1045 dr chng shih kiat the importance of workforce health as an effective business strategy
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Holistic Approach
in Employing
Older Staff
DR CHNG SHIH KIAT
MBBS MMed(FM) MCFP GDOM
Deputy Medical Director
Raffles Medical Group
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Topics
Epidemiology
Effects of Aging on Health
Work and Health
Work Hazards
Fitness Examination
Workplace Health Promotion
Conclusions
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Epidemiology
Aging population
> 65 yo 8.7% in 2008 to 19% in 2030
Aging workforce 2004 22% >50 yo, 2015 29%
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Epidemiology
Chronic diseases
2010 2 in 5 people
2020 3 in 5 people
Top 4 causes of death (72% of all deaths)
Cancer
Ischaemic heart disease
Pneumonia
Stroke
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A Dilemma
Experienced
Trained
Know the company’s culture and values
? More health problems
? Increase susceptibility to hazards
? Increase cost
? productivity
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When It Comes to Work, How Old Is Too Old? My 92-year-old grandfather cuts hay atop a 5-ton
tractor each summer, baling winter feed for more than 800 head of cattle. The rest of the year he herds, corrals, immunizes, and cares for the cattle.
A senior scientist at the Centers for Disease Control and Prevention (CDC) reported to work each day well into his 80s, contributing greatly to our understanding of biomarkers, and helping advance laboratory safety measures. An annual laboratory safety award is now given each year in his honor.
By L. Casey Chosewood, MD Posted: 05/03/2011 at Medscape
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How old is too old?
Fumi Chinen, 102 years old has been in the same business for more
than 50 years-a tiny Okinawan kimono shopkeeper at Naha Public
Market. She is often difficult to find since she recently enrolled in
English classes Adapted from http://okicent.org/media.html
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Seikichi Uehara, 96
years old is a karate
master, who is also the
guardian of a rare
karate method,
"Mutubu-Udundi." The
method was originally
created in secret to
protect the Royal Family
of the Ryukyus. Now
that there is no official
royal family, anybody
can learn it, if they can
keep up with the master
Adapted from http://okicent.org/media.html
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Benefits of work
To the doctor, work is medicine as stated by Dr Casey Chosewood
Enhances well-being
Promotes social interaction
Increases variety and quality of life
Sense of accomplishment and satisfaction
Maintain and extend their physical activity
Improve mental health and memory
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12 Benefits of older workforce Sept 20, 2006 Entrepreneur Dedicated Punctual Honest Detail-oriented, focused and attentive
Good listeners Pride in job well done Organisation skills Efficiency and confidence Maturity
Setting an example Communication skills Lower labour cost
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Changes as We Age Cell
More vulnerable to damages
Less efficient eg in energy release
Declining functions
Connective tissue
Stiffness
Vision deterioration eg catarract
Immunity
Susceptibility to infection
Less surveillance
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Common conditions in the
older person
Physiological Decreasing vision
Decreasing hearing
Decreasing energy and concentration
Decreasing strength Decreasing flexibility
Decreasing stamina
Decrease thermoregulation
Decreasing cognitive functioning and ability to pick up new skills
Decrease response time
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Common conditions in the
older person Pathological Chronic diseases
Diabetes Hypertension High cholesterol
Heart disease Neurological diseases eg Parkinsons, dementia, stroke
Infection
Skin problems
Cancer
Musculo-skeletal disorders eg osteoarthritis
Risk of falls
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Common conditions in the
older person
Psycho-Social
Mental health
Social relationship, empty nest
Retirement planning
Caregiver
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WHO Definition of Health
Health is a state of complete physical,
mental, and social well-being and not
merely the absence of disease or infirmity.
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Work Health
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Work Health
Decreased
Productivity &
Increased
Healthcare Cost
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Health Promotion as the
Cornerstone for Prevention
Health promotion comprises efforts to
enhance positive health and prevent ill-
health, through the overlapping spheres
of health education, prevention, and
health protection.
Downie, R.S., Fyfe, C. & Tannahill, A. (1990), Health promotion. Models and values. Oxford (Oxford University Press), 1990, 59
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Invest in Prevention “We dedicate resources to prevention
because, like any successful investment we’ve made, it yields steady returns….a healthier, more productive, more committed workforce and significantly lower overall healthcare cost. For every dollar we invest in our workers’ health, we see a return of more than $4…..”
- William Weldon, Chairman and CEO, Johnson and Johnson (Jan-Feb 2011, Harvard Business Review)
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Invest in Prevention
In addition to the health benefits for
workers, every Euro invested in WHP leads
to a Return on Investment (ROI) of
between 2,5 – 4,8 Euros ($4 - $8)due to
reduced absenteeism costs. European Agency for Safety and Health at Work (EU-OSHA).
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European Network for
Enterprise for Health
Justification for WHP
Reduces costs of ill-health and poor work quality
Drives innovation and productivity
Addresses the challenge of an ageing workforce
Satisfies employees, customers, shareholders and public stakeholders
Aligns with corporate social responsibility, a central pillar for future welfare and economic prosperity
(Breucker, 2004, draft executive summary)
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Where does employee health and
well-being appear on senior
management’s list of priorities?
The number one priority 4%
Near the top of the list of priorities 35%
At the middle of the list of priorities 33%
Low on the list of priorities 16%
Not on the list of priorities 12%
Canadian Survey (Lowe, 2003 and Bachman, 2002)
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Benefits of WHP
To the Staff
Better working conditions
Improved social climate
Improved organisational process
Greater health awareness
Improved state of health: Many chronic diseases can be prevented through adoption of healthy lifestyle
Happier
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Benefits of WHP To the Company
Improve staff health
Increase staff morale
Increase staff productivity
Decrease staff turnover
Decrease staff training needs
Decrease absenteeism and injuries
Decrease presenteeism
Decrease healthcare cost
Enhanced Company image
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Not just having a form…
The reason for workplace health promotion
is that it contributes to the main goals of the
company. It should be part of the
company’s culture, integrated and aligned
with companies’ goals and strategy.
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Interventions that work
Empowering
Individuals
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Empowering Individuals Chronic disease prevention/risk factor
reduction programs (Family physicians)
Smoking cessation
Healthy eating
Weight gain prevention/weight loss
Physical activity programs
Low impact aerobics: walking, steps counting
Balance/core training: Dancing, tai chi
Strength training
Stress management/depression
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Empowering Individuals
Health portals
Health screenings
Lifestyle survey
Company health profiles
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Supportive Environment Hazards control (Occupation Medicine
Physicians)
Workplace hygienic factors Temperature
Noise Lights
Ergonomic workstations
Non slipped flooring
Healthy vending machines
Water coolers
Financial support for health related initiatives
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Organisation Policies (most
important) Health related policies (periodic screening, no-
smoking policy etc)
Staff communications (feedback and suggestions)
Specifically for re-employment Eliminate age-based discrimination, promote age
diversity and age-friendly culture through Events
Talks
Workshops
Mixed-age work team
Flexible job design, flexible working hours
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Organisation Policies (most
important)
Training and re-training opportunities from
employment to retirement
Special business unit
Leave policies
Extended family care leave
Employee assistance programmes
Mental health assistance programmes
Financial/ retirement planning
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Assistance Workplace Health Promotion Grant The Workplace Health Promotion (WHP) Grant is a
funding scheme offered by the Health Promotion Board (HPB). The Grant provides financial support to help organisations start and sustain their workplace health programmes.
The maximum grant quantum is $10,000. The organisation must co-fund the WHP project by contributing 50% or more of the project cost.
Adapted from http://www.hpb.gov.sg/hpb/default.asp?pg_id=2165
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Assistance
Mental Health Top Up Grant
An additional funding option offered by HPB.
Provides financial support to sustain and augment
their workplace mental health promotion programmes.
The maximum top up quantum is $2000. No co-
funding by the organisation is required.
Adapted from
http://www.hpb.gov.sg/hpb/default.asp?pg_id=2165
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Work and Health
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Workplace Health and Safety
Identify work hazards
Identify worker’s health issues and match
it to the work
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Identify Work Hazards
Workplace inspection by DWDs/ Hygienists
Mechanical factors including physical work
Ergonomics
Work stations
Work environment (Temperature, noise, light
etc)
Chemical/ biological hazards
Psychosocial factors
Staff interview
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Control for work hazards
Personal protective gears
Ventilation eg LEV
Mechanical assist for lifting heavy loads
Engineering control eg substitution of
hazardous material in process
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Workability
Developed by the Finnish Institute for
Occupational Health (FIOH)
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Workability
Appropriate match and balance between:
individual resources, including health, functional
capacity, knowledge, skills and competencies,
values, attitudes, motivation, personal support
systems and other individual factors; and
the physical, mental and social demands
created by the nature of the individual’s work
and their physical and psychosocial work
environment.
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Workability
Jo
b
He
alth
Co
mp
ete
nc
y
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Medical Fitness
Matching health and work
Need to know
Job scope and what exactly is involved
Match physical health, capability to the job task
Pre-existing illnesses/ Newly diagnosed
illnesses
Does it affect work performance
Will the work aggravate the medical condition
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Medical Fitness
Medical illness ≠ Un-employability
Focus is on matching of work and health
Implication is possibility of higher medical
cost
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Financing Healthcare Services
Agreed medical benefit plan
Capping
Co-payment
Insurance schemes
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Financing Healthcare Services Managing and controlling of chronic diseases CDMP programme
Diabetes Hypertension Lipid disorders
Stroke Asthma Chronic Obstructive Pulmonary Disease (COPD) Schizophrenia Major depression
Bipolar depression Dementia
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Financing Healthcare Services
Primary care partnership scheme
As of 2012 1st quarter
Extended to include patients > 40 yrs old
Cover chronic disease management
Government subsidy of $50 per visit for per
capita income of 901-1500 (Annual cap $300)
Government subsidy of $80 per visit for per
capita income of < 900 (Annual cap $480)
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Financing Healthcare Services
Important to consider coverage for
hospitalisation and surgery
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Maintenance of Health
Routine health screening
Occupational screening
GP coverage for chronic diseases
Important to adopt the concept of one
patient, one family doctor
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What does it all mean? Medical checkups Redesigning of Work culture
Work-station, work environment
Job scope, job rotation
Work hours, shift pattern
Removal of hazards
Active staff feedback and actions
Monitoring of MC trends Expert assessment of workplace, work stations
Discussion with staff on new re-employment package
Etc etc etc
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It’s a Paradigm Shift
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Planning for re-employment
WHP
Promote and
encourage
healthy behaviours
Healthy workforce
Workplace
Assessment
Promote and
encourage
healthy workplace Ensure good job fit
Re-employment
PE
Successful engagement of
healthy experience staff
Management Support and HR policies
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Thank You