Template: Presentation to senior

managers
How to use this template
• This template gives you a starting point to create a presentation to senior
managers on workplace health and wellbeing. It includes slides and
speaking notes. It can be changed as needed to suit your specific needs.
• This template contains information on the benefits of workplace health
and wellbeing programs, research outcomes, how to build a business case,
and how to get started.
• This template is designed for a 20-30 minute presentation to
management, however you may wish to delete slides if you have less time
available. To create a shorter version, it is recommended to remove slides
10, 12, 13, 14, 15, 20 and 21.
• If you need assistance in tailoring this presentation to your organisation,
contact WorkCover’s Health and Wellbeing Advisors on 1300 776 572.
Support available for workplace
health and wellbeing
Workcover’s Health and Wellbeing Advisory Service
• Purpose and structure for implementing a program
• Ongoing support and practical advice
• Presentations for staff and management
• Resources and links to community organisations
Healthy Workplace Resource Toolkit
• Information and templates to assist your workplace
health and wellbeing program
Commonwealth-funded Healthy Workers Initiative
• A preventive health partnership funded to 2018
1300 776 572
 Workplace health and wellbeing
• What is it and what could it mean for your
business?
• Building the business case with return on
investment
• Linking health, safety and wellbeing
• Implementing a workplace health and
wellbeing program
• Engaging your employees
 Workplace health and wellbeing
What is it?
A workplace that addresses the health of staff:
• by promoting healthy habits
• by creating a healthy workplace environment.

A healthy workplace can have significant benefits

to both workers and business.
A healthy workplace is good for business.
 Workplace Health and Wellbeing
What could it mean for your business?
Short- to medium-term outcomes include:
• positive staff morale
• staff who feel valued = reduced turnover
• greater staff recruitment
• increased individual productivity
• improved corporate image

Longer-term outcomes include:

• less staff absenteeism
• reduction in workplace injuries
• reduced workers compensation claims
 Workplace Health and Wellbeing
What could it mean for your employees?

• Greater life/job satisfaction

• Improved work/life balance

• Better performance

• Less illness

• Fewer injuries
Linking health and wellbeing with
organisational strategies
 Workplace Health and Wellbeing
What to expect

Within a few months…

↑ Employee engagement Within 1-2 years…
↑ Team cohesiveness
↑ Health knowledge, attitude and skills Within 3-5 years+…
acquisition
↑ Health behaviour change Return on investment/Value on
↑ Job satisfaction / morale investment
↑ Workforce commitment Examples:
↑ Productivity ↑ Productivity
↑ Customer satisfaction ↑ Health status
↑ Organisational practice & policy ↑ Sustainable workplace culture
↑ Company image / reputation ↓ Absenteeism
↑ Risk mitigation ↓ Injury rates
↓ Workers compensation costs
↓ Morbidity / mortality

Adapted from Grossmeier, J, Terry, P, Cipriotti, A & Burtaine, J 2010, ‘Best practices in evaluating
worksite health promotion programs’, The Art of Health Promotion (American Journal of Health
Promotion), Jan/Feb.
 What the research has found
In 2005, a study1 comparing a healthy worker to an unhealthy worker found:
• healthy workers to be 3x more productive (49 effective hours worked per month for an
unhealthy worker compared to 143 hours for a healthy worker)
• healthy workers had 9x less annual sick leave (2 days annual sick leave for a healthy worker
compared to 18 days for an unhealthy worker).

In 2008, research2 on the impact of workplace stress indicated:

• workplace stress is responsible for a loss of 3.2 working days per employee per year
• workplace stress-related presenteeism costs almost 2x the cost of workplace stress-related
absenteeism
• stress-related absenteeism and presenteeism costs Australian employers a total of $10.11
billion annually.

In 2011, a report3 concluded that presenteeism:

• causes an average of 6.5 days of productivity loss per employee per year
• has an estimated annual cost of $34.1 billion to the Australian economy (2009-2010).

1 Medibank Private 2005, The health of Australia’s workforce, Medibank Private, Australia.
2 Medibank Private 2008, The cost of workplace stress in Australia, Medibank Private, Australia.
3 Medibank Private 2011, Sick at work: The cost of presenteeism to your business and the economy, Medibank Private, Australia.
 Building the business case
• Increased health risks are associated with a loss
of employee productivity1
• 96% of ‘best practice’ Australian organisations
implemented health and wellbeing initiatives
during the last 12 months2
• Organisations that don’t promote health and
wellness are 4 x more likely to lose talent within
12 months2
1 Musich, S, Hook, D, Baaner, S & Edington, D 2006 ‘The association of two productivity measures with health risks and medical conditions in an
Australian employee population’, American Journal of Health Promotion, vol. 20, no. 5, p. 353.
2 Health and Productivity Institute of Australia 2010, Best-Practice Guidelines: Workplace Health in Australia.
Calculating your return on investment
• Calculate the financial impact a successful
workplace health and wellbeing program can
have on:
– absenteeism
– staff turnover.
• Use the ROI calculator
– Visit www.workcover.tas.gov.au and look for the
following logo
 ROI calculator example
In the last 12 months, a company of 50 staff has experienced a unplanned sick leave rate of 8.5 days per employee and
has recruited 3 replacement staff due to resignations. The average staff salary is $50000. The company runs a shift
roster of 8-hour days and the average hourly wage is $25.

Absenteeism
Step 1: Estimate the total number of sick days in your organisation for the past 12 months
Total number of employees 50
Sick leave rate per employee per year (in days) 8.5

OR
Total number of sick days in the last 12 months 425

Step 2: Estimate the average hours worked per day and the hourly wage
Average hours worked per day 8
Average hourly wage ($) $25.00

Step 3: Determine the annual cost of staff sick leave

Total annual cost of staff sick leave $85,000.00

Step 4: Estimate the impact of a workplace health and wellbeing program

It is estimated that a successful workplace health and wellbeing program can decrease staff absenteeism by an average of 30-40%. 1

Reduction in sick leave 30%

Total annual savings in sick leave achievable by implementing an effective
workplace health and wellbeing program $25,500.00

1 PriceWaterhouseCoopers 2008, Building the case for wellness, United Kingdom.

 ROI calculator example
In the last 12 months, a company of 50 staff has experienced a unplanned sick leave rate of 8.5 days per employee and
has recruited 3 replacement staff due to resignations. The average staff salary is $50000. The company runs a shift
roster of 8-hour days and the average hourly wage is $25.

Staff turnover
Step 1: Estimate the number of employees who resigned in the last 12 months and their average
annual gross wage
Total number of employees resigned in the last 12 months 3
Average annual gross wage ($) $50,000

Step 2: Determining the cost of replacing employees

It is estimated that the cost of replacing an employee is 75-150% of the employee's salary. 1
Cost of replacing an employee as a per cent of annual salary 75%
Annual cost of replacing employees as a result of resignation $112,500

Step 3: Estimate the impact of a workplace health and wellbeing program

It is estimate that a successful workplace health and wellbeing program can decrease staff turnover by an
average of 10-25%. 2
Reduction in staff turnover (%) 10%
Total annual savings in staff turnover achievable by implementing an effective workplace health and
wellbeing program $11,250

Total annual savings

Savings made through reducing sick leave $25,500
Savings made through reducing staff turnover $11,250
Total annual savings as a result of implementing an effective workplace health and wellbeing program $36,750

1 Australian Human Resources Institute 2008, ‘Love ‘em don’t lose ‘em’ – identifying retention strategies that work, HR Pulse Research Report.
2 PriceWaterhouseCoopers 2008, Building the case for wellness, United Kingdom.
 Value on investment
• While we have focused on ROI, it is also
important to focus on what other ‘value’ a
health and wellbeing program can offer:
– staff satisfaction
– employee engagement
– increased morale
– being a valued member of a team.
Linking health, safety and wellbeing

‘You can’t be a safe worker if you’re

not a healthy worker.’

- Professor Dame Carol Black

Expert Adviser on Work and Health,
Department of Health, England
Linking health, safety and wellbeing
Culture Physical settings Policy
• Values • Workplace facilities • Healthy catering
• Health knowledge (Showers, drinking water, • Work/life balance
• Climate kitchen, equipment, etc) • Flexible work hours
• Peer support • Social and emotional
wellbeing

SAFE WORK ENVIRONMENT

Addressing the health and safety concerns of your employees

Adapted from Walton K 2012, Heathy@Work

Professional Development, Department of
Premier and Cabinet, Tasmania.
Implementing a workplace health and
wellbeing program: A key to success

Adapted from Public Sector Management Office 2009, Guidelines for implementing a
workplace health and wellbeing program, Department of Premier and Cabinet, Tasmania.
 Management and the
implementation cycle
Management endorsement of workplace health
and wellbeing is absolutely critical for program
development.

Management support contributes more to

program success than the content itself 1

What can you do as a manager

to support the program?
1 O’Donnell, MP 2001, Health Promotion in the Workplace, 3rd edn, Delmar Cengage Learning.
 Employee engagement
‘Don’t get pre-occupied with
naysayers: let your health
culture soften the group.
Shifting each individual’s
position closer to wellness
champion is the goal.’

- Dr Judd Allen
President, Human Resources Institute

Adapted from Allen, J 2008, Achieving a culture of health:

The business case, Health Enhancement Systems, United States.
Healthy eating: A practical example
Healthy physical settings Food supply Knowledge and skills

On-site kitchen facilities Canteens and cafes Nutrition education

Off-site and mobile settings Vending machines Social marketing

Breastfeeding friendly Catering Other workplace nutrition

workplaces support
Fundraising

Informal food supply

Hydration

Your workplace checklist