into consideration employees’
circumstances outside the workplace
(such as child care and family illnesses).
If your worksite has an Employee
Assistance Program (EAP), promote
the use of this through posters and other
appropriate communications. Some EAPs
also have a Manager Assist program, which
can help managers deal with more difficult
situations.
For more information on social and emotional
wellbeing at work, download the following
Section 06D: Social and
emotional wellbeing
ON CD-ROM
26
Smoking
The following ideas may help your employees
quit smoking or cut down their rate of smoking.
Provide information to employees on
smoking cessation and the benefits of quitting.
Alcohol AND
OTHER DRUGS
The following strategies may encourage
responsible use of alcohol among
your employees.
If a worksite has a designated smoking area,
make it as far away from the main work
area as possible. This minimises exposure
to environmental tobacco smoke for
non-smokers, and also encourages users
to walk further. This may even discourage
some users from smoking, causing them
to reduce smoking while at work.
If alcohol is provided at a work function,
always provide water as a substitute.
Always serve healthy food if serving alcohol.
S upport your employees to quit smoking
by offering time off to see their doctor
about quitting.
Display information on the effects of illicit
and prescription drugs.
For more information on smoking at work,
download the following resource from
Section 06E:
Smoking
A
t work functions, provide safe alternative
transport as an option.
Display information on safe alcohol
consumption guidelines.
For more information on alcohol and other
drugs at work, download the following resource
Section 06F:
Alcohol and other drugs
ON CD-ROM
ON CD-ROM
For more information and examples of how other
Tasmanian workplaces have implemented their health
and wellbeing programs, download the following
resource from the attached CD-ROM, or from
ON CD-ROM
Section 07:
What’s everyone else doing?
07
Where to go for
more information
For a complete list of organisations that may be
of assistance, visit www.workcover.tas.gov.au/
www
Fact sheet: Wellbeing
resources list (PDF file)
beyondblue
www.beyondblue.org.au
beyondblue has a National Workplace
Program which offers a range of mental
health consultancy, health promotion
and education services, addressing a wide
variety of industry types and employee
roles. It also has a range of downloadable
resources on mental health issues, including
depression and anxiety.
Quit Tasmania
www.quittas.org.au
Quit Tasmania has a large collection
of information and resources on quitting
smoking, which can be downloaded from
the website or sent out on request.
Diabetes Tasmania
www.diabetestas.com.au
Diabetes Tasmania has workplace health
and wellbeing education and resource
packages available to Tasmanian workplaces
with employees that fall within the target
group (medium to large companies,
25-60 year olds).
Heart Foundation
www.heartfoundation.org.au
The Heart Foundation has a wide range
of publications and brochures on topics
such as physical activity, healthy eating
and heart health. It also has specific
information and resources on workplace
wellness, including Healthy Catering
Guidelines, the Heartmoves program and
community-based and workplace-based
walking programs.
E
at Well Tasmania
www.eatwelltas.org.au
Eat Well Tasmania has a number
of resources, including:
–Eating Well at Work:
A Guide for Employers
–Eating Well at Work:
A Guide for Employees
–Healthy Events Tasmania:
A Guide for Event Organisers
–Go for 2&5 resources
(for display in lunch rooms, etc).
Where to go for more information
In addition to the resources listed in this booklet
and available on the WorkCover website, there
are a number of organisations that have printed
and downloadable resources that may also be of
use. Don’t waste time duplicating activities and
resources that already exist.
B
usiness in Mind
www.businessinmind.edu.au
Business in Mind is a free DVD and
resource kit designed to help small and
medium businesses look after the mental
health and wellbeing of employees. It is
available to managers who register for the
Business in Mind research project, and is
available for sole traders, or employers
of up to 200 staff.
08
Other health,
initiatives
Other health, safety and wellbeing initiatives
WorkSafe Tasmania Awards
The WorkSafe Tasmania Awards are given in October each year, to
coincide with WorkSafe Tasmania month. You might consider entering
your program in the ‘Best workplace health and wellbeing program’
category. For more information, visit www.worksafe.tas.gov.au
Employer of Choice
The Department of Economic Development’s Employer of Choice
initiative recognises and promotes Tasmanian organisations that
successfully attract and retain skilled employees. For more information,
visit www.development.tas.gov.au and search for ‘employer of choice’.
Health and Safety Advisory Service
WorkCover Tasmania operates a Health and Safety Advisory
Service that provides practical guidance on workplace safety,
and can help you comply with the work health and safety laws.
To request a free visit by an advisor to your workplace,
call 1300 776 572, or visit www.workcover.tas.gov.au
Going smoke-free: Your workplace kit
The Department of Health and Human Services has developed a kit
specifically for workplaces, to help them create a smoke-free workplace,
or help their employees to quit smoking. For more information,
visit www.dhhs.tas.gov.au/peh/smoke-free_workplace
GET HEALTHY INFORMATION
AND COACHING SERVICE©
This is a free and confidential telephone-based service that supports
people to make sustainable changes relating to healthy eating, physical
activity, and achieving and maintaining a healthy weight. For more
information, phone 1300 806 258 or visit www.gethealthy.tas.gov.au
30
For answers to frequently asked questions, download the
following resource from the attached CD-ROM, or from
ON CD-ROM
Section 08:
Frequently asked questions
09
REFERENCES
REFERENCES
1.
Health and Productivity Institute of Australia 2010, Best Practice Guidelines – Workplace
Health in Australia, available from www.hapia.org.au
2.
Medibank Private 2005, The health of Australia’s workforce, Medibank Private, Australia.
3.
Sims, J, Right Management 2010, Wellness and Productivity Management. Presentation to the
Health and Productivity Management Congress 2010, available from www.hapia.com.au
4.
Wright, TA, Cropanzano, R, Denny, PJ & Loline, GL 2002, ‘When a happy worker is
a productive worker: A preliminary examination of three models’, Canadian Journal of
Behavioural Science, vol. 34, pp. 146-150.
5.
ComCare, Putting you first. Benefits to business: the evidence for investing in worker health and
wellbeing, Australian Government, available from www.comcare.gov.au/__data/assets/rtf_
file/0006/99348/01410_WH_and_S_Benefits_to_business_v1.rtf
6.
Bellew, B 2008, Primary prevention of chronic disease in Australia through interventions in the
workplace setting: a rapid review, Sax Institute for the Chronic Disease Prevention Unit,
Department of Human Services, Victoria.
7.
Main, C, Glozier, N & Wright, I 2005, ‘Validity of the HSE stress tool: an investigation within
four organizations by the Corporate Health and Performance Group’, Occupational Medicine,
vol. 55, pp. 208-214.
8.
Australian Safety and Compensation Council 2009, The cost of work-related injury and illness
for Australian employers, workers and the community: 2005-2006, Australian Safety and
Compensation Council, Canberra.
9.
Musich, S, Hook, D, Baaner, S & Edington, DW 2006, ‘The association of two productivity
measures with health risks and medical conditions in an Australian employee population’,
American Journal of Health Promotion, vol. 20, no 5, pp. 353-63.
10. Wesley Corporate Health Pty Ltd 2006, The future@work health report: employees
and their workplace, Australia.
32
This CD-ROM contains further information, tools and
resources to assist you in creating a workplace health and
wellbeing program for your organisation.
If the CD is missing, or you would like to order a replacement,
please contact WorkCover Tasmania's Workplace Health
and Wellbeing Advisory Service on 1300 776 572, or email
workcoveradvisors@justice.tas.gov.au
A healthy workplace is good for business
1300 776 572
www.workcover.tas.gov.au
For more information contact WorkCover Tasmania
Phone: 1300 776 572 (within Tasmania)
(03) 6233 5343 (outside Tasmania)
Fax:
(03) 6233 8338
Email:workcoveradvisors@justice.tas.gov.au
ISBN: 978 1 876712 05 1
121655
GB304 March 2013

Your Simple Guide to Workplace Health and

Transcription

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