1. Discussion Document (M Tredrea July 2014) Health Promotion in the Workplace

2. What is Health Promotion? Workplace Health Promotion Workplace health promotion (WHP) is the combined efforts of employers, employees and society to improve the health and wellbeing of people at work. This is achieved through a combination of: improving the work organisation and working environment; promoting the participation of workers in the whole process of WHP; enabling healthy choices, and encouraging personal development. Business Benefits By making workers feel better and healthier, workplace health promotion leads to many positive consequences like reduced turnover and absenteeism, enhanced motivation and improved productivity, as well as improving the employer’s image as a positive and caring organisation. More than the Minimum WHP means more than simply meeting the legal requirements on health and safety; it also means employers actively helping their staff improve their own general health and wellbeing. Within this process it’s essential to involve employees and to take into account their needs and views on how to organise work and the workplace.

3.  It is widely recognised that fit & healthy employees will be happier employees, therefore health promotion matters!  Improved workplace health will generate benefits to the individual, the business and the community as a whole.  We have both an employee and a social responsibility to help improve and maintain our employees health and welfare.  Employee health should be an integral part of the way we go about our business, and therefore it becomes a cultural change programme. Background & Objective  West will therefore enter into a local and regional initiative to bring about that cultural change, and integrate health awareness into its business strategy.

4. Health issues should be driven by the understanding that improved health and well-being can generate significant employee productivity benefits resulting in higher levels of motivation. Maintaining the health and well-being of employees can have the potential to benefit an organisation in the following ways: Reduced absenteeism An effective absence management policy and improved health in the workforce can reduce the number of days taken off work and the amount spent on sick pay. Improved productivity When staff are absent through illness or injury the financial cost is not just sick pay, but also lost productivity and output. Losing fewer experienced staff through retirement on ill health grounds Few organisations can afford to lose expensively trained and valuable employees through ill health. Attracting the best staff Effective health and well-being policies and practices can enhance an organisation’s reputation as an employer of choice, helping to attract and retain well qualified, skilled and experienced staff. Health promotion programmes are seen by prospective candidates as one of the elements that attract a candidate to a business and can form a key part of an employers “branding”, and is increasingly becoming an expectation when job searching. Employee retention Employee retention is absolutely key to any business as it is estimated that the cost of replacing an employee is about five times their monthly salary. It also reduces the loss of knowledge through having to replace skilled and experienced employees. Improving staff morale Institute research demonstrates how healthy staff are likely to be more motivated, productive and committed to the strategic goals of the organisation. Improving employee relations This enhances corporate image, and helps to reduce conflict in the workplace, which can be a key contributor to workplace stress and absence from work. Reducing premiums for health insurance A healthier workforce will mean employees have less need to use health insurance; consequently premiums are likely to be lower. Why is Health Management Important? (The Business Case)

5.  The UK St Austell & Bodmin facilities have already committed as part of its local business strategy to improve employee engagement, one element of this is to “Promote Workplace Health”.  Following very encouraging discussions with the NHS (National Health Service) Health Promotion Team we believe that we are ready to commit to developing a pilot programme.  Our ultimate goal is to achieve one of the “Healthy Workplace Awards” at either Bronze, Silver or Gold, however the driving factor must remain the “improvement of workplace health”, not the achievement of the award. This should be the recognition of success….  We need to agree an overall local and regional strategic approach (The Business case!) which allows “degrees of freedom” on a local level to develop their own plans for implementation.  Present to Management Teams & HRM’s  Appoint a regional Champion to support, guide, coordinate and encourage plants across the region.  Enlist a small group of local employees who are enthusiastic to the cause, as a task force or working group, particularly persons from the operational functions.  Work in conjunction with the local HS&E representatives.  Agree a local programme of events for a 12 month period that can then be developed into a rolling plan so it becomes part of the business planning.  Agree and justify any budget spend.  Develop means of measuring effectiveness (KPI’s) Absence rates, employee surveys etc. Proposal

6. Some examples of available resources to help kick start/support a programme:  Internal Health promotion/Awareness team.  Existing Occupational Health service/support.  NHS (or Similar) Health Promotion at Work services.  Local health & fitness centres.  Local GP/Doctor surgeries.  Internet information. Resources

7.  When approaching new employee initiatives regardless of how it might positively impact them it is important to ensure that the employees are consulted with, and any views, opinions or ideas are taken into account when finalising a proposal. Failure to do this may end up in criticism, lost opportunity, non engaged workforce, and potentially failure of the programme.  Therefore one should initially:  Consult with employee representative groups i.e. Union’s and Works Council Members.  Advise the workforce that there is a proposed initiative, explain its benefits, and seek support and employee involvement.  Seek volunteers for a focus group to harness true views.  Seek working volunteers to help implement an agreed programme. Focus Group Approach

8. Key to Success (Target Areas) 1.Creating a Healthy workplace 2.Health & Safety 3.Recruitment, Retention & Return to Work 4.Mental wellbeing & Minimising Stress 5.Back Pain & Prevention 6.Stop Smoking 7.Alcohol & substance Misuse 8.Physical Activity Including Active Travel 9.Healthier Eating including Healthy Weight 10.Choosing Well including including Sun Safely The following 10 elements are considered to be the initial key requirements to form a successful foundation in any Workplace Health Promotion initiative. The 10 Pillars of Success

9.  As with any initiative in order for it to be effective it means that we have to be serious about it working, which means that we should be prepared to budget for it.  Health promotion does not have to impose significant cost, as most of it is about educating and encouraging employees to do the right thing by creating an environment where healthy practices are the norm.  Most of the costs will be the external advice from health experts if these services are not provided free on a national basis to industry, as in the UK.  Some cost will also need to be incurred for health promotion material again if this is not already funded as part of a National initiative.  If we are to consider things such as subsidised membership to a gymnasium then these costs will need to be taken into account, budgeted for and considered part of the overall company benefits package.  Maybe small offerings to the workforce such as fruit packages, sample healthy eating options etc.  Where there are workplace canteen’s or provided services, some subsidising to encourage better food options may be appropriate. Funding

10. Proposed Approach ActionTimeframeOwner

11. Next Steps &Timescales Agree Strategy Present to management teams Present to HRM’s Determine & Select Champion Agree participating plant/sAugust 2014 Communicate to workforceAugust 2014 Set up working groupsAugust2014 Determine local programme of eventsSept 2014 Agree budget spendSept2014 Develop means of measuring effectiveness KPI’sAugust2014 July 2014