The Working on Wellness Project

Transcription

1 The Working on Wellness Project Canadian Public Health Association Conference May 27, 2014 Fionna Blackman Project Manager Working on Wellness Canadian Cancer Society, BC & Yukon WoW is made possible through financial support from the Canadian Partnership Against Cancer, Heart and Stroke Foundation of Canada and Health Canada through a CLASP grant

2 Working on Wellness (WoW) in Strategic Populations - Project description 3 year project Adapting workplace wellness programs for specific audiences Target predominantly male workplaces in the north through workplace wellness programs & First Nations Administration Offices Funding from Canadian Partnership Against Cancer, Heart and Stroke Foundation of Canada and Health Canada. Working in 3 provinces and territories (BC, NWT & Yukon) Delivery through partnerships 9 current pilots Model adapted from WellnessFits program Partners

3 WoW objectives Contribute to the reduction of preventable cancers and other chronic diseases A workable model/toolkits that are suited for male dominated work camp environments First Nations offices/communities Build momentum for workplace health in new environments

4 Jurisdictions & pilots Yukon Ta'an Kwäch'än Council Selkirk First Nation British Columbia BC Hydro Mica Creek Construction project Nexen North Liard Oil & Gas Northwest Territories Diavik Diamond Mine Ekati Diamond Mine DeBeers Diamond Mine Government of Northwest Territories Workers Safety and Compensation Commission

5 Healthy workplaces Occupational Health & Safety Workplace Culture/ Organizational Wellness Workplace Health Promotion

6 WellnessFits model Educate Act Support Making the healthy choice the easy choice

7 Context specific approach Workplace Wellness Programs Comprehensive approach (WellnessFits) Senior management support Participatory planning Tailoring to unique environment Integrating wellness into day to day Building on available resources Men s Health Bring health to men Use a gender sensitive style Put high value on feedback from men/employees Ensure ongoing support Environment Champions

8 Context specific approach

9 Context specific approach Workplace Wellness Programs Comprehensive approach (WellnessFits) Senior management support Participatory planning Tailoring to unique environment Integrating wellness into day to day Building on available resources First Nations Administration Offices Holistic approach Culturally relevant Assets based Opportunities for community participation

10 Lessons learned so far Focus on partnership Integrate wellness into critical day-to-day Address what is important to your audience, not what is important to you Use momentum of smaller activities to leverage larger environmental changes

11 Contact information Fionna Blackman, WoW Project Manager Canadian Cancer Society, BC & Yukon

12 The Working on Wellness Project Canadian Public Health Association Conference May 27, 2014 Barbara Dobson, Goodson Consulting WoW is made possible through financial support from the Canadian Partnership Against Cancer, Heart and Stroke Foundation of Canada and Health Canada through a CLASP grant

13 Overview Some background information about the evaluation What we have done so far Discuss some findings from the surveys Plans for the next year Adhere to OCAP

14 Part of Cross CLASP Evaluation Objectives did WoW meet its objectives? Provide information about impacts and outcomes that feed into the Cross CLASP Evaluation Enablers and Challenges Common approaches to sustainability Lessons learned Reporting requirements KTE, member survey and success stories

15 WoW Key Evaluation Questions 1. To what extent has there been increased awareness, education and access to health promotion resources in workplaces and communities in the targeted jurisdictions? 2. To what extent have there been changes to policy/practice/ environment that encourage wellness activities amongst employers/employees? 3. To what extent have partnerships been broadened and deepened? 4. What unintended results were observed?

16 Evaluation Design Evaluation uses the program data closely linked Multiple case study design Each worksite will be a case study 12 in total Phased and iterative Case studies span each component of WoW Planning and adaptation Implementation Knowledge exchange Look across worksites for lessons learned

17 The Evaluation Approach

18 RE-AIM Framework Used in health settings to evaluation different dimensions of programs Reach into the population Effectiveness of the intervention Adoption by the settings Implementation Maintenance

19 WoW Program and Tools and Evaluation Pre-implementation Workplace MOU or letter of commitment Organizational capacity survey Workplace scan Employee interest survey Recommendations report Program plan During implementation Action plans Interim reports/debriefing Progress reporting Interviews Interim employee survey Most Significant Change Postimplementation Post organizational capacity survey Post workplace scan Post employee interest survey Program and action plans Most Significant Change Interviews

20 What have we done so far? Tells us what there is currently and helps identifies goals and potential barriers and opportunities Environmental Scan Organization Survey Employee Interest Interviews Analysing data Action Planning

21 Capacity Survey Employer support Very important to all employers 2 had dedicated staff All had health and safety committee Only 1 had a formal written wellness policy Strongest policies were for tobacco and alcohol use Mines had policies ensuring healthy food choices Most provided incentives or subsidies for physical activity

22 Reasons employers participated in WoW Wanted a healthier workforce Obligation to support employees Reduce medical claims Reduce absenteeism Want healthier and happier employees

23 Employee Interest Survey Self completion survey for employees in each worksite NWT=296; BC=119; Mines=1079 Available on paper and online Asked about knowledge, attitudes and behaviour Completed spring to fall 2014

24 Knowledge and Behaviour Over half respondents were aware of physical activity recommendation (30min per day) Perceived recommendation vegetable and fruit consumption in work camps was approximately 3.5 portions; NWT worksites 5 portions Actual average consumption in workcamps was 4.3 portions; NWT 5 portions

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32 P.A. Healthy Eating Tobacco Alcohol Screening Stress

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34 What now? What next? Complete the data analysis Conduct interim employee survey Most significant change stories Collect the post survey data 2 nd round of interviews Compile and analyse program data Ongoing analysis

35 Deputy Chief Public Health Officer and Workplace Wellness Facilitator

36 GOAL & TARGET POPULATION GOAL: Create healthier work environments that contribute to the reduction of preventable cancers and other chronic diseases TARGET POPULATION: Male dominated, northern populations in private industry with a significant Aboriginal workforce. 3 diamond mines selected for pilot sites. Government of the Northwest Territories, WSCC and potentially municipal and aboriginal governments. HSS and WSCC are current partners.

37 KEY NWT STATISTICS Obesity A larger portion of our population is overweight or obese. In 2013, 59.3% of males in the NWT were overweight and obese compared to 55.3% of NWT females. (CCHS 2013) Physical Activity Until 2012, NWT residents were less active than the national average. By 2013, 59.7% of males were physically active, 2.1% higher than the national average. (CCHS 2013)

38 KEY NWT STATISTICS CONT. Drinking Males between the ages of are more likely to be heavy drinkers. In 2012, NWT residents 12 years of age and older who are heavy drinkers were 39.4%, compared to 24.3% of Canadian males. (CCHS 2012) Smoking Males between the ages of are more likely to be smokers. 34.1% of NWT residents age 12 and older are smokers, compared to 22.1% of Canadian males in (CCHS 2013)

39 AIMS Aim 1 increase awareness, education and access to applicable health promotion resources Aim 2 develop and support workplace wellness programs through changes in policy, practice and environment Aim 3 Broaden partnerships between participants committed to health promotion

40 TIMEFRAME AND CONCEPT Will continue to implement WoW in NWT workplaces over the next until September 2016 Employees have been asked to complete a survey to identify which health and wellness modules are of the highest interest Each module usually lasts for 3-4 months. There are six modules: healthy eating physical activity healthy minds early detection tobacco reduction UV/sun awareness.

41 MODULES SELECTED BY EACH PILOT SITE All 5 pilot sites selected the following modules as their top 3 choices for implementation: Physical Activity Healthy Eating Mental Health

42 STRATEGIES Each module uses three consistent strategies Educate Act Support

43 WHERE ARE WE NOW? Ekati: currently putting on physical activity challenge Walk to the Rock Diavik: wrapping up their walking challenge this month, starting the nutrition module soon De Beers: finished their physical activity module (1 individual and 1 team walking challenge), and moving on to the nutrition module WSCC and DHSS: finished a walking challenge, Walk to Tuk, finished yoga classes, attended a sprouting workshop, and currently in the middle of nutrition activities

44 THANKS FOR HELPING US WORK TOWARD A HEALTHIER NORTH!