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Preventive Factors in Finnish Workplaces

Antti Hytti, Senior Planning OfficerAssociation for Healthy Lifestyles,

Finland


The Questions

• Are there workplace-related factors (social, financial etc.) that prevent emergence of problems caused by alcohol abuse?

• According to the people who are responsible for daily occupational safety and well-being at workplaces, what are those factors?

What kinds of attitudes and knowledge are the decisions at workplaces based on?


Background: Experience of the AHL• NGO, founded in 1914• Promotes healthy lifestyles and social well-being

by preventing substance abuse• Active in workplace-based prevention since 2005

(HUUGO Programme, www.huugo.fi)• Keywords: evidence-based primary prevention,

problem solving, cooperation with all parties involved (employers, trade unions, occupational health care)

• Information, consulting, education


Background: Occupational Safety Personnel in Finland• Each workplace must have a Chief of Occupational

Safety (COS) – usually the manager or HR chief, in bigger industries a separate post – appointed by employer

• Each workplace with >10 employees must have a Occupational Safety Representative (OSR), elected by employees

• Main questions related to workplace safety must be discussed and decided jointly between COS and OSR

• National registry includes both COSs and OSRs


The Survey

• Carried out in 2009 in the Internet• The invitation to survey was sent to 5000 randomly

selected COSs and OSRs in the national registry• 2302 answered• Median answering time 33 minutes• 54% OSRs, 41% COSs• Differently-sized workplaces (<50, 50-250, >250) evenly

present• 43% predominantly male workplaces, 37% predominantly

female, 20% with equal numbers


Preventive Factors and Their Perceived Significance• Phase 1: Name preventive factors (open

question)• Phase 2: Give them significance value (1-10)


Preventive Factors and Their Perceived Significance


Preventive Factors and Their Perceived Significance

Gender balance Number of employeesFactor Prd. Female Eq. Numbers Prd. Male <50 50-250 >250Respect 1 1 1 1 1 2Caring attitude 3 5 2 2 2 1Trust 2 3 3 5 3 3Equal treatment 5 2 7 4 5 5Rules 4 4 9 6 4 8Leadership 6 10 6 9 6 4Safety and OHS 7 8 5 3 13 7Support 9 7 8 7 7 6Motivation 13 12 4 8 8 10Openness 11 9 12 12 10 9Introduction to work 12 11 10 10 9 11Possibilities to influence… 8 13 13 11 11 14Recreation 17 14 11 14 14 12Skills and learning 10 16 15 13 15 13Salaries and bonuses 18 6 14 19 12 15

Proper resources and tools 14 17 16 16 16 16Community spirit 15 15 19 15 17 19Stable amount of work 16 18 18 17 18 18Free time 19 19 17 18 19 17Productivity 20 20 20 20 20 20

1 = perceived as most significant, 2 = second most significant etc.


Preventive Actions Preferred


Written Alcohol Policy?• Existence of a

workplace alcohol policy significantly promotes intervention: 59% of workplaces with a policy had intervened during last year, only 25% of workplaces without a policy


Conclusions

• Well-being of both a working community and an individual employee seen as significant as regards prevention – substance abuse often seen as a result of difficulties at work or in private life

• There are difficulties in finding and defining concrete good practices when it comes to prevention – prevention and intervention may mix up in workplace policies need for more best practice examples

• Workplace alcohol policy is an important tool


Need for Outside Help?


Thank You!

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