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June 2017

Hoe kan een werkgever de gezondheid van zijn werknemers aansturen?

Waarom investeren bedrijven erin?

Wat doet Wolters Kluwer op Corporate en Belgisch niveau voor zijn medewerkers?

Health & Well-being

Inhoudstafel

Trends

Well-being framework & roadmap

Business Link - Wolters Kluwer Corporate

Tools & Techniques

Well@work Wolters Kluwer België

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2015 global average trend

rate was 8.7% and 5.5% percentage points higher than the average inflation rate of 3,2%; for 2016 projected to be 9.1% − 5.6% higher than average inflation.

Top reported conditions driving costs throughout

the globe Population aging

Overall declining health

Poor lifestyle habits

Cost shifting from social programs

Health care trend rates continue to exceed general inflation rates

Expect further healthcare cost

escalation

2016 Global Medical Trend Rate Survey Report

67%

53%

43%

Cardiovascular

Cancer

Gastrointestinal

Global Health Care Trends

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Belgium 2017

50% of the Belgians fear suffering burn-out of which 1 on 8 within less then a year (22 april 2017, KUB survey)

Over 400.000 employees home due to illness, 1/3 due to psycho social disorder (RIZIV figures 2017)

RVA RIZIV

Source: VOKA

Historical turning point: incapacity to work > unemployed rate

Belgium 2017

35% psycho-social

Increasing trend of psycho-social and osteo-articular conditions

29% osteo-articular

Long term illnesses (RIZIV):

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Key Trends versus top Rewards Priorities

Key Trends

Top Issues

Key Reward Projects

• Medical inflation

• Burden of illnesses change

• Social security Shift

• People live longer - Need to work longer

• Healthcare/absenteïsm cost increase/containment

• Changes in healthcare costs

• Redesign benefits – create ownership –design flexiblebenefits

• Implement health & well-being strategy

• Central management for design changes or implementingnew plans

Aon Hewitt 2016 Rewards Survey details ref. annex

87% of those surveyed responded that they currently or plan to invest in employee wellbeing as part of their employee engagement strategy

97% of respondents agree with the statement that wellbeing positively influences engagement.

What gets in the way of a good healthI’m not always honest

with myself about how healthy I am.

Getting healthy isnot easy.

Many aspects of life are stressing me out.

59%say they’re in at

least good

health but are

actually

overweight or

obesefor the employer

85%

Lack of time and

affordability are the hurdles

cited most often

Top 5Stressors

47% Financial situation

40% Work changes

37% Work schedule

34% Work relationships

34% Control over how I do my work

of consumers

say at least one

obstacle gets

in the way

Source: 2014 Consumer Health Mindset Survey; Aon Hewitt, the National Business Group on Health and The Futures Company

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Well-being

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Promotes Healthy, Sustainable Habits and Drives Business Outcomes that matter

Putting it all together to create a mission-critical business driver

“ Take care of your employees and they willtake care of your business ”

(Sir Richard Branson, founder, Virgin Group)

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Results

Productivity

Healthy

& vital

Increased job satisfaction

Sustainablecareers

Highlymotivated

Moving from Compliance to Commitment

• Creates unsustainablebehaviour change due toexternal motivation:

• Non-renewable

• Short term

• Not in line with theemployees values & beliefs

Compliance

• Creates sustainable behavior:

• Renewable

• Long-term

• In line with the employees´values & beliefs

Commitment

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Well-being Framework

Well-being “influencers”

External Trends Stakeholders

RegulatoryLandscape HR strategy

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Well-beingphilosophy

Scope of core requirements

Governance

Admin./delivery

Financing

Country and program prioritization

Resource engagement

Sourcing

Communication

Local program alignment

Measurement

Foundation

Why ?

Global principles

Measures of success

Breath of commitment

Accountability

Stakeholders

Brand

Action Plan

General & company specific profile

Country profile

• Health status -health concerns

• Readiness for change

• State of existing infrastructure

• Country regulations

• “Grass roots” activity

• Existing spend

Creating a Global Framework

Current State

Global Health & Well-being Roadmap

Growing Our Business by focusing on value creation

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2017 “Be Well Objectives”

Implement strategies to engage senior leadership and mid-level manager visibility and support

Target screening and health assessment completion and use results to address population specific needs through programming and future program year structure

Continue to enhance wellness champion tools and resources, including face to face opportunities with Wellness Manager, engagement tracking, and budget, to enable and

encourage them to implement local activities

Increase spouse participation through different communication vehicles

Offer incentives valued by employees to promote engagement and increase participation while offering meaningful supplemental rewards

Wolters Kluwer Well-being Program: Be Well

The Be Well Well-being program offers programs and education around four pillars of well-being: Social; Emotional; Physical; andFinancial

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Wolters Kluwer Corporate

Title of presentation 19

Be Well at Your Fingertips!

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Key Succes Factors: branding - communication

“Be Well” Website

Well-being champions

Inclusion of dependents

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From educational health screening events and online health assessments, to personalized coaching programs and unique wellness challenges, you can connect with others who share your goals and inspire you to succeed all on Be Well.

Be Well Rewards Program

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Health Screening

On-site Health Screening Event (Employees Only-June)

Physician Screening Form (Exams completed after 4/1/17 will be accepted)

Health Assessment (available online and during onsite screening event via iPad)

Health Coaching Complete six non-tobacco well-being goals with a Health Coach

Must enroll in coaching by December 31, 2017

Passport (5/22/17-7/16/17) On-line Activity Program

10k a Day (8/28/17-11/19/17) On-line Well-Being Program

3rd Challenge TBD (Early 2018) On-line Well-Being Program

Activity Trackers Log 75 sessions (once per day per tracker) in one or a combination of the Cardio,

Strength, and Flexibility Tracker Tobacco Cessation Program

Complete five Quit for Life sessions with a Quit coach. You must enroll by December 31, 2017.

Attend Four Live or Self- Guided Webinars BCBS Condition or Case Management

Actively work with a BCBS clinician toward goals that you and the clinician have established.

$200e-Gift Card

Over 3000 employees and eligible spouses/domestic partners earned a $200 e-gift card during the 2016-2017 well-being year

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US program

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Employee achievements & testimonialse

I just wanted to take a minute to say Thank You for leading an organization that supports and promotes wellness programs such as Feel Like A Million. I really appreciate that this program takes a holistic view of wellness and life balance and I think it speaks well of the organization

I love this web site and the activities on it. It really does help me to stay focused on my health bygiving me another ‘reason’ todo what I should do automatically, exerciseand eat right. Thanks for all you do. It really does make a difference

Over 3000 employees and eligible spouses/domestic partners earned a $200 e-gift card during the 2016-2017 well-being year

Tools

Title of presentation 26

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• From trying out (new) challenges to building

healthier habits

• Tailoring: challenges based on personal

profile,

• Behaviourally, mentally, physically

• 8 integrated risk areas

• Self-management

Adjust daily goal

Your daily goal is not reached yet.

With 1725 steps out of 5000

you still have 3275 to go.

Another half an hour walking

to reach you goal

(4000 steps = 34 minutes)

Back

Activity tracking integrated in the coaching

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42%

31%

39%

24%

37%

35%

37%

48%

36%

41%

38%

27%

39%

42%

32%

37%

41%

45%

27%

31%

40%

35%

36%

35%

35%

35%40%

• 480.000 European

smokers registered

• in 27 member states

• 28 languages

• >30% quit rate

on averagevs 4% baseline quit rate without intervention1

www.stopsmokingcoach.eu 1 David L., Amanda G., Patricia M., David A, & Tracy O. (2010) Modeling the Impact of Smoking

Cessation Treatment Policies on Quit Rates. Am J Prev Med, 38, 364-372.

iCoach for EC

70% lose significant weight120.000 users

Randomized Controlled Trial & Health Economics Analysis

Decreased cardiovascular risk For Belgian Cardiology League

smoking cessation, more balanced eating, physical activity

>30% smoking cessation rate 40.000 FC Barça supporters

European Lung Foundation Award

Health app as effective as F2F coachingVia i-Minds ICON project with KULeuven

Randomized Controlled Trial

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Tangible Results Reduced Psychosocial Risk : 68% experienced less stress,

65% less depressive complaints, 62% sleep better

Less risk of alcohol abuse: 70% drink significantly less; 38%

not daily anymore

> 30% quit smoking

70% of obese employees lost weight

On average 350€ ROI per employee per month - through

less presentism en absenteeism

Waarom Well@Work ?

Title of presentation 32

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Waarom nog?

Verantwoordelijkheid als werkgever

Verzuimcijfers 2012-2013 Kort verzuim onder NIS norm

Maar, lang verzuim boven NIS norm

Vaststelling aantal burn-outs

Signalen medewerkers, OR en CPBW

+ Maatschappelijk debat rond stress & burn-out

Recente wetgeving: inhaalbeweging

Title of presentation 33

Hoe hebben we dat aangepakt?

Title of presentation 34

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Totaaloverzicht Belgische roadmap

Afspraken over

uitgangspunten op

directieniveau

Visie uitgewerkt

Welzijnsbeleid uitwerken

Foundation Opmaak frameworkCurrent state

Stakeholdersanalyse

Oorzakenanalyse

Bevraging

medewerkers

Reeds bestaande

building blocks

Nieuwe wetgeving

Alignering met

Corporate Be Well

approach

Deelprojecten

prioritiseren

Implementatie + VEEL

communicatie

Continue afstemming

HR beleid

Meten

Buy-in directie en

sociale partners

Actieplan

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Gestart met oorzakenanalyse

Gebaseerd op model van Karasek:

“jobvereisten, regelmogelijkheden en

sociale support”

Gesprekken medewerkers met stress en burn-out

Output OR en CPBW

Signalen medewerkers/teams/leidinggevenden

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Dit vertelden de medewerkers onse

vinden het positief dat Wolters Kluwer het probleem van stress onder werknemers erkend.

Onzekerheid over plek in de organisatie, geruchten en onduidelijkheid zijn ook mogelijke oorzaken

Vele veranderingen en gebrek aan focus en prio’s, complexiteit wordt als een belangrijke oorzaak gezien

hebben geleerd dat het erg belangrijk is om open met medewerkers te praten over het topic stress en op tijd in te grijpen / communiceren als er signalen zijn.

Graag acties en oplossingen zien vanuit Wolters Kluwer en niet enkel theorie over stress.

Visie en uitgangspunten

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Gedeelde verantwoordelijkheid

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Openheid creëren

Title of presentation 40

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Neen zeggen mag

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Jij als manager

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HR, de preventieadviseur en je vertrouwenspersoon zijn daar

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De implementatie

Title of presentation 44

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Stap 1: Awareness creëren + stigma stoppen

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Stap 2: ondersteuning voor managers

Hoe herken ik stress bij mezelf?

Hoe herken ik stress bij mijn medewerkers?

Wat kan ik doen aan

stress-signalen?

The manager’s Stresstoolkit

• Herkennen van stresssignalen

• Guidelines voor stressgesprek

• Hoe omgaan met iemand die afwezig is door stress

• Hoe werkklimaat verbeteren

• Guidelines re-integratiegesprek

Stress sessies

• Herkennen van stress

• Eerste hulp bij stresssignalen

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Stap 3: medewerkers weerbaarder maken

Stress-sessies

• Herkennen van stress

• Eerste hulp bij stresssignalen

De Weerbaarheidtoolkit

Stress herkennen en remediëren

Mindful @ work & mindful bewegen

Geheugen-training

Yoga

Relaxatie

Pilates

Concentratie-

technieken

Workshop gezonde voeding

Fitbees

Re-integratie langdurig zieken

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Financiële ondersteuning

Onmiddellijk bijpassing loon

31ste dag ziekte tem 90ste dag

Los van de verzekering (WK zelf)

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Partner Réhalto biedt ondersteuning

Na 3 maanden arbeidsongeschiktheid op verzekering gewaarborgd inkomen

Gratis re-integratiebegeleiding via verzekeraar

Bij stress-gerelateerde aandoeningen bij langdurige afwezigheid

Samenwerking met erkende klinisch psychologen

Zorg aanbieden om werk te hervatten

Op vrijwillige basis

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Future Proof Working

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Future Proof Working

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30% stressreductie

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Duurzame mobiliteit

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Duurzaam reizen stressverlaging

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Duurzame mobiliteit concreet gemaakt

Meer flexibiliteit bieden in keuze

CO² reductie

Onthaasten en bewegen

Invoering mobiliteitsbudget

Groepsaankoop fietsen

Carpoolgroep

Informatieverstrekking op mobility corner

Mobipunt: ticketaankoop trein

Beperken tankkaart in ruil voor treinabonnement

Flexdrive

Loon in plaats van bedrijfswagen

Fietsen huren in de zomer

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Resultaat: een geïntegreerd welzijnsbeleid

Preventief• Vitaliteitsbeleid/plan

(bewustmaking en steun in werken aan mentaal en fysiek welzijn)

• Alignment

• Mobiliteit

• Future Proof Working

• Ontwikkeling (talentdevelopment, opleidingen over change, stress,…)

Curatief•Erkenning

•Reïntegratiebeleid

•Réhalto•Afspraken rond

contactname

•HR metrics•Opvolgingsguidelines

•Financiële steun (verzekering)

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Hoe m/weten wij wat werkt?Enquête psycho-sociale risico’s

Verzuim-

cijfers

Enquête Future Proof

Working

Engage-ment

Survey

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