CORPORATE/EMPLOYEE WELLNESS PROGRAMMES AND A NICE TO HAVE OR A BUSINESS IMPERATIVE? CHANTELL HOLLAND ICAS SOUTHERN AFRICA EWP, RISK MANAGEMENT & HEALTH OPTIMISATION • • Growing prominence of Risk Management in companies • EWP’s plays a key role in managing Behavioural Risks, optimising health and enhancing resilience. • BRM is rapidly becoming a business, legal and human imperative Pressure for companies to manage risks proactively & effectively (e.g. Sarbanes-Oxley, King III) In the context of risk management, EWP’s is an applied risk management strategy that is concerned with assessment of, and intervention into, the individual, interpersonal and organisational factors that lead to financial and productivity loss in a work organisation. EWP’s should not be positioned as a nice to have but rather as a strategy to build and sustain a healthy, robust and resilient workforce. A Business Case for EWP’s? • EWP = Investment – needs to be justified •A Business Case outlines the reasoning behind a particular organisational intervention/initiative/investment. •It make specific reference to the predicted impact of such intervention/initiative/investment on the performance of the organisation. •The Business Case further provides: ØDirection for the Programme ØFoundation for the accountability of the programme ØSuccess Indicators •A sound Business Case also ensures that the programme is aligned with the overall strategy of the organisation. •Basing your programme on a Business Case encourages us to keep the organisation in mind and to use the ‘language of business’. Why EWPs? - Employer’s Motivations ‘Being nice to employees?’ •Compliance with law/regulations •Reduce absenteeism, presenteeism and staff attrition •Reduce costs associated with human capital •Attract and retain scarce skills •Enhance individual and organisational performance •Achieve organisational goals ØProfit (private sector) ØService delivery (public sector) Health-related Benefits •Well established links between stress and - Coronary heart disease - Alcoholism and substance abuse - Behavioural problems - Job dissatisfaction - Lost productivity •EWP’s can contribute to reductions in: - Sick pay and medical costs - Use of medical aid - Accidents and injuries - Compensation claims - Sick leave - Disability Benefits for Line Management • Part of manager’s ‘tool-kit’ for tracking and correcting poor or declining performance • Supports good management practices • Reduces supervisory time spent on employee problems • Reduces emotional loading and creates a sense of empowerment Benefits to OHS, HR and Organisational Leadership •OHS - Reduction of accidents and non-compliance due to behavioural issues - Support tool for IODs and other OHS-related incidents •HR - Support of HR strategic objectives - Insight and support to HR/OD interventions - Employee Value Proposition •Leadership - Keeping in touch with the organisation - Identification of risk trends and optimal risk mitigation Employee-related Benefits •Benefits for employees, their families and communities •Reduced health care costs for the individual •Access to resources where psychosocial assistance might not be available •Positive Impact on: ØPerformance ØSocial functioning ØSelf-esteem ØAttitude ØJob satisfaction Components of EWP’s • • • • • • • • • • • • • Strategy and Policy development EAP Wellness day screening events Education and training workshops Health-related newsletters, emails and posters Onsite counselling Onsite occupational and primary health care Health campaigns Industry specific campaigns i.e. substance abuse programme, shift work, child care, ergonomics, stress management Executive health Wellness Ambassadors/Peer Educators in the workplace Absenteeism management Creating a culture of awareness
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