hertfordshire employee wellbeing practitioner event ‘managing a healthy ageing workforce’
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Hertfordshire Employee Wellbeing Practitioner Event ‘Managing a healthy Ageing workforce’ Business Action on Public Health Project Manager. Debbie Longhurst Business in the Community. Delegate packs. Agenda and timetable for this morning BITC Health calendar - PowerPoint PPT PresentationTRANSCRIPT
HertfordshireEmployee Wellbeing Practitioner Event
‘Managing a healthy Ageing workforce’
Business Action on Public HealthProject Manager
Debbie LonghurstBusiness in the Community
Delegate packs
• Agenda and timetable for this morning• BITC Health calendar
• Hertfordshire workplace offer• Feedback sheet
Transforming businesstransforming communities
East of England workplace pilot
Business Action on Public Health aims to explore the workplace as a setting for improving public health by asking businesses across the East of England to actively support staff health and wellbeing and consider their influence on wider public health. This 3 year project is funded by the Department of Health and is managed by one of Prince’s charities Business in the Community (BITC). BITC are a business-led charity focused on promoting responsible business practice.
The project is working with over 250 SME and larger organisations, who have a footprint in the East of England. The project works in partnership with the Public Health teams locally to support employers understanding of the local health inequalities and to identify suitable workplace solutions to support workplace health.
The Business CaseFor employee wellbeing
The issue of public health is an important one for business, as employee wellbeing has a clear effect on business performance.
Employers pay £9 billion a year in sick pay and associated costs, plus the indirect costs of managing business while people are off sick ( Sickness Absence Review 2011, Dame Carol Black and David Frost CBE)A recent YouGov survey for the TUC found that one in three employees are not engaged in their work. An Individual's Health has consequences far beyond themselves- touching their families and children, workplaces and wider communities (Working for a Healthier Tomorrow, Dame Carol Black)
The Problem
• Increasing non-communicable disease– Smoking, obesity
• Increasing mental ill health• Increasing sickness absence• Increasing loss to business productivity
and performance from sick pay• Avoidable cost of managing and replacing
sick and absent staff
Hertfordshire • 2,200 early and avoidable deaths per annum• Most of them preventable• Problems start in working age life with sickness
absence• Common causes: inactivity, MSK problems, diet,
alcohol, smoking• Significant avoidable stress and mental health costs• The human side of resource depreciation because it
isn’t looked after• WE REALLY MUST DO SOMETHING! BUT WHAT?
Hertfordshire percentage projected population change 2010 to 2035
Age Group Percentage Change All persons - 0-4 6.89 All persons - 5-9 21.27 21.27All persons - 10-14 24.04All persons - 15-19 18.36All persons - 20-24 13.32All persons - 25-29 13.56All persons - 30-34 11.68All persons - 35-39 8.35All persons - 40-44 9.49All persons - 45-49 11.91 All persons - 50-54 20.83All persons - 55-59 25.24All persons - 60-64 20.16All persons - 65-69 59.04 All persons - 70-74 69.54 All persons - 75-79 51.01All persons - 80-84 53.82All persons - 85-89 102.96All persons - 90+ 231.33
www.hertsdirect.org
Listening toHertfordshire workplaces 2013-2014 Pilot
Developed a workplace offer through a pilot project with Public Health in Hertfordshire and 21 local employers
www.hertsdirect.org
Some of our partners
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RES
PRESENTER NAME –
BARRY THOMPSON – SENIOR GROUP HEALTH & SAFETY ADVISORBSc (Hons) OSHE, CMIOSH, MIIRSM
Hertfordshire Public Health and Business in the Community
Wellbeing Practitioner Event at RES – 15/07/14
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Energy storage
Advisory Services
Transmission lines
Solar PV
Offshore WindOnshore Wind
RES are the largest Independent Renewable Energy System provider in the UK
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Our Growth
1981-91 1992 2001 2003 2005 2006 2007 2008 2009 2010 2012 2013
Over 8,200MW of renewable energy capacity in its global portfolio. A further 1,700MW under construction and thousands of megawatts in development
1GW
5GW8.2GWOur projects are meeting the needs of the
industrial, public and commercial sectors
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Working across the globe to develop, construct & operate a range of projects & services, contributing to the goal of creating a low carbon future
Renewable Energy in 5 Continents
14 UK offices
Sweden, Norway and Finland
North America & Canada
ChileAustralia
Japan
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Our Growth
1981-91 1992 2001 2003 2005 2006 2007 2008 2009 2010 2012 2013
Over 8,200MW of renewable energy capacity in its global portfolio. A further 1,700MW under construction and thousands of megawatts in development
1GW
5GW8.2GWOur projects are meeting the needs of the
industrial, public and commercial sectors
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House Keeping
There is no planned fire alarm today
In the case of a fire alarm the meeting point is in front of Lofty(Location is at the top of the car park) – please exit by the nearest fire escape
Toilets and washing facilities
Located to the side of the entrance in the auditorium
If anyone starts to feel ill during this event or requires medical assistance – your nearest first aider is
In their absence please contact reception
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What RES have done in conjunction with BITC & HPH
BITC/PHH Offerings
• We have put a small number of employees through the Workplace Champions Offering• We have provided employees with Mental Health Lite Awareness training• We have taken the opportunity of having mini MOT’s provided to staff • We promote the workplace challenge / portal within the business and taken part in some of the joint events, particularly cycling
• We have also signed on to the Governments, Health at Work element of the Public Health Responsibility Deal
We are delighted to host BITC & HPH practitioner events here at RES
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Managing a healthy ageing workforce
15 July 2014
Managing a healthy ageing workforce
TOPICS
Common myths around ageing issues and older workers
Your organisation's Sleeping Tiger – Why organisations who are not recognising the impact that our ageing society is having on their workforce are doing so at their peril!
Why is ageing on the HR radar?
Building the business case
Who in your workforce is impacted by personal and/or family ageing issues?
What are the problems caused - for employers - for employees?
How does this impact the business?
How does this impact the bottom line?
• Founder of social impact business “Action for Ageing” and The Positive Ageing Company
• Co-author of the book - ‘Action for Ageing’
• Working across sectors and Govt steering
• Catalyst Personal family care experiences
A little about me: Chris Minett
Common myths around ageing issues – who and how it impacts
We don’t have many working carers in our organisation!
We don’t think our staff/members
would place much value on support
in this way!
We offer flexible working –
isn’t that enough?
Our business isn’t impacted
by the ageing demographic!
Older workers have a declining capacity for work
Old dogs, new tricks...
People want to retire
Older workers need to leaveto create space for younger / new staff
A healthy ageing workforceis all about older workers
Our Ageing Society and the impact on your organisation...
Why a Sleeping Tiger?
Because many organisations do not fully appreciate how they will be impacted and to what extent...
Today’s Challenges For H.R.
Tic, tic, tic…
Today’s Challenges For H.R.
What Can You Do To Help Defuse The Timebomb?
Tic, tic, tic…
Today’s Challenges For H.R.
Why is ageing on the HR radar?
Building the business case
The Sleeping Tiger Identify the challenges – and opportunities!
Who
How
Impact
Who?Bob58yo, 22 years serviceWants to continue working
Jane48yo, senior executive
Mum has early stage dementia
Ravi41yo, production managerYoung family and dependent father in-law
Mary36yo, IT consultant
Lives in Luton, ageing parents live in Cardiff
Older Workers
Working Carers
Sandwich Gen
Distance Workers
Older Workers
Working Carers
Sandwich Gen
Distance Workers
Who?50+yo 1 in 3 workers (by 2020) CIPD 2012
45-65yo 1 in 9 employees Carers UK 2014
35-55yo Informal care doubling by 2030 UK 2014
35+ Amplified anxiety, 20% expats are 50+ UK 2014
Often also: Most senior staff £££Most experienced staff £££Most expensive investment / ROI £££Most difficult to replace £££
More than 50% of workers aged over 55 are planning to work beyond the state pension age (CIPOD 2010)
Challenges ageing issues are presenting to employers
Bob58yo, 22 years service
Older Workers
Bob has been doing same role for last 6 yearsBob’s role is physically demanding
Line manager assumes Bob intending to leave in next year or twoLine manager thinks Bob not interested in learning anything newLine manager not aware of company policy Line manager not sure how to raise conversation about leaving/retirementCompany policy re. work alternatives is unclear – e.g. flexible workingFlexible working is not promoted – dealt with ad-hoc, case-by-case
Main challenges:Line manager wants younger worker to do Bob’s role Bob doesn’t want to retire – but will struggle to continue in same role
How?
Challenges ageing issues are presenting employers
Jane48 years old, senior executive
Working Carers
Jane is the Sales DirectorManagement team newly informed Jane’s mum has dementiaJane has been managing for two years but will need more time off
Management have no insight into how many working carers they haveManagement do not understand the impact on worker or businessThe business case for supporting working carers is not understoodFlexible working is not promoted – dealt with ad-hoc, case-by-caseJane is critical to generating company sales
Main challenges:Company does not want to lose Jane Jane is not able to combine full time work and provide care for mum
Challenges ageing issues are presenting employers
Engagement
Absenteeism
Health Performance
Management
Retention
Presenteeism
Talent Manage
ment
Recruitment costs
How might personal or family ageing issues impact employees?
• Musculoskeletal, chronic illness, fatigue and dietPhysical health
• Stress, anxiety, guiltMental health
• Personal need, dependentsFinancial
• Uncertainty about role, capacity, futureCareer
• Leave or reduce work to provide careCarer
RetentionReplacement cost - talent & experience lostSkills shortageSuccession challenges
HealthStress
AbsenceRetention
EngagementProductivityRetention
Mobility constraint – decline offerRetention – role or assignment left early
Working Carers
Sandwich Gen
Distance Workers
How personal or family ageing issues impact the bottom line
Older Workers
How might personal or family ageing issues impact employees?
CARERS and Sandwich Gen
Managing a healthy ageing workforce
Key Points and Resources to take away...
WHY Identify key drivers relevant to your business
WHO Identify who in workforce is being impacted
HOW Gather information on how employees are being impacted
Calculate impact on business – put a figure on it.
Employers ToolkitHealthy Workplaces Group
Employers network and resources
Employers network and resources
Ageing workforce diagnostic tool
Facilitated discussion – challenges of attendee organisations
Groups of 4
Activity 1. Identify which groups of employees impacted within own organisation2. Share and Prioritise the challenges being faced3. Report back to group on challenges and priorities
Purpose
1. Share challenges2. Highlight challenge and priority similarities/differences3. Identify where solutions needed
The Sleeping Tiger- Solutions for today and tomorrow • Older workers • Working carers • Distance workers/expats • Those in the sandwich generation
Managing a healthy ageing workforce
Challenges ageing issues are presenting employers
Engagement
Absenteeism
HealthPerformance
Management
Retention
Presenteeism
Talent Manage
ment
Recruitment costs
RECAP
The Sleeping Tiger- Solutions
Age-friendly workplace
Executive ManagementEngagementPolicyLine ManagementPracticesEnvironmentOptions OpportunitiesSupportRetirementCulture
Older Workers
BMW “Today for Tomorrow” programhas implemented a comprehensive package of measures addressing demographic change in the workplace.
Lifelong Learning and TrainingDepartment Demographic AnalysisTraining program for managersWork Options Other flexible work arrangements
Sabbatical program Scheme called “Full-Time Select
Phased retirement Health Promotion and Protection ErgonomicsDiversity Promotion
The Sleeping Tiger- Solutions
Age-friendly workplace
Older Workers
The Sleeping Tiger- Solutions
Age-friendly workplace
Flexible working practices such as…
flexi-time home working annualised hours compressed hours shift swapping self-rostering staggered hours job sharing term-time working part time working and flexible holidays!
Understand the full financial implications of flexible / part-time work on your organisations specific circumstances
Older Workers
BT – Leaders in employee management space
“The average increase in productivity for flexible workers is 21%, worth at least £5-6
million on the bottom line of our business functions.
Stress-related absence has been reduced by 26% through flexible working.”
CostsTalentRetentionTurnoverProductivityCultureKnowledgeServiceBrand
The Sleeping Tiger- Solutions
Benefits of an age-friendly workplace
Older Workers
B&Q Macclesfield store with solely over 50s
The results help validate the business case for an age-diverse workforce:
• Profits were 18% higher. • Staff turnover was six times lower. • There was 39% less absenteeism and 58% less shrinkage. • There was an improved perception of customer service and an overall increase in the skill base.
The Sleeping Tiger- Solutions
Benefits of an age-friendly workplace
Older Workers
The Sleeping Tiger- Solutions
Supporting Working Carers
EngagementExecutive ManagementPolicyLine ManagementPracticesSupportCultureNetwork
Working Carers
In a survey on the business benefits of supporting working carers conducted for the Carers UK Task and Finish
report, most respondents said supporting carers in their workforce had either a ‘major’ or ‘some’ benefit
through…
What gets the Finance department excited…
Increasing staff morale and loyalty (93%)
Staff retention (92%)
Reducing sick leave and absenteeism (88%)
Improving staff engagement (85%)
Improving people management (80%)
Making team working more effective (75%)
Improving service delivery (72%)
Increasing productivity (69%)
Reducing recruitment and training costs (65%)
Improving the ability to attract (61%)
Producing cost savings (55%)
Source: Employers for Carers & Dept of Health Task and Finish Group report ‘Supporting Working Carers’ (2013)
The Sleeping Tiger- Solutions
Supporting Working Carers
EngagementExecutive ManagementPolicyLine ManagementPracticesSupportCultureNetwork Employers network and resources
Key action – identifying business case and management buy-in
Working Carers
A large utility company reports:
“With a caring emergency you are not dealing with an absence, you are potentially dealing with a vacancy if you
don't respond appropriately.
The cost of recruiting is incomparable to the cost of 2-3 days' emergency leave.
Retaining carers through support or special leave arrangements represents a saving to the company of about £1
million per year.“
The Sleeping Tiger- Solutions
Supporting Sandwich Gen & Expats/Distance workers
EngagementExecutive ManagementPolicyLine ManagementPracticesSupportCultureBenefits
Sandwich Gen
Distance Workers
The common threads...
Executive ManagementPolicyLine ManagementPracticesEnvironmentOpportunitiesSupportRetirementCulture
And.... Engagement!
The Sleeping Tiger- Solutions
Managing a healthy ageing workforce
Key Points and Resources to take away...
Employers ToolkitHealthy Workplaces Group
Employers network and resources
Employers network and resources
Ageing workforce diagnostic tool
MANAGING A HEALTHY AGEING WORKFORCE (D.Worman, 2012)
Extending Working Lives programme
Healthy ageing programs
Common myths around ageing issues – who and how it impacts
We don’t have many working carers in our organisation!
We don’t think our staff/members
would place much value on support
in this way!
We offer flexible working –
isn’t that enough?
Our business isn’t impacted
by the ageing demographic!
Older workers have a declining capacity for work
Old dogs, new tricks...
People want to retire
Older workers need to leaveto create space for younger / new staff
A healthy ageing workforceis just about older workers
www.hertsdirect.org
Public Health and Employers: The Hertfordshire Workplace Offer
Tom MayHealth Improvement Officer (Lifestyles)15th July 2014
www.hertsdirect.org
What does the evidence say?
Established relationship between lifestyle related risk factors (smoking, inactivity, obesity) and productivity absenteeism and health claims.
www.hertsdirect.org
Why should businesses care?• You’re paying for it
• The do-nothing strategy of waiting for sickness and then paying for treatment isn’t cost neutral – it costs you
• Lifestyle related risk factors and behaviours of employees as well as unhealthy work environments and practices drive costs up.
• High risk employees incur high costs whatever the outcome measure: pharmaceutical, absenteeism, compensation costs or productivity.
www.hertsdirect.org
Contributors to overall health outcomes
Smoking 10%
Diet/Exercise 10%
Alcohol use 5%Poor sexual health
5%
Health Behaviours 30%
Education 10%Employment
10%Income 10%
Family/Social Support 5%Community Safety 5%
Socioeconomic Factors 40%
Access to care 10%
Quality of care 10%
Clinical Care 20%
Environmental Quality 5%
Built Environment 5%
Built Environment 10%
www.hertsdirect.org
Productivity Decreases with Number of Health Risks
Excess
Productivity LossProductivity Loss (%)
Base Cost
Number of Health Risks
(Journal of Occupational and Environmental Medicine 2005;47:769-77 (n = 28,375))
www.hertsdirect.org
www.hertsdirect.org
Workplace Offer Contents • Workplace Health Champions• Mental Wellbeing and Stress• NHS Health checks and Mini MOTs• Physical Activity• Weight Management• Stop Smoking Support• Alcohol and Drugs• Travel Green , Travel Healthy
www.hertsdirect.org
For Each Topic
• Outline of the issue• What is our offer• Actions for you• Sources for more information on the topic
www.hertsdirect.org
Next Steps
• Use offer as a ‘Toolbox’ approach• Initial ‘first session’ funding available for:
- Mini Health MOT’s- Workplace Health Champions- Mental Health Lite training course
• Devise an action plan• Organisation buy in and workforce
communication
www.hertsdirect.org
Contact Details: Tom May
T: 07771 840275
Summary and way forward
Debbie Longhurst
FREE taster sessions Wellbeing training
•Workplace champions
•Mental wellbeing
•Healthy Eating
•Managing Alcohol
•Physical Wellbeing
•No Smoking
Free RSPH Accredited 1 day workplace champions trainingThursday 4th September 2014Stevenage
Free Accredited Mental Health Lite ½ day trainingTuesday 9th September 2014Stevenage
To book email [email protected]
Future events/contacts• HOLD THE DATE! Next Practitioner event for Hertfordshire 9.30-12.00 Thursday 6th November 2014
•Existing champions network and update session –for RSPH trained Health champions – Thursday 18th September 2014
•Your local Public Health contacts:Tom May [email protected]
•Your Physical wellbeing contact:Joe Capon at Herts sports partnership [email protected]
•Other wellbeing events across East of England – Practitioner events and training see BITC web page -http://www.bitc.org.uk/east/what-we-offer/business-action-public-health
Feedback
Please complete your evaluation form before you leave and hand to Debbie from BITC
Thank you
Any final questions?Thank you to our hosts RES and our
speakers ...and for your time to attend today
Safe journey home