AN OUNCE OF PREVENTION BUILDING A CULTURE OF HEALTH

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AN OUNCE OF PREVENTION-BUILDING A CULTURE OF
HEALTH

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THE BUSINESS REALITY

• People are our greatest asset and our greatest
  liability
• People make us money and people cost us money

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THE BUSINESS CASE

• The intent of any workplace is to maximize
  earnings (productivity, performance) and minimize
  costs
• Employee health problems, disability,
  return-to-work strategies cost money
• Prevention of physical illness, injury, accident
  and psychosocial problems saves money

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THE BUSINESS CASE

• A vision for a healthy workplace is the catalyst
  for creating a healthy and safe workplace
• The pursuit of excellence in workplace health and
  safety is strategic and has a pay-back for
  employees, for customers (stakeholders) and for
  shareholders

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THE BUSINESS CASE

• It starts with leadership commitment
• It requires management sensitivity but also an
  ability to balance the interests of employees and
  the interests of the business/employer
• It culminates in employee involvement, employee
  participation and employee responsibility to be
  part of the solution

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THREE BASIC PRINCIPLES

• Prevention of personal health and occupational
  health and safety issues
• Early detection
• Early intervention

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THREE LEVELS OF ACTION
People
Work Processes
Technology
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THE PEOPLE FACTOR

• Organizations need employees who have the
  aptitude and ability to do the job
• Employees may come to the job with pre-disposed
  factors, limitations and disabilities
• Employees can develop risk factors after they are
  employed

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PEOPLE

• Key Considerations
• Aptitude for the functions of the job
• Skills and knowledge for the job
• Psycho-social and physical suitability for job
• Personal responsibility accountability

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People
Work Processes
Technology
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THE TECHNOLOGY FACTOR

• The tools, equipment, technology and personal
  protective equipment that we provide to employees
  to maximize their ability to do the job safely
  and with the least physical and emotional stress

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TECHNOLOGY

• These workplace technologies and tools will
  serve several purposes
• Protect employees from physical or emotional
  injury
• Make work less physically taxing
• Make work less stressful and less emotionally
  taxing
• Make work less mundane or repetitive

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People
Work Processes
Technology
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WORK PROCESSES FACTOR

• How work gets done
• Standard Operating Procedures
• Work Methods
• Occupational Health and Safety policy and
  procedure
• Minimizing the level of physical and mental
  stress experienced in the job function

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• Work processes (contd)
• Leadership style and roles/responsibilities
• Peer interaction
• Customer interaction
• HR policy, e.g. Respectful Workplace and
  Harassment policies

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Prevention
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PREVENTION

• A Healthy Workplace Strategy has to include
• Occupational Health and Safety policies,
  procedures and practices that articulate a shared
  responsibility between the employer and the
  employees

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PREVENTION

• Tools and personal protective equipment
• Work methods
• Injury prevention
• People Maintenance Program

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PREVENTION

• Promotion of healthy lifestyle
• Management ability and sensitivity
• Minimizing workplace stress-physical and
  emotional
• Comprehensive HR policy and procedure
• Employee Assistance Program

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RECRUITMENT AND SELECTION

• Prospective employees need to understand
• What your workplace is like
• Your expectations
• Work conditions (shift work, customer contact,
  lifting)
• Anticipated level of stress

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RECRUITMENT AND SELECTION

• The prospective employee then has the opportunity
  to determine whether the job is suitable. He/she
  has been informed and can make an informed
  decision
• Workplaces and work roles are not stress-free
• Some work roles are physically demanding and may
  create health issues

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RECRUITMENT AND SELECTION

• No employer has an obligation to hire
• Every employer has an obligation to hire fairly
  and with application of standards

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NEW EMPLOYEE ORIENTATION

• Orientation to job realities-positives
  negatives
• Description of performance expectations
• Description of working conditions
• Behavioural expectations
• Heres what I expect

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PROBATIONARY PERIOD

• You have 90 days or less to determine whether
  there is a fit
• The employee has 90 days or less to determine if
  there is a fit

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EMPLOYEE EDUCATION

• Every piece of knowledge that you can provide
  will make a difference
• Smoking Addictions Stress Work
  Management Parenting Skills Dealing with
  Conflict Workplace Respect Disease Prevention
  Disease Control - Relationships

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Early Detection
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EARLY DETECTION

• Early Detection of personal health issues and
  occupational health and safety issues is
  accomplished with
• Performance Monitoring
• Performance Management
• Consistent Dialogue

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PERFORMANCE INDICATORS

• Patterns of absence from work
• Conflict with co-workers, managers, customers
• Illness on and off the job
• Incidents and accidents
• Non-compliance with OHS policy
• Work output quality vs. norm

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PERFORMANCE MANAGEMENT

• An organization that does not regularly review
  and discuss work performance against standards
  and goals does not have a comprehensive process
  for prevention, early detection and early
  intervention.

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Early Intervention
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EARLY INTERVENTION

• Referral to physician, other medical
  professionals
• Referral to Employee Assistance Program or other
  interventions for personal issues-physical or
  psychosocial
• Goal-setting for improvement
• Changes in work conditions or work role

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FOCUS ON ABILITY

• We must treat every employee with dignity and
  focus on ability, not disability
• We need to encourage stretch for everyone,
  including those with disabilities or illness or
  disease
• Treat me like everyone else, and dont
  highlight how Im different

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ACCOMMODATION

• Accommodation is not excusing
• It means working with the persons strengths
• It means creating a workplace culture that values
  diversity

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PERSONAL MARKETING

• The person who needs to be accommodated needs to
  market himself/herself to the workplace and to
  the employer
• Tell me what you can do and Ill see if I can
  make it happen.
• Avoid disease and disability mentality. Leave
  that to the professionals.

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HEALTHY WORKPLACE STRATEGY

• Distinguish between employer responsibility and
  employee responsibility
• Is the workplace creating or exacerbating the
  employees health condition or is the condition
  one which the employee has to take responsibility
  for?

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ACCOMMODATION

• The employee who needs to be accommodated has
  to be treated fairly
• Not as special
• Not with pity
• We cant accept ownership of the employees
  personal health problems. He/she has to mitigate
  the problem and follow the treatment regime.

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WE HAVE TWO CHOICES

• We can focus our attention on solving the
  personal and occupational health problems as they
  occur.
• We can put our prevention strategy
  front-and-centre with our managers and employees
  and ensure a culture of wellness and ability.

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• A Workplace Health Strategy is not a panacea,
  but it is a tool in your box of strategies

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