Workshop Evaluation of the CSPN Workplace Challenge Emma Adams, Research & Evaluation Manager, BHFNC Using evidence to support the business case Lisa Young, Project Manager, BHF

Outline of workshop 2 short presentations Discussion 1 Evaluation of the Workplace Challenge – reminder! Using evidence to make the business case Discussion 1 Types of evidence used Strengthening the business case Discussion 2 (groups) Engaging businesses in physical activity and sport Barriers, solutions and actions

Evaluation of the CSPN Workplace Challenge Workplace Challenge is one of a number of projects funded through Sport England’s Get Healthy Get Active portfolio. BHFNC is conducting the national evaluation and this follows guidance in the Standard Evaluation Framework for Physical Activity Interventions and Sport England’s requirements for the evaluation of these projects. Evaluation of the CSPN Workplace Challenge Emma Adams CSP Conference 14th October 2015

Target population: definition of inactive ‘In the past week, on how many days have you done a total of 30 min or more of physical activity, which was enough to raise your breathing rate? This may include sport, exercise and brisk walking or cycling for recreation or to get to and from places, but should not include housework or physical activity that may be part of your job’ Just a reminder the aim of the Get Healthy Get Active projects is to recruit inactive individuals and build the evidence base for engaging the inactive in sport and physical activity. The Single Item Measure for Physical Activity is being used to identify inactive participants across all the Get Healthy Get Active projects. For the purposes of the Workplace Challenge project and for the purposes of analysis: Respondents answering 0 or 1 day per week are defined as being inactive. Respondents answering 2 or more days per week are defined as active though we fully recognise that the active group includes those who do not meet the PA recommendations (i.e. they have ticked 2, 3 or 4 days) according to the response given to the single item question. Number of days: 1 2 3 4 5 6 7 Inactive Active Milton et al., 2011 & 2012 Single Item Measure for Physical Activity

Evaluation aims Assess the effectiveness of the Workplace Challenge at increasing participation in physical activity & sport in inactive employees Learn about how the workplace can be used to engage the inactive in sport and physical activity Although primary target audience is inactive employees, data is also being collected from active employees throughout the project to assess the wider impact of the Workplace Challenge.

Evaluation objectives Identify the needs and interests of inactive employees Understand: the role of the workplace in providing sports/ physical activity opportunities how inactive employees can be engaged in sport and physical activity through the workplace the experiences of delivering the programme participant’s experiences of the project the potential benefits to businesses Identify patterns of participation in different activities Assess the impact of the project on participation in sport and overall physical activity levels in inactive and active employees

Methodology: mixed methods Interviews with inactive employees Survey (health promotion staff) We are assessing these objectives using a mixed methods approach and conducting: Formative evaluation through interviews with inactive employees and surveys with staff who have responsibility for health promotion in their organisations to explore the role of the workplace in providing opportunities for sport and PA Process evaluation through surveys, focus groups and interviews with different stakeholders involved in the project to learn about project delivery and participant experiences. Outcome evaluation through employee surveys which are distributed through the Workplace Challenge website: Baseline data collected when employees register on the site Follow-up survey at the end of the 8 week national challenge (March) Further follow-up surveys in June and September Analysis of the activities which have been logged on the website to assess patterns of participation Surveys/focus groups/interviews (key partners) Focus groups (employees) Employee surveys Analysis of logged activities

Data collected: participant surveys 2013/2014 n 2014/2015 Baseline 11,074 12,734* 3 month (March) 2,027 1955 6 month (June) 984 1563 9 month (September/October) 781 ? Year 1 = 1st October 2013 to 30th September 2014 Year 2 = 1st October 2014 to 31st October 2015 *As at 1st October 2015

Data collected: other surveys Method Date n Evaluation of CSP training Oct 2013-March 2014 63 Health promotion survey July-August 2014 589 CSP lead survey October 2014 30 (from 27 CSPs) Workplace champion survey May-June 2015 103 Case study surveys (participants) June-July 2015 44 Case study surveys (champions) 10

Data collected: qualitative data Method Date n Interviews with inactive participants Jan-Feb 2014 21 Stakeholder interviews August-Sept 2014 7 Focus groups with employees March-May 2014 53 (9 focus groups) Case study interviews July-August 2015 10 Workplace champion interviews August 2015

Lots of data!

Evaluation report timelines Report due to CSPN by 31st December 2015 Dissemination Jan 2016 Short report for each CSP early 2016

Thank you

The Business Case for Health at Work So why should we promote health and wellbeing at work?

Why the workplace? Average person spends more than a third of their waking hours at work A great place for promoting health to employees Established channels of communication - publicise programmes, encourage participation and provide feedback The more organisations can do to protect the health of their workforce the better it is for individual health, wellbeing and productivity. Over 30 million people are in employment in UK The average person spends over 1/3 of their waking hours at work ( up to 40 years of their life) The workplace has a big impact on the health of everyone who works there It’s a fantastic way of reaching large sections of the adult population

Ill-health Many of the health problems of the UK workforce can be attributed to worsening public health (i.e. poor diets, growing obesity, smoking and more sedentary lifestyles) UK workforce of the future being older and sicker, with more people living and working with ill-health. By 2025 it’s likely 40% of adults will be obese = rise in chronic conditions. Many adult health problems are caused by lifestyle behaviours such as: poor diets, sedentary behaviour, obesity, and smoking. The situation is likely to get worse in future with the UK workforce become older and sicker – with more people living and working with ill-health. It’s likely by 2025 that 40% of adults will be obese and be working with chronic health conditions.

Building the business case For a successful workplace health programme, you need the bosses’ backing We have the tools and evidence to build a business case about the value of investing in Health at Work What are the benefits?…

Benefits to employees Improved health and wellbeing – more active, fitter, less stressed Reduced risk of illness and diseases Increased understanding of health Enhanced self-esteem Increased job satisfaction and morale Increased communication and social support Opportunities to network across the business

Benefits to employers Healthy staff - more satisfied, productive and resilient Reduced absenteeism Physical activity initiatives can reduce absenteeism by up to 20% and physically active workers take 27% fewer sick days Reduced costs related to injuries and accidents Reduced recruitment costs Reduced staff turnover Team building Positive company image and profile Mitigate some of the problems of an ageing workforce.

Building the business case Benefits are wide ranging…BUT Employers will want to know costs and potential returns

Costs of Ill-health Cost of sickness absence 140 million days are lost to sickness absence every year It costs UK businesses an estimated £29bn The average worker takes nine days off each year due to sickness. An average London firm of 250 employees loses around £250,000 a year due to ill health. Costs – staff turnover, reduced productivity and presenteeism ??? - The average worker takes nine days off each year due to sickness.??? – asked Chris for confirmation The costs of staff being sick costs organisations a lot in terms of: Sickness absence ….. Staff turnover Accidents & injury Reduced Productivity Presenteeism – which is when staff attend work when sick. is valued at an average cost to employers of £605 per employee per year, due to reduced productivity.

Cost savings calculator How much could your business save by investing in a health and wellbeing initiative? As part of our Business case resource, we teamed up with ERS Research & Consultancy to find out what absenteeism, presenteeism and staff turnover cost the average UK business each year.  To see how much your business could save, simply input the number of people you employ and the potential cost savings will be automatically calculated below.

Return on investment Employers who invest in health initiatives = ROI ROI can range from £1:£2 to £1:£34 Reduced sickness absence evident in 82% of programmes Holistic wellness programmes can be expected to show a positive financial return over a period of 2-3 years Targeted interventions are more likely to show a pay-back period earlier. Employers who invest in health initiatives have the potential to see significant return on investment (ROI) A review of academic studies shows that the return on investment for some workplace health initiatives can range from £2 for every £1 spent (1:2) to £34 for every £1 spent (1:34). A review of UK case study examples of employer wellness programmes found - reduced sickness absence is evident in 82% of health programmes. Also found reduced staff turnover (33% programmes), reduced accidents and injuries (29%), increased employee satisfaction (25%)… It can take 2-3 years for Holistic wellness programmes to show a positive financial return. More targeted interventions are more likely to show an early pay-back period e.g. weight management and smoking cessation BHF Building the Business case report 2014

The tools you need… business case template to structure your document business case guide to explain the process and priorities infographics to present the statistics in a striking way cost savings calculator to estimate the return on investment for your workplace  economic evidence report to back up the statistics. Use the resources below, and collect some data about your workplace, to develop a professional and convincing pitch to the boss:

Contact Lisa Young Health at Work Project Manager W bhf.org.uk/healthatwork T 020 7554 0355 E healthatwork@bhf.org.uk LinkedIn BHF Health at Work

Discussion 1 (5 minutes) In groups of 2 or 3 discuss the following questions: What types of evidence have you used to make the business case to workplaces and how have you used it? What is needed to make a stronger business case to employers? Record on post-it notes / feedback 1-2 points

Discussion 2 (5 minutes) In small groups, discuss the following questions: What are the barriers to engaging businesses in sport and PA? What are the potential solutions? What actions might you take? Record on flip-chart

Discussion 2 (5 minutes) In small groups, discuss the following questions: What are the barriers to engaging businesses in sport and PA? What are the potential solutions? What actions might you take? Record on flip-chart

Discussion 2 (5 minutes) In small groups, discuss the following questions: What are the barriers to engaging businesses in sport and PA? What are the potential solutions? What actions might you take? Record on flip-chart

Feedback (10 minutes) What are the barriers to engaging businesses in sport and PA? What are the potential solutions? What actions might you take?