EMPLOYEE WELL BEING A Holistic Approach AMIHRP Conference Orkney 11 April 2008
Employee Well - Being QUESTIONS 2
Wellness versus Well Being Wellness Physical wellbeing, especially when maintained or achieved through good diet and regular exercise Wellbeing Good, healthy or comfortable state 3
What is Well Being? Wellbeing is the integration of and harmony between all the life dimensions that expands one s potential to live and work effectively and to experience energy or a zest for life Prof Dawie Smith 4
Employee Well - Being Statistics of chronic diseases CVD is the NO 1 cause of death in the world Cancer is the No 2 cause of death in the world In 2006 more people died of cancer than of Aids Stroke is the third largest cause of death world wide as well as in SA Stroke is the NO 1 cause of disability in SA In 2006 246 million people worldwide had diabetes compared to 38,6 million Aids infected people 5
Life Dimensions House ( Prof D Smith) QUALITY OF LIFE Mental Wellbeing Emotional Wellbeing Env Social Wellbeing Financial Wellbeing PHYSICAL WELLBEING SPIRITUAL WELLBEING We are not human beings having spiritual experiences ; we are spiritual beings having human experience 6
The Employee Well Being Programme should be.. FUNCTIONAL not informative only EDUCATIONAL to create a proactive awareness HOLISTIC improving the quality of life of all employees and their families, including all the key life dimensions MOTIVATIONAL -creating an inner drive to take action MODULAR a menu based approach to allow a shop list option for any specific group OPERATIONAL positioned in the Operational Excellence contex DIAGNOSTIC to create awareness with respect to wellbeing needs Health Risk Assessments. To enable referencing to other health services including a counselling option MINDSET DIRECTED to create a positive work attitude in order to minimize absenteeism SUSTAINABLE maintenance and reinforcement of wellbeing Prof Dawie Smith The EPL Way 7
The philosophy of total well-being management Total wellness is a development process that creates and expands all life domains toward balance and optimal well-being. Wellness is about a balanced lifestyle involving emotional, intellectual, physical, spiritual, social and psychological development. It forms part of a holistic integrated system and not only the subparts (physical fitness or nutritional intake). Developing a wellness lifestyle involves negatives and positives, challenges and support as part of life but it is always approached from a positive and strength perspective. Health and wellness care put the emphasis on health promotion and disease prevention, by developing strengths. Total Wellness Institute of South Africa 8
EMPLOYEE WELL-BEING AT DRIEFONTEIN Our vision - All Driefontein employees are healthy and fully functional Our mission - We are committed to initiate and create an Employee Total Well-Being Programme which contributes to the holistic well-being of the Driefontein family. We will do this by providing support and assistance that alleviate the impact of everyday work, personal and family challenges Our objective - The aim of the Employee Total Well-Being Programme is to improve the quality of life of all employees and their families. Vision, mission and objectives 9
EMPLOYEE WELL-BEING TOTAL WELL-BEING ELEMENTS Spiritual Well-Being Emotional Well-Being Intellectual Well-Being Physical Well-Being Occupational Well-Being Social Well-Being Financial Well Being Environmental Well - Being A holistic view of well-being is required 10
Spiritual Well - Being A sense of connectedness A sense of purpose and meaning A sense of personal control/inner harmony Hope for or optimism Feeling fulfilled A sense of gratitude A sense of feeling accepted and valued The impact of depression, despair, and loneliness on wellbeing Prof Dawie Smith 11
Social Well - Being Social support is the degree to which a person s social needs are met through interaction with other people Relationships for wellbeing is addressed The effect of social support on e.g. heart diseases Marriage and wellbeing Families and wellbeing Loneliness and wellbeing Prof Dawie Smith 12
Mental Well - Being Performs up to one s intellectual capacity Has a well adjusted mindset Can focus well Has sound judgment and reasoning Has a positive and constructive mindset, including a positive attitude and positive thought Has a positive self esteem Acts within ones locus of control Prof Dawie Smith 13
Physical Well - Being This life dimension refers to the body s ability to function effectively and is associated with Cardio vascular health Muscle strength Flexibility Life energy Enough sleep Quality nutrition Prof Dawie Smith 14
Financial Well - Being Financial wellbeing relates to basic human needs such as food, drinks, shelter and warmth, security and stability. In order to meet our basic needs we need to have money. People also tend to attach their higher needs to money, i.e. their sense of belonging, worth, esteem and self actualisation. Prof Dawie Smith 15
Emotional Well - Being Emotions are a mixture feelings and physical responses. Emotions are indicators of the wellbeing of other life dimensions. Special emotions and its impact on wellbeing that receive attention are Anger, hostility and wellbeing Violence and aggression Worry and anxiety Grief, bereavement and wellbeing Prof Dawie Smith 16
Environmental Well - Being This life dimension refers to the impact of environmental factors on personal wellbeing as well as one s impact on the environment Air pollution Water pollution Noise and vibration Food refining processes Global warming Prof Dawie Smith 17
Well Being Process 18
Well Being Cycle Time Life Style Questionaire Complete Questionaire in Waiting Room 20 mins Pre-Test Councilling ICVCT Councilling,TB,Lifestyle-20 mins Sign Informed Consent Wellness Councilling Fitness Evaluation BMI Indirect Vo 2 max 40 Mins ICVCT &Post Test Councilling Rapid I &2-6mins,Chol,Glu,TB Urine Blood For Confirmation-2mins Councilling on Results-10 mins Appropiate Referral 19
Employee Well - Being Leslie Williams Human Resources HRA (Mobile Unit, PHC, and Main Offices) PHC (Heart, TB, Chronic Disease etc.) OCC Health Employee Care Centre Prof Nurse Physiotherapist Psychologist Biokineticist Social Worker (EAP) Sport &Recreation Officer 20
Mobile Container We Care 21
EMPLOYEE WELL - BEING Initiatives and budget requirements Improving nutrition and accommodation made available to Driefontein employees ( Property Budget) Budget required (R000s) R0 Total well being evaluation and lifestyle intervention R0 Employee Care centre Spiritual leadership Recreation clubs, facilities and mass participation sports and social events ABET, vocational and life skills learning Communication, education and awareness Total R0 R0 R0 R0 R0 R0 22
Business Case Total Discounted Savings 10,000,000 8,000,000 6,000,000 4,000,000 2,000,000 0 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 Total Discounted Savings -2,000,000-4,000,000-6,000,000-8,000,000-10,000,000 23
CONCLUSIONS The strategy centres on a pro-active and holistic approach to total wellbeing management - approach will maximise benefits and reduce cost - HIV/AIDS will not be managed as a separate drive to avoid stigmatisation Alignment and commitment from all role players is being strengthened - support of Labour has been pledged for the approach Total well-being needs to be addressed with intensity and urgency, and at high scale - hidden costs associated with inaction will outweigh the costs of implementing the proposed well-being strategy - will strengthen the Driefontein brand among employees and stakeholders 24
Employee Well - Being Wellbeing as a way of life Wellbeing is a way of life a lifestyle one designs to achieve one s highest potential. Wellbeing should be seen as a process -a continuous awareness to which there is no end point. Wellbeing, therefore, is a dynamic state of continuous growth and development. The key difference between illness and wellbeing regardless of the point on the illness\wellbeing continuum at which a person may be physically is the direction in which they are facing : Towards high level wellbeing or towards premature death 25