After ideas for your staff health program?
Want to see what other organisations do?
To assist you in developing your staff health program, see what the following organisations do to improve the health of their staff, the benefits they have experienced, some of the challenges they have faced, and the recommendations they would provide to organisations setting up their first program.
Alstom Ltd
300 staff
Alstom is a global leader in the world of power generation, transmission and rail infrastructure and sets the benchmark for innovative and environmentally friendly technologies. The 300 staff in their Power sector have access to their workplace health program. Staff are located in Sydney, Hobart and Brisbane, as well as regional sites such as Maitland and Morwell.
When did Alstom start their workplace health program and why?
Alstom have had a wellness program in place for many years but only began annual workplace health checks for the first time in 2010. They wanted to offer their employees the opportunity to have an annual health check within working hours as they recognised that health checks offered value but were often put off due to time and cost restrictions.
What health initiatives have been implemented?
- Annual health checks
- Annual flu vaccinations
- Sponsorship for employees to participate in the City2Surf and the Global Corporate Challenge.
- Fruit at work where fresh fruit is delivered to the office each week.
What have been the greatest benefits and which health initiatives have been the most valuable?
Alstom selects only health initiatives that offer value to the organisation. So all activities are seen as valuable, but the annual health checks are identified as especially beneficial. They like that employees are given the opportunity to have a regular health check while also being able to review past results and track improvements. The Global Corporate Challenge has also been a motivating way of getting staff moving through friendly competition, especially for their office staff.
What have been the greatest barriers and challenges in implementing the workplace health program?
The greatest barriers for Alstom were cost and popularity with staff. The organisation needs to be in a position to pay for health initiatives while also ensuring there is adequate staff participation to ensure the activity is a continued success.
What advice would Alstom give to an organisation just setting up their first workplace health program?
Undertake a survey with staff members to see what initiatives would be most popular. This way you are more likely to get engagement from staff when the program is implemented.
Medical and Scientific Equipment Manufacturer
420 staff
This organisation is a world leader in providing scientific instruments. Approximately 420 staff members have access to their workplace health program in Melbourne.
When did they start their workplace health program and why?
The program was started in March of 2012 as a result of Victoria's WorkHealth program which offered free health checks and workplace health grants to Victorian organisations.
What health initiatives have been implemented?
- Health checks
- Seminars on nutrition, managing stress, physical activity, mental health and men's health
- 10,000 Steps program
- Weight Watchers Corporate At Work Program
- Sponsorship for staff participating in fun runs
- An onsite gym with new fitness equipment
- Core strength training sessions
- Relaxation classes
- Fruit baskets delivered to work
- Healthy cooking demonstrations
- Boot camps with a fitness instructor
- Health packs for staff
What have been the greatest benefits and which health initiatives have been the most valuable?
The most valuable initiatives were those where employees were actively involved. This assisted in achieving a number of benefits such as:
- Improved knowledge of healthy eating options
- Increased awareness and levels of physical activity
- Improved morale and camaraderie
What have been the greatest barriers and challenges in implementing the workplace health program?
The key challenge during implementation was convincing staff that the program would benefit them if they chose to participate. Advertising and word of mouth helped to overcome this barrier.
What advice would they give to an organisation just setting up their first workplace health program?
"Find out what the employees really want, not what they think they want."
Department of Industry, Innovation, Climate Change, Science, Research and Tertiary Education (DIICCSRTE)
3000 staff
The Department of Industry, Innovation, Science, Research and Tertiary Education is a Commonwealth Government Department that helps shape Australia's future economy through skills, learning, discovery and innovation. They aim to accelerate productivity growth and secure Australia's prosperity in a competitive global economy. Approximately 3000 staff members have access to their workplace health program. The majority of staff are located in Canberra, however additional staff are located in all cities across the country.
When did DIISRTE start their workplace health program and why?
DIISRTE started their workplace health program in 2007 and the primary reason was to identify specific risk factors for cardiovascular disease and diabetes for individuals within the Department. Health checks were implemented to improve employee's health and increase awareness of health issues which would hopefully lead to reduced absenteeism, increase productivity and boost performance in the workplace.
What health initiatives have been implemented?
- Annual health checks
- Annual flu vaccinations
- Health assessments for executive staff
- Lunchtime health seminars
- Internally run fitness program
What have been the greatest benefits and which health initiatives have been the most valuable?
DIISRTE have found the two most valuable programs are the annual health checks and flu vaccinations. These initiatives also receive positive feedback from staff. The organisation has identified increased health awareness by staff and their knowledge on how to improve their personal health as being key benefits. In turn this has had a positive impact in reducing absenteeism.
What have been the greatest barriers and challenges in implementing the workplace health program?
The greatest challenge for DIISRTE has been their budget. They have had difficulty in continuing to obtain funding to run health programs. Despite this, the importance of the program means that a way is found to continue the initiatives.
What advice would DIISRTE give to an organisation just setting up their first workplace health program?
DIISRTE suggest to start by assessing your organisation's demographics and consulting with similar organisations on what they have done. From there approach external health providers in an attempt to customise a program to suit the needs of your organisation. And if after all that work you don't get the funding to run the program, don't be dejected, but continue to sell the benefits of workplace health to management.
Healthcare Organisation
400 staff
This healthcare company has 400 staff members around Australia with offices in Sydney, Perth, Brisbane, Adelaide and Melbourne.
When did they start their workplace health program and why?
They started their workplace health program many years ago and it initially started as a benefits program run through their human resources team.
What health initiatives have been implemented?
- Annual health checks
- Health seminars
- Annual flu vaccinations
- Pedometer walking programs
- Sponsorship of sporting events participation
- Skin cancer checks
- Vision testing
- Onsite gym
What have been the greatest benefits and which health initiatives have been the most valuable?
The most valuable health initiatives were identified as the annual health checks, flu vaccinations, skin cancer checks and access to the onsite gym.
What have been the greatest barriers and challenges in implementing the workplace health program?
One of the main identified barriers has been the non-attendance of staff to appointments such as health checks and skin cancer checks, even after booking themselves in. Another challenge is ensuring awareness of the program, however online communication to staff has greatly assisted this.
What advice would they give to an organisation just setting up their first workplace health program?
They recommend organisations:
- Ask staff for their input to determine what activities would be popular.
- Then provide programs that staff value but may not get time to pursue outside of work hours, such as health, vision and skin checks and the use of a gym.
- Offer sponsorship for staff into events and activities that target physical activity (eg. fun runs).
CAE Australia
155 staff
CAE is a global leader in modelling, simulation and training for civil aviation and defence. CAE offers civil aviation, military and helicopter training services in more than 45 locations worldwide. Approximately 155 Australian staff members have access to their workplace health program in various regional and city locations. This includes sites in Sydney, Nowra, Melbourne, Oakey and Amberley.
When did CAE start their workplace health program and why?
The CAE health program has been running for quite some time. It was initially implemented simply to assist with staff health but has become more strategic in its structure over the years.
What health initiatives have been implemented at CAE Australia?
- Health checks every two years
- Annual flu vaccination
- Skin cancer checks every two years
- Fruit at work initiative
- Flexible leave policy
- California Fridays (half days on Friday's between November and February)
What have been the greatest barriers and challenges in implementing the workplace health program?
Initially, CAE had some difficulty getting management support. However, this changed quickly as they realised the health benefits for staff and the financial benefits for the company.
What advice would CAE give to an organisation just setting up their first workplace health program?
CAE recommends starting with organisational goals and ensuring the proposed program is compatible with these goals. Once this is achieved they recommend taking a realistic look at benefits and costs involved, prior to proceeding. An integrated program that demonstrates that the business actively supports health and wellbeing is the most beneficial strategy.
CHOICE
95 staff
CHOICE is Australia's leading consumer advocacy group and campaigns to protect and assist consumers through changes to laws and industry behaviour. CHOICE's mission is to ensure the consumer voice is heard and to empower consumers to get the most out of all their purchasing decisions by providing a mix of advocacy and advice. Approximately 95 staff have access to the CHOICE workplace health program in Sydney.
When did CHOICE start their workplace health program and why?
CHOICE started their workplace health program in 2010. A proposal was developed by a staff member approved by the senior team as the CHOICE wellbeing program. After a successful initial pilot the program was extended and given a greater budget.
What health initiatives have been implemented?
- Health checks
- Health seminars
- Flu vaccinations
- Weekly fitness classes (determined by staff but usually yoga or pilates)
- Fruit at work initiatives
- Access to bikes and pedometers
What have been the greatest benefits and which health initiatives have been the most valuable?
The greatest benefit according to CHOICE is the increased awareness of health and wellbeing. Their recent engagement survey provided positive feedback that staff find the workplace health program to be very valuable.
What have been the greatest barriers and challenges in implementing the workplace health program?
CHOICE feel the key barrier for some initiatives is lack of interest and a limited staff participation. Therefore it is important to continue to evolve the program so that it best suits the needs of the staff.
What advice would CHOICE give to an organisation just setting up their first workplace health program?
CHOICE believe consultation with staff is the key factor to ensuring there is adequate participation and thus long term success.