What was needed was a more structured, holistic, whole-of-company approach guided by Downer Mining s health priorities.

Transcription

1 Enhancing Workforce Health Downer EDI Mining The Problem Seven years ago, not only did Downer Mining s background Occupational Health and Safety (OHS) performance data (safety lag indicators) provide no information about the health and diversity of the workforce or the effectiveness of the company s Occupational Health (OH) systems and processes, but no measurable goals and outcomes were set. Were the health surveillance systems and programs achieving their desired outcomes, e.g. was there a quality-assured pre-employment screening process? Was the company recruiting the right people who were physically and mentally capable of performing the roles? Could their health be monitored over time? Also, while there was an awareness of higher levels of chronic diseases in the community, such as obesity and diabetes as a function of poor lifestyle behaviour, there was a need to identify Downer Mining s particular health priorities. Historically, there had been less investment in health and preventative activities than safety ones. Interventions had generally been driven by individual sites, and were short-term, not necessarily evidence-based, and without clear outcomes and evaluation of cost-effectiveness. What was needed was a more structured, holistic, whole-of-company approach guided by Downer Mining s health priorities. The Solution In response to the above requirements, in 2007 Downer Mining commissioned The Enhancing Workforce Health program (EWH) a four-year commercial research program (R&D) with the Queensland Institute of Biomedical Innovation (IHBI) Queensland University of Technology. (The program was extended for a further three years in 2012.) EWH aimed to: 1. Review the current OHS systems and practices 2. Develop a whole-of-company framework for OH management 3. Implement intervention strategies targeted to health and injury priorities 4. Achieve measurable and sustainable health outcomes 5. Participate in applied research to contribute to the evidence base. Page 1 of 8

2 Management Commitment EWH is a key element of the Resilient People objective in the Zero Harm Strategic Plan, the implementation of which is overseen by the Executive General Manager, Zero Harm. Based on evidence provided by EWH, the company has made significant investment in health infrastructure over the past three years, and now directly employees a team of multi-discipline health professionals to develop and deliver initiatives and programs, rather than outsourcing to external providers. Time has also been allocated during work hours for a range of health activities. Needs Assessment The first 18 months of EWH were dedicated to completing a comprehensive review of the OHS System and engaging with (50% of) the workforce through site visits to identify priority areas for intervention. These areas are continuously updated as more information and survey data are collected (see table below). Risk management strategies have been developed based on the evidence collected, which helps inform health campaigns and interventions. Efforts have been focused on the health surveillance continuum pre-employment and ongoing etc. Health surveillance ADMINISTERED QLD LOCATION PARTICIPANTS ACTIVITY 2012 ongoing Brisbane Office, Blackwater, Commodore, Goonyella Commodore, Norwich Park Bajool, Goonyella, Millennium, OHS Forum 275 Nationwide Mental health in new recruits longitudinal survey 16 Vibration audits 35 Fitness assessment & health evaluation 2010 Ensham 16 Truck ergonomic evaluation 2009 Bajool, Commodore Brisbane Office Bajool, DBS & Otraco sites 245 Nationwide Qld sites 147 Medical screen & functional fitness test Health status survey & health improvement program Work task analysis & injury risk survey Stretching exercise workshops Heat stress & hydration focus groups & survey Overall results reported to management and confidential assessments provided to individual participants. M/S survey results reported to management and presented onsite in toolbox talk with PowerPoint. Page 2 of 8

3 Musculoskeletal Injury/Disorder and Lifestyle Survey Queensland Sites ADMINISTERED QLD LOCATION PARTICIPANTS RESPONSE RATE 2011 Goonyella % 2011 Norwich Park % 2011 DBS & Otraco 235 Nationwide 27 51% 2010 Millennium % 2009 Commodore 55 31% Results reported to management and presented on site in toolbox talk with PowerPoint Pre-employment screening Several new processes were introduced, including: Implementation of a pre-employment tender application associated with provision of medical and screening processes to identify and appoint providers able to deliver consistent and quality assured procedures Appointment of appropriate providers and an Occupational Physician as a consultant to review and confirm screening outcomes. Improved functional screening processes and job task analyses are used to inform medical and allied health staff of the nature of the work tasks for which they are conducting a medical examination Provision of information to develop validated work-related functional capacity tests consistent with the demands of the job to be used in pre-employment screening in conjunction with the medical examination Promotion of links between results of the pre-employment screening process, continuing health surveillance and health promotion programs examined. Health promotion and employee/industry engagement Underpinning the strategic direction of EWH have been employee surveys seeking more specific information on the workforce s health status. This information has been used to raise awareness of priority health issues, which have included musculoskeletal disorder, obesity/metabolic disorders and mental health. For each site at which a survey has been conducted, advice has been provided on requirements for a quality assured health intervention program. Perhaps the most visible component of the EWH is the quarterly health campaigns, which have been delivered to all Australian sites. They include digital stories, pre-start presentations and educational material (posters and flyers). The effectiveness of health communication with respect to health literacy, including whether digital stories or PowerPoint presentations can change behaviour, is currently the focus of a PhD study involving Downer Mining s workforce. Page 3 of 8

4 Additional health promotion programs include voluntary medical checks and fitness evaluations, and dietary and physical activity interventions to improve lifestyle behaviours. In some situations, links have been made with external or local community providers for the delivery of voluntary health enhancement programs (see ABC Article Boggabri Lifestyle Program, Commodore Mine Health Program). A page from Downer Mining s Health Calendar. Page 4 of 8

5 Other initiatives include: Annual health forums for OHS staff A health ambassador program at site level, which has been extremely effective in engaging, and seeking feedback, from employees A health calendar distributed to all employees An Intranet to upskill safety professionals. Health promotion ADMINISTERED ACTIVITY QTY TOPICS Site visits Toolbox talks with PowerPoint presentations Digital health stories Annual Health Calendar Entire workforce Cardiovascular disease, and prostate, breast and skin cancer Health posters All sites Priority health issues 2011 Information booklets/fact sheets from national health organisations All sites 2011 Enhancing Workforce Health Website redeveloped Annual OHS Forum 2010 EWH project update in Downer Mining Sustainability Report 2010 Health Ambassador Program initiated Survey awareness posters & flyers QMI H&S Conference presentations 2009 Health information business cards Entire workforce 2009 Stretching exercises sticker for truck windscreens All sites 2009 Enhancing Workforce Health website established EWH dedicated H&S Newsletter EWH Supplements to HSE Newsletters 11 2 Health risk priorities and controls Eating better/nutrition Urine colour chart for heat stress Page 5 of 8

6 A further important goal of the program has been the communication of its outcomes to the broader mining industry and community. This has been achieved through various strategies, including articles in external media, site posters, mining conference presentations and publications. Downer Mining was recently awarded Gold Recognition from the Queensland Department of Health its commitment to workplace wellness. Furthermore, the company s approach to mental health management has been recognised by the Mentally Healthy Workplace Alliance, which wants to promote it on the newly formed Heads Up website. Raising mental health awareness at blasting sites. Page 6 of 8

7 Benefits/Effects Evaluation The health program is reviewed annually against budget and objectives, and positive changes have been seen in workers compensation costs, and premium and absenteeism rates. Attitudinal change Climate surveys of the workforce have shown progressive improvements in the attitudes of workers towards health issues, greater awareness of health priorities and positive attitudes toward management s support for health and safety. A recent survey conducted at a Queensland site showed that more than 60% of workers felt that management encouraged a healthy lifestyle and that they tried to balance production demands with the well-being of workers. Health and Safety Climate Survey ADMINISTERED QLD LOCATION PARTICIPANTS RESPONSE RATE 2014 Goonyella % sites sites % National Average 70% National Average Results reported to management and presented onsite in toolbox talk with PowerPoint. Influencing Health Best Practice Following the initial and subsequent reviews of EWH, systems, policies and practices have been progressively modified to include strong emphasis on the health domain. In some cases, this has resulted in changes to Downer Mining s regulatory framework for health risk factors. For example, QUT research on Downer Mining employees based at its Mt Isa underground and exploration drilling operations found evidence of the incidence of heat stress from dehydration. This stimulated modification to the company s heat stress management guidelines including changes in the monitoring of heat stress and new hydration guidelines. Pre-employment Screening and Health Risk Management EWH has improved the quality of Downer Mining s pre-employment screening tools, quality-assured its providers and introduced an independent medical oversighting process (using an Occupational Physician). In addition, the company now has the capability to develop and monitor ongoing health risks using individual health management plans, as well as complex case processes to better manage fitness for work issues associated with work and non-work related injuries or illnesses. Transferability Page 7 of 8

8 Essentially, the program establishes the evidence needed to identify and target health priorities. This could be easily applied to other organisations to give them the evidence base or the data to make informed business decisions to improve health and safety outcomes. The survey tools have been designed in such a way as to reflect a mining setting, and could be applied broadly as a model to identify health priorities for the industry and help evaluate health interventions. Health promotion materials and interventions have been developed to specifically to target mine workers, but they can be modified to suit other mining companies (using their own data). Engagement strategies and internal communication strategies could be applied broadly to other mining companies, e.g. health ambassador programs that link with site OHS structures and processes. Innovation EWH is contributing to the development of new knowledge and monitoring techniques to better measure exposure to health risks. For example, through a collaborative project involving QUT and SIMTARS, Downer Mining is attempting to get a better understanding of the impact of vibration associated with heavy vehicle driving. This knowledge will enable better control of risk factors for vibration and prevention of back problems, which are extremely high in vehicle operators. Developing in-house capability to deliver unique, proprietary interventions rather than buying off-the-shelf products or using external providers shows an innovative approach to tackling health issues based directly on feedback from those that experience them. Approximate Cost EWH costs $250,000pa exclusive of R&D tax benefit. Page 8 of 8