Trends and Best Practices in Global Workplace Wellness

Trends and Best Practices in Global Workplace Wellness Workplace Health Association Australia Conference, 24-25 November 2014 Evolution & Innovation in workplace health. Accelerating organization success & competitive advantage,

Bob Boyd Wellness Communication Solutions bobboyd4@bigpond.com on behalf of Barry Hall Buck Consultants barry.hall@buckconsultants.com Wolf Kirsten International Health Consulting wk@wolfkirsten.com

Today s topics Emerging global themes The 2014 Global Survey results A global framework Characteristics of top global programs Australian/New Zealand data where available 2015 Survey Global Healthy Workplace Awards 3

Global health promotion research WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Objective: Assess trends in employer wellness strategies and practices Participants: Data collected 2007-2014 1,041 employers in 2014 8 million employees 11 languages, 37 countries 46% multinational employers All industry categories Available at www.bucksurveys.com 4

Location of employees Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 5

Companies offering health promotion to employees North America Europe Asia 79% 46% 46% 38% Latin America 46% 47% Africa / Middle East Australia / New Zealand Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 6

Number of years wellness strategy has been in place 62% less than 5 years Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 7

Growth in global strategies Source: WORKING WELL: A Global Survey of Health Promotion and Workplace Wellness Strategies Buck Consultants, 2007-2014 8

Reasons for not having a global wellness strategy Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 9

Employer objectives driving wellness strategy All regions* Africa/ Middle East Asia Australia /NZ Canada Europe Latin America Improving morale/engagement 1 4 6 1 3 1 1 4 Reducing employee absences 2 1 2 7 1 3 4 3 Improving workplace safety 3 2 1 3 5 4 2 7 Improving productivity/presenteeism 4 5 8 4 2 2 3 2 Maintaining work ability 5 3 3 5 6 5 6 5 Organizational values/mission 6 9 4 2 7 6 5 6 Reducing health care costs 7 7 10 10 4 10 8 1 Promoting corporate image or brand 8 8 5 6 9 9 9 9 Social/community responsibility 9 5 7 9 10 7 10 10 Attracting and retaining employees 9 10 9 8 8 8 7 8 1 = most important, 10 = least important Ranked 1st Ranked 2nd Ranked 3rd United States Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 10

Strategy and Objectives Australia/New Zealand 11

Health issues driving wellness strategy All regions* Africa/ Middle East Asia Australia /NZ Canada Europe Latin America Stress 1 2 4 2 1 1 2 3 Physical activity/exercise 2 5 2 1 2 2 4 1 Nutrition/healthy eating 3 8 6 3 3 3 5 2 Workplace safety 4 1 1 5 9 6 1 12 Work/life issues 5 2 13 4 6 4 8 9 Depression/anxiety 6 8 11 8 5 5 7 10 High blood pressure (hypertension) 6 5 4 12 6 12 9 6 Chronic disease (e.g., diabetes) 8 12 8 8 3 10 11 4 Personal safety 9 5 3 10 10 11 6 15 Psychosocial work environment 10 10 7 11 12 7 3 14 Sleep/fatigue 11 12 10 6 11 9 12 11 High cholesterol (hyperlipidemia) 12 15 9 14 8 12 10 7 Obesity 13 12 15 6 12 14 13 5 Tobacco use/smoking 14 16 12 13 14 8 14 8 Infectious diseases/aids/hiv 15 2 16 16 17 17 17 17 Substance abuse 16 10 17 15 15 16 16 16 Maternity/newborn health 17 17 14 16 16 15 15 13 1 = most important, 17 = least important Ranked 1st Ranked 2nd Ranked 3rd United States Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 12

1/3 of the world s population is overweight or obese Which top ten countries account for over 50 percent of the world's 671 million obese? 1. United States 2. China 3. India 4. Russia 5. Brazil 6. Mexico 7. Egypt 8. Germany 9. Pakistan 10. Indonesia Source: The Lancet, 2014 analysis of trend data from 188 countries 13

Obesity grips Australia Research shows 40% of adults are dangerously fat 'If you are a little overweight at 30, you are likely to be quite overweight by 50,' says expert after 12-year AusDiab study* Over 12 years, the average gain in waist circumference was 5.3cm and was greater in women than in men Younger people gained more weight and waist circumference compared to those who were older Depression was nearly twice as common among those with obesity compared to those who were not obese *AusDiab 2012 The Australian Diabetes, Obesity and Lifestyle Study (Baker IDI Heart and Diabetes Institute, p6) 14

Impact of Depression in the Workplace in Europe Audit (IDEA) One in ten working people have taken time off work because of depression 36 working days (on average) lost per episode of depression Highest rates of depression: 26% Lowest: 12% By 2030, depression will be the world s greatest health burden (followed by heart disease). World Health Organization, Global Burden of Disease, 2004 Update Source: Impact of Depression in the Workplace in Europe Audit ; Ipsos Healthcare, October 2012 15

Depression in Australian workplaces more hidden than in Europe Almost 50% of Australian workers who had taken time off work because of depression kept the reason hidden from their employer according to a large scale national study. The Impact of Depression at Work: Australia Audit found almost double the number of Australians had not told their employer their depression was the reason for their time off, as compared with workers surveyed in Europe. Almost 1 in 2 who hadn t informed their employer (48%) had felt they would put their job at risk if they told their employer the reason for time off. The Impact of Depression at Work: Australia Audit surveyed 1031 adults aged 16-64 Australia-wide. All workers, including a sub-sample of managers (32%), have worked within the last 12 months. This survey is part of a broader global audit scheduled for release early in 2014. The research was conducted for SANE Australia by IPSOS Australia, and supported by an unrestricted educational grant from Lundbeck 16

Top wellness program components All regions Africa/ Middle East Asia Australia/ NZ Canada Europe Latin America United States HR policies (e.g., flex schedules, breaks) 1 4 5 2 2 2 6 3 Employee Assistance Program 2 1 10 1 1 5 9 1 Regular communications 3 11 3 4 5 3 1 4 On-site immunizations/flu shots 4 7 14 3 6 6 2 2 Biometric health screenings 5 1 1 9 17 4 8 7 Ergonomic adaptations and awareness 6 18 11 6 3 1 3 8 Health risk appraisal 7 7 4 8 7 14 10 5 On-site lifestyle programs/coaching 8 1 8 7 10 11 5 16 Workplace health challenges 9 15 6 5 7 8 16 11 On-site occupational health programs 10 7 2 12 18 10 4 20 Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 17

Fastest growing wellness components All regions* Africa/ Middle East Asia Australia /NZ Canada Europe Latin America United States Telemedicine services Cycle to work program On-site child care On-site employee health fairs Telemedicine services Personal health record Telemedicine services Telemedicine services Cycle to work program Environmental support Cycle to work program Telephonic lifestyle coaching Other on-site services On-site healthy lifestyle programs and coaching Telephonic lifestyle coaching Cycle to work program On-site child care On-site child care Other internet tools (provider quality and cost information) Telephonic chronic disease support or coaching Health risk appraisal Health risk appraisal On-site child care On-site healthy lifestyle programs and coaching On-site healthy lifestyle programs and coaching Telephonic chronic disease support or coaching Work/life balance support (e.g., legal, financial, elder/child care Telemedicine services Cycle to work program Telephonic chronic disease support or coaching Work/life balance support (e.g., legal, financial, elder/child care Personal health record Personal health record Ergonomic adaptations and awareness On-site employee health fairs Other internet tools (provider quality and cost information) On-site occupational health programs On-site child care Other internet tools (provider quality and cost information) On-site medical facility Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 18

Organisational Ownership 19

Credentials/background of employees responsible for health promotion All regions* Africa/ Middle East Asia Australia /NZ Canada Europe Latin America United States Employee Benefits/HR 69% 67% 52% 23% 86% 69% 61% 79% Safety 31% 56% 62% 43% 24% 31% 41% 19% Fitness/Exercise 30% 22% 27% 37% 19% 26% 20% 36% Health Promotion 29% 56% 31% 31% 17% 23% 27% 31% Nursing 27% 44% 20% 49% 24% 26% 31% 25% Nutrition 26% 22% 18% 31% 12% 25% 28% 28% Health/Lifestyle Coaching 23% 33% 22% 20% 10% 21% 26% 24% Medicine 21% 44% 33% 11% 7% 29% 29% 16% Education 15% 11% 16% 14% 10% 17% 15% 15% Mental Health 14% 22% 24% 14% 5% 23% 17% 10% Health Care Management 13% 56% 10% 17% 2% 11% 16% 13% Work/Life Effectiveness 13% 11% 24% 16% 5% 20% 14% 9% Pharmacy 5% 33% 9% 3% 2% 4% 9% 4% 1 = most important, 10 = least important Ranked 1 st Ranked 2 nd Ranked 3rd Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 20

Global Communication trends Use of almost all channels is rising Big percentage jumps in use from prior years Workplace challenges (41% 54%) Social media (11% 17%) Mobile (4% 19%) Some declines: Health fairs (58% 49%) Leader briefings (37% 34%) 76% use a web portal 76% posters and flyers 71% targeted emails 54% workplace challenges 43% have created a distinct brand or identity for their health promotion program Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 21

Top communication tools and channels All regions* Africa/ Middle East Asia Australia /NZ Canada Europe Latin America United States Posters/ flyers Posters/ flyers Targeted email Web portal/ intranet Web portal/ intranet Web portal/ intranet Posters/ flyers Annual benefits enrollment materials Web portal/ intranet Targeted email Posters/ flyers Posters/ flyers Posters/ flyers Targeted email Targeted email Web portal/ intranet Targeted email Employee meetings Employee meetings Employee meetings Annual benefits enrollment materials Posters/ flyers Web portal/ intranet Posters/ flyers Newsletters /articles Health fairs Web portal/ intranet Newsletters /articles Newsletters /articles Newsletters /articles Newsletters /articles Targeted email Annual benefits enrollment materials Newsletters /articles Newsletters /articles Targeted email Targeted email Employee meetings Employee meetings Newsletters /articles Emerging tools: social media, mobile apps, games and texting Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 22

Global Measurement and Outcomes A growing number of respondents (52%) report measuring outcomes (up from 36% in 2012) Respondents ranked the following outcomes the most valuable (very high or highly valuable): per employee per year health care costs (68%), safety (63%), employee satisfaction with their employer (66%), participation (69%) satisfaction with the programs (66%). 23

The outcome measures ranked as only slightly valuable or not at all valuable included: retention and recruitment (15%), disability days (11%), productivity (10%), prevalence of conditions (10%) biometric values (10%). A notable percentage of respondents indicated don t know on various outcomes, suggesting an opportunity to develop outcome measures of value to each employer to align health with improved business metrics. 24

Have measured specific outcomes from health promotion programs # N/ A Africa/Middle East 40% Asia 68% Australia/NZ 54% Canada 22% Europe 37% Latin America United States 0% 61% 53% Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 25

Measurement and Outcomes trends 26

Top reasons outcomes are not measured Globally Insufficient resources 70% No priority from leadership 32% Don't know how 32% Don't believe there is a measurable return 16% Don't believe the cost of measurement is justified 14% Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 27

Top ten programs to specifically address worker productivity globally time-off policies (69%) flexible work schedules (66%), tobacco-free work-site (59%), ergonomic work stations (55%), work from home (telecommuting) (51%) productivity standards (goals, policies) (46%) on-site gym/fitness centre (40%) personal financial or legal support (38%) on-site health service (33%) on-site lactation support (33%) 28

Engagement is critical Top factors driving employee engagement: 1. Ability to manage stress 2. Feeling a sense of purpose at work Source: Insights Study of 160,000 employees, Limeade, April 2014 29

Influence of incentives The data shows that incentive amount has a direct correlation to program participation levels, but initiatives that require long-term lifestyle changes (such as tracking exercise and working with a health coach) are not as greatly influenced by incentives as are more immediate programs (such as health assessments and biometric screenings) 30

Top incentive rewards and penalties used by employers globally Rewards include: free or low cost preventive services (62%) gifts and merchandise (58%), and raffles/drawings (57%) Penalties include: health insurance premium increases (surcharges) (33%), health insurance eligibility tied to wellness program participation (8%), benefit reduction (7%). 31

Culture of Health The pursuit of a culture of health continues to be a strong priority for at least 78% of respondents. However, significantly fewer (33%) indicate they have yet achieved a culture of health. Employers increasingly recognize the importance of more holistic leadership and environmental and infrastructure support for healthy lifestyles. Employers also are increasing their emphasis on branding the use of a distinct identity (vs. one tied to a vendor or other health brand) rose to 43% 32

Communications and Culture 33

Emerging cultural attitudes and practices Globally Which of the following is true for your organization? We interpret wellness as including overall well-being (e.g., physical, financial, emotional, etc.) We consider our program an important element of our employee value proposition 57% 57% Our leadership demonstrates strong support for wellness 43% Source: WORKING WELL: A Global Survey of Health Promotion, Workplace Wellness and Productivity Strategies Buck Consultants, July 2014 34

Wellness is a family affair (p31)* Increasingly, companies see the value in making spouses, domestic partners and children eligible for health promotion and wellness programs and associated incentives. Research shows that the health of an individual s family and friends greatly influence the health of the individual. Broadly: 62% of programs include spouses, 52% include domestic partners, and 43% include children *(No Australian specific data) 35

What would today s theme be in an International Health Day themed Workplace Wellness Program, and what is one Sydney wide event that participants in that program could have engaged with? 36

International Day for the Elimination of Violence Against Women 25 NOVEMBER 2014 GLOBAL November 25th is the International Day for the Elimination of Violence Against Women. By resolution 54/135 of 17 December 1999, the United Nations General Assembly designated 25 November as the International Day for the Elimination of Violence against Women, and invited governments, international organizations and NGOs to organize activities designed to raise public awareness of the problem on that day. Violence against women and girls is one of the most widespread violations of human rights. According to a 2013 WHO global study, 35 per cent of women worldwide have experienced either physical and/or sexual violence. However, some national studies show that up to 70 per cent of women have experienced physical and/or sexual violence in their lifetime from an intimate partner. Every year, 25 November and the ensuing 16 Days of Activism against Gender Violence which follow (ending on 10 December, Human Rights Day) are commemorated around the world, providing individuals and groups a chance to mobilize and call attention to the urgent need to end violence against women and girls 37

Sydney's White Walk for White Ribbon Day Tue 25 Nov 2014 7:15am - 9am Location: High Cross Park Randwick The Sydney White Ribbon Walk raises awareness about domestic violence and asks men to stand up and say no to violence against women. Participants proceed along Coogee Bay Road to Coogee Beach, head south along the promenade and finish at Grant Reserve at South Coogee The Walk is organised by NSW Police Eastern Beaches Local Area Command and Randwick City Council. 38

Key Global Themes The workplace: a key setting to fight chronic disease Keeping an aging workforce healthy Rising challenge of excessive stress, lack of morale / engagement and mental disease Occupational health & safety a major focus for many countries Growing of the value of investing in employee health, but need for more measurement Social responsibility to provide healthy workplaces 39

Additional study: Winning strategies in global workplace health promotion Best practice findings: Shared global value proposition aligned with key business goals Central resources for strategy and guidance Local resources for cultural adaptation and implementation Core suite of programs and policies Healthy workplace index Psychosocial work environment Participating Employers: Chevron Dow Chemical DuPont Eaton Goldman Sachs IBM Intel John Deere Johnson & Johnson MOL Group Novartis Novo Nordisk Scania 40

Achieving an Australian Special Report Hello Bob and friends, Thanks to you all for helping to promote our global survey this year. Due to your efforts we now have a growing group of participants from down under, but still need a few more in order to have enough data to create a special report for Australia or Australia/NZ. Below is a list of the companies from your region that have already completed the survey. We are extending the survey deadline to April 30, and would GREATLY appreciate your help encouraging more employers to participate. As a reminder, there is no cost to participate in the survey, and all participants will receive a free copy of the global survey report (over 1,000 employers participating so far). Barry Barry Hall Principal and Innovation Leader, Talent & HR Solutions BuckConsultants +1.508.507.9111 Participate now in Buck's 2014 Global Wellness Survey 41

Participate in the Seventh Edition of Buck Consultants' Global Wellness Survey This global survey measures employer strategies and practices related to health promotion, wellness, and productivity. These employer-sponsored initiatives focus on improving employee health and organizational performance by preventing sickness, chronic disease, and injuries. They do so by addressing behaviours and risk factors such as poor nutrition, lack of physical activity, excessive stress, and smoking. These factors can lead to serious and expensive health problems and impact workforce productivity. The survey is open to all employers worldwide to participate at no cost. All survey participants will receive a complimentary copy of the published report. Non-participant full report: $495 42

Global Healthy Workplace Awards Host: Global Centre for Healthy Workplaces Governed by: International Health Consulting provides specialist advice on workplace health with a focus on multi-national employers. i-genius is a world community of social entrepreneurs with members in over 200 countries. Advisory Board International Association for Worksite Health Promotion (IAWHP) International Organization of Employers (IOE) the umbrella organization of all national employer federations International Institute for Health Promotion (IIHP), American University, Washington, DC European Network for Workplace Health Promotion (ENWHP) Health Enhancement Research Organization (HERO) People in Aid Concern Worldwide

Florianopolis Awards 2015 The Florianopolis Awards 2015 will be the third Global Healthy Workplace Awards taking place from 18th-19th May 2015 in Florianopolis, Brazil. The 2015 Awards entry applications will open on January 5, 2015 and close on February 23, 2015. Applications are not yet open, but if you have an interest in these Awards or would like to explore sponsorship/partnership opportunities, email: info@globalhealthyworkplace.org Applications will be assessed by an esteemed panel of judges. The Awards is a comprehensive program to celebrate, learn from and promote healthy workplaces globally. The Awards sets out to highlight: + importance of employer health programs (SME, large and multi-national) + emerging better practices and innovations + opportunities to replicate around the world Awards Judges (2015) + North America - Nico Pronk, HealthPartners, USA + South America - Alberto Ogata, ABQV, Brazil + Europe - Stephen Bevan, The Work Foundation, UK + Africa - Edith Clarke, Ghana Health Service, Ghana + Asia - Daphne Koek, Health Promotion Board Singapore, Singapore 44

WHO Healthy Workplace Framework 45 Source: World Health Organization http://www.who.int/occupational_health/pu blications/healthy_workplaces_model.pdf 45

Although the GHWAwards is currently based on the Healthy Workplace Framework and the Healthy Workplaces Model for Action developed by WHO, WHO has not been associated with the creation of the GHWAwards in any manner whatsoever and therefore disclaims any and all liability and responsibility that may arise as a result of or in connection with the organisation and hosting of the GHWAwards, including the assessment of the applications and designation of the finalists and winners thereof. The use of the WHO Healthy Workplaces Model for Action does not imply endorsement or recommendation by WHO in any manner whatsoever of any of the organisers, sponsors, participants, finalists and winners and does not imply expression of any opinion whatsoever on the part of WHO on the content of the GHWAwards. 46

The Top Healthy Workplaces in the World Winners & Runners-Up London, 2013 Royal Dutch Shell, UK/NL American Express, USA Alexandra Health, Singapore Johnson & Johnson, USA Toyal America, USA Technica International, Lebanon Shanghai, 2014 IBM, Global Unilever, UK/NL Telefonica do Brasil, Brazil Vanderbilt University, USA Spokane Regional Health District, USA Technica International, Lebanon Entries from 49 countries 2015 Global Summit in Brazil on May 18-19 www.globalhealthyworkplace.org 47

International Resources International Association for Worksite Health Promotion www.iawhp.org WHO Healthy Workplace Initiative http://www.who.int/occupational_health/healthy_workplaces/en/ European Network for Workplace Health Promotion www.enwhp.org Health Promotion Board Singapore www.hpb.gov.sg European Agency for Safety & Health at Work http://osha.europa.eu Global Perspectives in Workplace Health Promotion (Jones & Bartlett, 2011) 48

WELLNESS COMMUNICATION SOLUTIONS AND WELLNESS CONSTRUCTS WORKPLACE WELLNESS RESOURCES BOB BOYD (0414 645 837; BOBBOYD4@BIGPOND.COM) 360 Degree Health and Wellness Coach Training (32 hours) Real Balance Global Wellness - http://realbalance.com/ Individual, Group and Workplace Wellness Coaching Wellness Inventory Wellness Leadership Workshop (4 hours) Creating the Culture for healthier and more productive employees - Judd Allen Wellness Culture Coach Program Consumer Wellness Advocate Certification Workshop (4 hours) - learn proven wellness principles to help promote a healthier lifestyle and encourage behaviour change Consumer Wellness Advocate Certification Instructor Training (4 hours) - become qualified to deliver the Consumer Wellness Advocate Workshop Workplace Wellness Program Personnel Education and Mentoring ExecuPrev (LiveWell LeadWell) Orientation and Referral - http://organizationalwellness.com/execuprev/ Temperament Mapping and Leadership (2-8 hours) Organisation and Leadership enhancement Personality Resources International (over 100 issue focused workshops)

Thank You! Bob Boyd OAM FACHPER LMQFHA S&LCNWI MEnvn&ComH BHMS DipPE CWP CWPD Wellness Communication Solutions President National Wellness Institute of Australia bobboyd4@bigpond.com Barry Hall Buck Consultants barry.hall@buckconsultants.com Wolf Kirsten International Health Consulting wk@wolfkirsten.com 50