Health and Wellness SURVEY

1. Health and Wellness
1. Does your organisation provide health and/or wellness programs to employees?
Response Response
Percent Count
YES 80.0% 12
NO 0.0% 0
Other (please specify)
20.0% 3
answered question 15
skipped question 0
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2. 2. What type of health and/or wellness programs does your organisation invest in?
Response Response
Percent Count
Employee Assistance Programs
93.3% 14
(EAP)
Healthy eating and/or dietary
33.3% 5
programs
Healthy lifestyle programs (incl.
53.3% 8
gym membership)
Free or subsidised medical check
33.3% 5
ups
Smoking cessation 20.0% 3
Health Risk Assessment 40.0% 6
Health Surveillance (specific
13.3% 2
occupations)
Skin checks 33.3% 5
Flu shots 73.3% 11
Vaccinations 26.7% 4
Infectious or communicable
13.3% 2
disease management
Alcohol or Drug abuse 20.0% 3
Training and education 33.3% 5
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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3. 3. Why does your organisation offer health and wellness programs?
Response Response
Percent Count
Because we feel it is in line with
73.3% 11
our values as an organisation
Because it is a point of difference
in attracting and retaining the best 20.0% 3
people
Because we want to be seen as an
40.0% 6
employer of choice
We feel that there are significant
benefits in managing our 60.0% 9
absenteeism and presenteeism
Because we believe it improves
40.0% 6
productivity
Because it assists us with
managing both an ageing workforce 26.7% 4
and a skills shortage
Other (please specify)
6.7% 1
answered question 15
skipped question 0
4. What are the most significant impacts of poor health upon your organisation?
Response Response
Percent Count
Absenteeism 60.0% 9
Loss of Productivity 53.3% 8
Presenteeism 20.0% 3
Workers compensation claims 60.0% 9
Other (please specify) 0.0% 0
answered question 15
skipped question 0
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4. 5. How would you best describe your organisations approach to health and wellness
(health risk)?
Response Response
Percent Count
We manage health risk
specifically to reduce or control
40.0% 6
workers compensation
exposures
We manage health risk, but we
don't really measure it in any 26.7% 4
quantifiable ways
Our measuring and management of
health risk is informal, but seems 33.3% 5
to work okay
Health risk is not considered in our
organisation and it does not appear 6.7% 1
to be warranted.
Other (please specify)
20.0% 3
answered question 15
skipped question 0
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5. 6. What do you feel are the positive, emerging trends concerning workforce health in the
future?
Response Response
Percent Count
Linking health to productivity 46.7% 7
Linking health and wellness
20.0% 3
programs to remuneration packages
Using health and wellness as a
point of difference for attracting 46.7% 7
candidates
Connection between health
issues, such as obesity and 66.7% 10
diabetes and work performance
Linking health and wellness
33.3% 5
programs with an ageing workforce
Retaining skilled workers 40.0% 6
Other (please specify)
13.3% 2
answered question 15
skipped question 0
7. Do you think that health risks in the workplace should be given more attention
Response Response
Percent Count
YES 93.3% 14
NO 6.7% 1
Other (please specify) 0.0% 0
answered question 15
skipped question 0
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6. 8. What are your priorities for health and wellness investment over the next 12 months?
Response Response
Percent Count
Develop a formal approach to
health and wellness in the 33.3% 5
workplace
Introduce health and wellness
33.3% 5
initiatives
Linking health and wellness to
40.0% 6
productivity and/or profitability
Gaining insight into what our
wellness and health issues 46.7% 7
actually are
Assist in ageing workforce issues 20.0% 3
Address and assist in managing
33.3% 5
absenteeism issues
Assist in managing workers
40.0% 6
compensation claims
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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7. 9. What are the biggest barriers your organisation faces in investing in health and
wellness programs?
Response Response
Percent Count
Culturally, our organisation does
not provide health and wellness 13.3% 2
programs
The value of health and wellness
is difficult to quantify and thus, 73.3% 11
easy to negate
Our employees are reluctant to
participate in any health or wellness 53.3% 8
initiatives
We have difficulties with involving
0.0% 0
employees due to union issues
We cannot reach any consensus
over who should pay for health and
26.7% 4
wellness programs (employee or
organisation)
Budgetary constraints for health
and wellness programs from within 66.7% 10
our organisation
Other (please specify)
6.7% 1
answered question 15
skipped question 0
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8. 10. What are the participation (take up) rates with employees?
Very
Not Limited Good Excellent Rating Response
poor
offered take up take up take up Average Count
take up
14.3% 42.9% 35.7%
Full time permanent employees 7.1% (1) 0.0% (0) 3.00 14
(2) (6) (5)
18.2% 45.5% 27.3%
Part time/Casual employees 9.1% (1) 0.0% (0) 2.82 11
(2) (5) (3)
16.7% 25.0% 41.7% 16.7%
Middle Management 0.0% (0) 2.58 12
(2) (3) (5) (2)
15.4% 38.5% 23.1% 23.1%
Senior Management 0.0% (0) 2.54 13
(2) (5) (3) (3)
36.4% 36.4%
Executive Level 9.1% (1) 9.1% (1) 9.1% (1) 2.73 11
(4) (4)
Other (please specify)
2
answered question 15
skipped question 0
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9. 11. Which health and/or wellness programs have the highest participation rates?
Response Response
Percent Count
Employee Assistance Programs
33.3% 5
(EAP)
Healthy eating and/or dietary
13.3% 2
programs
Healthy lifestyle programs 26.7% 4
Free or subsidised medical check
13.3% 2
ups
Smoking cessation 0.0% 0
Health Risk Assessment 33.3% 5
Health Surveillance (specific
6.7% 1
occupations)
Skin checks 13.3% 2
Flu shots 53.3% 8
Vaccinations 0.0% 0
Infectious or communicable
0.0% 0
disease management
Alcohol or Drug abuse 0.0% 0
Training and education 26.7% 4
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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10. 12. Which programs have the most positive impact on employee health and wellbeing?
Response Response
Percent Count
Employee Assistance Programs
66.7% 10
(EAP)
Healthy eating and/or dietary
13.3% 2
programs
Healthy lifestyle programs 33.3% 5
Free or subsidised medical check
6.7% 1
ups
Smoking cessation 0.0% 0
Health Risk Assessment 13.3% 2
Health Surveillance (specific
0.0% 0
occupations)
Skin checks 6.7% 1
Flu shots 33.3% 5
Vaccinations 0.0% 0
Infectious or communicable
0.0% 0
disease management
Alcohol or Drug abuse 0.0% 0
Training and education 20.0% 3
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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11. 13. Which health and wellness programs have proven to have the most benefit to your
organisation?
Response Response
Percent Count
Employee Assistance Programs
53.3% 8
(EAP)
Healthy eating and/or dietary
26.7% 4
programs
Healthy lifestyle programs 6.7% 1
Free or subsidised medical check
6.7% 1
ups
Smoking cessation 6.7% 1
Health Risk Assessment 13.3% 2
Health Surveillance (specific
6.7% 1
occupations)
Skin checks 0.0% 0
Flu shots 33.3% 5
Vaccinations 0.0% 0
Infectious or communicable
0.0% 0
disease management
Alcohol or Drug abuse 0.0% 0
Training and education 20.0% 3
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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12. 14. What are the most common reasons for low participation rates by employees?
Response Response
Percent Count
Do not have the time to fit it in 46.7% 7
Lack of interest or
53.3% 8
understanding of the benefits
Only keen to take up programs if
40.0% 6
the workplace pays for it
Do not feel that the workplace has
20.0% 3
any role in their overall health
Are concerned about the security
of health information and whether it 20.0% 3
will be used by HR
Feel that their ability to do their job
is not adversly affected by their 13.3% 2
health
Culturally, our organisation has
always experienced a lack of 33.3% 5
interest in health and wellness
There is minimal or no buy in from
management, which effects 13.3% 2
employee involvement
Other (please specify)
13.3% 2
answered question 15
skipped question 0
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13. 15. What are the common cultural barriers to improving health and wellness in your
organisation?
Response Response
Percent Count
Mistrust between the workforce and
management over how the data will 13.3% 2
be used to affect a career path
Investment in health and
40.0% 6
wellness is not seen as a priority
No understanding or explanation as
to how health and wellness will bring 13.3% 2
benefits to my organisation
Concerns over privacy 20.0% 3
Non cultural barriers 6.7% 1
Other (please specify)
6.7% 1
answered question 15
skipped question 0
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14. 16. How much does your organisation spend annually on health and wellness
programs?
Response Response
Percent Count
$0-$20,000 40.0% 6
$20,000 - $50,000 0.0% 0
$50,000 - $75,000 13.3% 2
$75,000 - $100,000 0.0% 0
$100,000 - $200,000 0.0% 0
$200,000 - above 33.3% 5
Don't actually know 13.3% 2
Other (please specify) 0
answered question 15
skipped question 0
17. Is your organisation able to measure a return on investment through money spent on
health and wellness programs?
Response Response
Percent Count
YES 26.7% 4
NO 73.3% 11
Other (please specify)
1
answered question 15
skipped question 0
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15. 18. Do you measure the link between health, wellness ad productivity and/or
profitability?
Response Response
Percent Count
YES 13.3% 2
NO 80.0% 12
Other (please specify)
6.7% 1
answered question 15
skipped question 0
19. If your organisation does NOT measure a ROI (return on investment), is this
because?
Response Response
Percent Count
We don't have any appropriate
61.5% 8
tools to measure the ROI
We don't need to measure the ROI 0.0% 0
We don't want to measure an ROI
as our purpose is simply in 7.7% 1
providing resources
Culturally, we don't feel it is
7.7% 1
necessary
Other (please specify)
23.1% 3
answered question 13
skipped question 2
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16. 20. Do you perform any health checks as a part of your pre employment process?
Only as
Only for Only for required
Not On all Rating Response
senior specific by
at all employees Average Count
management occupations principal
contractor
Undertake pre employment
46.2%
medicals and rudimentary health 0.0% (0) 23.1% (3) 0.0% (0) 30.8% (4) 2.69
(6)
checks by a Doctor
Undertake pre employment medical
54.5%
and collect some health information 9.1% (1) 18.2% (2) 0.0% (0) 18.2% (2) 2.18
(6)
by a Nurse
We do a pre employment in 38.5%
0.0% (0) 30.8% (4) 7.7% (1) 23.1% (3) 2.77
keeping with industry requirements (5)
answered question
skipped question
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17. 21. Following a workplace injury, what are the most common reasons why return to
work costs are greater than they could be?
Response Response
Percent Count
Claims take too long to assess 46.7% 7
Our workplace injuries are
significant and take a long time to 20.0% 3
recover
Our wages component is quite
20.0% 3
significant in all claims
We cannot access medical
6.7% 1
services due to our location(s)
High legal fees and legal outcomes
6.7% 1
are common place
We have to pay ongoing make up
pay's and medical costs after the 13.3% 2
claim is closed
Common law claims costs 13.3% 2
Other (please specify)
33.3% 5
answered question 15
skipped question 0
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18. 22. What are the common reasons why injury claims take longer to get back to work in
your organisation than you would like?
Response Response
Percent Count
Rehabilitation is too slow and not
13.3% 2
directed
Our job tasks are quite physical,
which usually take workers 33.3% 5
longer to return to work
There is no structure or
0.0% 0
management focus on rehabilitation
Culturally, we have always had
difficulties with getting people back 13.3% 2
to work
We cannot access medical
services as quickly as we would 6.7% 1
like
The workplace(s) are resistant to
providing suitable duties and 6.7% 1
managing their rehabilitation cases
Claims seem to get derailed very
quickly and people are isolated 20.0% 3
from returning to work
None of the above, (please provide
0.0% 0
details below)
Other (please specify)
33.3% 5
answered question 15
skipped question 0
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19. 23. If you were to invest in health services and programs in 2012/2013, what would they
be?
Response Response
Percent Count
Health and Wellness Strategy
53.8% 7
Development
Training and Education 38.5% 5
EAP 38.5% 5
Provision of free or subsidised
76.9% 10
health and wellness programs
Discounted Health Insurance 46.2% 6
Other (please specify)
1
answered question 13
skipped question 2
24. If you were to invest in health software in 2012/2013, in what area(s) would you
invest?
Response Response
Percent Count
Pre-Employment 13.3% 2
Injury Management 26.7% 4
Claims Management 13.3% 2
Health and Wellbeing 66.7% 10
Case Management 13.3% 2
None of the above 6.7% 1
Other (please specify)
20.0% 3
answered question 15
skipped question 0
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20. 25. If you were advising another organisation on the top 3 most effective tips for
improving employee health what would they be?
Response Response
Percent Count
My Tip 1
100.0% 15
My Tip 2
73.3% 11
My Tip 3
66.7% 10
answered question 15
skipped question 0
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21. Q1. Does your organisation provide health and/or wellness programs to employees?
1 At some sites Apr 13, 2012 12:52 PM
2 Limited. Usually in conjunction with Annual Flu Shots Apr 5, 2012 5:41 PM
3 not really a program... they have introduced a flu vaccination program this Apr 5, 2012 1:20 PM
year
Q2. What type of health and/or wellness programs does your organisation invest in?
1 Free Corporate Challenge sport/games Free healthy lunch and learn Apr 5, 2012 4:39 PM
workshops - skin cancer awareness,work/life balance, mental health,
nutrition, weightloss, heat stress, sleep right etc. Weight loss programs
Health & Safety training Bullying prevention training
2 mental health first aid Apr 5, 2012 11:32 AM
Q3. Why does your organisation offer health and wellness programs?
1 We dont offer any Apr 13, 2012 12:52 PM
Q5. How would you best describe your organisations approach to health and wellness (health risk)?
1 Management is not committed to the benefits of these programs. Apr 5, 2012 5:41 PM
2 Formal health and wellness score card producted annually. Not just used to Apr 5, 2012 11:32 AM
manage and control WC but empower people to enhance own health and
best practice
3 It is very informal at present Apr 5, 2012 8:38 AM
Q6. What do you feel are the positive, emerging trends concerning workforce health in the future?
1 Attraction of emplyees (Employee Value Proposition) Apr 5, 2012 4:39 PM
2 Overcoming implications of sedentary work & mental health issues in the Apr 5, 2012 11:32 AM
workplace
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22. Q8. What are your priorities for health and wellness investment over the next 12 months?
1 No change Apr 5, 2012 5:41 PM
2 develop wellness culture which is integrated into the business strategy and Apr 5, 2012 11:32 AM
not just a "nice to have" program
Q9. What are the biggest barriers your organisation faces in investing in health and wellness programs?
1 time management and ability to attend intiatives when competing with client Apr 5, 2012 11:32 AM
facing work in addition to obtaining buy in by senior management
Q10. What are the participation (take up) rates with employees?
1 Not applicable Apr 13, 2012 12:52 PM
2 participation trates depend on the activity/program offered Apr 5, 2012 4:39 PM
Q11. Which health and/or wellness programs have the highest participation rates?
1 Unknown what we offer, if any Apr 13, 2012 12:52 PM
2 mental health first aid; fatigue management; linking exercise and injury Apr 5, 2012 11:32 AM
prevention; targeted fitness programs; building resilience & optimism
Q12. Which programs have the most positive impact on employee health and wellbeing?
1 As above Apr 13, 2012 12:52 PM
2 mental health first aid; resilience & optimism; access to health & wellbeing Apr 5, 2012 11:32 AM
library
Q13. Which health and wellness programs have proven to have the most benefit to your organisation?
1 As above Apr 13, 2012 12:52 PM
2 as above Apr 5, 2012 11:32 AM
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23. Q14. What are the most common reasons for low participation rates by employees?
1 lack of motivation Apr 5, 2012 4:39 PM
2 accessibility and timing of intiatives offered versus client & productivity Apr 5, 2012 11:32 AM
demand
Q15. What are the common cultural barriers to improving health and wellness in your organisation?
1 Senior managers walking the talk Apr 5, 2012 4:39 PM
Q17. Is your organisation able to measure a return on investment through money spent on health and
wellness programs?
1 unsure Apr 5, 2012 9:54 AM
Q18. Do you measure the link between health, wellness ad productivity and/or profitability?
1 unsure Apr 5, 2012 9:54 AM
Q19. If your organisation does NOT measure a ROI (return on investment), is this because?
1 HR KPIs are measured monthly, sick leave, turn over etc. but there is no link Apr 12, 2012 4:35 PM
back to H&W programs. Evidence is unsubstantiated unless we stop
providing services and see what happens?
2 HR KPIs are measured monthly, sick leave, turn over etc. but there is no link Apr 12, 2012 4:35 PM
back to H&W programs. Evidence is unsubstantiated unless we stop
providing services and see what happens?
3 unsure Apr 5, 2012 9:54 AM
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24. Q21. Following a workplace injury, what are the most common reasons why return to work costs are greater
than they could be?
1 Family GPs are not independant Apr 12, 2012 4:35 PM
2 Family GPs are not independant Apr 12, 2012 4:35 PM
3 Due to recent redundancies injured ex-employees go straight to totally unfit Apr 5, 2012 5:41 PM
and the cost of claims increase expedentually compared to inhouse
rehabilitation.
4 not aware of this Apr 5, 2012 1:20 PM
5 delay in injury reporting; type of claim; lack of alt duties Apr 5, 2012 11:32 AM
Q22. What are the common reasons why injury claims take longer to get back to work in your organisation
than you would like?
1 WC system is just that...a workers compensation System. There is no Apr 12, 2012 4:35 PM
incentive for an injuried workers to return to work or to activiely particpate in
RTW programs. Generally find people returning from non-WC injury are
more receptive to participating in RTW programs
2 WC system is just that...a workers compensation System. There is no Apr 12, 2012 4:35 PM
incentive for an injuried workers to return to work or to activiely particpate in
RTW programs. Generally find people returning from non-WC injury are
more receptive to participating in RTW programs
3 Due to recent redundancies injured ex-employees go straight to totally unfit Apr 5, 2012 5:41 PM
and the cost of claims increase expedentually compared to inhouse
rehabilitation. Otherwise there are no issues
4 n/a Apr 5, 2012 1:20 PM
5 lack of alternatives Apr 5, 2012 11:32 AM
Q23. If you were to invest in health services and programs in 2012/2013, what would they be?
1 I doubt there will be any redirection in the short to medium term. Apr 5, 2012 5:41 PM
Q24. If you were to invest in health software in 2012/2013, in what area(s) would you invest?
1 Requires analysis Apr 12, 2012 4:35 PM
2 Requires analysis Apr 12, 2012 4:35 PM
3 No need. Apr 5, 2012 5:41 PM
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25. 25 of 27

26. Q25. If you were advising another organisation on the top 3 most effective tips for improving employee health
what would they be?
My Tip 1
1 X Apr 16, 2012 6:37 PM
2 n/a Apr 13, 2012 12:52 PM
3 Invest in employee health Apr 13, 2012 10:50 AM
4 Make sure you get full support of Executive Management Apr 12, 2012 4:35 PM
5 Make sure you get full support of Executive Management Apr 12, 2012 4:35 PM
6 Identify the heath risks Apr 10, 2012 10:17 AM
7 EAP Apr 5, 2012 6:49 PM
8 Educate and engage Apr 5, 2012 5:41 PM
9 Provide free flu vaccinations Apr 5, 2012 4:39 PM
10 invest in preventive - reduce absenteeism Apr 5, 2012 1:20 PM
11 Measure & identify organisation risks prior to planning Apr 5, 2012 11:32 AM
12 nnn Apr 5, 2012 10:56 AM
13 Engage employees Apr 5, 2012 10:40 AM
14 unsure Apr 5, 2012 9:54 AM
15 MAke sure you keep a list of take up rates for education sessions Apr 5, 2012 8:38 AM
My Tip 2
2 n/a Apr 13, 2012 12:52 PM
3 Monitor health Apr 13, 2012 10:50 AM
4 Take a proactive approach and chose wellness programs that people can Apr 12, 2012 4:35 PM
work and compete as teams
5 Take a proactive approach and chose wellness programs that people can Apr 12, 2012 4:35 PM
work and compete as teams
6 Identify how you will measure ROI Apr 10, 2012 10:17 AM
7 Injury Mangement Structure Apr 5, 2012 6:49 PM
8 Make it fun to participate and a challenge Apr 5, 2012 5:41 PM
9 Provide free health checks Apr 5, 2012 4:39 PM
11 Obtain buy in from a range of levels across the organisation Apr 5, 2012 11:32 AM
13 build a measurable component for health Apr 5, 2012 10:40 AM
15 Invest in EAP Apr 5, 2012 8:38 AM
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27. Q25. If you were advising another organisation on the top 3 most effective tips for improving employee health
what would they be?
My Tip 3
2 n/a Apr 13, 2012 12:52 PM
3 Provide employee assistance for health and wellbeing Apr 13, 2012 10:50 AM
4 Indentify your higher risk areas and focus there Apr 12, 2012 4:35 PM
5 Indentify your higher risk areas and focus there Apr 12, 2012 4:35 PM
6 Program driven and lead by Exec Team Apr 10, 2012 10:17 AM
7 Discounted health programs Apr 5, 2012 6:49 PM
8 provide regular feedback Apr 5, 2012 5:41 PM
9 Provide healthy activity options and nutritional advice Apr 5, 2012 4:39 PM
11 Keep it real and accessible Apr 5, 2012 11:32 AM
13 Ownership by management Apr 5, 2012 10:40 AM
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