AGENDA - Europa · AGENDA „Zukunft von Gesundheitsprävention und Gesundheitsförderung am Arbeitsplatz“/ “Future of prevention and health promotion at the workplace” Montag

AGENDA

„Zukunft von Gesundheitsprävention und Gesundheitsförderung am Arbeitsplatz“/

“Future of prevention and health promotion at the workplace”

Montag/ Monday, 1.3.2010, DASA (Dortmund)

Zeit/

Time

Titel/ Title

11:00 – 11:30

Begrüßungsworte/ Welcome Michael Koll, BMAS &

Isabel Rothe, BAuA

11:30 – 11:50

Vom Gesundheitsschutz zur Gesundheitsförderung – Überblick über bisherige Entwicklungen und Errungenschaften

(From protecting health to promoting health – Overview of developments and achievements)

Dr. Eleftheria Lehmann, LIGA.NRW

11:50 – 12:10

Vom Einzelakteur zum Netzwerk – Gesundheitsförderung als gemeinschaftliche Aufgabe

(From individuals to networks – health promotion as collective challenge)

Dr. Gregor Breucker,

BKK Bundesverband

12:10 – 13:00

Mittagspause/ Lunch Break

13:00 – 13:20

Gesundheitsförderung und Prävention heute - Gesundheit und Restrukturierung

(Health promotion and prevention today – health and/ in restructuring)

Prof. Thomas Kieselbach, IPG Bremen

13:20 – 13:40

Gesundheitsförderung und Prävention im Betrieb - Herausforderungen und Perspektiven

(Health promotion and prevention at enterprise level – Challenges and perspectives)

Dr. Uwe Brandenburg, VW AG

13:40 – 14:00

Erfolgreiche Gesundheitsförderung - Indikatoren und Faktoren gesundheitsfördernder Maßnahmen

(Successful health promotion – Indicators and measurement of health promoting initiatives)

Heinz Kowalski, BGF-Institut

14:00 - 14:30

Kaffeepause /Coffee Break

14:30 – 14:50

Future of prevention and health promotion at workplace in Europe Marc de Greef, PREVENT

14:50 – 15:10

Challenges for Mental Health Promotion in Europe Dr. Richard Wynne , WRC

15:10 – 15:30

Last but not least – Neue Perspektiven der Gesundheitsförderung und Prävention in und für Deutschland und Europa

Dr. Karl Kuhn, BAuA

Ab 15:30

15:30 – open end

Grußworte, im Anschluss „Get-Together“

Greetings, proceeded by a get-together

TextfeldBKK Bundesverband

Vom Einzelakteur zum Netzwerk –Gesundheitsförderung als gemeinschaftliche Aufgabe

From individuals to networks –health promotion as a collective challenge

Dr. Gregor Breucker / BKK Bundesverband

Dortmund, 1.3.2010


the collective and social nature of (workplace) health promotion

• „Health in all Policies“

• co-operation among stakeholders outsideenterprises

• co-operation among enterprise stakeholders

1

2

3


Health in all Policies

EU Health Strategy / Principle 3 – Actions

Strengthening integration of health concerns into all policies at Community, Member State and regional levels,

including use of impact assessment and evaluation tools


co-operation outside enterprises & at enterprise level

� Expert commission 2001-04

� The future of a modern corporate

health policy

� Bertelsmann Foundation & Hans-Böckler Foundation


Source: WZB-AG Public Health 2002

Enterprise

Stakeholders

HealthInsurance

State Labour

Inspections

Workplace Health

Promotion

Levels & Structure of

Co-operation

Chambers of

Commerce etc.

AccidentInsurance

SocialPartners

PensionInsurance

EmploymentAgency



The ENWHP

� Founded 1996

� Secretariat

� 31 Members

� Luxembourg Declaration

� Core goals:

- To establish WHP infrastructures- To disseminate good WHP practice- To contribute to sustainable social

and economic development


EN

WH

P -

INIT

IAT

IVE

S


DNBGF

� Initiative of the European

Network for WHP

Secretariat :

�organised by BKK BV,

DGUV, AOK-BV and VdeK

Co-operates with:� Initiative New Qualitiy

of Working life (INQA)

� Federal Association for Prevention & Health Promotion (BVPG)

Advisory Board

� Working Group WHP at the

Federal Ministry of Labor

and Social Affairs


networknetwork settingssettings

larger companies

small and medium-sizedcompanies

public administrations

labour market integration health care & welfare

education & training


network = nowork?the added-value of networking?

• European and national added value

• potential areas of conflict

– competition and social responsibility

– money makes the world go round….


Thank you!

Work Research Centrewrc

Challenges for Mental Health Promotion in Europe

Richard WynneWork Research Centre, Dublin

Future of prevention and health promotion at the workplace

Dortmund, March 2010


Outline

• Where we have come from

• What is happening now

• Future challenges

• Some first steps in meeting the challenges


Milestones


The origins of workplace of workplace health promotion

The Ottawa charter 1986

The development of workplace health promotion in the United States

Late 1970’s

The health education approach 1970’s

The Lalonde report - the new public health

1974

U.S. surgeon general’s report on the effects of smoking

1970


The origins of workplace of workplace health promotion

Mental health pact 2008-

Quality criteria for WHP

Toolkits and methods for WHP

Focus on older workers

Focus on mental health

1996-

Formation of ENWHP

Luxembourg charter

1996

Maintenance of workability in Finland

Health for all in the NHS [UK]

Early 1990’s

The beginnings of workplace promotion in Europe

1980’s


What is WHP ? What is WHP ? -- Two StrainsTwo Strains

Behaviour-oriented

Health Promotion

Condition-oriented

Health Promotion

Philosophy:

Examples:

Appealing to the individual to adopt healthy behaviour

Designing working condtions to encourage healthy behaviour

Smoking: No cigarette machinesNutrition: Canteen dietWorkplace: Workplace design

Smoking: flyers, coursesNutrition: CoursesWorkplace: “Be careful”


The Luxembourg Declaration

– Workplace health promotion is the combined efforts of employers, employees and society to improve the health and wellbeing of people at work. This can be achieved through a combination of:

• Improving work organisation and the work environment

• Promoting active participation

• Encouraging personal development


The current situation


POLICY CONTEXT

• 2005 relaunch of the Lisbon Strategy on Growth and Jobs– ‘invest in people and modernise labour markets’

– improving the skills, employability and adaptability of the workforce, as well as promoting the functioning of labour markets, including the greater participation of population groups that currently face difficulties and may be excluded from the labour market


POLICY CONTEXT

• Community Strategy on Health and Safety at Work for 2007-2012– the contribution of good health in guaranteeing that quality and productivity at work can play in promoting economic growth and employment

– work-related stress and poor mental health leading to absenteeism and occupational disability

– making the promotion of mental healthat the workplace a priority


POLICY CONTEXT

• The Commission White Paper "Together for Health: A strategic approach for the EU 2008-2013" – emphasises the economic costs of mental disorders– Community actions in the field of mental health and measures to promote the health of the workforce were announced in this document

• Framework Directive 89/391/EEC has led to Framework Agreements on "the prevention of stress at work" and "harassment and violence at work“

• 2008 Mental Health Pact – the creation of new alliances and networks


What is mental health and how does it relate to the workplace?

• Elements of mental health and wellbeing and mental illness

–Mental wellbeing

–Disturbed mood

–Non-psychotic disorders

–Psychotic disorders


What is mental health and how does it relate to the workplace?

• Workplace elements–Promoting wellbeing

–Preventing mental disturbance/illness

–Role in treatment/job retention

–Role in return to work

• Labour market elements–Unemployment and mental health

–Mental health and disability

– Failure to enter the labour market


Challenges for workplace health

• Ageing of the workforce

• Disability prevention

• Return to work

• Mental health issues

• Failure to enter the workforce

• Public health vs. occupational health


Causes of LSHPD: all countriesSource: Eurostat, 2003


Persons with a chronic illness or disability by

age group in the EU – working age

0

5

10

15

20

25

30

35

40

20-

24

25-

29

30-

34

35-

39

40-

44

45-

49

50-

54

55-

59

60-

64

65-

70


Reasons for inactivity


– Health/disability as a reason for inactivity by age

Adapted from Employment in Europe Report 2005

0

5

10

15

20

25

30

35

15-24 25-34 35-44 45-54 55-64


Some data on the prevalence of mental heath problems

• 25% of citizens will experience a mental health problem during their lifetime

• In any one year:– 9% experience depression– 2.6% experience a psychotic disorder

• Work factors may cause, influence or create vulnerability to mental heath problems


Psychological wellbeing in Irish populations

0

10

20

30

40

50

60

1st teachers

2nd teachers

2nd teachers

Airport workers

General nurses

Night nurses

training

Unemployed

Health care

General population


Reason for absence

0

10

20

30

40

50

60

70

Mental problems Phsyical problems Co-morbid


Mental Health Disorders and absence

0

5

10

15

20

25

30

35

40

45

50

Depressive disorders Anxiety disorders Neurotic disorders

Drug abuse Alcoholism Schizophrenia

Reaction to severe stress


Disability diagnosis (NL)

0

5

10

15

20

25

30

35

40

1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003

psychological disorders musculoskeletal disorders InjuriesCoronary Vascular disorders Disorder, not clearly specified restunknown


Reason for early retirement in Germany

0%

10%

20%

30%

40%

50%

1989 1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003

Mental Musculoskeletal Cancer Circulation


Costs of mental health problems

• Total productivity costs of mental health disorders in the EU-25 (plus Norway, Iceland and Switzerland) are estimated to be €136.3 billion (2007 prices)

• €99.3 billion were linked to depression and anxiety related disorders

• The productivity losses for cardiovascular disease are €36.1 billion in the EU-25

• Presenteeism may increase business costs by between 50% and 500%.


Increase in UK Disability Claimants All Benefits 2002 – 2009 (000s)

55.8418.2811.7325 - 29

123.8244.7219.9818 - 24

130.2643.751916 - 17

49.17142.295.3311 to under 16

11.211291165 to under 11

3.0343.4842.2Under 5

% IncreaseFebruary 2009May 2002


Challenges• Dealing with mental health problems

– Taboos, awareness, promotion, RTW, social support

– Who is responsible?

• Dealing with work disability– Business case, job retention, early intervention, engaging with services, co-ordinating services, post RTW monitoring

• Integrating public health and occupational health – How can PH and OSH collaborate more closely?– What is OSH for in the modern world???


Challenges and opportunities for systems

• New service development–Current workplace health services:

• Can they effectively Measure Mental well-being?

• Do they have the tools to promote mental health?

• Can they prevent mental illness? • Can they deliver workplace promotion to small enterprises?

• Can they be expanded to include the full range of public health concerns?

• Can they deal with the needs of employers?


New perspectives

• How do we develop a new model integrating OSH and PH concerns on mental health in the workplace?

• How do we raise awareness of and interest in mental health issues amongst workplace actors?

• How can PH services be persuaded that work can play a central role in dealing with mental health?


Some first steps in meeting the challenges

• EMIP 1 and 2

• EU-OSHA

• UK initiatives

• ProMenPol – www.mentalhealthpromotion.net/

• T-MHP – Training for Mental Health Promotion

• MHP-Hands – mental health promotion handbooks for schools, workplaces and older people’s homes

• Work in Tune with Life – http://www.enwhp.org

• Reintegrate – http://www.re-integrate.eu/


Some first steps in meeting the challenges

• Berlin Mental Health Pact conference – 2010

• A new network - European Network for Mental Health Promotion

The future of prevention and health promotion at the workplace in Europe

Dortmund, 1 March 2010

Prof. Marc De GreefExecutive director

Agenda

1. Prevention and work health promotion in a changing socio-economic environment

2. Well being and performance: 2 sides of the same coin?

3. 1 billion challenges for the future

4. Conclusions

www.prevent.be Investing in Human Capital

www.prevent.be

Prevention and work health promotion in a changing socio-economic environment

Come gather ’round people

Wherever you roam

And admit that the waters

Around you have grown

And accept it that soon

You’ll be drenched to the bone.

If your time to you is worth savin’

Then you better start swimmin’ or you’ll sink

like a stone

For the times they are a-changin’.


Bob Dylan, 1964

A new business reality

� Continuous Economic Pressure: cutting costs & increasing profits

� Need for Flexible People and Flexible Businesses

� Continuous Technological innovation

� Increasing complexity of legal framework

� Changing Work Force: ageing, multi-cultural structure

� Importance of: Quality of life, Safe and Healthy workplaces, Environmental awareness…


The economic and financial crisis


Source: EU-Agency for Safety and Health at Work

Source: WHO


A health challenge

� A pessimist is one who makes difficulties of his opportunities;

� An optimist is one who makes opportunities of his difficulties.

Source: Reginald Mansell

Optimistic vs pessimistic vision


www.prevent.be

Well being and performance:2 sides of the same coin?

� Accidents and diseases account for negative:

� Human consequences

� Legal consequences

� Economic and financial consequences

� Prevention and WHP account for

� Job satisfaction

� Positive company image

� Elimination of avoidable costs and focus on productivity and performance

Impact on company performance


Competitiviness versus Accidents


Source: ILO Safe Work – World Economic Forum

5 Rules for economic success

1. Vision

2. Skills

3. Will

4. Sustainability

5. Productivity


Source: EANPC

Productivity: a comprehensive approach



Prevention and performance

Source: Mossink, J., De Greef, M., 2002

Individual and organisational outcomes

Workplace health promotion

programme

Individual outcomes� less accidents, diseases� improved health status� better quality of life� more job satisfaction

Organisational outcomes�less costs (absenteeism, accidents, diseases)�improved company image, position in the labour

market, customer satisfaction�less turnover, better job retention

�higher productivity

WHP programme

Individual outcomes� less accidents, diseases� improved health status� better quality of life� more job satisfaction

Company

goals

Better:

�working

conditions

�social climate�organisational

process

�healthy

attitudes

�improved

motivation�more

commitment

�healthier

lifestyle

Company productivity

Source: Making the case for workplace health promotion, De Greef, M., Van den Broek, K., 2004


Creating a health promoting working environment

Working conditions (physical,

psychosocial & mental aspects)

Work organisation

Promoting healthy

lifestyle

Behavioural aspects

Personal Resources

Hereditary endowmentPersonal Health Practices Working environment

Health of employees

Company Performance

A comprehensive approach



Investing in workplace healthmakes busines sense

www.prevent.be

1 billion challenges for the future!

� Wellbeing at work:� Multi-factorial issue

� Increasing complexity

� Needs a holistic approach � Collective approach (Work Organisation

� Individual Approach (Coping, Life Style)

� Work Life Balance� How to assess

� How to define the strategy

Challenges…


� Preventive actions: � Need for better effectiveness

� Need for a strong scientific base

� Need for a practical implementation on company level

� Link between Prevention & Good Business

� Investments in Human Capital need to become more productive

Challenges…


� Life long learning, better jobs, more fun at work…. makes it possible to work longer

� Management of change, taking into account the human factor (physical and psychological abilities and limitations)

� Coaching people to improve and keep their potential, their work ability and motivation

Challenges…


� Short term vision of companies versus long term needs of society

� Materialism versus humanism

� Financial, economic drivers versus ethical, human drivers

� Globalisation of the economy

� De-industrialisation

� Unfair competition

Challenges…


� Mainstreaming:

� Human behaviour

� Awareness raising

� Prevention culture

� Social security:

� Transform from a re-active into a pro-active system

� Bridge the gap between workplace health and

public health

� Focus on win –win for different stakeholders

Challenges …


� ≠ cost

� = investment

� = added value for stakeholders:

� Employer and employees

� Shareholders

� = healthy employees

� = healthy companies

� = healthy economy

� = healthy society


Prevention and WHP

Conclusions

www.prevent.be

Prevention stimulates investments in human capital and contributes to

�Sustainable business excellence

�Long-term shareholder value

�Corporate social responsibility

Asset for an innovative, competitive knowledge based economy

Good safety = good business


Prevention and performance: 2 sides of the same coin

The line it is drawn

The curse it is cast

The slow one now

Will later be fast

As the present now

Will later be past

The order is rapidly fadin’.

And the first one now will later be last

For the times they are a-changin’


Bob Dylan, 1964

Ich danke Ihnen für Ihre Aufmerksamkeit!

Prof. Marc De [email protected]

Karl Kuhn, Gesun dheit und Prävention, Dortmund 1. März 2010

Perspektiven der Gesundheitsförderung

und der Prävention

Karl Kuhn

Bundesanstalt für Arbeitsschutz und

Arbeitsmedizin, Dortmund

Impact Assessment (RE-AIM; Glasgow et al)

There are five RE-AIM elements that refer to key steps to

translate research into action:

Reach the target population

Effectiveness or Efficacy

Adoption by target settings or institutions

Implementation - consistency of delivery of intervention

Maintenance of intervention effects in individuals and

settings over time


Adoption/ Reach: Anzahl Betriebe mit BGF Maßnahmen/Teilnahmeraten

• IAB Betriebspanel: ca. 20% aller Betriebe führen fünf

unterschiedliche BGF Maßnahmen durch

• Bödeker/Hüsing 2008: ca. 45 % der Befragten gab an,

dass Maßnahmen vorhanden sind

• Zok 2009: 62% Vorsorge-/Gesundheitsuntersuchungen,

50% Arbeitsplatzgestaltung,

Gesundheitsverhaltensangebote in 20-40% der Betriebe,


Implementation (Umsetzung der BGF Maßnahmen)

• Bödeker/Hüsing;Zok: 33-44% der Befragten geben

Instrumente wie Befragungen, Gesundheitszirkel

u.ä. an

• Hollederer 2007: 9% der Betriebe geben

Krankenstandanalysen an

• Doppelt so hohe Prävalenzraten, wenn Betriebsrat

vorhanden.


Maintenance (Nachhaltigkeit der Umsetzung)

• Ulmer/Groeben 2005: zwischen 1997 und 2003 stiegt der

Anteil der Betriebe anhand eines BGF Indexes als BGF-

aktiv bewertet von16% auf 27%.

• Im Betriebspanel führt nur noch die Hälfte der Betriebe ihre

BGF Maßnahmen nach Ablauf von zwei Jahren fort;

• Einen Arbeitskreis Gesundheit gibt es in 9% der Betriebe,

• Schweiz: Maßnahmen des Personalmanagements haben

eine bessere Verankerung als die Maßnahmen der BGF


Effectiveness (Wirksamkeit)

• Bödeker/Hüsing zeigen, dass Beschäftigte ohne BGF

Maßnahmen ihre gesundheitsrelevanten Arbeitsbedingungen

deutlich schlechter bewerten;

• Je näher die BGF an der Betriebslogik der Organisation

orientiert ist um so erfolgreicher ist sie.

• Erfolgreich wenn Bestandteil der Unternehmenskultur

• 2006 gingen durch Arbeitsunfähigkeit, Invalidität, vorzeitigen

Tode 4 Mill Erwerbstätigkeitsjahre verloren (RKI Heft 48)

• Krankheitskosten 2006 236 MRD Euro; die Hälfte fällt auf

vier Krankheitsarten



Nutzen der Unternehmenskultur

Unternehmenskultur hat einen Nutzen:

• Sie stärkt die Identifikationen der Mitarbeiter mit ihrem

Arbeitgeber (Vertrauen),

•macht Grundsatzdiskussionen überflüssig,

•stärkt die Identifikation mit den kurz-, mittel- und

langfristigen Unternehmenszielen,

•fördert den innerorganisatorischen Zusammenhalt,

•steigert die Effizienz und Leistungsfähigkeit von

Unternehmen

Herausforderung

• Wie können Risikogruppen und besonders belastende

Betriebe/Arbeitnehmergruppen erreicht werden?



Auf den Spuren guter Arbeit– zwischen Ressourcen & Beanspruchungen –

23%16%5%

Hohes

Ressourcen-

potential

22%12%4%

Mittleres

Ressourcen-

potential

12%4%1%

Geringes

Ressourcen-

potential

Hohes Fehl-

beanspruchungs-

niveau

Mittleres Fehl-

beanspruchungs-

niveau

Niedriges Fehl-

beanspruchungs-

niveau

Typ1:Wenig belastendeArbeitsbedingungen & guteEntwicklungsbedingungen

9%

Typ2:BelastendeArbeitsbedingungen & gute

Entwicklungsbedingungen

28%

Typ3:Sehr belastende Arbeits-bedingungen & sehr gute

Entwicklungsbedingungen

23%

Typ4:Sehr belastendeArbeitsbedingungen &

gute Entwicklungs-bedingungen

22%

Typ5:Wenige Entwicklungs-potentiale & (meist)

sehr belastendeArbeitsbedingungen

17%


Typ1: „Gute Arbeit“

Positive

Rückmeldung

83%Entwicklungs-Möglichkeiten

20% Einfluss

61%

Möglichkeiten f. Abwechslung

& Kreativität

48%

Hilfreiche

Weiterbildung27%

KörperlichbelastendeArbeit 14%

HoheKomplexität 6%

Unter-/Über-forderung

11%

Unterstützung

d. Kolleg/innen

83%

1% Vorgesetzte

Belastende Umgebung

Emotionale

Belastungen

Zeitdruck

HoheVerantwortung

Unter-stützung d.

Vorgesetzte

77%2%

2%

ArbeitsorganisatorischeProbleme

2%

Unsicher-heit

19%

Arbeitszeit

5% 3%

1%


Einfluss-

mangel 49%

Zeitdruck 40%

Arbeitszeit

34%

Körperlich

belastende

Arbeit 60%

Hohe Komplexität

48%

Belastende

Umgebung

35%

Emotionale

Belastungen

34%

Unterstützung

d. Kolleg/innen

62%

Vorgesetzte43%

2%

Positive

Rückmeldung

32%

Unterstützung d.

Vorgesetzte 23%

Unter-/Über-

forderung

53%

Wider-

sprüchlicheAnforderungen

33%

Arbeits-

organisatorische

Probleme 45%

6%

Mangelnde

Entwicklungs-

möglichkeiten

50%

Kolleg/

innen 14%

Möglichkeiten für

Abwechslung/

Kreativität

Hilfreiche

WeiterbildungEinfluss

5%

Hohe

Verantwortung

13%

Unsicherheit

70%

Typ5: „Ressourcenarme, belastende Arbeit“


Förderung der Gesundheit

Risikomanagement Ressourcenmanagement

Gesundheitsmanagement als Bestandteil des betrieblichen

Managementsystems


Trends zum Wandel der Erwerbsarbeit

Fragmentierung der Erwerbsarbeit

� Die Minderheit: Immer weniger habe eine

Erwerbsbiographie eines lebenslang ausgeübte Berufes

� „Hier Arbeitende, dort Arbeitslose“ wird abgelöst

� durch Fluktuation zwischen den Polen „keinerlei Tätigkeit

zum Zweck des Gelderwerbs, aber möglicherweise viel

Eigenarbeit“ und „mehrere Jobs“


Trends

•Höhere Flexibilität, innovative Technologien

(Telearbeit, desk sharing, mobile work)

•Dezentralisierung, Outsourcing, übergreifende

Kooperationen

•flexible Teamstrukturen, virtuelle Unternehmen

•neue Formen der Arbeitsvertragsgestaltung

(Leiharbeit, Freelancer, Selbständigkeit im

Unternehmen)


Folgen für den Schutz der Gesundheit

•Befugnis und Verantwortung schwieriger

•Kommunikation und Koordination immer wichtiger,

aufwendiger

•Trend zur Vorsilbe „Selbst“: Selbstverantwortung,

Selbstbeauftragung, Selbstwirksamkeit,

Selbstkontrolle, etc.

•Selbst klingt gut, aber ist es auch immer gut?


Herausforderung für Politik ,Betriebe und Soziaversicherungen

•Wandlungsprozesse rechtzeitig erkennen,

antizipieren und innovativ bewältigen

•betriebliche und überbetriebliche Strukturen der

Problembearbeitung für die Zukunft „fit“ machen

Gesundheitsressourcen

• Wille zum Sinn (Viktor Frankl)

• Selbstwirksamkeit/self efficacy (Albert Bandura)

• Selbstkontrolle/locus of control (Julian Rotter)

• Widerstandsfähigkeit/hardiness (Suzanne Kobasa)

• sense of coherence (Aaron Antonovsky)

• empowerment (Julian Rappaport)

• Selbstbeherrschung(Leonard Syme)

• Gesundheitskompetenz/health literacy (Ilona

Kickbusch; Don Nutbeam)



Psychische Gesundheitsförderung

Keine Gesundheit ohne psychische Gesundheit

Hierher gehören in erster Linie das aktive Coping, das heisst

die Fähigkeit zur aktiven Bewältigung von kritischen

Lebensereignissen und Lebensübergängen und von

alltäglichen und chronischen Stressbelastungen sowie die

Fähigkeit zum alltäglichen Umgang mit Konflikten, Krankheit,

Behinderung und altersbedingter Hilfsbedürftigkeit.


Förderung von Coping-Fähigkeiten

Weitere aktive Coping-Fähigkeiten sind beispielsweise:

• Stress- und Angstbewältigungskompetenzen wie Priorisierung,

Abgrenzungsfähigkeit, realistische Einschätzung und Aktivierung der

potentiellen inneren und äußeren Ressourcen inkl. Feststellen der

Stressursachen, bewusste Stressverarbeitung, Humor,

Entspannungsfähigkeiten, proaktive Vermeidung von Stressoren durch

antizipierendes, präventives Verhalten,

• allgemeine Widerstandsfähigkeiten wie psychische und physische Resilienz

und Standfestigkeit gegen sozialen Druck, das heisst innere Autonomie und

die Fähigkeit, äussere Autoritäten, Gruppen und Normen kritisch zu

hinterfragen,

• Entscheidungs-, Kontakt- und Konfliktfähigkeiten,

Towards Better W

ork and Well-being

PRO

CEEDIN

GS of the International Conference

PROCEEDINGSof the International Conference10–12 February 2010, Helsinki, Finland

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Proceedings of the International Conference

Towards Better Work and Well-being

10–12 February 2010, Helsinki, Finland

ORGANIZERS:Finnish Institute of Occupational Health

Ministry of Social Affairs and HealthMinistry of Employment and Economy

Finnish Association of Occupational Health PhysiciansFinnish Association of Occupational Health Nurses

EDITORS: Hannu Anttonen

Päivi Husman Tomi Hussi Timo Leino

Matti Ylikoski

Finnish Institute of Occupational HealthHelsinki 2010

4

Stress management at the workplace – building practice guidelines for occupational health services 80 Juha Liira, Maritta Kinnunen-Amoroso, Riitta Sauni and Jani Ruotsalainen, Finland

WORKPLACE AS AN ARENA FOR HEALTH AND SAFETY PROMOTION

Worker values, culture, and community – values communication that goes directly to workers and supports well-being 87Robin M. Nicholas, USA

Sustainability in workplace health promotion (WHP) 92Klaus Pelster, Germany

Exploring work: Employee stories as tools for promoting workplace well-being 98Laura Seppänen and Annarita Koli, Finland

EXPERT SERVICES AND POLICIES

Integration and networks of different health and well-being services at the workplace 105Karl Kuhn, Germany

Knowledge work in distributed, mobile teams 110 Virpi Ruohomäki, Finland

Well-being and work: A perspective from eight European countries on common areas of understanding, national drivers for progress, and research needs 118David Fishwick, Jennifer Lunt, Andrew D. Curran and Mary Trainor, PEROSH

Author index 128

List of participants 129

104

We have shown the crucial role of representing changes at work from the perspective of employees, first with stories as narrative representations, and later as visual theoretically informed representations. As Table 1 shows, em-ployee well-being evolved from feelings of confusion, through intensive work, to enthusiasm for creating new work practices and being proud of them. In family counselling, this process led to new work practices that were also sig-nificant in terms of better service to clients and improved productivity.

ReferencesEngeström, Y. 2007. Putting Vygotsky to work: the Change Laboratory as an application of Double Stimulation. In Daniels, H., Cole, M. & Wertsch, J. (eds.) The Cambridge Companion to Vygotsky. Cambridge: University Press.

Launis K., Schaupp M., Koli A. & Rauas-Huuhtanen S. 2010. Muutospajaohjaajan opas [Guidebook for Change Workshops]. Helsinki: Tykes. Raportteja 71.

Leont’ev, A. 1978. Activity, Consciousness, and Personality. Englewood Cliffs: Prentice-Hall.

Mäkitalo, J. 2005. Work-related well-being in the transformation of nursing home work. Oulu: University of Oulu.

Seppänen, L. 2009. Kuvia ja näkökulmia perheneuvolatyön lähikehitykseen. [Zone of proximal development in family counselling work: Images and viewpoints] Konsepti – toimintakonseptin uudistajien verkkolehti [Concept – Web Journal for Concept Developers]. 5: 2. Available from: http://www.muutoslaboratorio.fi/content.php?page=emagazine&emag_id=31.

105

Integration and networks of different health and well-being services at the workplace

Karl KuhnFederal Institute for Occupational Health and Safety, Dortmund, Germany

Abstract

The idea that changes in inputs (resources, skills, means, etc.) followed by changes in process (interventions, activities) will result in important changes in outcomes – most often measured by hazards and resulting injuries, ill-nesses and disabilities – is implicit in the provision of occupational safe-ty and health (OSH) designed to prevent or reduce work-related injuries and diseases, and to promote worker health and well-being. However, the shortcomings and limitations of this model need to be taken into account. There are many limitations to the structure-process-outcome model; the rapid changes in the nature of work, the workforce, and workplaces impose demands for a much broader range of technical, organizational and collabo-rative skills on the part of OSH professionals (Menckel & Westerholm 1999). They should be critical agents of change in ongoing transformations, but have the willingness and competence to enter the playing field. This play-ing field extends beyond the traditional confines of the shop floor and the professional consultation office, and covers areas of business and produc-tion generally unfamiliar to the traditional safety and health team. Because of these demands, there are no European standards for OSH services: the structure-process-outcome model has to be supplemented by networking activities to create new structures to build up supplementary capacities and resources.

Extramural and intramural OSH services

The Advisory Committee on Safety, Hygiene and Health Protection at Work adopted an opinion on multidisciplinary protective and preventive services and health surveillance at work on 15 May 2001, stating that Member States must ensure quality control, while employers, who are responsible for im-plementing the safety measures, must have the capacity to involve workers and enlist qualified, competent assistance to perform these tasks. Although there are still significant deficits in ensuring a broad coverage of protective and preventive services (safety engineering, health aspects at the workplace, psychological aspects at work), considerable improvements have been made in setting up external preventive services.

One of the problems concerning the organization of protective and pre-ventive services is the lack of appropriately qualified personnel. This holds especially true for services organized externally, as well as for health as-pects at the workplace. The Framework Directive (89/391/EEC) does not de-fine the aptitudes and competencies of preventive services, leaving it up to

106

the Member States. However, it follows logically from the provisions of the Framework Directive that the preventive services have to be of a multidisci-plinary nature. Member States have defined these aptitudes and capabilities differently, which is reflected in the quality of the services provided in the different Member States. There is no generally accepted standard for the evaluation of quality. In this context, we could question whether the mini-mum periods, which are determined in the individual Member States, will actually suffice for an effective provision of services. One should take into account that employers almost exclusively consider the minimum periods for the provision of services to workers a general rule, and are hardly willing to organize the provision of any additional services.

Another trend is visible in Europe: an increasing number of networks for health promotion issues, corporate culture issues, and mental health activi-ties are being generated to fill the content gap of traditional OSH services. The changing world of work has generated a new market in Europe for such preventive issues.

Changing world of work

Europe is undergoing a profound structural change which is reflected in the technological and economical developments in the labour market, and in the entire social structure. New forms of work are on the increase; for exam-ple, outworking and contract work, tele-working, long-term low paid work, and self-employment as a new form of independence. This is visible in new company structures, in the changes which have taken place in inner and inter-company work organization, such as the decentralization of produc-tion and customer service, outsourcing of company operations, virtual enter-prises, external workshops, and the establishment of small enterprises. The change is also to be seen in the new framework conditions for companies such as globalization, single customers with individual products, delivery and quality requirements, in the rapid developments in technology; in the new organizational structures, and finally, in increased competition. Hierarchical structures are increasingly being replaced by a more flexible organization; i.e. an organization which is based on teamwork, projects and processes, and orientated towards the market and customers. The aim is a learning or-ganizational structure, which can cope with the permanent pressure caused by the need for organizational flexibility.

Organizations are nowadays not only valued on the basis of their products or machines, but primarily on the knowledge-creating capacity of the work-force, the people who work for them, how they work, and what work means to them. Maintaining and effectively managing human resources in the long term i.e. employees’ health, will be a crucial economic factor for Europe. This also includes those who are unemployed. A total of 29% of the work-ers questioned in Europe consider that their work affects their health. The work-related health problems mentioned most frequently are musculoskel-etal complaints (30% of workers claim to suffer backache and 17% muscular pains in their arms or legs) and stress (28% of employees).

Europe’s future social and economic success increasingly depends on highly qualified, motivated and healthy employees: in this case, policies and strat-

107

egies in work and health open up new solutions to the changing circum-stances in many organizations.

Millions of people in Europe are out of work and need to be integrated or re-integrated into work life, but many – in Europe nearly 25% of the unem-ployed – suffer from health complaints/ill-health which dramatically reduces their employability. Being unemployed also results in an increase in their mental and psychological problems. In order to increase their employabil-ity they need to be supported by adequate health promotion measures to make them fit for work, fit for the company, fit for coping with the situation, and by strengthening personal skills and abilities through life-long learning, training, and encouraging personal development. There is a need for intel-ligent policies and for the innovative implementation of these policies. This is a challenge for existing intramural and extramural preventive services in Europe. It is difficult to rethink the structure-process-outcome model, which forms the base of OSH services.

The working world in Europe is marked by various inconsistencies which call the present shape of occupational safety and health into question.

Pension policies are calling to raise the age of retirement, to at least 65 years of age or over. However, only a small minority achieve the normal age of retirement; the average age for early retirement in Germany is 55. Job strains have intensified to such an extent, that working in one profession for the duration of one’s work life is a thing of the past; changes are often necessary for health reasons. On the other hand, demographic trends have seen a rise in the average age of staff, further increasing the health requirements and problems of these employees. This is reflected in the increasing costs of health care; a national or Eu-ropean strategy to combat work-related illnesses does not exist. Small company structures are increasing, but systems offering overall effective health care are lacking.

This is being discussed on a social level, but more in terms of health policy, labour policy or educational policy, than under the heading of safety and health. However, strengthening promotion and prevention is unavoidable, and work is a strong gate for implementing this.

Well-being at work as a product of prevention activities

The ‘Corporate culture, quality of work and employee commitment in Ger-many’s companies’ research project which was recently initiated by the Fed-eral Ministry of Labour and Social Affairs shows how close the relationship is between quality of work and commitment. Workers and managers in 314 companies from the 12 most important branches of industry were surveyed anonymously. According to the study, the job quality experienced, and the corporate culture impact on the commitment of the workers to a large ex-tent, and ultimately on the success of the company. Key factors, in addition to identification with the company, are team orientation and the leadership skills of supervisors. In the search for a connection between commitment and company success, the study produced an “extremely noticeable” cor-relation. This permitted the conclusion that commitment was a major factor

108

for company success. This was also shown by 95% of the managers surveyed regarding the commitment of workers as “extraordinary” or “very important” when asked what competition factors were important for success.

The knowledge base for improving the quality of work life, including health-promoting enterprises, has been well developed in the past. The main chal-lenge today is the knowledge-implementation gap. We need to increase the number of decision-makers both at enterprise and supra-enterprise level, who understand the implications of healthy enterprises for innovation and change.

Furthermore, we need to convince all stakeholders that in the current eco-nomic crisis, the case for investing in healthy work becomes even stronger if we want to maintain the welfare of our countries and communities.

The EU recently looked at 42 psychosocial hazards and rated them accord-ing to which ones were ‘emerging’ OSH hazards, by which they meant risks which are both new and getting worse (European Agency for Safety and Health at Work 2007). Eight were seen as strongly emerging:

Unstable labour market, precarious contracts Globalization New forms of employment, contracting practices Job insecurity Ageing workforce Long working hours Intensification of work, high workload/work pressure Lean production/outsourcing.

Changes in the OSH system

The OSH systems in Europe are built on the principle of prevention. Most of these systems have been adapted to follow the EU framework guidelines. It remains unclear, however, how sufficient these changes are for dealing with the changing world of work.

The changing world of work leads to new OSH-implications. One important implication is the need for co-operation with other fields of policy, as dis-cussed before.

Health Policy: In the field of chronic diseases, there is a need to link public health policies with the existing prevention systems of safety and health. On the European level, occupational health is seen as part of public health; the consequences, although they should be, are not dis-cussed among OSH professionals.Employment policies: The future patchwork biographies of workers must be linked with corporate prevention policies; due to the ageing workforce, work ability becomes an important issue, as all policies of employability. The whole rehabilitation system must have links to em-ployability policies on an enterprise level.Education: Qualifications will become the most important resource for all workers in two ways: For life-long coping with stress and strain, and for gainful life-long employment.Environment: The interfaces to emission are evident.

127

ReferencesAmerican Thoracic Society Statement: Occupational Contribution to the Burden of Airway Disease. 2003. Am J Respir Crit Care Med. 67. p. 787–797.

Black, D.C. March 2008. Review of the health of Britain’s working age population. Working for a healthier tomorrow. London: The Stationery Office. ISBN 978 0 11 702513 4.

The Government’s Response to Dame Carol Black’s Review of the health of Britain’s working-age population. Improving health and work: changing lives. November 2008. ISBN: 978 0 10 174922 0.

NHS. Health and Well-being. Final Report November 2009. [Cited 25.08.10]. Available from: http://www.nhshealthandwellbeing.org/.

PEROSH website. 2010. [Cited 25.08.10]. Available from http://www.perosh.eu/.

Santrock, J.W. 2007. A Topical Approach to Human Life span Development (3rd ed.). St. Louis, MO: McGraw-Hill.

Waddell, G., Burton, K., Aylward, M. 2007. Work and common health problems. J Insur Med. 39: 2. p. 109–120.

IOSHA Final conference

Title: „For healthy employees and safe workplaces” Date: May 14, 2010 (Friday) Venue: Restaurant Gundel, Budapest Programme: 09.00 – 9.30 Registration 09.30 - 09.40 Welcome - Dr. Futó Péter MGYOSZ president 9.40 -10.10 Making Europe a safer, healthier and more productive place to work

Tim Tregenza, EU-OSHA Network Manager 10.10 - 10.30 Summary and comparison of the country results of the IOSHA survey

Maria Paksi, Deputy Director International Relations, MGYOSZ 10.30 -11.00 Coffee break 11.00 -11.30 Tasks and activities of the social insurance in the prevention in Austria

Dr. Karl Körpert, AUVA/Social Insurance, Head of Department for Health and Safety at Work

11.30 – 12.00 Occupational safety and health in Europe from the employees’ point of view Károly György, EU-OSHA Vice-chairperson /Workers representative/

12.00 – 12.30 Occupational health – workplace health promotion. The necessity of new approach among employers and employees Dr. Felszeghi Sára Ph.D, national inspector of occupational health doctors, Hungary

12.30-13.00 Values and good practices in the workplace health promotion – European outlook Dr. Karl Kuhn, Chair, European Network for Workplace Health Promotion (ENWHP)

13.00 – 13.30 Discussion 13.30 Lunch Chairman of the conference: István Mandrik, Employers’ group Spokesman in the OSH Commission of the Hungarian National Reconciliation Council

work. in tune with life.

Values and Good Practices in Workplace Health Promotion –European Outlook

Conference “To better OSH Performance in CEE”

14th of May 2010 in Budapest

Prof. Dr. Karl Kuhn/ Chairman ENWHP


A Network for Workplace Health Promotion in Europe A Network for Workplace Health Promotion in Europe -- The ENWHPThe ENWHP

Concept and process Concept and process

Good Practice of Workplace Health PromotionGood Practice of Workplace Health Promotion

Who is the ENWHP Who is the ENWHP

Diffusion of Diffusion of ““Good PracticeGood Practice””

What is Workplace Health Promotion?What is Workplace Health Promotion?

Results and benefits Results and benefits

Agenda

Current Status and Added Value of Workplace Health PromotionCurrent Status and Added Value of Workplace Health Promotion


The ENWHP

Founded 1996

Secretariat

31 Members

Luxembourg Declaration

Core Goals:To establish WHP infrastructuresTo disseminate good WHP practiceTo contribute to sustainable socialand economic development


ENW

HP

-IN

ITIA

TIVE

S


Socio-psycho-somaticunderstanding of health

Focused on standardsand experts

Work and lifestyle concept Natural scientific and technical approach

Autonomy/Control over health/Social support/Participation

Disregard of psycho-socialstress and risk factors

Workplace Health Promotion

WHOOttawa-Charta

Shortfalls of Occupational

Health and Safety

European History to Promoting Workplace Health


Features of Workplace Health Promotion

Statutory requirements: Prevention of accidents and occupational diseases

Protagonists: Professionals of occupational health and safety

Expert based: Human being as object in need of protection

Identification of hazards and health risks: Administrating of dangers / perspective of protection

WHP

Deficit model: Weakness oriented and pathogenetical basic understanding

Voluntary measures: Promotion of health, motivation and work satisfaction

Protagonists: Experts of health science, psychology, sociology, HR development

Active participation of employees: Human being as autonomous subject

Identification and exploit of latitudes: Administrating of prospects / perspective of development

Potential model: Resource oriented and salutogenetical basic understanding

OSH


Changes in the OSH Routines•Traditional Approach•special: Advancement by self-conception•additive: Expert-oriented•regulation-oriented: Doing as acquittal•reactive: Measures after intramural decision-making•selective: Designing of single elements

•New Approach•networked: indivisible part of the corporate tasks•integrative: concern of all functionaries•business-oriented: Doing because of business interest•proactive: OSH as initiator of decision-making processes•system-oriented: Designing of systems


Evaluation

Project Management

Needs Analyses

Develop Measures

Implement Measures

Steering Committee on Health

Health Report(Sickness Data, Employee Survey, Expert Rating)

Information and Communication(Management, Staff)

Marketing

Health Circle

Design and Behaviour Oriented(Ergonomics, Organisation, Communication, Leadership)

Process and Outcome

Concept and Process of “Good Practice”


Executive Board/Managing DirectorExecutive Board/

Managing Director

Representative ofDisabled Workers

Representative ofDisabled Workers

OccupationalSafety Officer

OccupationalSafety Officer

WorksCouncilWorks

Council

OccupationalPhysician

OccupationalPhysician

PersonnelDepartmentPersonnel

Department

Project Management: Steering Committee on Health

Tasks:

To set priorities and goals

To coordinate

WHP measures

To evaluate programmes


„The word around the office is that you have serious attitude problem.........“


Needs Analyses: Design of Employee Survey

Information on socio-demographics and work area

Questions on perceived stresses and strains

Stresses and strains by work activities

Stresses and strains by working conditions

Stresses and strains by work equipmentStresses and strains by working time

Stresses and strains by missing control over work

Stresses and strains by leadership

Stresses and strains by colleagues

Questions on perceived health complaints

Scale:5-point Lickert-Scale


Staff of department D perceive more stresses and strains caused by work equipment than average

Staff of department B get less appreciation and support from their superiors and assess the working atmosphere more unfavourably

Staff of department C perceive more back complaints than average

Difference from Enterprise Average

-80%

-60%

-40%

-20%

0%

20%

40%

60%

80%

Department A Department B Department C Department D

LeadershipColleaguesBack ComplaintsWork Equipment

Needs Analyses: Results of Employee Survey


6-8Employees

Facilitator

Company Physician

Tasks:

To analyse the affects between working conditions

and stresses and strains

To develop proposals for improvement in health-related

working conditions

Direct Superior

Head of Department

Works Council Safety Officer

Health Circle

work. in tune with life.The cost of doing nothing

Source: the business case for a healthier workplace, IAPA, 2008

IOSHA Final Conference, May 14, 2010 Budapest, Karl Kuhn


The Process of Establishing a Health Circle and How it Works


1218

10

38

1478

22

12

37

15

69

23

10

39

14

511

22

11

37

135

9

2012

38

147

1-9 10-49 50-99 100-499 500-1.499 1500 u.m.0

20

40

602004 2005 2006 2007 2008

In %; n = 2164/2563/2531/2422/3014

Reports on Prevention 2004-2008

Diffusion of WHP: According to Size of Enterprise


54

67

20

60

33

6573

24

5159

7075

26

5360

68 71

25

58 5666

71

25

54 50

ProjectManagement

NeedsAnalyses

HealthCircle

Behaviour andDesign

Evaluation0

20

40

60

802004 2005 2006 2007 2008

In %; n = 2164/2563/2531/2422/3014

Reports on Prevention 2004-2008

Diffusion of WHP: According to Type of Measure


17%

16%

15%

16%

17%

14%

33%

29%

28%

24%

25%

18%

39%

22%

24%

22%

17%

16%

22%

23%

SocialSupport

WorkEquipment

ControlOver Work

Environment

WorkActivity

HealthComplaints

WorkSatisfaction

0% 20% 40% 60% 80%

minor moderate major

Source: Sochert, 1999

Added Value: Health BenefitN = 2.244


Added Value: Financial Benefit


ca. 9 Mrd. €ca. 13 Mrd. €

ca. 2 Mrd. €ca. 15 Mrd. €

Work-Related Early Retirement

Work-Related Diseases

Dire

ctC

osts

Indi

rect

Cos

ts

Σ = 28 Mrd. € Σ = 11Mrd. €

Σ = 39 Mrd. €

Added Value: Assessed Savings in Germany per Year


Percent Change in Sick Leave AbsenteeismØ – 26,8%

Percent Change in Medical CostsØ – 26,1%

Added Value: Financial Benefit


Research studies give proof of effectiveness and efficiency of WHP

Practice of WHP: Not every way leads to Ottawa- Diffusion could be better- Predominance of behavioural measures- Missing integration into enterprise structures and procedures- Employee participation could be better- Routines and standards for evaluation are missing

WHP is scientific based and provides methodological and pragmatic instruments suitable for practice in enterprises

Conclusion


Internet: www.enwhp.org

Network contact / NCO: [email protected]@bkk-bv.de Prof. Dr. Karl Kuhn

Thanks for Attention!

1

Investing in well being at work Addressing psychosocial risks in time of change

Brussels – 22/24 November 2010 Venue: Square, Brussels meeting center Glass entrance, Rue mont des arts 1000 Brussels

Draft AGENDA from 12/9/2010

22 November 2010 13.00/14.00: Welcome coffee & registration 14.00/15.30: Introductory session Chair: DG EMPL

Commissionaires László Andor, Employment, Social Affairs and Inclusion (tbc) Commissionaires John Dalli, Health and Consumer Policy (tbc) Belgium presidency European parliament by video (tbc)

14.30/15.00: Mapping the challenge

Presentation of the background document 15.00/15.30: The latest evidence Chair: Valentina Forastieri, ILO

Results of the project HIRES, Professor Thomas Kieselbach; Institute of Psychology of Work, Unemployment and Health (IPG), University of Bremen, Germany/Claude-Emmanuel Triomphe, ASTREES, France

15.30/16.00: Coffee break 16.00/18.00: The latest evidence

The new data from the European Working Conditions Survey could be used to give a picture of psychosocial risks and work/working conditions in the different countries, groups of workers/sectors/....Dublin Foundation

Results of a "European Survey of Enterprises on New and Emerging Risks – ESENER" Dr Eusebio Rial González, Head of the European Risk Observatory at EU-OSHA

Etude européenne PRIMA-EF-psychosocial risk management: cadre européen pour la prise en charge des risques psychosociaux: Dr Stavroula Leka , Institute for Work health and organisations, UK

Project on the impact of restructuring on health in France, Hungary, Sweden, and the U.K. that there are major health effects due to: (1) unemployment due to restructuring,(2) survival of restructuring, (3) finding new work after restructuring.Professor Brenner,

Swedish evidence of the long term impact of job loss on health, Donald Storrie, Dublin foundation Discussion 18.00: cocktail

2

23 November 2010

08.30/09.00: Welcome coffee 09.00/10.45: Taking action in the EU: The EU framework and the European social partners' agreement on work-related stress Chair: A representative from the Ministry of Social Affairs and Labour, Hungary (tbc)

European Commission's report on the implementation of the European social partners' agreement on work-related stress, Jean-Paul TRICART, Directorate General Employment, social affairs and equal opportunities, Unit Social Dialogue and Industrial Relations

Comments from the European social partners

National experiences France – Medef –Either Nathalie Buet or Veronique Cazals (tbc) CGT-France Jean-François Naton UK – Local Government Employers - Steve Sumner (National Health and Safety Policy Adviser)

(tbc) UK trade union speaker (tbc)

Discussion

10.45/11.15: Coffee break 11.15/13.00: What role for public authorities? Chair: Mr Lennart Levi, member of the Swedish Parliament (tbc)

Belgian federal legislation on prevention of psychosocial health risks related to work (law, decree, and evaluation); Valérie POUCET – FPS Employment, Labour and social Dialogue, Belgium

The response to psychosocial risks in France (Project on the role of Labour administration in psychosocial risks and collective redundancies) Jean Denis Combrexelle, Ministry of Labour (tbc)

A Nordic example or Pays Bas Concepción Pascual. Director of National Institute of Occupational Safety and Health (Ministry of

Labour and Immigration, Madrid, Spain) (tbc) Discussion 13.00/14.30: Walking buffet 14.30/16.00: First session of workshops Workshop 1: “How can OSH services be adapted to enhance performance”. Chair: Claude-Emmanuel Triomphe; Association Travail, Emploi, Europe, Société (ASTREE)

The job centers and the health, Denmark (tbc) The reform of OHS services (by a president of one big OHS service), France (tbc) The role of OHS services in Lithuania, Dr Remigijus Jankauskas, director of the Institute of

Hygiene (tbc) How to enhance performance of OSH Services, Prof. Philippe MAIRIAUX (ULG), Belgium

Discussion Workshop 2: Health and adaptation to change - pioneer initiatives

3

Chair: A representative of the CCMI

France Telecom (tbc) Arcelor Mittal, Bremen, Volker Homburg, Germany Hydromechanika a family firm specializing in metal mechanical treatment, Jarek Cieslak, Eng.

B.Sc, Poland (tbc) Claes-Göran Ivarsson, TRR Stockholm, Sweden (tbc)

Discussion 16.00/16.30: Coffe break 16.30/18.00: Second session of workshops Workshop 3: Guidelines and toolkits on restructuring and impacts on health Chair: Michael Hübel, Head of Unit "Health Determinants", DG SANCO (tbc)

Toolkits for managing the (mental) health impact of restructuring. The DG RTD funded project ProMenPol project (http://www.mentalhealthpromotion.net/, contact: Karl Kuhn) is an example of a well-know collection of good practices, Dr Richard Wynne, Work Research Centre in Ireland (tbc)

Move Europe campaign on mental health and work in tune with life (sanco project) on going Dr.Gregor Breucker, BKK Bundesverband GbR /European Network for Workplace Health Promotion (tbc)

The CBI/UKWON Resilience project team: overview paper on the work organisation dimensions of employee resilience and health in times of change (tbc)

Belgian tools for the prevention of psychosocial risks at work. Véronique CRUTZEN, psychologist, FPS Employment, Labour and social Dialogue, Belgium

Discussion Workshop 4: Psychosocial impact of adaptation to change Chair: A representative of the Unit Health, Safety and Hygiene at work, Unit F4, DG EMPL (to be

confirmed)

On the detrimental consequences of organisational restructuring and job insecurity: An overview of studies from Belgium., Prof. Dr. Hans De Witte, Belgium (tbc)

Prof. Metoda Dodic-Fikfak (Ljubljana, Slovenia (tbc) Study about prevalence of Burn out in Belgium. Prof. Isabelle HANSEZ, Belgium Prof. Jussi Vahtera (Helsinki, Finland) (tbc)

Discussion 18.00: Social event organized by the Belgium Presidency

4

24 November 2010

08.45/09.15: Welcome coffee 09.15/10.30: Chair: Pierre-Paul MAETER, Chief Executive Officier - FPS Employment, Labour and social Dialogue

Synthesis of the 4 workshops by the raporteurs o Workshop 1: Greg Thomson (UNISON UK) o Workshop 2: Benjamin Sahler (Stimulus, Paris) tbc o Workshop 3: Karina Nielsen (ENCRW DK) o Workshop 4: Jukka Vuori (FIOH Finland)

Synthesis of the SLIC, Mr Karel Van Damme Discussion 10.30/11.00: Coffee break 11.00/12.45 Round table "what to do to prevent psychosocial risk at work?" Chair: a journalist

ETUC (tbc) UEAPME (tbc) Business Europe (tbc) CEEP (tbc) Minister of employment and equal opportunities, Belgium (tbc) Minister of employment , Hungary (tbc) Minister of employment and immigration, Spain (tbc)

12.45/13.00: Final remarks made by Director General from DG EMPL (tbc) 13.00: Walking buffet

1


The European Network for Workplace Health Promotion

Promoting Good Practice forMental Health at the Workplace


The ENWHPFounded 1996

Secretariat

31 Members

Luxembourg Declaration

Core Goals:supportive WHP infrastructurescommunity of healthy workplaces


workplace health promotion• focus on working

conditions + lifestyles

• public health + OHS + HRM + organisationaldevelopment

• risk factors + resources


steering committeehealth at work

results

resultshealthcircle

corporate health reportemployee attitude survey

1

2

3


WorkplaceHealth

Promotion

MentalHealth

MentalIllnesses

Stress

the habit of constant change, mental health and well-being


2


How the Initiative Works

Internet: www.enwhp.org1

Mental Health Check:Online and Paper Version

2

Best Practice-Questionnaire: Evaluation and Certificate

3


Work in Tune with Life – Tools & Materials


Knowledge Base

Networking

Advocacy &Marketing

Training

NationalForum

NationalForum

NationalForum

NationalForum


Step by Step to Work in Tune with Life

Move Europe-Partner

Move Europe-PartnerExcellence

Best Practice Questionnaire and positively evaluated by an expert team

EU Mental Health at Work Conference on 3rd / 4th March 2011

Berlin

Mental Health Checkand certain minimum criteria


Internet: www.enwhp.org

Network contact: BKK BundesverbandEssen / Germanye-mail: [email protected]

Contact information

The Quality of Working Life

Brussels 24 - 26 November 2010European Parliament

Seminars, network events and colloquium

Ch

alle

ng

es

for

the f

utu

re

2

Organisers

in collaboration with

The Quality of Working Life : Challenges for the Future

The challenges facing the world of work are numerous, particularly during these difficult times. But this fast-changing area also offers opportunities which must be grasped. To do this, we need to take careful note of the transformations taking place, anticipate the obstacles and develop innovative strategies to make the most of the possibilities presented by new technologies, the development of knowledge and skills, diversity, workers’ mobility and so on.

Ensuring that work is of a high quality and safeguarding well-being at work represent challenges when times are tough, but they are also levers of competitiveness for our eco-nomies in a globalised world, and of sustainability for our societies’ systems of solidarity and cohesion.

Several network organisations are observers of the changes taking place in the world of work. They are conducting analysis, research and reflection in networks across Europe and they have a crucial role to play in this context. This is why, on the occasion of the Belgian Presidency of the Council of the European Union from July to December 2010, Prevent has the pleasure in offering the networks an opportunity for reflection and debate on the theme ‘The Quality of Working Life: challenges for the future’.

The networks organisations are discussing during their events, conferences, seminars and business meetings from 24 to 26 November a number of relevant topics such as economic incentives for strengthening the OSH business case, the OSH contribution to business performance, improving OSH through safety coordination, improving OSH competencies through certification, building the bridge between research and practice and violence in educational establishments, The participants at the network events will meet at the network colloquium on 26 No-vember, where experts will give their views on the practical implementation of OSH in a number of EU Member States, sustainable work as a basis for sustainable businesses, the alliance between health and employment policies, the alliance between prevention and rehabilitation and the importance of creating synergies to cope with challenges.

Marc De GreefExecutive DirectorPrevent

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22 - 24 November 2010 : conference and workshops

Investing in well being at work: Addressing psychosocial risks in times of change

The conference, organised by the Belgian Presidency with the support of the European Commis-sion as part of the week for health and safety in the workplace, aims to examine the contribution of a European social dialogue (including sector-based) to the management of stress and psy-chosocial risks. It also has the aim of examining the consequences of such risks on the various methods of management and changes in companies and sectors, and of assessing best practices in this area.

Belgian Presidency - 22 to 25 November 2010

Practicalities

WhereSquare Brussels Meeting Center (Silver), Glass entrance Mont des Arts, 1000 Brussels

ContactCatherine BartholoméBelgian Federal Public Service Employment, Labour and Social Dialoguephone: +32 (0)2 233 43 89e-mail: [email protected]

RegistrationRegistration is only possible on the basis of an invitation. Please send an e-mail to [email protected].

25 November 2010

Maintenance: Do it safely

Conference jointly organised by the European Bilbao Agency for safe maintenance works (safe main-tenance works being a theme of the European week for health and safety in the workplace, 2010-2011 campaign).

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The Quality of Working Life: Challenges for the future

Topic Economic Incentives Contractor and supply chain management

Organiser EU-Agency VCA-BeSaCC

Type Business Meeting Seminar

Participation On invitation Registration

Topic benOSH

Organiser Prevent

Type Seminar

Participation Registration

Programme - 24 November 2010

Morning

Afternoon

Topic Network Meeting Network Meeting

Organiser Perosh Enetosh

Type Business Meeting Business Meeting

Participation On invitation On invitation

Topic Research in Action Network Meeting Network Meeting

Organiser Perosh Enetosh Enwhp

Type Seminar Business Meeting Business Meeting

Participation Registration On invitation On invitation

Topic Networking cocktail

Organiser EU-Agency & Be Presidency

Type Cocktail

Participation On invitation

Morning

Afternoon

Evening


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The Quality of Working Life: Challenges for the future

Topic Network Meeting Certification of qualifications

Violence in education

Certification of Safety Coordinators

Organiser Enwhp Enshpo Enetosh ISHCCO

Type Business Meeting Seminar Seminar Seminar

Participation On invitation Registration Registration Registration

Topic Investing in human capital and wellbeing at work: towards sustainable work

Organiser Prevent

Type Colloquium

Participation Registration

Topic Network Meeting Certification of qualifications

Violence in education

Certification of Safety Coordinators

Organiser ISHCCO Enshpo Enetosh ISHCCO

Type Business Meeting Seminar Seminar Seminar

Participation On invitation Registration Registration Registration

Morning

Noon

Afternoon


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24 November 2010 - Business meeting

The economic incentives expert group is an established Agency expert group which gives advice and input to the related Agency products and helps to promote the products among stakeholders. Following the EU OSH Strategy 2007-2012 the aim is to stimulate discussions in Member States about economic incentives in OSH which are regarded as an effective tool to achieve less accidents and better working conditions.

Economic incentives strengthen the OSH business case

Practicalities 24 November 2010 From 9:00 to 12:00 Venue: European Parliament On invitation

Contact European Agency for Safety and Health at Work Dr. Dietmar Elsler e-mail: [email protected] phone: +34 944 795 744

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24 November 2010 - Seminar

Within the benOSH (Benefits of Occupational Safety and Health) project a study was conducted to evaluate the costs of accidents at work and work-related ill health and to demonstrate the incremental benefit to enterprises if they develop an effective prevention policy in Occupational Safety and Health. The research project relied on a two-track ap-proach comprising a desk research (scoping study/ literature review) and a field research based on multiple case studies. The project is funded by the European Commission under the heading Socio-economic costs of accidents at work and work-related ill health (VT-2008/066).

Providing companies an insight in the costs and benefits of occupational safety and health can contribute to healthy work but also to a healthy economy. According to the ILO the total costs of work-related accidents and ill-health amount to approximately 4 per cent of the world’s GDP (ILO, 2006). A considerable loss that has a negative effect on economic growth and puts a burden on society. Thus preventing occupational accidents and diseases should make economic sense for society as well as being good business practice for com-panies.

The seminar on the 24th of November will present the results of the benOSH project as well as keynotes that emphasize the link between occupational safety and health and business performance. An open discussion between speakers and attendants will give the possibil-ity to exchange experience and outline future pathways for research and raising awareness about the benefits of investing in occupational safety and health.

Benefits of occupational safety and health: towards a sustainable productivity

Practicalities 24 November 2010 From 14:00 to 17:30 Venue: European Parliament Registration required

Contact Prevent Karla Van den Broek e-mail: [email protected] phone: +32 (0)2 643 44 44

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ProgrammeChairpersonWolfgang Schröter, President of the European Association of National Productivity Centres (Eanpc)

13:45 Registration of participants14:00 Welcome address by the chairperson14:10 The benefits of occupational safety and health in the perspective of the EU employment policy and strategy14:30 benOSH, a project on the benefits of occupational safety and health Marc De Greef, Executive director, Prevent Lothar Lissner, Managing director, Koop15:10 Coffee Break15:30 Return on Prevention Thomas Kohstall, Head of Department Organization and Finances, Dguv15:50 Why we need both: external incentives and internal business case in OSH Dietmar Elsler, Project manager, European Agency for Safety and Health at work16:10 Comments by: Kris De Meester, Business Europe NN, European Trade Union Institute Luc Van Hamme, Advisor to the Belgian Minister of Work16:45 Discussion17:15 Closing remarks Marc De Greef, Executive director, Prevent17:30 End of the seminar

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BeSaCC-VCA not-for-profit organisation has as an aim :- the promotion of an effective relation between clients and contractors by the application of the Belgian system of certification VCA and the system of BeSaCC certificate; - the organization and the management of systems VCA and BeSaCC, each one according to its own identity; - the establishment, the interpretation and modification of the lists of criteria VCA and BeSaCC; - the delivery of the BeSaCC certificates; - the development of all actions useful within the framework of the application of evaluation systems as regard to safety at work in the relations between

clients and contractors.

ProgrammeNowadays businesses can only be successful if they are able to control the whole of their contractor and supply chain(s). Uncontrolled and/or undesired events and activities linked to contractors and suppliers have a potential of negatively impacting the OSH-performance of the clients, delaying the delivery of services, goods and projects, harming productivity, and threatening their business continuity. Sometimes contractors and suppliers even damage the reputation and market position of the companies they work or deliver for.Keynote speakers will develop the business case of contractor and supply chain manage-ment in theory and practice. The impact and future development of international framework agreements, NGO-action, international standards (ISO 26000), contractor and supply chain management schemes will be examined with a specific focus on the health and safety of the workers involved.

Contractor and supply chain management: an asset for successful businesses


Contact asbl BeSaCC-VCA e-mail: [email protected] phone: +32 (0)2 515 08 54

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25 November 2010 - Network meeting

PEROSH coordinates and cooperates on European research and development in occupational safety and health. It is a high-level research network aiming at improving the quality and dissemi-nation of working life research via joint collaboration on priority topics, sharing of knowledge and resources and a proactive dialogue with the EU, national and international partners.This meeting is exclusively for the network members.

PEROSH


Contact Perosh Nele Roskams e-mail: [email protected] phone: +32 (0)2 643 44 62

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PEROSH coordinates and cooperates on European research and development in occupa-tional safety and health. It is a high-level research network aiming at improving the quality and dissemination of working life research via joint collaboration on priority topics, sharing of knowledge and resources and a proactive dialogue with the EU, national and interna-tional partners. The network comprises 13 Occupational Safety and Health (OSH) institutes, all playing key roles in their national affiliations to governments/authorities and health and accident insurance systems. The uniqueness and strength of PERO-SH lies in the comprehensive interdisciplinary collaboration between leading OSH research institutes in Europe.PEROSH partners are strongly committed to maintain a proactive dialogue with the EU and other international and national OSH-partners and to explore paths to optimize the

added value to Europe of the research, dissemination and funding efforts in this field.

Research in action. Removing the gap between research and practical prevention


Contact Perosh Nele Roskams e-mail: [email protected] phone: +32 (0)2 643 44 62 www.perosh.eu/p/newsria

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Programme13:30 Welcome Marc De Greef, Steering Committee Perosh13:40 Research in action: Importance, drivers and practical examples Chair: Dr. Palle Ørbæk, chairman of Perosh13:45 Keynote 1: Science meets Practice – Drivers for applied OSH-research Dr.Dietmar Reinert, Scientific Chairman of Perosh, Institute for Occupational Safety and Health (IFA – DGUV)14:10 Keynote 2: OSH and Corporate Competitiveness in a Global Context Dr. Guy Ahonen, Research professor, Finnish Institute of Occupational Health (FIOH)14:35 Perosh cases Return-to-work intervention on a national scale in Denmark – Research and action M. Glen Winzor, Senior Consultant, National Research Centre for the Working Environment (NRCWE) Improvement of both productivity and working conditions, with special focus on MSD. Ms. Gu van Rhijn, Senior project leader, TNO Work and Employment Enhancing mental health of employees working long hours through flexible time arrangements Dr. Dorota Zolnierczyck-Zreda, Department of Ergonomics, Laboratory of Work Psychology and Sociology, Central institute for Labour protection, (CIOP- PIB) Noise at work: ISIT, a tool from research to practical intervention Dr. Séverine Brunet, Head of the Work Equipment Engineering division, Institut National de Recherche et de Sécurité (INRS)15:35 Break16:00 Vision and expectations of the social partners and government from research in action Chair: Dr. Didier Baptiste, Vice-chairman of Perosh Mr. Kevin Mc Carthy, Director Public Health Research, DG Research Mr. G. Herbillon, Policy Officer, Health, Safety and Hygiene at work, DG Employment Mr. Kris De Meester, Chair Health and Safety working group, Business Europe Mr. Stefano Boy, Health and Safety Department, ETUI Dr. Erkki Yrjanheikki, Governmental group, Advisory Committee on Safety and Health17:20 Vision of Perosh on Research in action Dr. Didier Baptiste, Vice-chairman of Perosh17:35 Conclusions Marc De Greef, Steering Committee Perosh

17:45 End of the seminar

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The European Network for Workplace Health Promotion is an informal network of national occupational health and safety institutes, public health, health promotion and statutory social insurance institutions. In a joint effort, all the members and partners aim to improve workplace health and well-being and to reduce the impact of work related ill health on the European workforce.This meeting is internal to the members of the network


Practicalities 25 November 2010 From 12:30 to 17:00 Venue: Prevent, rue Gachard 88 – 1050 Brussels On invitation

Contact Karen Muylaert e-mail: [email protected] phone: +32 (0)2 643 44 44

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The “European Network Education and Training in Occupational Safety and Health” (ENETOSH) is a special communication platform for sharing information and experience on education and training in European and international OSH matters.The network was set up with the help of the European LEONARDO education programme and is in line with the European Community Strategy for Health and Safety at Work 2007-2012.The aim of ENETOSH is to bring about a significant improvement in the quality of education and training in occupational safety and health and to provide long-term support for measures to mainstream safety and health into the education system. The creation of ENETOSH has pro-vided a network for knowledge-sharing between experts for OSH and education, from kinder-garten to continuing vocational training. The network is aimed at both teaching staff and per-sons involved in national and international policy-making in the realms of OSH and education.This meeting is internal to the members of the network

The European Network Education and Training in Occupational Safety and Health

Practicalities 25 November 2010 From 11:00 to 17:00 Venue: Prevent, rue Gachard 88 – 1050 Brussels On invitation

Contact Institute for Work and Health (IAG) of the German Social Accident Insurance (DGUV) Dr. Ulrike Bollmann e-mail: [email protected] phone: +49 351 457 1510

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The European Network for Workplace Health Promotion is an informal network of national occupational health and safety institutes, public health, health promotion and statutory social insurance institutions. In a joint effort, all the members and partners aim to improve workplace health and well-being and to reduce the impact of work related ill health on the European workforce.This meeting is internal to the members of the network



Contact Karen Muylaert e-mail: [email protected] phone: +32 (0)2 643 44 44

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26 November 2010 - Workshop

The “European Network Education and Training in Occupational Safety and Health” (ENETOSH) is a special communication platform for sharing information and experience on education and training in European and international OSH matters. The network was set up with the help of the European LEONARDO education programme and is in line with the European Community Strat-egy for Health and Safety at Work 2007-2012.The aim of ENETOSH is to bring about a significant improvement in the quality of education and training in occupational safety and health and to provide long-term support for measures to mainstream safety and health into the education system. The creation of ENETOSH has provided a network for knowledge-sharing between experts for OSH and education, from kindergarten to continuing vocational training. The network is aimed at both teaching staff and persons involved in national and international policy-making in the realms of OSH and education. The partners in the EU ENETOSH project have drawn up a Standard of Competence for Instructors and Trainers in Safety and Health. The validated version of this standard has been re-launched on 9th Sep-tember at the WorkingOnSafety.net Conference in Roros, Norway. ENETOSH received the LEON-ARDO Award 2009 “Innovation in Practice”.

ProgrammeViolence is a challenge that is getting more and more important for teachers and trainers. The event will present different scenarios of violence in educational establishments, especially at school. The focus of this event will be on the so called Third-Party-Violence. The new Multi-Sec-toral guidelines to tackle third-party violence and harassment related to work will be introduced. Finally the presentation of a whole school approach will exemplify how to cope with the chal-lenge of violence.

Violence at educational establishments


Contact Institute for Work and Health (IAG) of the German Social Accident Insurance (DGUV) Dr. Ulrike Bollmann e-mail: [email protected] phone: +49 351 457 1510

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26 November 2010 - Business meeting

ISHCCO is the only pan European body representing the interests of construction safety co-ordination both during the project preparation stage or the project execution stage. ISHCCO’s aim is to improve safety co-ordination by helping the National bodies of safety co-ordinators by creating transportable standard to ensure that all professional safety co-ordi-nators in Europe can be trained to the appropriate level and by ensuring that the Directive is

developed where necessary to help the industry to address construction worker well-being.

ProgrammeISHCCO is planning its programme of work for the next ten years to improve construction worker well being. After reviewing our achievements over the seven years since our creation we will give particular attention to the progress of our current major project, a pan European certification scheme for Safety Co-ordinators.The afternoon session will then focus on our programme of work in the next ten years to achieve our aims of:- Affirming the professional identity of health and safety co-ordinators in Europe;- Facilitating the exchange of information relevant to health and safety co-ordination;- Supporting multilateral collaboration between National Members;- Striving for a single voice for the health and safety co-ordination profession in Europe;- Representing members with European and international authorities;- Asserting the status, role and responsibilities of the professional health and safety co-ordinator in society;- Safeguarding and promoting the professional interests of health and safety

co-ordinators within Europe.

Safer and Healthier Workers through better Safety Co-ordination

Practicalities 26 November 2010 From 9:00 to 11:00 Venue: AM European Parliament In the afternoon the meeting continues at Prevent, rue Gachard 88 – 1050 Brussels Registration required

Contact ISHCCO Jean Pierre Van Lier Philip Baker e-mail: [email protected] e-mail : [email protected] phone: +32 476 49 98 00 phone : +44(0)78 3141 4464

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ENSHPO is a network of health and safety professional organisations in Europe. ENSHPO was established in 2001 to represent the views, opinions and concerns of an extensive group of prac-titioners, operating as a dialogue partner with national and international authorities, and co-oper-ating with other organisations and institutions in Europe.The aims of ENSHPO are to:- promote participation from health and safety professional organisations across Europe and to involve the organisations in the network’s activities;- create an informal and formal platform for professional organisations and provide a supportive environment;- enter into discussions and co-operate with relevant European and international organisations and associations;- provide a forum that facilitates the exchange of information, experience and good practice on a wide variety of topics;- advocate health and safety in the work environment.

ProgrammeENSHPO is developing a series of European certification standards for occupational safety and health. The standards help to verify the competence of OSH professionals and are particularly relevant for people with professional remits across several European countries. ENSHPO is currently working on the EUSAFE project aiming to develop a new professional quali-fication and training framework based on the already existing certification standards. The project will make use of the instruments created at EU level (ECVET and EQF) and the vol-untary certification standard EurOSHM, developed by ENSHPO. The outcome will be a suitable range of standardized profiles to cover the different levels of qualifications and roles of OSH professionals. The seminar will shed a light on the aims and means of the project and the current state-of-the-art of the qualification standards.

Towards an European harmonized qualification for Occupational Safety and Health professionals

(ENSHPO EurOSHM and EUSAFE project)

Practicalities 26 November 2010 From 9:00 to 11:00 Registration required

Contact Enshpo secretariat e-mail: [email protected] phone: +44 116 257 3183

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26 November 2010 - Colloquium

ProgrammeChairman: Paul Windey, President of the National Labour Council

11:35 Welcome address Paul Windey 11:40 Comparative analysis of the OSH strategies in some EU Member States Lothar Lißner, Managing director, Koop12:00 Sustainable work as a basis for sustainable businesses Frank Pot, Professor of Social Innovation, Radboud University12:15 Healthy workers in healthy companies: an synergy between health and employment policies Karl Kuhn, Chairman of the ENWPH 12:30 Prevention, Rehabilitation and Inclusion - a strategic alliance Friedrich Mehrhoff, Director of Rehabilitation Strategies, Dguv 12:45 Coping with challenges through synergies (tbc) László Andor, Commissioner, Employment, Social Affairs and Inclusion (tbc)13:00 Working in extreme conditions : the experience of the OasISS-mission Frank De Winne, ESA astronaut13:25 Closing address

Marc De Greef, Executive Director, Prevent

Investing in human capital and wellbeing at work:towards sustainable work


Contact Prevent Veronique de Broeck e-mail: [email protected] phone: +32 (0)2 643 44 44

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Registration Form for the Colloquium

Return this form to Prevent, Rue Gachard 88, 1050 Brussels or via e-mail to [email protected] or via fax +32 2 643 44 40

Dead-line for registration 19 November 2010.

I register for the Colloquium on 26 November 2010 in the European Parliament, Brussels, from 11:30 to 13:30

Name:

First Name:

Function:

Company or organisation:

Address:

ZIP and city:

E-mail address:

Phone number:

Signature:

PracticalitiesVenue: European ParliamentRue Wiertz 601047 Brussels

Otherwise see specification

RegistrationRegistration is free but obligatory in any case. Contact the organisator of each seminar to register.

LanguageThe language of the meetings and seminars is English.

SecurityThe European Parliament building can only be accessed by registered persons. A passport or identity card will be requested at the entrance. No last minute registration will be possible.

General informationPreventRue Gachard 881050 Brusselse-mail: [email protected]: +32 (0)2 643 44 44

ISSA European Network Technical Seminar on

Social security and psychosocial health problems

28-29 October 2010

Rome, Italy

PROGRAMME THURSDAY, 28 October 2010 08:30–09:30 hrs. Registration 09:30–09:40 hrs. Welcoming remarks:

Mr. Marco Fabio SARTORI, President of the National Employment Accident Insurance Institute of Italy (INAIL)

09:40–10:00 hrs. Introductory speech:

Mr. Hans-Horst KONKOLEWSKY, Secretary General, International Social Security Association

10:00–10:30 hrs. Psychosocial health and related risk factors: European trends The session will provide a context for the ensuing discussions by providing a global perspective on the mental health area, and will specifically refer to recent research, trends, types of problems and expectations concerning the evolution of this area in the future.

Keynote presentation: Prof. Jorma RANTANEN, Former President of the International Commission on Occupational Health (ICOH) (Finland)

Discussion 10:30–11:00 hrs. Coffee/tea break 11:00–13:00 hrs. Managing workers’ mental health problems: challenges for social

security administrations The session will explore how different social security schemes are tackling the issue of workers’ mental health problems at the workplace, which are increasingly responsible for long-term sickness absences, occupational diseases compensation and disability pensions. The discussion will also focus on the challenges that workers’ psychosocial problems pose in terms of employability. Moderator: Dr. Giuseppe BONIFACI, Coordinator of Medical

Department, INAIL, Italy

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Keynote presentation: Mr. Petter ODMARK, Senior Specialist, Swedish Social Insurance Agency

Panel discussion - Massimo PICCIONI, INPS (National Social Insurance Institute),

Italy - Steen Øestergaard JENSEN, National Board of Industrial Injuries,

Denmark - Evert Jan VAN LENTE, AOK (National Federation of Local

Sickness Funds), Germany - Marketta RAJAVAARA, Social Insurance Institution, Finland Questions and answers

13:00–14:30 hrs. Lunch 14:30–16:00 hrs. Prevention of workers’ psychosocial health problems

The session will focus on workplace risk factors for workers’ mental health and the role of the enterprise (e.g. in health promotion). The debate will also investigate the cumulative impact of risk factors inside and outside the workplace on workers’ psychosocial health and the role of various social security bodies in preventive actions. Moderator: Mr. Marc DE GREEF, Executive Director PREVENT,

Belgium Keynote presentation: Dr. Gregor BREUCKER,

Deputy Head of the Department of Health Promotion BKK Federal Association (Germany); Secretary of the European Network for Workplace Health Promotion (ENWHP)

Panel discussion

- Ulla NAGEL, Psychologist, IPU, Germany - Sergio IAVICOLI, INAIL, Italy - Martin GLEITSMANN, Austrian Federal Economic Chamber,

Austria - Jorma RANTANEN, Former President of the International

Commission on Occupational Health (ICOH), Finland

16:00–16:30 hrs. Coffee/tea break 16:30–17:30 hrs. Panel discussion and questions (cont’d) 20:00 hrs. Dinner

FRIDAY, 29 October 2010 09:30–10:45 hrs. Reintegration of workers with mental health problems

The session will present good practices for positive and early intervention and reintegration of workers who have experienced psychosocial health problems, and explore the role of different social

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security administrations as well as the potential for improved sharing and collaboration in order to enhance current practices in occupational reintegration Moderator: Dr. Ulla NAGEL, Psychologist, IPU, Germany Keynote presentation: Mr. Marc DE GREEF, Executive Director, Prevent (Belgium)

Panel discussion

- Katrin BOEGE, Institute of Work and Health of the DGUV, German Social Accident Insurance), Germany

- Edoardo MONACO, State University La Sapienza, Department of Occupational Medicine, Italy

- Petter ODMARK, Swedish social Insurance Agency, Sweden 10:45–11:15 hrs. Coffee/tea break 11:15–12:30 hrs. Panel discussion and questions (cont’d) 12:30–13:00 hrs. Final remarks:

Mr. Hans-Horst KONKOLEWSKY, Secretary General, International Social Security Association

13:00–14:00 hrs. Lunch

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Prevention of workers’ psychosocial health problems – good practice in

enterprises

Dr. Gregor BreuckerBKK Federal Association, Germany

Rome / October 28, 2010


Quality

Innovation

Proximity to customers

and efficiency

Third largest social health insurer

13 million insured persons (18%)

Approximately 100 BKK‘s

Headquarters in Essen/Germany

www.bkk.de

BKK Federal Association

work. in tune with life. work. in tune with life.

Burden of chronic diseases, social inequalities, technology and demographic change – the challenges


Ill-health at work: what are our problems?

Back Soul Heart


http://www.tagesschau.de/wirtschaft/francetelecom100.html 1.09.2009

Series of suicides shakes France Télécom to the core …

24 suicides within 18 months!

2


WorkplaceHealth

Promotion

MentalHealth

MentalIllnesses

Stress

What are we talking about?.....


Hearts and Minds at Work(Reference: WorkHealth 2007)

• job stress has been linked to various mental healthproblems

• higher risk is associated with high job strain or high effort-reward imbalance experience

• poor social support = increased risk• the risk of a mental disorder is doubled if people

are unemployed• high level of job strain + high job insecurity

= 14 times more likely to experience depression


Stress prevention at work• broad know-how about risk factors

– job demands / job control / recognition– quality of leadership is key

• work intensification – no escape in times of globalisation?

• dominance of training approaches to improveindividual coping skills (stress management)


Stress prevention at work• risk assessment – focus of social partner

debate– level of compliance with legal provisions?– integration of psychosocial risk factors?– objective versus subjective measures?– top-down versus bottom-up approach?– „employer territory“ versus co-determination culture?

• decision authority in relation to crucial frameworkconditions for the production process (demands, speed etc.)


steering committeehealth at work

results

resultshealthcircle

corporate health reportemployee attitude survey

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2

3


The Acceleration Trap….• increasingly faster, higher, further…• three patterns of destructive activity

– too many activities (overloading)– too many kinds of activities (multiloading)– the habit of constant change

• many companies land in the trap after an exhilarating ride;

• Consequence: both company and employees end up in a downwards burnout spiral

Heike Bruch (St. Gallen) / Jochen I. Menges (Universität Cambridge), Harvard Business Review April 2010

3


The Acceleration Trap….

• Which of our current activities wouldwe start now if they weren‘t alreadyunder way?

• Then eliminate all the others!

Heike Bruch (St. Gallen) / Jochen I. Menges (Universität Cambridge), Harvard Business Review April 2010


Food for thought …

• globalised societies require a high levelof effort to build a personal identity

• erosion of traditional lifestyles• personal responsibility becomes

significant• societal pressure to lead an individual

way of life• increased freedom – but also the

increased risk of failing


WorkplaceHealth

Promotion

MentalHealth

MentalIllnesses

Stress



Mentally ill at work• depression, burnout, anxiety, addictive

disorders• at least a relative increase….• hidden disease processes• corporate culture is key• the stigma of no longer being efficient

and/or highly productive


Field of action: support those in need

• accepted field of action in practice

• employee assistance programmes in combination with leadership trainingprogrammes

• return to work

• the taboo is gradually being erased –however the stigma remains


WorkplaceHealth

Promotion

MentalHealth

MentalIllnesses

Stress


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Field of action: positive mental health• positive mental health – joy – engagement – satisfaction

• internal and external resources for mental health

• participatory management culture = most important externalresource for mental health– individual leadership practices– corporate policies & infrastructures

• training / including health competencies

• measures which strengthen a culture of mutual trust and mutualappreciation and esteem


involvement & trust

& mutual appreciation


workplacehealth

promotionstrengthenresources

supportthose in

need

avoidinappropriatestress levels

Mental Health at Work – Fields of ActionWorkplace Health Promotion


Social health insurance response in Germany

• part of national prevention / health promotion targets• integral part of national guidelines for workplace

health promotion (basis for expenditure)• support of various awareness raising initiatives at

local, regional, national and European level• innovative approaches to develop support

infrastructures for SMEs

Increase the number of older employees participating in workplacepreventive measures for the reduction of psychological strain by 10% within two years.

Target 3

Increase the number of workplace preventive measures focussed on strategies to cope with stress / stress management by 10% withintwo years.

Target 2

Increase the number of workplace preventive measures focussed on health-conducive leadership of employees by 10% within twoyears.

Target 1

Key objective: working environment-relatedprevention

"Reduction of mental health problems"

Increase the number of enterprises which provide special offersfor employees to improve the balance between their private and working life by 10% within two years.

Target 3

Increase the number of enterprises in which health circles areconducted by 10% within two years.

Target 2

Increase the number of enterprises with steering groups at operational level by 10% within two years.

Target 1

Key objective: working environment-relatedprevention

„Promoting the salutogenic potential of working life"

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Mental Health is the emotional and spiritual resilience which enables us to enjoy life and survive pain, disappointment and sadness. It is a positive sense of well-being and an underlying belief in our own dignity and self-worth.

Reference: British Heart Foundation 2008 / Think fit! Think well! A guide to developing a workplacemental wellbeing programme


Thank you!

Documents

AGENDA - Europa · AGENDA „Zukunft von Gesundheitsprävention und Gesundheitsförderung am Arbeitsplatz“/ “Future of prevention and health promotion at the workplace” Montag