CREATING A CULTURE OF HEALTH AND ACCESS TO ACTIVITY

Physical Activity in the Workplace

Why should we create a culture that supports Physical Activity at our

worksite?

Adequate physical activity reduces risk for several diseases

When employers provide an environment & support, for employees to be active, employees are more likely to use their breaks during the workday for physical activity.

Preliminary research suggests that employer support may influence workers’ activity during time away from work as well.1,2,3

Physically active employees are, on average, both more productive and less costly (in terms of health care expenses) than inactive employees.1,2,3

1 Foldes, Bland, An et al. Modifiable Health Risks and Short-Term Health Care Costs. Blue Cross and Blue Shield of Minnesota internal research, submitted for publication. 2 Anderson, 2000. American Journal of Health Promotion. 15:1. 3 Bunn, JOEM, 2006, 48:10.

Creating a strategy…

What should it look like? What are the key elements?

Infrastructure Schedule Flexibility Support for active living

The best practice for employers who want to increase physical activity among employees includes the following components: Availability and identification of places for physical activityPolicies that support physical activityPrograms that promote more physical activityPromotion of opportunities for physical activity

Write a policy for physical activity •Places •Flexible time for physical activity

•Causal dress code

•Standing desks/walking work stations

•Active meetings/breaks

•Active commuting options

Promotion of opportunities for physical activity –

Creating a communications plan

Key Elements: Communicate at least quarterly about workplace opportunities for physical activity Set a positive/fun tone – right from the start Have leadership promote opportunities Use a variety of communication channels Focus on the immediate benefits of physical activity: increased energy, reduced stress and feeling better.

Educate employees about the longer-term benefits

Be honest with employees about why you are implementing the policy

Obtain (and communicate frequently) top management commitment to employees being active during the workday.

Remind employees that no one has to be active as a condition of employment

Feedback sessions

Step-by-step plan for change…

Confirm leadership support Discuss approaches Decide on a work teamMeasure current levels of activityDetermine strategies Write goals Draft policyDraft communications plan Implement improvements

How do we measure our change?

Percentage decrease in sedentary time

Health assessment - cohort (time over time) report reflecting same population

Percentage increase of physical activity opportunities available

Physical activity opportunity numbers (before and after changes)

Usage change for physical activity opportunities

Usage numbers (before and after changes)

Percentage increase in promotion of physical activity opportunities

Promotions (before and after changes)

Employee satisfaction with physical activity opportunities

Employee interest/satisfaction survey

Creation of a physical activity policy, and regular (quarterly, semiannual and annual) quality assurance checks on the commitments outlined in the policy

Human resources and leadership

Physical Activity – PSE Changes

Environment Mapped walking routesBike racks, showers, lockersPhysical activity room/space

Policy Combine breaks for physical activity time, causal dress code, walking meetings, work accommodations that support physical activity

Systems Trainings for managers to develop flexible schedules to accommodate physical activity, walking meetings framework, active transportation

Social Support Walking clubs, stretch breaks, exercise classes

Availability and identification of places for physical activity

•Identify potential places for indoor and outdoor walking routes

•Map out a 10- to 20-minute route  •Dedicate a room for physical activity •Build movement into the workday

Sample policy #1

“Beginning September 1, 2013 all employees are required to receive an additional 15 minutes of paid break time each day to participate in physical activity. This time may be combined with the current lunch time (of 40 minutes) to accumulate 55 minutes of total break time. The additional 15 minutes of break time is designated for the purpose of participating in physical activity only. Employees who do not wish to use the extra time for physical activity are not eligible to take the extra break time.

Our organization supports the effective use of walking meetings. Walking meetings are most effective when there are three or fewer individuals involved and the topic doesn’t require handouts or extensive note taking.

Staff must follow the current human resources dress code policy. However, employees are encouraged to keep a pair of walking shoes at their desks to allow for a walk break or walking meeting.

Senior leadership at our organization will provide information regarding physical activity opportunities at least quarterly to all employees.”

Sample policy #2

“Beginning September 1, 2011, facilities at School District <#> are available for employees to use before and after work. This includes the fitness center, weight room, running track, gyms, locker and shower facilities, and pool when not in use by a sports team. In addition, the school hallways are available for walking for employees and members of the community before school beginning at 7 a.m. and after school until 5:30 p.m. Members of the community will complete a waiver in the main office and receive a visitor card prior to first use of the hallways.

Sports teams that use facilities for practices will be given first priority, however, where it is feasible to share facilities, we will make every attempt to open facilities to employees during those instances. Signs will be clearly posted notifying staff of first priority usage.

In each school office, the school district has also made available maps that identify outdoor walking routes, including identification of paved community walking trails. These maps are available for staff and members of the community.

Senior leadership within our organization will provide information regarding physical activity opportunities at least quarterly to all employees. In addition, we will partner with Community Education to promote these options to the community.”

Walking programs

Walking programs can be a nice complement to your healthy workplace culture. It is important to spend time ensuring that you have first improved the environment (places for activity) versus beginning your approach by holding a walking program.

Without programs, places are less likely to be used.

Without a supportive culture, programs are less likely to increase physical activity Walking programs can be an inexpensive and effective way to promote physical activity; employees connect with each other to walk before, during or after the workday. Programs can be formal or informal. Think about asking physically active employees to be mentors and lead daily walks.

Policy Promotion

At least once each quarter, communicate with your employees about workplace opportunities for physical activity – places to be active, policies that support activity and programs that encourage physical activity.

Liability for Workplace Wellness Activities?

• There are two types of liability:

– Workers’ Compensation

– Personal Injury

Workers’ Compensation:Not a concern if activity is “voluntary”

Injuries incurred while participating in voluntary recreational programs sponsored by the employer, including health promotion programs, athletic events, parties, and picnics, do not arise out of and in the course of the employment even though the employer pays some or all of the cost of the program. This exclusion does not apply in the event that the injured employee was ordered or assigned by the employer to participate in the program. Minnesota Statute 176.021, subdivision 9.

If an employee is injured while riding an employer-owned bicycle to an off-site meeting instead of driving, the employer may have workers compensation liability because the employee is riding the bike in the course of his or her employment. The employee is traveling to the off-site meeting for the employer’s benefit, not the employee’s benefit. The fact that the employee had the choice to drive his or her own car and chose to use the employer’s bicycle should not make a difference.

If the employer makes the bicycles available for employees to ride as part of the wellness program unrelated to any employment duties, any injuries that occur would be exempt from workers comp coverage. However, the employer could be liable for personal injury if it made bicycles available to its employees that it knew to be defective and an employee were injured in an accident because of the defect.

Personal Injury:A potential concern regardless of whether

or not the activity was “voluntary”. Q: How can the owner or operator of a bike share program limit its liability?A: There are numerous ways that the owner or operator of a bike share program can limit its liability, including:•Purchasing insurance•Requiring users of the program to sign waivers releasing the program from liability for injuries,•Keeping the bikes well maintained•Educating users about use of the bike •Providing safety training.

Promoting physical activity beyond your organization’s walls

http://www.mapmywalk.com/

http://www.walkscore.com/

KLN Enterprises in PerhamSHIP Worksite Wellness Initiatives: - Each location has their own wellness committee which meets monthly- Healthier options in vending- Walking Wednesdays- Gym Reimbursement- Health Snack Day- Wellness Bulletin Board- Wellness coordinator also a Wellness Coach for company

“It is the small changes over a long period of time that will make an impact.”- Marni Moch, Wellness Coordinator for KLN