Why workplace wellness interventions need to be systems based and sector wide. A case study from the human services sector: Settlement Services International. In association with: Dr Kate Levett, University of Notre Dame Dr Jon Adams, University of Technology Sydney Presenter: Sharon Longridge, Worklife Wellness

XX!1. I am satisfied with the amount of involvement I have in decisions that affect my work.

Agree strongly Agree Not sure Disagree Disagree strongly

XX!1. I am satisfied with the amount of involvement I have in decisions that affect my work.

2. I feel I am rewarded (praise & recognition) for the level of effort I put out for my job.

Agree strongly Agree Not sure Disagree Disagree strongly

XX!1. I am satisfied with the amount of involvement I have in decisions that affect my work.

2. I feel I am rewarded (praise & recognition) for the level of effort I put out for my job.

3. In the last 6 months, too much time pressure at work has caused me worry or stress.

Agree strongly Agree Not sure Disagree Disagree strongly

XX!1. I am satisfied with the amount of involvement I have in decisions that affect my work.

2. I feel I am rewarded (praise & recognition) for the level of effort I put out for my job.

3. In the last 6 months, too much time pressure at work has caused me worry or stress.

Agree strongly Agree Not sure Disagree Disagree strongly

4. In the last 6 months, I have experienced worry, “nerves” or stress from mental fatigue at work.

2. I feel I am rewarded (praise & recognition) for the level of effort I put out for my job.

3. In the last 6 months, too much time pressure at work has caused me worry or stress.

4. In the last 6 months, I have experienced worry, “nerves” or stress from mental fatigue at work.

The Stress and Satisfaction Offset Score M Shain

CONTROL REWARD DEMAND EFFORT

1. I am satisfied with the amount of involvement I have in decisions that affect my work.

Challenges of the contemporary workplaceImpacts of a mindfulness-based wellness program at SSIExplore the applicability across the human services sector

“The world is becoming more turbulent faster than most organisations are becoming resilient.”

Gary Hamel, What Matters Now, 2012

Workers are distracted 47% of the time. (Harvard)

stressed + distracted + exhausted resilient + productive + engaged

The workplace puzzle

Absenteeism costs $7 billion annually Presenteeism costs $25.7 billion annually (Medibank Private, 2008, Medibank Private, 2005; Pricewaterhouse Coopers, 2010)

Sick and stressed staff are costly…

•  Costs Australian businesses more than $10 billion per year •  Mental stress claims are the most expensive workers’ comp claim •  Claims result in workers often being absent for extended periods

Mental stress

at workSource: Work Safe Australia, 2013!

Healthy work environments are an essential ingredient in improving the health and wellbeing of Australians. (Noblet, Graffam, & McWilliams, 2008; Noblet & LaMontagne, 2006; Pricewaterhouse Coopers, 2010)

Optimise the workforce through wellness and mindfulness

Innovativeworkforce

self aware + resilient + adaptable + focused + connected

Three approaches: 1. Target individuals!2. Organisational interventions!3. Integrating both individual and organisation!

Models workplace

wellness Source: Noblet & La Montagne, 2006!

Settlement Services International is a community-based not-for-profit organisation working with vulnerable communities and providing services in the areas of refugee and migrant settlement, housing, multicultural foster care, disability support and employment services in NSW.

Your staff are distracted47% of the time.

World Press Photography exhibition 2016, photo by Abd Doumany, Feb 2015

- Noblet & La Montagne, 2006!

“The comprehensive approach to health promotion provides a more effective and sustainable framework for addressing the

sources and symptoms of job stress.”

Sick and stress staff are costly…

SSI’s Be Well takes a multi-dimensional approach to mindfulness

Be Well - creating a wellness culture

•  CEO drives program•  Ongoing wellness surveys•  Measuring change, sharing results•  Integrated into the Performance Management System•  Staff run wellness committee

Be Well’s impact

1.  Reduced sick leave 2.  Improved team resilience 3.  Increased satisfaction compared to stress

Strongly AgreeAgreeDisagreeStrongly Disagree

Stresssatisfaction offset score

2012: 0.82 2014: 1.23

Business Health Culture Index Organisational culture is aligned with business objectives

“I gained a deeper sense of gratitude towards SSI and their staff for making life at work so pleasant and balanced.”

“My sleep pattern (has changed) from five hours to seven each night.”

“The Be Well approach/ethos of SSI enabled me to make decisions which put my professional and personal life in balance.”

“I’m being more aware of myself and my mind in general.”

“I’m just generally being aware of my needs more than ever before in my career, making them a priority and shifting long held poor behaviour...”

“You can teach an old dog new tricks!”

Broadening the intervention across the human services sector

STRENGTHS-BASED EMPOWERMENT!Employees coached to identify their own strengths and needs!