1. Healthy Workplace ® It’s Not Rocket Science CSPI Conference November 25, 2014

2. Duxbury/Higgins Recent Research Conclusion: Most companies have not made progress in work-life balance and employee well-being 1.Stress levels have gone up since latest research in 2001 2.Life satisfaction has gone down 3.Email is up 4.Work demands are up 5.Alternative work arrangements and flex-time has gone down 6.Typically employees spend 50.2 hrs on work-related activities a week –50%+ employees take work home outside of normal hours –57% employees reported a high level of stress –1/3 of hours outside work are spent on emails 7.Work-life conflict was associated with higher absenteeism and lower productivity 8.Woman are still working a “double shift” at home and at work Presented at TLRT at Carleton University for Thought Leaders Round Table – April 2013 Source: 1.Revisiting Work-Life Issues in Canada: The 2012 National Study on Balancing Work and Caregiving in Canada, Dr. Linda Duxbury,Carleton University and Dr. Christopher Higgins. Western University,

3. Our Mission To Help Improve Organizational Performance and To Recognize Excellence 4

4. Excellence Canada is the only not-for-profit organization dedicated to developing standards, certifying and recognizing organizational excellence across all sectors in Canada Standards develop and maintain globally competitive, proven standards for organizational excellence Approach provide training, coaching, assessment and tools to implement, validate and certify organizational excellence Recognition recognize organizational excellence through the Canada Awards for Excellence program

5. RECOGNIZING EXCELLENCE RECOGNIZING EXCELLENCE Canada Awards for Excellence Order of Excellence Excellence, Innovation and Wellness Quality Healthy Workplace ® Mental Health at Work ® 5

6. This is all about building on the good work you are already doing! This is all about building on the good work you are already doing!

7. A Strategic Focus on Healthy Workplace A Strategic Focus on Healthy Workplace –Employer of Choice –Motivated Employees –Healthy Employees –Satisfied customers/citizens –Demonstrates Social Responsibility

8. Organizational Initiatives From this  To this

9. Healthy Workplace vs. Wellness Not just a fitness program; it’s a comprehensive approach; Not a quick fix Senior leaders engaged; Integrated with business planning Sustainable results Wellness of people considered in everything you do “Building a Culture of Health” –encouraging employees to take responsibility for becoming and staying healthy, minimizing risk factors and choosing the right health service from benefit plans »Graham Lowe, 2013

10. Wellbeing Appraisal of one’s –Present and future life situation –Daily positive or negative emotional experiences –Physical health risks –Healthy behaviours (e.g. diet, exercise, smoking) Satisfaction with one’s work environment Access to resources needed to be safe and healthy »Sears, 2013/Graham Lowe, 2014 10

11. Wellness and Engagement ‘People that have high individual well being are more likely to see their workplace as positive, productive, and engaging’ (Gallop, 2013) Employees in high engagement workplace report better physical health, lower job stress and less absenteeism than their counterparts in low-engagement workplaces (AON Hewitt, 2012) 11

12. Psychosocial Risk Factors Psychosocial Risk Factors (PSRs) are organizational and work factors that impact the psychological safety and health of employees. These factors include the way work is carried out and the context in which work occurs PSRs have the ability to affect employee mental responses to work and to cause mental health problems.

13. Psychological Health & Safety Psychosocial Factors 1. Psychological Support 2. Organizational Culture 3. Clear Leadership & Expectations 4. Civility & Respect 5. Psychological Competencies & Requirements 6. Growth & Development 7. Recognition & Reward 8. Involvement & Influence 9. Workload Management 10. Engagement 11. Balance 12. Psychological Protection 13. Protection & Physical Safety 13 Guarding Minds@Work, 2012

14. Psychologically healthy and safe workplaces… Foster psychological well-being while enhancing organizational performance Offer opportunities for all employees and managers to develop skills and knowledge Promote respectful relationships between staff, customers, the public Support staff experiencing psychological difficulties

15. Definition of Healthy Workplace Definition of Healthy Workplace “ Workers and managers collaborate to use a continual improvement process to protect and promote the health, safety and well-being of workers and the sustainability of the workplace.” WHO, 2010 15

16. Healthy Workplace ® Framework Healthy Workplace ® Framework

21. The Requirements for the Five Drivers of Healthy Workplace ® Healthy Workplace ®

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24. ® 1. Support of Healthy Workplace ® Principles Integrated management approach Primary focus on needs Recognition that health is determined by many factors Employer/employee joint responsibility Assessment, evaluation & continual improvement ©NQI

25. 2. Leadership A focus on senior management, those who have key responsibility for the organization’s performance Key Focus: Setting strategic direction Involvement in reinforcing ©NQI

26. 26 "To lead people, walk behind them." – Lao Tzu

27. 3. Planning & Programs Examines planning process for developing HW goals and a plan for moving forward Key Focus: –Needs assessment and analysis –Healthy Workplace Plan –Program design ©NQI

28. ASSESSING ADDRESSING EVALUATING

29. 4. People Engagement Examines efforts to foster and support engagement in healthy workplace activities Key Focus: –Understanding of HW goals & policies –Ease of participation –Learning & development –Measure employee engagement & well- being –Respect for diversity –Rewards & recognition ©NQI

30. 5. Process Management & Risk Assessment Examines how work systems & procedures are controlled, and impact employee health Key Focus: –Assessment of work processes –Work processes monitored & documented –Staff input in decisions impacting work ©NQI

31. Mindset “THE REAL VOYAGE OF DISCOVERY CONSISTS NOT IN SEEKING NEW LANDS, BUT IN SEEING WITH NEW EYES” Marcel Proust

32. It Takes Time to Bring About Change Years Awareness, Participation, Morale Behaviour Change, Commitment, Absenteeism Risk Reduction Culture Change Less Disease 1 2 3 5-6+ Dr. Robin Williams, Medical Officer of Health, Regional Municipality of Niagara

33. Staged Approach YEAR 1 2 3 4 5 Return on Investment

34. Organizational Initiatives From this  To this

35. Common success factors Culture that values wellness Leaders and employees are encouraged to take responsibility to improve their health Policies and workplace environment that enables employees to participate Programs refined over time – reflecting the changing needs of employees Partnerships with community health organizations to support, educate and treat employees Technology that facilitates HRA and access to health education »Graham Lowe, 2013

36. “Knowing is not enough; we must apply. Willing is not enough; we must do.” Goethe German Philosopher

37. QUESTIONS?

38. Contact: karen@excellence.ca Visit: Canada’s Healthy Workplace Month www.healthyworkplace.ca Visit: www.excellence.cawww.healthyworkplace.cawww.excellence.ca