EH&W INDABA OCTOBER 2007 COMMISSION 4 PSYCHO-SOCIAL STRESSORS IN THE WORKPLACE

Transcription

1 EH&W INDABA OCTOBER 2007 COMMISSION 4 PSYCHO-SOCIAL STRESSORS IN THE WORKPLACE 1

2 COMMISSION 4 Resource Person: Mr Simphiwe Mabhele Facilitator: Dr Susan Steinman Scribe: Mr Bully Sedibe Rapporteur: Ms Sally Rowney 2

3 A VISION FOR EHW A healthy, dedicated, responsive and productive Public Service OCCUPATIONAL HEALTH QUALITY OF WORK LIFE Research, Monitoring and Evaluation Human Rights and Access to Justice Information, Knowledge and Productivity Management Occupational Health Education and Promotion SHEQ Work Place Design and Special Facilities Individual wellness: Physical Individual Wellness: Psychosocial Treatment Care and Support Injury on Duty and Incapacity due to Ill health Work Place Ergonomics Organisational Wellness Prevention Disease Management: Chronic Disease Occupational Mental Health Risk Assessment & Management Work Life Balance PILLAR 1 HIV&AIDS Management Health & Productivity Management PILLAR 2 PILLAR 3 Occupational Hygiene &Safety Management Wellness Management PILLAR 4 KEY PROCESS PILLARS FOR HIGH PERFORMANCE IN THE PUBLIC SERVICE THROUGH EHW: CAPACITY BUILDING, ORGANISATIONAL SUPPORT INITIATIVES, GOVERNANCE & INSTITUTIONAL INITIATIVES, ECOMIC GROWTH AND DEVELOPMENT 3

4 PILLAR 4: Wellness Management Individual wellness is the promotion of the physical, social, emotional, occupational, spiritual & intellectual wellness of INDIVIDUALS. Organisational wellness promotes an organisational culture that is conducive to individual & organisational wellness & work-life balance in order to enhance the effectiveness & efficiency of the PS. 4

5 A VISION FOR WELLNESS MANAGEMENT Comprehensive Wellness ensuring Individual, Organisational Wellness and Work- Life Balance PROMOTING INDIVIDUALAND ORGANISATIONAL WELLNESS FOR ENHANCED SERVICE DELIVERY Managing Life Style Diseases and Health Risk Social Wellness Training and Development And Skills Development Wellness Management Flexibility Policies Promote Fitness, Exercise, Recreation, Meditation, and Relaxation Psychological Wellness Productivity Management Retirement and Elder Care Management Promote good Nutrition, Healthy diet and Weight Control Spiritual Wellness Absenteeism and Presenteeism Management Child Care and Family Support Management Providing Awareness and Education On Medical Check-ups and Conditions Economical Wellness Organisational Development and Support Community Involvement INDIVIDUAL WELLNESS PHYSICAL INDIVIDUAL WELLNESS PSYCHO-SOCIAL ORGANISATIONAL WELLNESS WORK-LIFE BALANCE PILLAR 1 PILLAR 2 PILLAR 3 PILLAR 4 4 KEY PILLARS FOR HIGH PERFORMANCE IN THE PUBLIC SERVICE THROUGH WELLNESS MANAGEMENT CORE PRINCIPLES INFORMING IMPLEMENTATIONOF EH&W STRATEGY LEGISLATIVE FRAMEWORK AS A FOUNDATION 5

6 Sub-PILLAR 2: Individual Wellness Psycho-Social Individual Wellness (Physical Wellness) Individual Wellness (Psycho-Social issues: social, emotional, spiritual, intellectual & financial/economical wellness) Organisational wellness Work Life Balance 6

7 DELIBERATIONS The ILO has identified five major psycho-social stressors in the work place namely: Stress, Violence, Substance abuse, Smoking, and HIV and AIDS. What are other psycho-social stressors need to be identified? Prioritise for the South African context. 7

8 SOLVE Stress Alcohol & drugs HIV & AIDS Violence Tobacco 8

9 Factors Personal finances Violence : Abuse (physical, bullying & mobbing, sexual harassment, intimidation, threats, physical,) Crime Lack of resources Change management 9

10 cont Trauma management (violence) Shift work Eating disorders (over & under weight/malnourishment) Relocation Disease management Organisational factors Environmental factors e.g noise Individual factors 10

11 DELIBERATIONS How do departments currently manage these psychosocial factors in the workplace and how can these be improved? 11

12 INPUT Duel model Outsourced & In-house (most in-house) Single model Need to recognise other SA developed programmes VETO (against violence at work & educational operational toolkit) Look for evidence of best practices 12

13 DELIBERATIONS What capacity development initiatives are needed to address Psycho- social stressors in the Public Service? 13

14 INPUT SOLVE (2 person know about it) Specialised skills required By-in from SMS level Social dialogue (e.g. union by-in) Commitment & resilience Budget Integration of programmes due to flexibility Collaboration with other roleplayers to create synergy vertically & horizontally e.g. learner at school who smokes & then comes to the workplace Employment relationships 14

15 Recommend interventions at policy and program levels to effectively deal with Psycho-social stressors in the public Service. 15

16 PROGRAMMES TO ADDRESS THE ISSUES Adjusted Africanised form of SOLVE to be integrated as a workplace programme together with other proven local developed programmes as part of integrated H&W. Best practices to be explored for programme development & inclusion. 16

17 THANK YOU 17

18 MAIN POINTS OF DISCUSSION Impact we make can change the workplace 18

19 CURRENT PRACTICES IN THE PUBLIC SERVICE WORKPLACE 19

20 STRATEGIES TO ADDRESS THE ISSUE Interventions need to target a number of factors: Policy Organisational factors Environmental factors Individual practice Preventative level Treatments level 20

21 Capacity Development Initiatives Promote competence development of EH&W practitioners Improve capacity development of auxiliary functions to assist with wellness promotion at an organisational level Establish e-health & Wellness information systems 21

22 Organisational Support System Initiatives Establish an appropriate organisation strucutre for EH&W Ensure HR planning & management Develop integrated EH&W information management systems Provide physical resources & facilities Ensure financial planning & budgeting Mobilise management support 22

23 Governance & Institutional Development Initiatives Establish an EH&W Steering Committee. Obtain stakeholder commitment & development. Develop & implement an ethical framework for EH&W. Develop the management of wellness care Develop & implement management standards for EH&W. Develop & maintain an effective communication system. Develop & implement a system for M&E & impact analysis. 23

24 Economic Growth & Development Initiatives Mitigate the impact of HIV & AIDS & other diseases on the economy. Ensure responsiveness to the Government s Programme of Action. Ensure responsiveness to MDGs Integrating NEPAD,AU & Global programmes for the economic sector 24

25 RECOMMENDATIONS 25

26 So you want a day off-- Let's take a look at what you are asking for! There are 365 days this year. There are 52 weeks per year in which you already have 2 days off per week, leaving 261 days available for work. Since you spend 16 hours each day away from work, you have used up 170 days, leaving only 91 days available. You spend 30 minutes each day on coffee break. That accounts for 23 days each year, leaving only 68 days available. With a one hour lunch period each day, you have used up another 46 days, leaving only 22 days available for work. You normally spend 2 days per year on sick leave. This leaves you only 20 days available for work. We are off for 5 holidays per year, so your available working time is down to 15 days. We generously give you 14 days vacation per year which leaves only one day available for work and I'll be damned if you're going to take that day off! 26

27 A woman walked up to a little old man rocking in a chair on his porch... "I couldn't help noticing how happy you look," she said. "What's your secret for a long happy life?" "I smoke three packs of cigarettes a day," he said. "I also drink a case of whiskey a week, eat fatty foods, and never exercise." "That's amazing," the woman said. "How old are you?" "Twenty-six," he said. 27

28 Input by Resource person Solve Programme (powerpoint presentation) Consult through the constituents tripartite alliance Pillar 3 social protection Safe work objective Workplace solution SOLVE Balance of work - life 28

29 Where is the Public Servant Workplace Household (families & friends) High risk of accidents Stigma & discrimination Persons health can deteriorate due to psychosocial factors Poor morale 29

30 Traditional approach to interventions people who are already not well. No focus on well people SOLVE a paradigm shift preventative approach as opposed to cure To integrate the PS issues into a comprehensive policy to address issues (policy level & operational level). 30

31 Policy level Principles of Policy: Bottom-up programmes Social dialogue involvement of all stakeholders & roleplayers Broad participation Confidentiality Language Gender Home-grown intrvetnion Non-discrimination All levels of employement Culturally sensitive Dignity & respect Responsive to needs Proven & tested Integrated into all others programmes Sustainable 31

32 Cont. Organisational management issues 32