Download - Dr. Catherine Kilfedder
Corporate Social Responsibility and Worker’s Health
Catherine KilfedderBT Group Health Adviser5/6 May 2010
CSR and the promotion of Health and Wellbeing at work
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About BT
UK
Western Europe
Asia Pac
Middle East and Africa
Russia / CEE
105,200 FTE BT employees147,400 FTE with contractors
2008/09 revenues: £21.3 billion
North America
Latin America
4,500102,800
1,100
10,900
500
200
27,400
BT organisation
BT Retail *BT WholesaleBT Global Services * BT Operate *BT Design Openreach
* Global operations
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The BT business case
• Improving the health of our people
• Mitigating the effects of organisational
change/restructuring and the recession
• Maximising the opportunities afforded through
technological innovation
• Accommodating changes in workforce demographics
and population health risk profile
• Enhancing employee engagement and productivity
• Feeding into brand image and CSR credentials
• Reducing costs
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Approach
• Strategic vision
• Robust metrics analysis
• Engagement through all levels of the organisation
• Portfolio of activities aligned with the strategy
• Organisational and individual level interventions
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Creating a healthy and diverse environment
where excellence prospers
BT People Strategy
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TrainingTraining
EducationEducation
ManagementManagement
LeadershipLeadership
The jobThe job
The workplaceThe workplace
BT PEOPLEBT PEOPLE
Primary
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Impact of health promotion programmes
• Cardiovascular
– 16,366 registered, average weight loss 2 kg
– 54% made lifestyle changes during programme
• Smoking
– 1,000 participants signed up, 30% quit rate
• Mental Health
– 68% learned new ways to look after their MH
– 56% implemented recommendations and continued at follow-up
– 51% improvements in mental well-being
• Cancer
– Knowledge improved up to 12%
– 61% planned to change physical activity, diet, weight
• Diabetes
– Up to 25% improvement in knowledge
– 2/3rds took action to reduce their risk
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Current physical health trial
• Online health assessment
and fitness
• Graduates and Apprentices
• Health risk profiles
• Behaviour change
• Social media, e.g. Blog
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Maximisesupport
Identify &address early
Action plan
Buildresilience
Enhancecoping
Secondary
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Secondary initiatives
DECISION MADE TO COMPLETE STREAM ASSESSMENT
STREAM ASSESSMENT COMPLETED ON LINE
RED AMBER GREEN
STREAM REPORT EMAILED TO USER AND NOMINATED LINE MANAGER
EMAIL REPORT INCLUDES ADVICE ON MANAGINGTOP FOUR STRESSORS, TAILORED TO EACHUSER - SENT TO USER AND NOMINATED LINE
MANAGER
NOMINATED LINE MANAGER HOLDS121 TO DISCUSS REPORT AND
AGREE ACTIONS
OUTPUT FROM STREAM USED TO GUIDE CONTINUING ACTIONPLAN
EMAILREPORT SENTTO USER ANDNOMINATED
LINEMANAGER
DECISION MADE TO COMPLETE STREAM ASSESSMENT
STREAM ASSESSMENT COMPLETED ON LINE
RED AMBER GREEN
STREAM REPORT EMAILED TO USER AND NOMINATED LINE MANAGER
EMAIL REPORT INCLUDES ADVICE ON MANAGINGTOP FOUR STRESSORS, TAILORED TO EACHUSER - SENT TO USER AND NOMINATED LINE
MANAGER
NOMINATED LINE MANAGER HOLDS121 TO DISCUSS REPORT AND
AGREE ACTIONS
OUTPUT FROM STREAM USED TO GUIDE CONTINUING ACTIONPLAN
EMAILREPORT SENTTO USER ANDNOMINATED
LINEMANAGER
•Personal resilience
•STREAM/STRIDE
•Passport scheme
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HRLM
MH 1st
Aid
GuidedSelf-help
Couns.
CCBT
CBTTel, F2F
Rehab
Stay at WorkGet back to Work
Move on with dignity
“OHS”
Tertiary
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Tertiary initiatives
• Self help• Occupational Health
Service• Employee Assistance
Programme• Employee Assistance
Management
• Mental Health First Aid training
• Cognitive Behavioural Therapy
• Physiotherapy service• Managing changing
capabilities
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New metrics – H,S & WB performance Index• Lag (50%)
– Lost time injury rate– Notices/prosecutions for H&S breaches– Work related OH referrals– Work related clinical EAP referrals– SA rate
• Lead (50%)– Safety plan completion & ISO 18001 compliance– Health surveillance undertaken– STREAM Red/Amber actioned within timescales– % RTW after 6 months absence & average SA length for
LT cases (over 14 days)– Self reported wellness (WEF) & participation in wellbeing
initiatives
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Challenges
• Creating the right environment
• Reflecting diversity• Obtaining buy in at all
levels• Sustaining momentum
Enablers
• Establishing partnerships• Keeping it simple• Using multiple
communications channels• Evaluating and
demonstrating impact
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Investing in workplace health can:
• Help to improve employee engagement and motivation
• Improve employees’ emotional resilience and their ability to cope with stress
• Improve employee productivity
• Help ensure the organisation is fitter for purpose
• Help the organisation to weather changing economic conditions over the long-term
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