template: presentation to senior managers how to use this template this template gives you a...
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Template: Presentation to senior managers
How to use this template•This template gives you a starting point to create a presentation to senior managers on workplace health and wellbeing. It includes slides and speaking notes. It can be changed as needed to suit your specific needs.•This template contains information on the benefits of workplace health and wellbeing programs, research outcomes, how to build a business case, and how to get started.•This template is designed for a 20-30 minute presentation to management, however you may wish to delete slides if you have less time available. To create a shorter version, it is recommended to remove slides 10, 12, 13, 14, 15, 20 and 21.•If you need assistance in tailoring this presentation to your organisation, contact WorkCover’s Health and Wellbeing Advisors on 1300 776 572.
Support available for workplace health and wellbeing
Workcover’s Health and Wellbeing Advisory Service• Purpose and structure for implementing a program• Ongoing support and practical advice• Presentations for staff and management• Resources and links to community organisationsHealthy Workplace Resource Toolkit• Information and templates to assist your workplace
health and wellbeing programCommonwealth-funded Healthy Workers Initiative• A preventive health partnership funded to 2018
1300 776 572
Workplace health and wellbeing
• What is it and what could it mean for your business?
• Building the business case with return on investment
• Linking health, safety and wellbeing• Implementing a workplace health and
wellbeing program• Engaging your employees
Workplace health and wellbeing What is it?
A workplace that addresses the health of staff: •by promoting healthy habits•by creating a healthy workplace environment.
A healthy workplace can have significant benefits to both workers and business.
A healthy workplace is good for business.
Short- to medium-term outcomes include: •positive staff morale•staff who feel valued = reduced turnover•greater staff recruitment•increased individual productivity•improved corporate image
Longer-term outcomes include:• less staff absenteeism• reduction in workplace injuries• reduced workers compensation claims
Workplace Health and Wellbeing What could it mean for your business?
• Greater life/job satisfaction
• Improved work/life balance
• Better performance
• Less illness
• Fewer injuries
Workplace Health and Wellbeing What could it mean for your employees?
Linking health and wellbeing with organisational strategies
Workplace Health and Wellbeing What to expect
Adapted from Grossmeier, J, Terry, P, Cipriotti, A & Burtaine, J 2010, ‘Best practices in evaluating worksite health promotion programs’, The Art of Health Promotion (American Journal of Health Promotion), Jan/Feb.
What the research has foundIn 2005, a study1 comparing a healthy worker to an unhealthy worker found:• healthy workers to be 3x more productive (49 effective hours worked per month for an
unhealthy worker compared to 143 hours for a healthy worker)• healthy workers had 9x less annual sick leave (2 days annual sick leave for a healthy worker
compared to 18 days for an unhealthy worker).
In 2008, research2 on the impact of workplace stress indicated:• workplace stress is responsible for a loss of 3.2 working days per employee per year• workplace stress-related presenteeism costs almost 2x the cost of workplace stress-related
absenteeism• stress-related absenteeism and presenteeism costs Australian employers a total of $10.11
billion annually.
In 2011, a report3 concluded that presenteeism:• causes an average of 6.5 days of productivity loss per employee per year • has an estimated annual cost of $34.1 billion to the Australian economy (2009-2010).
1 Medibank Private 2005, The health of Australia’s workforce, Medibank Private, Australia.2 Medibank Private 2008, The cost of workplace stress in Australia, Medibank Private, Australia.3 Medibank Private 2011, Sick at work: The cost of presenteeism to your business and the economy, Medibank Private, Australia.
Building the business case
• Increased health risks are associated with a loss of employee productivity1
• 96% of ‘best practice’ Australian organisations implemented health and wellbeing initiatives during the last 12 months2
• Organisations that don’t promote health and wellness are 4 x more likely to lose talent within 12 months2
1 Musich, S, Hook, D, Baaner, S & Edington, D 2006 ‘The association of two productivity measures with health risks and medical conditions in an Australian employee population’, American Journal of Health Promotion, vol. 20, no. 5, p. 353.
2 Health and Productivity Institute of Australia 2010, Best-Practice Guidelines: Workplace Health in Australia.
• Calculate the financial impact a successful workplace health and wellbeing program can have on:– absenteeism– staff turnover.
• Use the ROI calculator – Visit www.workcover.tas.gov.au and look for the
following logo
Calculating your return on investment
Absenteeism
Step 1: Estimate the total number of sick days in your organisation for the past 12 monthsTotal number of employees 50Sick leave rate per employee per year (in days) 8.5
ORTotal number of sick days in the last 12 months 425
Step 2: Estimate the average hours worked per day and the hourly wageAverage hours worked per day 8Average hourly wage ($) $25.00
Step 3: Determine the annual cost of staff sick leaveTotal annual cost of staff sick leave $85,000.00
Step 4: Estimate the impact of a workplace health and wellbeing programIt is estimated that a successful workplace health and wellbeing program can decrease staff absenteeism by an average of 30-40%. 1
Reduction in sick leave 30%Total annual savings in sick leave achievable by implementing an effective workplace health and wellbeing program $25,500.00
ROI calculator exampleIn the last 12 months, a company of 50 staff has experienced a unplanned sick leave rate of 8.5 days per employee and has recruited 3 replacement staff due to resignations. The average staff salary is $50000. The company runs a shift roster of 8-hour days and the average hourly wage is $25.
1 PriceWaterhouseCoopers 2008, Building the case for wellness, United Kingdom.
Staff turnoverStep 1: Estimate the number of employees who resigned in the last 12 months and their average annual gross wageTotal number of employees resigned in the last 12 months 3Average annual gross wage ($) $50,000
Step 2: Determining the cost of replacing employeesIt is estimated that the cost of replacing an employee is 75-150% of the employee's salary. 1
Cost of replacing an employee as a per cent of annual salary 75%Annual cost of replacing employees as a result of resignation $112,500
Step 3: Estimate the impact of a workplace health and wellbeing programIt is estimate that a successful workplace health and wellbeing program can decrease staff turnover by an average of 10-25%. 2
Reduction in staff turnover (%) 10%Total annual savings in staff turnover achievable by implementing an effective workplace health and wellbeing program $11,250
Total annual savingsSavings made through reducing sick leave $25,500Savings made through reducing staff turnover $11,250Total annual savings as a result of implementing an effective workplace health and wellbeing program $36,750
ROI calculator exampleIn the last 12 months, a company of 50 staff has experienced a unplanned sick leave rate of 8.5 days per employee and has recruited 3 replacement staff due to resignations. The average staff salary is $50000. The company runs a shift roster of 8-hour days and the average hourly wage is $25.
1 Australian Human Resources Institute 2008, ‘Love ‘em don’t lose ‘em’ – identifying retention strategies that work, HR Pulse Research Report.2 PriceWaterhouseCoopers 2008, Building the case for wellness, United Kingdom.
Value on investment
• While we have focused on ROI, it is also important to focus on what other ‘value’ a health and wellbeing program can offer:– staff satisfaction– employee engagement– increased morale – being a valued member of a team.
‘You can’t be a safe worker if you’re not a healthy worker.’
- Professor Dame Carol BlackExpert Adviser on Work and Health,
Department of Health, England
Linking health, safety and wellbeing
SAFE WORK ENVIRONMENTAddressing the health and safety concerns of your employees
Culture
•Values•Health knowledge•Climate •Peer support
Physical settings
•Workplace facilities(Showers, drinking water, kitchen, equipment, etc)
Policy
•Healthy catering•Work/life balance•Flexible work hours•Social and emotional wellbeing
Linking health, safety and wellbeing
Adapted from Walton K 2012, Heathy@Work Professional Development, Department of Premier and Cabinet, Tasmania.
Implementing a workplace health and wellbeing program: A key to success
Adapted from Public Sector Management Office 2009, Guidelines for implementing a workplace health and wellbeing program, Department of Premier and Cabinet, Tasmania.
Management and the implementation cycle
Management endorsement of workplace health and wellbeing is absolutely critical for program
development.
Management support contributes more to program success than the content itself 1
What can you do as a managerto support the program?
1 O’Donnell, MP 2001, Health Promotion in the Workplace, 3rd edn, Delmar Cengage Learning.
‘Don’t get pre-occupied with naysayers: let your health culture soften the group. Shifting each individual’s
position closer to wellness champion is the goal.’
- Dr Judd AllenPresident, Human Resources Institute
Employee engagement
Adapted from Allen, J 2008, Achieving a culture of health: The business case, Health Enhancement Systems, United States.
Your workplace checklist
Healthy physical settings Food supply Knowledge and skills
On-site kitchen facilities
Off-site and mobile settings
Breastfeeding friendly workplaces
Canteens and cafes
Vending machines
Catering
Fundraising
Informal food supply
Hydration
Nutrition education
Social marketing
Other workplace nutrition support
Healthy eating: A practical example