Health Promotion in the Workplace :Dr. Deryck D. Pattron, Ph.D. 1 Health Promotion in the Workplace By Dr. Deryck D. Pattron, Ph.D. Public Health & Safety Consultant Endeavour Extension Road Chaguanas, Trinidad, West Indies


The Ottawa Charter (WHO, 1986) :Dr. Deryck D. Pattron, Ph.D. 2 The Ottawa Charter (WHO, 1986) HEALTH IS CREATED AND LIVED BY PEOPLE WITHIN THE SETTINGS OF THEIR EVERYDAY LIFE; WHERE THEY LEARN, WORK, PLAY AND LOVE.


SETTINGS BASED APPROACH EXPECTATIONS (WHO, 1991) :Dr. Deryck D. Pattron, Ph.D. 3 SETTINGS BASED APPROACH EXPECTATIONS (WHO, 1991) BY 2000, CITIES, SCHOOLS, NEIGHBOURHOODS AND HOMES SHOULD PROVIDE GREATER OPPORTUNITIES FOR PROMOTING HEALTH.


SETTINGS BASED APPROACH :Dr. Deryck D. Pattron, Ph.D. 4 SETTINGS BASED APPROACH INTRODUCE-specific interventions DEVELOP-health policies EVALUATE-provides feedback Assess-to implement or to re-formulate


RATIONALE :Dr. Deryck D. Pattron, Ph.D. 5 RATIONALE 60 % OF WAKING HOURS SPENT AT WORK THE WORK ENVIRONMENT SIGNIFICANTLY IMPACTS ON HEALTH THE WORK ENVIRONMENT PROVIDES AN IDEAL CONTEXT TO PROMOTE HEALTH


WHY TARGET THE WORKPLACE FOR HEALTH PROMOTION? :Dr. Deryck D. Pattron, Ph.D. 6 WHY TARGET THE WORKPLACE FOR HEALTH PROMOTION? TARGET GROUP HEALTHY ADULTS FOLLOW UP ENCOURAGE PARTICIPATION SOCIAL SUPPORT PROTECTION FROM HARM


THE RELATIONSHIP BETWEEN WORK & HEALTH :Dr. Deryck D. Pattron, Ph.D. 7 THE RELATIONSHIP BETWEEN WORK & HEALTH HAZARDS RISKY BEHAVIOUR GENERAL WORK ENVIRONMENT


FIGURES AND MAJOR INJURY RATES PER 100 000 (Health & Safety Commission Annual Report 1994/1995) :Dr. Deryck D. Pattron, Ph.D. 8 FIGURES AND MAJOR INJURY RATES PER 100 000 (Health & Safety Commission Annual Report 1994/1995)


OSHA 2004/2006 :Dr. Deryck D. Pattron, Ph.D. 9 OSHA 2004/2006 Employer Duties Every employer so far as is reasonable practicable to ensure the safety and health of all his employees. Employee Duties Every employee is responsible for his/her own health and safety and to cooperate with the employer in all matters dealing with health and safety.


ROLE OF UNIONS & OSHA :Dr. Deryck D. Pattron, Ph.D. 10 ROLE OF UNIONS & OSHA Our approach to occupational safety and health includes: Seeing safety as a class issue. Recognizing safety and health legislation as part of employment law. Providing current trade union news on safety issues. Developing a good source of information to enable trade union activists to campaign for a safe working environment.


STRESS & JOB PERFORMANCESource:http://www.ahealth.com/ :Dr. Deryck D. Pattron, Ph.D. 11 STRESS & JOB PERFORMANCESource:http://www.ahealth.com/


What is Job stress? :Dr. Deryck D. Pattron, Ph.D. 12 What is Job stress? Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker. Job stress can lead to poor health and even injury.


Responsibility for workplace health :Dr. Deryck D. Pattron, Ph.D. 13 Responsibility for workplace health Who are responsible? Workers or employees Trade unions Employers Managers Occupational health staff Health and safety officers Environmental health officers Specialist health promoters


What do workers organizations do in the context of health & safety? :Dr. Deryck D. Pattron, Ph.D. 14 What do workers organizations do in the context of health & safety? Ensure that their employees are working in safe and healthy conditions. Since the mid-1970’s membership was just two-fifths. Changing pattern of employment such as part time employment Workers need to be fully involved in all stages of development and implementation of health promotion programmes Setting up of health and safety committees and employee advisory boards


Role of Employers and Managers in Health & Safety :Dr. Deryck D. Pattron, Ph.D. 15 Role of Employers and Managers in Health & Safety Health is relevant and should be linked to organizational mission, vision, goals and objectives Hard benefits Improvements in productivity Lower rates of sickness Lower absenteeism Lower staff turnover Soft benefits Enhanced corporation image influential


Occupational Health Staff :Dr. Deryck D. Pattron, Ph.D. 16 Occupational Health Staff No requirement for employers to provide occupational health service, except for first aid Functions of occupational health service Surveillance Initiatives and advice Organization of first aid and emergency response Adaptation of work and the environment to the worker


Critical Reflections :Dr. Deryck D. Pattron, Ph.D. 17 Critical Reflections Are the occupational health service in your workplace sufficiently proactive and dynamic to help create healthy organizations? In what ways people are expected to adapt to the job? In what ways are the job adapted to meet the health needs of the people? Which approach is better, preferable and why?


Health & Safety Officers :Dr. Deryck D. Pattron, Ph.D. 18 Health & Safety Officers To ensure workplace conform to safety legislation. To take the necessary punitive actions.


Health Promotion Specialist :Dr. Deryck D. Pattron, Ph.D. 19 Health Promotion Specialist To promote health promotion activities in the workplace. Health promotion in the workplace falls into the following: First aid and medical treatment Pre-employment screening Protection from accidents Control of hazards and infections Education and advice about healthy lifestyle practices Policies and regulations to provide a healthier environment Provision of services e.g. exercise facilities, screening, stress management and counselling


Common Workplace Health Promotion Programmes :Dr. Deryck D. Pattron, Ph.D. 20 Common Workplace Health Promotion Programmes Disease risk factor awareness. programmes. Departmental competitions to promote behavioural change. Peer support systems. Feedback to maintain participation.


Slide 21:Dr. Deryck D. Pattron, Ph.D. 21


Health Promotion Plan :Dr. Deryck D. Pattron, Ph.D. 22 Health Promotion Plan How to Create a Health Promotion Plan for the Workplace? What are the elements of such as plan? How can such as plan be evaluated for effectiveness?


Slide 23:Dr. Deryck D. Pattron, Ph.D. 23


1. Obtain Management Support :Dr. Deryck D. Pattron, Ph.D. 24 1. Obtain Management Support


2. Establish a Healthy Workplace Committee :Dr. Deryck D. Pattron, Ph.D. 25 2. Establish a Healthy Workplace Committee


3. Conduct a Situational Analysis :Dr. Deryck D. Pattron, Ph.D. 26 3. Conduct a Situational Analysis Determining the needs of the individual and community Factors to consider when conducting a situational analysis: County or community demographics The economic structure of the county and its individual communities Topographical and other physical characteristics of the county or a specific area Governmental, public, private, community, and other support systems available Characteristics of the population, including: educational levels cultural characteristics life styles and living standards primary occupations income levels communities and their distinguishing characteristics mobility and rates on inflow and outflow of citizens services available any other aspect of society that may be useful in assessing factors such as attitudes, motivation, and other characteristics of individual learner groups.


Defining the Scope-Situational Analysis :Dr. Deryck D. Pattron, Ph.D. 27 Defining the Scope-Situational Analysis A situational analysis may be broad based or highly specific, depending on the program in focus. In either case, the scope of the analysis should have a clear focus and purpose directed toward a specific subject, clientele, time, location, or other pertinent factors.


Avoiding Bias-Situational Analysis :Dr. Deryck D. Pattron, Ph.D. 28 Avoiding Bias-Situational Analysis It is important to recognize that the personal values and beliefs of the Extension agent and others involved in conducting the situational analysis may influence the conclusions drawn. To maintain the objectivity of the situational analysis, be certain to include groups or individuals representative of the county's citizens or of the targeted audience.


4. Develop the Programme Plan :Dr. Deryck D. Pattron, Ph.D. 29 4. Develop the Programme Plan


5. Develop Programme and Evaluation Plan :Dr. Deryck D. Pattron, Ph.D. 30 5. Develop Programme and Evaluation Plan


6. Obtain Management Support :Dr. Deryck D. Pattron, Ph.D. 31 6. Obtain Management Support


7. Implement Plan :Dr. Deryck D. Pattron, Ph.D. 32 7. Implement Plan


8. Evaluate and Generate a Report :Dr. Deryck D. Pattron, Ph.D. 33 8. Evaluate and Generate a Report


Conclusions :Dr. Deryck D. Pattron, Ph.D. 34 Conclusions Health promotion in the workplace is essential. The benefits derived from a health promotion plan are invaluable. The primary objective of any workplace is to protect employees’ health and empower them to gain better control over their personal health, working environment and work organization.


References :Dr. Deryck D. Pattron, Ph.D. 35 References Barsade S, Wiesenfeld B, The Marlin Company.1997. Attitudes in the American workplace III. New Haven, CT: Yale University School of Management. Bond JT, Galinsky E, Swanberg JE .1998. The 1997 national study of the changing workforce. New York, NY: Families and Work Institute. Forest, L. B. 1998. Working With Our Publics, Module 4, Situational Analysis. Raleigh, NC: North Carolina Agricultural Extension Service and Department of Adult and Community College Education, North Carolina State University. Naidoo, J and Wills, J. 2000. Health Promotion: Foundations for Practice. Edinburgh: Bailliere Tindall. Northwestern National Life Insurance Company.1991. Employee burnout: America's newest epidemic. Minneapolis, MN: Northwestern National Life Insurance Company. Northwestern National Life Insurance Company [1992]. Employee burnout: causes and cures. Minneapolis, MN: Northwestern National Life Insurance Company. www.thcu.ca/infoandresources/ www.ahealth.com