British Heart Foundation Lisa Purcell

British Heart Foundation Workplace health Lisa Purcell Project Manager, Adults

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

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?

British 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?

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

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

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)

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

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

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

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 Well@Work was conducted by Loughborough University

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 W@W conducted over 3 years, projects completed October 2007 National Conference February 2008 Summary report and technical report available

Achievements W@W 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

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

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

Sharing the learning Well@Work Summary report and call to action (G397) Well@Work DVD (DVD23)

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)

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

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

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

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

To order a pack Call 0870 600 6566 Email orderline@bhf.org.uk Visit www.bhf.org.uk/thinkfit

Think fit! website www.bhf.org.uk/thinkfit 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

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

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

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!

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

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

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

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

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

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)

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

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

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

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

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.”

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.”

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’

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

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

Contact details Lisa Purcell purcelll@bhf.org.uk 02476 33 7774