Why introduce a workplace health promotion programme?

Employees are in their work environment, on average, for 8 hours a day. Therefore the setting affords a great opportunity to influence the environment as well as strengthen individual health knowledge and motivation. The workplace also offers opportunities for co-worker support and friendly competition, the latter especially in regard to physical activity. Key points Lifestyle diseases which are largely preventable have a significant effect on morbidity and mortality in New Zealand  Well designed workplace health promotion programmes can improve workers' health, save money and increase productivity. There are also non-economic benefits from workplace health programmes that impact on productivity such as improved job satisfaction, increased strength and flexibility, increased morale and job retention. A mentally healthy workplace is demonstrated to have a beneficial effect on turnover and absenteeism. More flexible work arrangements are associated with increased productivity. Workplace health promotion programmes can assist workers to stay healthier and prevent early retirement due to lifestyle diseases.   Workplace Health change model. Productivity According to the U.S Centers for Disease Control and Prevention $9 billion dollars in workplace productivity in the USA is lost due to diet related conditions such as heart disease, cancer, stroke and diabetes. Lifestyle diseases such as heart disease, diabetes and smoking induced diseases have a significant effect on morbidity and mortality in New Zealand. They are largely preventable through healthier eating, increased exercise and smoking cessation. Absenteeism American workplace research on reduced absenteeism shows that absenteeism costs are a direct economic factor related to employee health and productivity. Non-economic factors and productivity Workplace health promotion programmes can have an effect on non-economic factors. Some of these effects result from increased physical activity, stress management interventions, time management interventions and general programming effects. Chapman identifies these non-economic factors in productivity: physical strength and flexibility stamina and resilience interpersonal skills decision-making quality time utilisation and planning positive attitude and outlook presenteeism job satisfaction level company loyalty recruitment and retention morale level. The extent that these non-economic factors of productivity occur is dependent on the nature and scope of the health programme. Aging population The proportion of New Zealand's labour force aged 55 years and over is likely to grow from about one in six in 2007 to around one in four by 2020 (Department of Labour). The proportion of older workers compared to younger ones will dramatically increase. By the middle of this century, 46% of the population will be over 46 years of age, one in four New Zealanders will be 65 years or over, and companies will become increasingly dependent on mature workers as the present skill and labour shortage continues.