Health And Wellbeing Industry Survey

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Health and Wellness

1. Does your organisation provide health and/or wellness programs to employees?

Response

Percent

Response

Count

YES 80.0% 12

NO 0.0% 0

Other (please specify)

20.0% 3

answered question 15

skipped question 0

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2. What type of health and/or wellness programs does your organisation invest in?

Response

Percent

Response

Count

Employee Assistance Programs

(EAP)93.3% 14

Healthy eating and/or dietary

programs33.3% 5

Healthy lifestyle programs (incl.

gym membership)53.3% 8

Free or subsidised medical check

ups33.3% 5

Smoking cessation 20.0% 3

Health Risk Assessment 40.0% 6

Health Surveillance (specific

occupations)13.3% 2

Skin checks 33.3% 5

Flu shots 73.3% 11

Vaccinations 26.7% 4

Infectious or communicable

disease management13.3% 2

Alcohol or Drug abuse 20.0% 3

Training and education 33.3% 5


13.3% 2


skipped question 0

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3. Why does your organisation offer health and wellness programs?

Response

Percent

Response

Count

Because we feel it is in line with

our values as an organisation73.3% 11

Because it is a point of difference

in attracting and retaining the best

people

20.0% 3

Because we want to be seen as an

employer of choice40.0% 6

We feel that there are significant

benefits in managing our

absenteeism and presenteeism

60.0% 9

Because we believe it improves

productivity40.0% 6

Because it assists us with

managing both an ageing workforce

and a skills shortage

26.7% 4


6.7% 1


skipped question 0

4. What are the most significant impacts of poor health upon your organisation?

Response

Percent

Response

Count

Absenteeism 60.0% 9

Loss of Productivity 53.3% 8

Presenteeism 20.0% 3

Workers compensation claims 60.0% 9

Other (please specify) 0.0% 0


skipped question 0

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5. How would you best describe your organisations approach to health and wellness

(health risk)?

Response

Percent

Response

Count

We manage health risk

specifically to reduce or control

workers compensation

exposures

40.0% 6

We manage health risk, but we

don't really measure it in any

quantifiable ways

26.7% 4

Our measuring and management of

health risk is informal, but seems

to work okay

33.3% 5

Health risk is not considered in our

organisation and it does not appear

to be warranted.

6.7% 1


20.0% 3


skipped question 0

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6. What do you feel are the positive, emerging trends concerning workforce health in the

future?

Response

Percent

Response

Count

Linking health to productivity 46.7% 7

Linking health and wellness

programs to remuneration packages20.0% 3

Using health and wellness as a

point of difference for attracting

candidates

46.7% 7

Connection between health

issues, such as obesity and

diabetes and work performance

66.7% 10

Linking health and wellness

programs with an ageing workforce33.3% 5

Retaining skilled workers 40.0% 6


13.3% 2


skipped question 0

7. Do you think that health risks in the workplace should be given more attention

Response

Percent

Response

Count

YES 93.3% 14

NO 6.7% 1

Other (please specify) 0.0% 0


skipped question 0

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8. What are your priorities for health and wellness investment over the next 12 months?

Response

Percent

Response

Count

Develop a formal approach to

health and wellness in the

workplace

33.3% 5

Introduce health and wellness

initiatives33.3% 5

Linking health and wellness to

productivity and/or profitability40.0% 6

Gaining insight into what our

wellness and health issues

actually are

46.7% 7

Assist in ageing workforce issues 20.0% 3

Address and assist in managing

absenteeism issues33.3% 5

Assist in managing workers

compensation claims40.0% 6


13.3% 2


skipped question 0

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9. What are the biggest barriers your organisation faces in investing in health and

wellness programs?

Response

Percent

Response

Count

Culturally, our organisation does

not provide health and wellness

programs

13.3% 2

The value of health and wellness

is difficult to quantify and thus,

easy to negate

73.3% 11

Our employees are reluctant to

participate in any health or wellness

initiatives

53.3% 8

We have difficulties with involving

employees due to union issues 0.0% 0

We cannot reach any consensus

over who should pay for health and

wellness programs (employee or

organisation)

26.7% 4

Budgetary constraints for health

and wellness programs from within

our organisation

66.7% 10


6.7% 1


skipped question 0

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10. What are the participation (take up) rates with employees?

Not

offered

Very

poor

take up

Limited

take up

Good

take up

Excellent

take up

Rating

Average

Response

Count

Full time permanent employees14.3%

(2)7.1% (1)

42.9%

(6)

35.7%

(5)0.0% (0) 3.00 14

Part time/Casual employees18.2%

(2)9.1% (1)

45.5%

(5)

27.3%

(3)0.0% (0) 2.82 11

Middle Management16.7%

(2)

25.0%

(3)41.7%

(5)

16.7%

(2)0.0% (0) 2.58 12

Senior Management15.4%

(2)38.5%

(5)

23.1%

(3)

23.1%

(3)0.0% (0) 2.54 13

Executive Level 9.1% (1)36.4%

(4)

36.4%

(4)9.1% (1) 9.1% (1) 2.73 11


2


skipped question 0

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11. Which health and/or wellness programs have the highest participation rates?

Response

Percent

Response

Count


(EAP)33.3% 5


programs13.3% 2

Healthy lifestyle programs 26.7% 4


ups13.3% 2




occupations)6.7% 1

Skin checks 13.3% 2

Flu shots 53.3% 8

Vaccinations 0.0% 0


disease management 0.0% 0




13.3% 2


skipped question 0

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12. Which programs have the most positive impact on employee health and wellbeing?

Response

Percent

Response

Count


(EAP)66.7% 10


programs13.3% 2



ups6.7% 1




occupations) 0.0% 0

Skin checks 6.7% 1

Flu shots 33.3% 5

Vaccinations 0.0% 0






13.3% 2


skipped question 0

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13. Which health and wellness programs have proven to have the most benefit to your

organisation?

Response

Percent

Response

Count


(EAP)53.3% 8


programs26.7% 4



ups6.7% 1




occupations)6.7% 1

Skin checks 0.0% 0

Flu shots 33.3% 5

Vaccinations 0.0% 0






13.3% 2


skipped question 0

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14. What are the most common reasons for low participation rates by employees?

Response

Percent

Response

Count

Do not have the time to fit it in 46.7% 7

Lack of interest or

understanding of the benefits53.3% 8

Only keen to take up programs if

the workplace pays for it40.0% 6

Do not feel that the workplace has

any role in their overall health20.0% 3

Are concerned about the security

of health information and whether it

will be used by HR

20.0% 3

Feel that their ability to do their job

is not adversly affected by their

health

13.3% 2

Culturally, our organisation has

always experienced a lack of

interest in health and wellness

33.3% 5

There is minimal or no buy in from

management, which effects

employee involvement

13.3% 2


13.3% 2


skipped question 0

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15. What are the common cultural barriers to improving health and wellness in your

organisation?

Response

Percent

Response

Count

Mistrust between the workforce and

management over how the data will

be used to affect a career path

13.3% 2

Investment in health and

wellness is not seen as a priority40.0% 6

No understanding or explanation as

to how health and wellness will bring

benefits to my organisation

13.3% 2

Concerns over privacy 20.0% 3

Non cultural barriers 6.7% 1


6.7% 1


skipped question 0

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16. How much does your organisation spend annually on health and wellness

programs?

Response

Percent

Response

Count

$0-$20,000 40.0% 6

$20,000 - $50,000 0.0% 0

$50,000 - $75,000 13.3% 2

$75,000 - $100,000 0.0% 0

$100,000 - $200,000 0.0% 0

$200,000 - above 33.3% 5

Don't actually know 13.3% 2

Other (please specify) 0


skipped question 0

17. Is your organisation able to measure a return on investment through money spent on

health and wellness programs?

Response

Percent

Response

Count

YES 26.7% 4

NO 73.3% 11


1


skipped question 0

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18. Do you measure the link between health, wellness ad productivity and/or

profitability?

Response

Percent

Response

Count

YES 13.3% 2

NO 80.0% 12


6.7% 1


skipped question 0

19. If your organisation does NOT measure a ROI (return on investment), is this

because?

Response

Percent

Response

Count

We don't have any appropriate

tools to measure the ROI61.5% 8

We don't need to measure the ROI 0.0% 0

We don't want to measure an ROI

as our purpose is simply in

providing resources

7.7% 1

Culturally, we don't feel it is

necessary7.7% 1


23.1% 3


skipped question 2

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20. Do you perform any health checks as a part of your pre employment process?

Not

at all

Only for

senior

management

Only for

specific

occupations

Only as

required

by

principal

contractor

On all

employees

Rating

Average

Response

Count

Undertake pre employment

medicals and rudimentary health

checks by a Doctor

46.2%

(6)0.0% (0) 23.1% (3) 0.0% (0) 30.8% (4) 2.69

Undertake pre employment medical

and collect some health information

by a Nurse

54.5%

(6)9.1% (1) 18.2% (2) 0.0% (0) 18.2% (2) 2.18

We do a pre employment in

keeping with industry requirements38.5%

(5)0.0% (0) 30.8% (4) 7.7% (1) 23.1% (3) 2.77

answered question

skipped question

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21. Following a workplace injury, what are the most common reasons why return to

work costs are greater than they could be?

Response

Percent

Response

Count

Claims take too long to assess 46.7% 7

Our workplace injuries are

significant and take a long time to

recover

20.0% 3

Our wages component is quite

significant in all claims20.0% 3

We cannot access medical

services due to our location(s)6.7% 1

High legal fees and legal outcomes

are common place6.7% 1

We have to pay ongoing make up

pay's and medical costs after the

claim is closed

13.3% 2

Common law claims costs 13.3% 2


33.3% 5


skipped question 0

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22. What are the common reasons why injury claims take longer to get back to work in

your organisation than you would like?

Response

Percent

Response

Count

Rehabilitation is too slow and not

directed13.3% 2

Our job tasks are quite physical,

which usually take workers

longer to return to work

33.3% 5

There is no structure or

management focus on rehabilitation 0.0% 0

Culturally, we have always had

difficulties with getting people back

to work

13.3% 2

We cannot access medical

services as quickly as we would

like

6.7% 1

The workplace(s) are resistant to

providing suitable duties and

managing their rehabilitation cases

6.7% 1

Claims seem to get derailed very

quickly and people are isolated

from returning to work

20.0% 3

None of the above, (please provide

details below) 0.0% 0


33.3% 5


skipped question 0

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23. If you were to invest in health services and programs in 2012/2013, what would they

be?

Response

Percent

Response

Count

Health and Wellness Strategy

Development53.8% 7

Training and Education 38.5% 5

EAP 38.5% 5

Provision of free or subsidised

health and wellness programs76.9% 10

Discounted Health Insurance 46.2% 6


1


skipped question 2

24. If you were to invest in health software in 2012/2013, in what area(s) would you

invest?

Response

Percent

Response

Count

Pre-Employment 13.3% 2

Injury Management 26.7% 4

Claims Management 13.3% 2

Health and Wellbeing 66.7% 10

Case Management 13.3% 2

None of the above 6.7% 1


20.0% 3


skipped question 0

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25. If you were advising another organisation on the top 3 most effective tips for

improving employee health what would they be?

Response

Percent

Response

Count

My Tip 1

100.0% 15

My Tip 2

73.3% 11

My Tip 3

66.7% 10


skipped question 0

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Q1. Does your organisation provide health and/or wellness programs to employees?

1 At some sites Apr 13, 2012 12:52 PM

2 Limited. Usually in conjunction with Annual Flu Shots Apr 5, 2012 5:41 PM

3 not really a program... they have introduced a flu vaccination program thisyear

Apr 5, 2012 1:20 PM

Q2. What type of health and/or wellness programs does your organisation invest in?

1 Free Corporate Challenge sport/games Free healthy lunch and learnworkshops - skin cancer awareness,work/life balance, mental health,nutrition, weightloss, heat stress, sleep right etc. Weight loss programsHealth & Safety training Bullying prevention training

Apr 5, 2012 4:39 PM

2 mental health first aid Apr 5, 2012 11:32 AM

Q3. Why does your organisation offer health and wellness programs?

1 We dont offer any Apr 13, 2012 12:52 PM

Q5. How would you best describe your organisations approach to health and wellness (health risk)?

1 Management is not committed to the benefits of these programs. Apr 5, 2012 5:41 PM

2 Formal health and wellness score card producted annually. Not just used tomanage and control WC but empower people to enhance own health andbest practice

Apr 5, 2012 11:32 AM

3 It is very informal at present Apr 5, 2012 8:38 AM

Q6. What do you feel are the positive, emerging trends concerning workforce health in the future?

1 Attraction of emplyees (Employee Value Proposition) Apr 5, 2012 4:39 PM

2 Overcoming implications of sedentary work & mental health issues in theworkplace

Apr 5, 2012 11:32 AM

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Q8. What are your priorities for health and wellness investment over the next 12 months?

1 No change Apr 5, 2012 5:41 PM

2 develop wellness culture which is integrated into the business strategy andnot just a "nice to have" program

Apr 5, 2012 11:32 AM

Q9. What are the biggest barriers your organisation faces in investing in health and wellness programs?

1 time management and ability to attend intiatives when competing with clientfacing work in addition to obtaining buy in by senior management

Apr 5, 2012 11:32 AM

Q10. What are the participation (take up) rates with employees?

1 Not applicable Apr 13, 2012 12:52 PM

2 participation trates depend on the activity/program offered Apr 5, 2012 4:39 PM

Q11. Which health and/or wellness programs have the highest participation rates?

1 Unknown what we offer, if any Apr 13, 2012 12:52 PM

2 mental health first aid; fatigue management; linking exercise and injuryprevention; targeted fitness programs; building resilience & optimism

Apr 5, 2012 11:32 AM

Q12. Which programs have the most positive impact on employee health and wellbeing?

1 As above Apr 13, 2012 12:52 PM

2 mental health first aid; resilience & optimism; access to health & wellbeinglibrary

Apr 5, 2012 11:32 AM

Q13. Which health and wellness programs have proven to have the most benefit to your organisation?

1 As above Apr 13, 2012 12:52 PM

2 as above Apr 5, 2012 11:32 AM

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Q14. What are the most common reasons for low participation rates by employees?

1 lack of motivation Apr 5, 2012 4:39 PM

2 accessibility and timing of intiatives offered versus client & productivitydemand

Apr 5, 2012 11:32 AM

Q15. What are the common cultural barriers to improving health and wellness in your organisation?

1 Senior managers walking the talk Apr 5, 2012 4:39 PM

Q17. Is your organisation able to measure a return on investment through money spent on health andwellness programs?

1 unsure Apr 5, 2012 9:54 AM

Q18. Do you measure the link between health, wellness ad productivity and/or profitability?

1 unsure Apr 5, 2012 9:54 AM

Q19. If your organisation does NOT measure a ROI (return on investment), is this because?

1 HR KPIs are measured monthly, sick leave, turn over etc. but there is no linkback to H&W programs. Evidence is unsubstantiated unless we stopproviding services and see what happens?

Apr 12, 2012 4:35 PM

2 HR KPIs are measured monthly, sick leave, turn over etc. but there is no linkback to H&W programs. Evidence is unsubstantiated unless we stopproviding services and see what happens?

Apr 12, 2012 4:35 PM

3 unsure Apr 5, 2012 9:54 AM

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Q21. Following a workplace injury, what are the most common reasons why return to work costs are greaterthan they could be?

1 Family GPs are not independant Apr 12, 2012 4:35 PM

2 Family GPs are not independant Apr 12, 2012 4:35 PM

3 Due to recent redundancies injured ex-employees go straight to totally unfitand the cost of claims increase expedentually compared to inhouserehabilitation.

Apr 5, 2012 5:41 PM

4 not aware of this Apr 5, 2012 1:20 PM

5 delay in injury reporting; type of claim; lack of alt duties Apr 5, 2012 11:32 AM

Q22. What are the common reasons why injury claims take longer to get back to work in your organisationthan you would like?

1 WC system is just that...a workers compensation System. There is noincentive for an injuried workers to return to work or to activiely particpate inRTW programs. Generally find people returning from non-WC injury aremore receptive to participating in RTW programs

Apr 12, 2012 4:35 PM

2 WC system is just that...a workers compensation System. There is noincentive for an injuried workers to return to work or to activiely particpate inRTW programs. Generally find people returning from non-WC injury aremore receptive to participating in RTW programs

Apr 12, 2012 4:35 PM

3 Due to recent redundancies injured ex-employees go straight to totally unfitand the cost of claims increase expedentually compared to inhouserehabilitation. Otherwise there are no issues

Apr 5, 2012 5:41 PM

4 n/a Apr 5, 2012 1:20 PM

5 lack of alternatives Apr 5, 2012 11:32 AM

Q23. If you were to invest in health services and programs in 2012/2013, what would they be?

1 I doubt there will be any redirection in the short to medium term. Apr 5, 2012 5:41 PM

Q24. If you were to invest in health software in 2012/2013, in what area(s) would you invest?

1 Requires analysis Apr 12, 2012 4:35 PM

2 Requires analysis Apr 12, 2012 4:35 PM

3 No need. Apr 5, 2012 5:41 PM

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Q25. If you were advising another organisation on the top 3 most effective tips for improving employee healthwhat would they be?

My Tip 1

1 X Apr 16, 2012 6:37 PM

2 n/a Apr 13, 2012 12:52 PM

3 Invest in employee health Apr 13, 2012 10:50 AM

4 Make sure you get full support of Executive Management Apr 12, 2012 4:35 PM

5 Make sure you get full support of Executive Management Apr 12, 2012 4:35 PM

6 Identify the heath risks Apr 10, 2012 10:17 AM

7 EAP Apr 5, 2012 6:49 PM

8 Educate and engage Apr 5, 2012 5:41 PM

9 Provide free flu vaccinations Apr 5, 2012 4:39 PM

10 invest in preventive - reduce absenteeism Apr 5, 2012 1:20 PM

11 Measure & identify organisation risks prior to planning Apr 5, 2012 11:32 AM

12 nnn Apr 5, 2012 10:56 AM

13 Engage employees Apr 5, 2012 10:40 AM

14 unsure Apr 5, 2012 9:54 AM

15 MAke sure you keep a list of take up rates for education sessions Apr 5, 2012 8:38 AM

My Tip 2

2 n/a Apr 13, 2012 12:52 PM

3 Monitor health Apr 13, 2012 10:50 AM

4 Take a proactive approach and chose wellness programs that people canwork and compete as teams

Apr 12, 2012 4:35 PM

5 Take a proactive approach and chose wellness programs that people canwork and compete as teams

Apr 12, 2012 4:35 PM

6 Identify how you will measure ROI Apr 10, 2012 10:17 AM

7 Injury Mangement Structure Apr 5, 2012 6:49 PM

8 Make it fun to participate and a challenge Apr 5, 2012 5:41 PM

9 Provide free health checks Apr 5, 2012 4:39 PM

11 Obtain buy in from a range of levels across the organisation Apr 5, 2012 11:32 AM

13 build a measurable component for health Apr 5, 2012 10:40 AM

15 Invest in EAP Apr 5, 2012 8:38 AM

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Q25. If you were advising another organisation on the top 3 most effective tips for improving employee healthwhat would they be?

My Tip 3

2 n/a Apr 13, 2012 12:52 PM

3 Provide employee assistance for health and wellbeing Apr 13, 2012 10:50 AM

4 Indentify your higher risk areas and focus there Apr 12, 2012 4:35 PM

5 Indentify your higher risk areas and focus there Apr 12, 2012 4:35 PM

6 Program driven and lead by Exec Team Apr 10, 2012 10:17 AM

7 Discounted health programs Apr 5, 2012 6:49 PM

8 provide regular feedback Apr 5, 2012 5:41 PM

9 Provide healthy activity options and nutritional advice Apr 5, 2012 4:39 PM

11 Keep it real and accessible Apr 5, 2012 11:32 AM

13 Ownership by management Apr 5, 2012 10:40 AM

Health And Wellbeing Industry Survey

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