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British Heart Foundation

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Presentation on theme: "British Heart Foundation"— Presentation transcript:

1 British Heart Foundation
Lisa Purcell

2 British Heart Foundation Workplace health
Lisa Purcell Project Manager, Adults

3 Today British Heart Foundation Why workplace health?
BHF’s work - workplace health Think fit! Resources Real workplace health issues What other workplaces have achieved

4 The heart of the problem
Heart and circulatory disease is the UK’s biggest killer 4 out of 10 people die from it Every six minutes someone dies from a heart attack What is the problem?

5 British Heart Foundation
Our to play a leading role in the fight against disease of the heart and circulation so that it is no longer a major cause of disability and premature death. Our vision…is of a world in which people do not die prematurely of heart disease. What is our mission? What is our vision?

6 British Heart Foundation
What we do? Research Education and medical information Patient care Emergency skills and equipment Fundraising We'll achieve this through pioneering research, vital prevention activity and ensuring quality care and support for everyone living with heart disease. What we do? Research We fund around 1,200 research projects investigating every aspect of heart disease The BHF invests over £100 a minute on research to keep the nation's hearts healthy Patient care We fund BHF Nurses who visit heart patients with all types of heart conditions in their homes. We provide defibrillators and echocardiograph machines for hospitals, emergency services and first-aiders. There are over 400 BHF Heart Nurses caring for patients across the UK. Emergency skills Over 1,620 Heartstart UK schemes teach people what to do in an emergency

7 Education and medical information
We produce publications, videos and other materials for health professionals and the public.

8 Why workplace health? Individuals may spend up to 60% of their waking hours in their place of work Over half of UK population currently in employment Workplace offers a significant potential setting for physical activity Growing evidence base and key documents supporting the agenda Key policy drivers (obesity, physical inactivity, stress, ageing population, reducing inequalities)

9 Why workplace health? Employee benefits: Less health problems
More energy Sleeping better Improved body shape and appearance A reduction in stress Better concentration and mental alertness Improved cooperation and rapport with their colleagues Meeting people and making new friends Achievement–learning something new+being successful

10 Why workplace health? Employer benefits: Increased productivity
Improved absenteeism and ability to return to work after illness Retention of staff Improved the morale of your workforce Improved communication Create a positive corporate image

11 BHF’s work - workplace health
Programme – pilot project managed by BHF Think fit! - promoting workplace health and wellbeing – core BHF workplace health work

12 Well@Work Programme W@W was a £1.6 million applied research programme
To assess the effectiveness of workplace health programmes in a wide range of working environment To develop an evidence base on ‘what works’ in workplace health promotion in England The national evaluation of was conducted by Loughborough University

13 Well@Work Programme 11 projects across the 9 English regions
32 organisations and a potential workforce of 10,000 employees A mix of large and small businesses, private, public and voluntary sector organisations conducted over 3 years, projects completed October 2007 National Conference February 2008 Summary report and technical report available


15 Achievements has provided a rich learning experience and an evidence base of ‘what works’ Programme planning and initiation Delivering interventions and participation Environmental and policy changes Raised awareness of workplace health at the organisational and individual level

16 Positive impacts Employees - lifestyle and work Employers staff morale
improvements in absenteeism staff morale working atmosphere communications and interactions between employees and managers in the workplace

17 Sustainability Two thirds of the W@W projects are continuing
Wealth of experience – key individuals and organisations trained and experienced New partnerships created, a springboard for further work and new opportunities Workplace health now firmly on the national agenda and employers radar! 2/3rds continuing - this includes providing the financial resources and mainstreaming the project coordination

18 Sharing the learning Summary report and call to action (G397) DVD (DVD23)

19 Think fit! - promoting workplace health and wellbeing
Think fit! Resources – physical activity, healthy eating and mental wellbeing Think fit! Website Think fit! Seminars (2006/07)

20 Think fit! Physical activity
Think fit! A guide to developing a workplace activity programme (2005) Think fit! Be active! A ‘how to do it’ guide to workplace physical activity interventions (2008) Say what they include – t-shirt, employee booklet and calendar

21 Think fit! Healthy eating
Think fit! Eat well! A guide to developing a workplace healthy eating programme (2008)

22 Think fit! Mental wellbeing
Think fit! Think well! A guide to developing a workplace mental wellbeing programme (2008)

23 Think fit! Coordinators guide: Introduction - why Step-by-step guide
Tools Ideas Challenges Resources - signposts

24 To order a pack Call 0870 600 6566 Email

25 Think fit! website
Tools to download Why? Be active, eat well, think well! Top Tips Case studies Events calendar Challenges + templates Useful links Tools – presentations, questionnaire templates, action plan templates, policy templates, fact sheets, posters, animation

26 Real workplace health issues
Coordinator Senior management support and commitment Engaging employees – meeting their needs Physical activity – what works? Champions Communication

27 Coordinator Key to success of the project
overall responsibility rests with them engage with management and employees develop ‘innovative ideas’ communicate, communicate… Motivate!

28 Use BHF resources – they are designed for coordinators!
Need to: get to know organisational structures, ways of working and the culture build relationships and trust with management and employees have a ‘visible presence’ and ‘put a face to the project’ Takes TIME but WORTH IT! Use BHF resources – they are designed for coordinators!

29 Management support ‘Buy in’ + support essential for success
Coordinator needs to: Find out their key drivers e.g. sickness absence, retention, CSR Ensure clarity and understanding of what is required BEST WAY - develop and maintain regular contact and provide project updates and results, esp. successes

30 Management support Management need to: be seen as supportive
demonstrate support and endorsement for project encourage staff to participate How… promote activities participate in activities with staff allow flexible working time recognise success

31 Champions Getting the right champion is vital!
Nomination from managers Invitation from coordinator Volunteers – more interested more successful

32 Recruiting Champions More than 1 champion helps share responsibilities and increase capacity Include people from different departments Include people at different grades/ ages Find out their interests Give them recognition Give them the responsibility

33 Champions How can the champion help the coordinator
Run the project + support throughout Communication (vital) raising awareness encouraging staff feedback to coordinator and managers Sustainability of the project

34 Champions How can the coordinator support the champion(s)
Support - regular communication between coordinator and champion is vital - meetings and 1:1’s Training – help them in their role, increase confidence, opportunity to share experiences and ideas with other champions and coordinator Recognition of their role – coordinator and management Dedicated time per week to spend on project (1 - 2 hours)

35 Engaging employees Takes time, persistence and constant communication
Even more so with those ‘resistant to change’, ‘cynical towards project’ and with ‘hard to reach individuals and groups’ Make the purpose of the project very clear Prove to employees that the project is not going to be a ‘flash in the pan’ and ensure them it is going to be sustainable

36 Engaging employees Employee needs Needs assessment/ survey
Champion and employee ‘working groups’ to bring forward ideas and needs Formal and informal face-to-face contact with employees Attending team/ department meetings

37 Engaging employees Encourage participation
Workplace champions – help to communicate, encourage peers and gain feedback from employees Fun, innovative and social activities “The bollywood session was a good workout but fun. The instructor was brilliant.” Work with employees who show an early interest – get the project started, create early success – communicate success as widely as possible Visible management support – management participation with employees, being flexible allowing staff to participate, recognition Extend to family and friends – may encourage more employees to participate

38 Engaging employees What employees like: Meeting new people
Choice and variety of activities External instructors – inspiring, friendly, professional Well organised Inexpensive Incentives – ‘freebies’ On-site activities – convenience After work + lunchtime activities Team competitions Health checks What employees like: Meeting new people Learning about own health Getting away from desk, break from work, relaxing Enjoyable, fun activities Seeing benefits – losing weight, feeling fitter, toning up Increase confidence Team building Trying new activities, learning new skills

39 Engaging employees What works well? Health checks
Useful for motivating and engaging employees ‘Wake up call’ Encourage to make positive changes to lifestyle Encourage participation in other workplace activities “The health checks have encouraged me to get healthier. The Tutors were friendly and put people at ease.”

40 Engaging employees What works well? Team based challenges and competitions Provides support and encouragement from colleagues ‘Friendly rivalry’ and competition helps to motivate employees Can participate during the working day Incentives E.g. Pedometer challenge, team weight loss competitions “The pedometer Challenge has been a fun way of interacting with work colleagues both male and female as well as keeping your own personal fitness level up.”

41 Engaging employees human football’, ‘rounders tournament’
What works well? One-off/ taster events Cheap Provide variety - appeal to wide range of employees Time requirement low Work well - in work time, on-site, offered free Good to gauge interest for future activities Lunchtime classes e.g. pilates, boxercise Dance classes – ballroom, salsa, belly dancing Tasters - rock climbing, surfing, golf, archery Combining healthy activity with social events – ‘inflatable human football’, ‘rounders tournament’

42 Communication Constant communication, promotion and reinforcement needed Coordinator, management, champions and employees Helps to encourage support, commitment and participation

43 What other workplaces have achieved
Case studies Think fit! Be active! Summary report and DVD

44 Contact details Lisa Purcell


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