Day 3- Thursday 19 March 2015: Preparing for our Individual Challenge Transformation & Technology Track: Wellness in the Workplace. Presented by Dr Vanessa Govender, Medical Doctor, Health and Wellness Executive, Aveng Limited. #astdza2015

1. Health and Wellness in the Workplace
Presentation to ASTD
“Shaping the Talent Landscape for 2030”
11th Annual International Conference
Sandton Convention Centre
19 March 2015
Dr Vanessa Govender
Group Health and Wellness Manager
Aveng Group, Johannesburg, South Africa
Email vanessag@aveng.co.za
www.aveng.co.za

2. Health and Wellness in the Workplace
Ø The Business….
Ø It’s a journey towards a culture ….
Ø Towards integration into core
business practices …
2
THEME: MENTORSHIP MATTERS!

3. 3
“HR practitioners stand at the helm of effective Mentorship within
organisations. When practiced and implemented correctly,
Mentorship can be a powerful placement and talent development
tool”
Hema Vallabh, CEO and Founder, Passionate Professionals
…Mentorship can be a powerful enabler for embedding Health and Wellness
Culture at the workplace
Introduction – mentorship matters!
Be a Mentor and Be Mentored!!

4. BUSINESS OF HEALTH & WELLNESS
4

5. Global Business Context
v Accelerating, fast - paced
change
v Hyper-connected
v Growing interdependence
v Increasing complexity
v Increasingly unpredictable world
v Resource constrained
5
Few certainties: pace of change will be faster next year

6. 3FOUR50 – Oxford Health Alliance
6
3 risk factors
poor diet, lack of physical
activity, tobacco use
that lead to four chronic
diseases
Cardio vascular disease,
diabetes, chronic lung
diseases and some cancers
contributing to more than
60% of deaths worldwide.
Global Health today…
First global targets on non-
communicable diseases:
To reduce premature
mortality from
cardiovascular disease,
cancer, diabetes, chronic
respiratory disease, and
other non-communicable
diseases by 25% by 2025.
65th annual World Health
Assembly. WHO May 2014

7. Health in South Africa today
7
High Cholesterol/
glucose Smoking
High Body
Mass Index
Physical
inactivity
High Blood
pressure
Poor
Nutrition
Malnutrition
“Sick Fat and
Sad”
(Timeslive,7 August 2013)
The Healthy Active Kids South Africa (HAKSA) Report Card
2014 - Discovery Health

8. 8
Findings:
Ø The waists of six out of 10 women older than 50 are 88cm or more (an extra-large size),
which puts them at "significant" risk of lifestyle disease
Ø 33% of children report having no food to take to school
Ø In the homes of 33.9% of those aged 10 to 14 there is no food for breakfast
Ø One in four households goes to bed hungry
Ø 22% of children aged between two and five are overweight or obese (12% in the US)
Ø 18.3% of children have no one to help them make lunch for school;
Ø One in two women and one in three men under the age of 40 failed a fitness test in
which they had to run up and down a step
Ø One in 10 people suffer from mental illness caused by trauma or exposure to violence.
The findings were not all doom and gloom.
Ø Perception of the health system: 96.8% said they received care when they needed it;
only 9% reported shortages of medicine.
Ø Almost half of all smokers told researchers that warning labels on cigarette packs made
them think about quitting.
Ø Smoking has declined, from 32% of adults in 1993 to 16.4% in 2012.
Two-thirds of women in South Africa are overweight or obese, our preschool children
are among the fattest in the world and a quarter of adults eat too much sugar and fat,
but in general we think we are healthy.
“Sick Fat and Sad” | Health in South Africa today
(First SA National Health and Nutrition Examination Survey.HSRC,
MRC 2013)

9. Health and Wellness in the Workplace
9
Ø Challenging working and living conditions
Ø High burden of occupational and non-
occupational diseases
Ø High HIV prevalence with increased
vulnerability to TB & malaria
Ø High levels of stress – relationship, legal,
financial issues (Aveng Group, EWP 3 year
trends)
Ø Low coverage medical insurance
Ø Poor access to health care
Ø Transient nature of work
Ø Temporary, subcontracted and migrant
workers
Ø Varying durations of contracts and benefits
Ø Cultural diversity and multitude of
languages

10. The Business of Health and Wellness
Ø The World Bank:
Ú 50% of the economic growth differentials between developing and developed
nations are attributed to poor health and low life expectancy.
Ø World Health Organisation’s
Ú “Health promotion and prevention of non-communicable diseases should be
further stimulated in the workplace.”
Global Plan of Action on Workers’ Health 2008-17
Ú "The wealth of business depends on the health of workers."
Dr Maria Neira, Director Department of Public Health and Environment
Ú This is the reality of the new "fourth bottom line" — the direct financial
correlation between employee wellness and business financial success.
Ú Effects of poor health on productivity: Employees in poor health had a -8.9% effect
on productivity, compared with their healthier counterparts who had a 6.5%
positive impact on overall productivity — a direct effect on the bottom line.
Discovery health research
Ú http://www.bdlive.co.za/opinion/2015/03/03/fourth-bottom-line-is-about-more-than-
healthy-employees
10
Opinion & Analysis
‘Fourth bottom line’ is about more than healthy
employees
by Brett Tromp, March 03 2015, 06:26

11. 11
1. It is the legal thing to do
- Occupational Health and Safety Acts,
Regulations and Codes of Practice
- “Employee Protection” laws - labour relations
laws, compensation laws
- Locally applicable laws
2. It is the smart thing to do
- Cost of chronic diseases
- Cost of occupational injury and illness
- Cost of Absenteeism / Presenteeism
- Core enablers for safety and productivity
- Sustainability
3. It is the right thing to do
- Reputation and image
- Do no harm
- Moral, ethical sound business practices
Why Healthy and Well Workplaces? (WHO)
Investing in Health and Wellness

12. 12
Unhealthy
and Unsafe
Workplace
Work related stress
Unhealthy personal
health practices (e.g.
smoking, drinking,
overeating, and lack
of exercise)
• Accidents and injuries
• Work- related illnesses
• Job dissatisfaction
• Lack of job commitment
• Burnout , depression
• Workplace violence
Chronic and non-
communicable
diseases (e.g.
coronary artery
disease, hypertension,
diabetes and cancer)
•Absenteeism
•Presenteeism
•Short and long-
term disability
•Health insurance
•Workers
compensation
Claims
•Union grievances
•Turnover
•Increased Costs
•Decreased Productivity
•Decreased quality of
product or customer
service
Business Failure!
WHO: Healthy Workplaces
| The Business Case in a
Nutshell
WHO: Healthy Workplaces
| The Business Case in a
Nutshell

13. Aveng - infrastructure group
13
Over 125 years Aveng has evolved from modest construction projects to expertise in
steel, engineering, manufacturing, mining, concessions, public infrastructure and
water treatment and continues to make its mark across the globe
FNB Stadium, Soweto, Johannesburg

14. IT’S A JOURNEY …..………….TOWARDS A CULTURE
14

15. 15

16. The journey…towards a Health and Wellness Culture
Source: Decision Partners. 2008
ACCOUNTABILITY

17. 17
Workplace Context

18. Aveng Health and Wellness
18
ACCOUNTABILITY

19. Organisational Ownership
All
Regions
Africa
Asia
Canada
Europe
Latin
America
USA
Employee benefits /HR
68%
54%
60%
87%
65%
45%
78%
Health Promotion
36%
46%
54%
15%
46%
42%
31%
Fitness / Exercise
34%
42%
23%
18%
39%
40%
37%
Nursing
33%
38%
23%
23%
43%
51%
30%
Nutrition
30%
38%
18%
15%
36%
42%
30%
Safety
26%
38%
32%
31%
58%
28%
18%
Health /Lifestyle Coaching
23%
46%
21%
10%
24%
31%
21%
Medicine
22%
27%
17%
10%
38%
55%
13%
Education
20%
27%
16%
10%
15%
24%
22%
Health Care Management
19%
46%
16%
8%
25%
28%
16%
Mental Health
18%
42%
20%
15%
26%
31%
12%
Work / Life Effectiveness
13%
23%
24%
8%
24%
8%
11%
Pharmacy
7%
19%
6%
0%
4%
8%
7%
Other
6%
0%
6%
0%
10%
22%
3%

20. 20
Accountability - HIV / TB
“Make your
partner a real
partner”
Sheryl Sandberg, Facebook
COO, Lean In
Lead the way know your status campaign

21. Accountability - Occupational Health
Courtesy of EOH Health

22. Accountability - Employee Wellbeing Programme
22
Case 1: 8/12/11 Internal processes for Fitness
to Work - who is accountable?
Occupation Crane operator HR/SHE / Occ health service
provider
Presenting
problems
Alcohol, infidelity, domestic
violence, financial, suicidal
?????
Family
Friends
Reason for
flagging
Risk to himself and others
Considering using work
equipment to commit suicide
HR / SHE / Line manager / Safety
officer / peer educator/ nurse /
family / EWP service provider
ICAS
intervention
Telephonic counselling
Face to face (x4)
Follow up calls
Alcohol rehab recommended
EWP service provider / HR / SHE
Resolution Disclosure to family (uncle) HR / Occ health service provider

23. 23
Case 2: 20/2/12 Internal processes for Fitness
to Work - who is accountable?
Occupation Sales HR /SHE / Occ health service
provider
Presenting
problems
Suicide, domestic violence,
depression, absenteeism,
disciplinary
HR / Medical Practitioner
Reason for
flagging
Extremely emotional
Final written warning at work
HR Managerial referral to EWP
service provider
ICAS
intervention
Telephonic counselling
Face to face (x1)
Hospital admission
Follow up counselling sessions
Occ Health service provider
Resolution Disclosure to supervisor
“Feels like new person”
HR / SHE
Accountability - Employee Wellbeing Programme

24. 24
Accountability - HR / SHE Indabas
Outcomes SHE / HR Indaba 2012
HIV/AIDS Occ Health Wellness
Primary HR SHE HR
Support SHE HR SHE

25. The journey…towards a Health and Wellness Culture
Towards a new culture Actions
2010/11: Planning and development Co-ownership SHE / HR executives
2012: Understanding & priority Accountability, strategic plans
2013: Resolution Determine metrics, monitor, evaluate
2014: Commitment Ownership at each operating group
2015: Planning…. Strategic oversight
Source: Decision Partners. 2008

26. CORE BUSINESS INTEGRATION OF
HEALTH & WELLNESS
26

27. Management Driven Hierarchy
27
v Managerial processes –
planning, budgeting, KPIs,
performance reviews
v Limitation: ???Silos
v Net result: a good idea
could get blocked
What happens to a good idea?

28. Harvard too is silo’ed
Current President Drew Faust, first
woman, first president who is not a
Harvard graduate
Established in 1636
John Harvard – first benefactor
Largest academic library collection in the
world ; 17 million volumes
8 US presidents
Famous drop outs – Bill Gates, Matt
Damon
Applications and admissions – 34 302,
only 5.9% (2023) admitted (class of 2016)
Graduation rate = 97%
28
Only connected by two things: heating system and its brand name

29. 29
Team up…
Executive
Senior Manager
Managers
Line managers
/ supervisors
INDIVIDUALS

30. Teaming is a verb
30
§ Powerful strategic urgency
§ Big opportunity
§ Teams are purpose driven
§ Mentorships thrive!!
§ Engage others through shared
purpose
§ No one boss
§ Teams can go anywhere in the
organisation
§ We learn through action
§ The network grows
COMPLEX and UNPREDICTABLE
Net result | Ideas grow into innovations

31. 31
Real Successes | Leadership | Partnerships
Lead the way know your status campaign
Former CEO, Roger Jardine
explains “..when people come
to their place of work they
need to bring their body and
soul. If you are a caring
employer, your duty of care
does not start at the factory
gate and stop when
employees leave.”

32. Real Successes | Real Communication
Communication through effective engagement

33. Success : Dual Operating System
EMERGING OPERATING SYSTEM
Community Structure
Power through convergence and connection
Shared purpose
Emotional & Social learning
Grass-roots creativity & co-creating change
“open” approaches, sharing stories, ideas &
data,
Mentorships , Relationships
Grass-roots creativity & co-creating change
COMMAND CONTROL OPERATING SYSTEM
Authority Structure
Power through division and hierarchy
Mission and Vision
Rational Learning, data, goals & strategy
Management-driven (top-down) change
Territories & protocols steer knowledge sharing
Transactions

34. Role of HR Professionals | Core Business Integration of H&W
34

35. 35
Conclusion – mentorship matters!
Chelcie Reynolds
Aveng Knowledge Management
Specialist
Education: BA Corporate
Communications
Aspiring Business Analyst
Fitness Mag SA January 2015

36. 36
…Mentorship [can be]
IS a powerful enabler for the core business
integration of Health and Wellness at the
workplace
Conclusion – mentorship matters!
Be a Mentor and Be Mentored!!

37. I Thank You
Email vanessag@aveng.co.za
www.aveng.co.za