2British Heart Foundation Workplace health Lisa PurcellProject Manager, Adults
3Today British Heart Foundation Why workplace health? BHF’s work - workplace healthThink fit! ResourcesReal workplace health issuesWhat other workplaces have achieved
4The heart of the problem Heart and circulatory disease is the UK’s biggest killer4 out of 10 people die from itEvery six minutes someone dies from a heart attackWhat is the problem?
5British Heart Foundation Our mission...is 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?
6British Heart Foundation What we do?ResearchEducation and medical informationPatient careEmergency skills and equipmentFundraisingWe'll achieve this through pioneering research, vital prevention activity and ensuring quality care and support for everyone living with heart disease.What we do?ResearchWe fund around 1,200 research projects investigating every aspect of heart diseaseThe BHF invests over £100 a minute on research to keep the nation's hearts healthyPatient careWe 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 skillsOver 1,620 Heartstart UK schemes teach people what to do in an emergency
7Education and medical information We produce publications, videos and other materials for health professionals and the public.
8Why workplace health?Individuals may spend up to 60% of their waking hours in their place of workOver half of UK population currently in employmentWorkplace offers a significant potential setting for physical activityGrowing evidence base and key documents supporting the agendaKey policy drivers (obesity, physical inactivity, stress, ageing population, reducing inequalities)
9Why workplace health? Employee benefits: Less health problems More energySleeping betterImproved body shape and appearanceA reduction in stressBetter concentration and mental alertnessImproved cooperation and rapport with their colleaguesMeeting people and making new friendsAchievement–learning something new+being successful
10Why workplace health? Employer benefits: Increased productivity Improved absenteeism and ability to return to work after illnessRetention of staffImproved the morale of your workforceImproved communicationCreate a positive corporate image
11BHF’s work - workplace health Programme – pilot project managed by BHFThink fit! - promoting workplace health and wellbeing – core BHF workplace health work
12Well@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 environmentTo develop an evidence base on ‘what works’ in workplace health promotion in EnglandThe national evaluation of was conducted by Loughborough University
13Well@Work Programme 11 projects across the 9 English regions 32 organisations and a potential workforce of 10,000 employeesA mix of large and small businesses, private, public and voluntary sector organisationsconducted over 3 years, projects completed October 2007National Conference February 2008Summary report and technical report available
15Achievementshas provided a rich learning experience and an evidence base of ‘what works’Programme planning and initiationDelivering interventions and participationEnvironmental and policy changesRaised awareness of workplace health at the organisational and individual level
16Positive impacts Employees - lifestyle and work Employers staff morale improvements in absenteeismstaff moraleworking atmospherecommunications and interactions between employees and managers in the workplace
17Sustainability Two thirds of the W@W projects are continuing Wealth of experience – key individuals and organisations trained and experiencedNew partnerships created, a springboard for further work and new opportunitiesWorkplace health now firmly on the national agenda and employers radar!2/3rds continuing - this includes providing the financial resources and mainstreaming the project coordination
18Sharing the learningSummary report and call to action (G397)DVD (DVD23)
19Think fit! - promoting workplace health and wellbeing Think fit! Resources – physical activity, healthy eating and mental wellbeingThink fit! WebsiteThink fit! Seminars (2006/07)
20Think fit! Physical activity Think fit! A guide to developing aworkplace activity programme (2005)Think fit! Be active! A ‘how to do it’guide to workplace physicalactivity interventions (2008)Say what they include – t-shirt, employee booklet and calendar
21Think fit! Healthy eating Think fit! Eat well! A guide todeveloping a workplace healthyeating programme (2008)
22Think fit! Mental wellbeing Think fit! Think well! A guide to developing aworkplace mental wellbeingprogramme (2008)
26Real workplace health issues CoordinatorSenior management support and commitmentEngaging employees – meeting their needsPhysical activity – what works?ChampionsCommunication
27Coordinator Key to success of the project overall responsibility rests with themengage with management and employeesdevelop ‘innovative ideas’communicate, communicate…Motivate!
28Use BHF resources – they are designed for coordinators! Need to:get to know organisational structures, ways of working and the culturebuild relationships and trust with management and employeeshave a ‘visible presence’ and ‘put a face to the project’Takes TIME but WORTH IT!Use BHF resources – they are designed for coordinators!
29Management support ‘Buy in’ + support essential for success Coordinator needs to:Find out their key drivers e.g. sickness absence, retention, CSREnsure clarity and understanding of what is requiredBEST WAY - develop and maintain regular contact and provide project updates and results, esp. successes
30Management support Management need to: be seen as supportive demonstrate support and endorsement for projectencourage staff to participateHow…promote activitiesparticipate in activities with staffallow flexible working timerecognise success
31Champions Getting the right champion is vital! Nomination from managersInvitation from coordinatorVolunteers –more interestedmore successful
32Recruiting ChampionsMore than 1 champion helps share responsibilities and increase capacityInclude people from different departmentsInclude people at different grades/ agesFind out their interestsGive them recognitionGive them the responsibility
33Champions How can the champion help the coordinator Run the project + support throughoutCommunication (vital)raising awarenessencouraging stafffeedback to coordinator and managersSustainability of the project
34Champions How can the coordinator support the champion(s) Support - regular communication between coordinator and champion is vital - meetings and 1:1’sTraining – help them in their role, increase confidence, opportunity to share experiences and ideas with other champions and coordinatorRecognition of their role – coordinator and managementDedicated time per week to spend on project (1 - 2 hours)
35Engaging 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 clearProve to employees that the project is not going to be a ‘flash in the pan’ and ensure them it is going to be sustainable
36Engaging employees Employee needs Needs assessment/ survey Champion and employee ‘working groups’ to bring forward ideas and needsFormal and informal face-to-face contact with employeesAttending team/ department meetings
37Engaging employees Encourage participation Workplace champions – help to communicate, encourage peers and gain feedback from employeesFun, 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 possibleVisible management support – management participation with employees, being flexible allowing staff to participate, recognitionExtend to family and friends – may encourage more employees to participate
38Engaging employees What employees like: Meeting new people Choice and variety of activitiesExternal instructors – inspiring,friendly, professionalWell organisedInexpensiveIncentives – ‘freebies’On-site activities – convenienceAfter work + lunchtime activitiesTeam competitionsHealth checksWhat employees like:Meeting new peopleLearning about own healthGetting away from desk, breakfrom work, relaxingEnjoyable, fun activitiesSeeing benefits – losing weight,feeling fitter, toning upIncrease confidenceTeam buildingTrying new activities, learningnew skills
39Engaging employees What works well? Health checks Useful for motivating and engaging employees‘Wake up call’Encourage to make positive changes to lifestyleEncourage participation in other workplace activities“The health checks have encouraged me to get healthier. The Tutors were friendly and put people at ease.”
40Engaging employeesWhat works well? Team based challenges and competitionsProvides support and encouragement from colleagues‘Friendly rivalry’ and competition helps to motivate employeesCan participate during the working dayIncentivesE.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.”
41Engaging employees human football’, ‘rounders tournament’ What works well? One-off/ taster eventsCheapProvide variety - appeal to wide range of employeesTime requirement lowWork well - in work time, on-site, offered freeGood to gauge interest for future activitiesLunchtime classes e.g. pilates, boxerciseDance classes – ballroom, salsa, belly dancingTasters - rock climbing, surfing, golf, archeryCombining healthy activity with social events – ‘inflatablehuman football’, ‘rounders tournament’
42CommunicationConstant communication, promotion and reinforcement neededCoordinator, management, champions and employeesHelps to encourage support, commitment and participation
43What other workplaces have achieved Case studiesThink fit! Be active!Summary report and DVD