In many typical workplace environments around the world,
people sit in front of their computer for 8 hours a day,
munching on snack foods, and not being required (or in some
cases, outright discouraged) to take a short walk, get fresh
air and natural sunlight, or to fit in time for a workout
during their day. Considering how the majority of people
spend at least a third of their day or more at their workplace,
it is no wonder then that workplace environments have a major
influence on national chronic health issues such as obesity,
diabetes and cardiovascular disease.
Ipsos-Reid conducted a survey in 2005 that revealed how
Canadians expect their employees to pay for a
number of therapies
to prevent disease and improve longevity and quality of
life. In fact, 95% of respondents believed that higher
cost drugs should be covered;
91% believed that cholesterol-lowering drugs should be covered;
78% believed that obesity medications should be covered;
and 72% believed that smoking cessation drugs should be covered.
The survey also demonstrated that many employers are encouraging
a healthy lifestyle, with 41% of respondents saying they
have access to programs at work that promote overall
well-being
and health. Following this trend, almost half of respondents
(46%) who have access to wellness programs at their workplace
say they regularly participate in these programs.
More cited examples are showing how wellness programs are
helping prevent employees from getting sick, missing
work, and burning
out from job-related stress. One method growing in popularity
is employers creating recreational programs tailored to fit
the tastes of their employees. Creating an after-work volleyball
team is an example of this, as is organizing lunchtime walks
or an early morning running group. It is all a part of a
growing movement where employers are finding that it
pays to help make
their employees become healthier.
Duke University, in Durham, N.C., offers an example of
a successful and effective wellness program. Duke employees
have access
to the university's athletic facilities, as well as the opportunity
to meet one-on-one with personal trainers and wellness counselors.
Employees can also participate in online weight-management
and stress-reduction programs. The program, called Live
for Life, has been in place for 16 years, and has helped employees
who are at risk for
heart disease
significantly improve their health.
A 2001 study of employees
with high cholesterol and high blood pressure found that
the majority of those who participated in the program significantly
decreased their health risks. As reported in Philanthropy
Journal
online, “Fifty-four percent of the 194 participants
with high cholesterol eliminated their risk factors, and
Duke estimated
that it saved $124,800 on its health-insurance costs as a
result."
As Julie Joyner, manager for Live for Life, states: "We
plan our finances. We plan our vacations. But why aren't we
planning our health?"
Most American employers - about 7 out of 10 - believe that
they have a responsibility to promote wellness among their
workers, but far fewer do anything about it, according to
a survey of 354 U.S. companies and nonprofit organizations
by
the American Management Association. As the survey revealed,
fewer than half of the survey respondents said they offer
educational programs on topics such as exercise and fitness
(47%); smoking
cessation (41%); weight management (34 %);stress management
(33%); or nutrition (25%).
Simple Solutions
Employers can make a huge difference in their employee’s
lives even by simply encouraging them to get out and take
walks to expose themselves to natural sunlight at different
points during the day. They can also provide options in terms
of healthy nutrition by offering access to clean drinking
water and fresh fruits and vegetables for employees to eat.
Denmark does this, for example, with a national program called "6
om dagen" (six-a-day), which provides free or low-cost
fruit to employees at participating companies.
A Workout a Day
According to a study presented to the American College of
Sports Medicine, researchers found that
when workers used their company gym, they became more productive
and worked better with their co-workers.
The study, done by Jim McKenna, PhD, MSc, from Leeds Metropolitan
University in England, surveyed 210 office workers who used
their company gym, asking them to rate their frame of mind,
work performance, and workload at the end of the day. McKenna
compared the results on days that participants exercised
at work and days they didn’t, and reported that the
ratings for “mental-interpersonal performance, the
ability to manage time, and productivity” were significantly
higher on the days the employees exercised.
Common Benefits
Typically, the two most common benefits for employee wellness
programs are: Healthier Employees and Happier employees.
Workers who have the support and encouragement of their
employer to take care of their health have improved nutrition,
maintain
more physical activity, and
manage stress better. From an employer perspective, this results in reduced sick
days, less medical appointments, and infrequent leaves of absence.
Healthier employees also have improved productivity, better
energy and stamina, as well as improved coping strategies
for stress. Providing access to wellness
services also improves a company’s image and can reduce employee turnover
since healthier employees are typically happier employees.
Further resources:
http://www.best-managers-training.com/employee-wellness-programs.html
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