This is issue 16 of Cardinus Connect, the magazine for risk professionals.
Issue 16
CONNECT magazine The magazine for risk professionals
10 ways to keep employees comfortable While working from home Supporting your team’s mental health
This is our
Creating a positive and productive workplace
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Issue 16
Welcome
Content
Welcome to the latest edition of Connect. Looking back on the last two years, I doubt any of us realized that the Covid-19 pandemic would have such a lasting effect on working practices.
04 A bridge from “now” to the “next” phase of hybrid and shared workspaces
10 10 ways to keep employees comfortable while working from home
We initially launched our Temporary Homeworking and Return to Work courses with over 300 organizations and 2million users benefiting from the training and risk assessment. We believed at the time this would be a short- term need but how wrong we were. In late 2020 we realized that Covid was going to make permanent changes to operational models. As more organizations moved to hybrid working, we redeveloped our ergonomics program, Healthy Working. By introducing these changes, it meant that we could provide home, office and hybrid workers with training and support, which is tailored to the individual and their workspace. Our global virtual assessment solution expanded to 191 countries, and we delivered over 5000 assessments. We launched our industrial ergonomics software (Healthy Working Pro), which makes it easier for organizations to manage their industrial ergonomics data and assessments. More recently we’ve worked with our customers to develop Healthy Working Analytics, a data driven employee productivity and well-being tool.
Healthy Working Analytics identifies the distractions, which prevent people from delivering their best work. This data will be crucial to organizations who are planning their future operations and reviewing the long-term suitability of hybrid working. As we emerge from pandemic, organizations across the globe are faced with a new set of challenges, which will impact the way they work. This issue of Connect magazine will help you to support the physical and mental well-being of your workforce during this difficult period. If you have any questions for the contributors to the magazine or would like to speak to them to gain further insight, your Cardinus account manager can provide an introduction. Finally, I want to thank all our clients for your loyalty and support, I hope to see you all soon.
12 What works for blended working?
14 Nudging into better behavior
19 Injury prevention and wellness for the construction industry
23 Employers coming to Armageddon
26 Supporting your team’s mental health
29 How rich data can support your move to hybrid working?
JON ABBOTT , Cardinus Jon Abbott
33 Employee behavioral health: an employer imperative
36 Four steps to feeling healthier about money
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A bridge from “now” to the “next” phase of hybrid and shared workspaces Julia Jensen , Ergonomics Specialist at University of California San Diego (UCSD) , explains how organizations can systematically shift from home offices to hybrid and shared workspaces.
To create a bridge from where employees work now (many from home-based workspaces) to the next phase of work (hybrid or shared workspaces), organizations need to make choices and create a path into new workspace territories. The shift in city and state guidance on masking and social distancing is leading to an adjustment in the workplace from telework back to the office. Navigating this shift may be challenging. The encouragement for employers embarking on this journey is to look at where they are now, perhaps with many in their workforce currently working from home and develop a plan that is both solid and flexible. Aiming for where they want to go next to accommodate the newest shift to hybrid or shared workspaces. A willingness to adapt and change along the way to create a workplace that’s healthy, safe and successful is key. Trends for the new normal Regardless of where employees work, the overall landscape of the workplace has changed.
The altered workplace landscape shift from traditional on-site work to home and shared offices is occurring within companies and educational institutions around the world. This change is confirmed by the Work Trend Index Survey stated in the Microsoft 2021 Report , “Hybrid work is inevitable. Business leaders are on the brink of major changes to accommodate what employees want: the best of both worlds. 73% of employees surveyed expressed a desire for flexible remote work options post-pandemic, and 66% of businesses said they were considering redesigning physical spaces to better accommodate hybrid work environments.” Terms for the new normal Not only is the workplace changing, but even our workplace verbiage has changed. In the past, the term remote was used frequently. It usually meant performing job duties from an off-site location, perhaps a home, coffee shop, or other location. Hybrid is the new term used fluently now and describes where work time is split between working remotely and working on-site.
There’s an even newer term that’s gained popularity - shared workspaces and hoteling. These terms refer to workstations used by multiple people and in the case of hoteling include workers checking into an open workspace, often including a formal check-in system or schedule. Start with a three-part framework To help organizations skillfully navigate the shift from home-based offices to hybrid and shared workspaces, consider constructing a framework that includes three parts or pillars. Starting to build a framework consisting of three solid pillars helps to construct a strong base and framework on which to successfully build a bridge to the workspaces of tomorrow. The University of California’s Ergonomists constructed a workable plan for hybrid and shared workspaces by creating a framework that consists of the following three key pillars: Ergonomic Design Guidelines, Best Practice Guidelines, and Resources. They were designed to help both the University and its employees successfully transition to hybrid, shared, and hoteling workspaces.
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Adopt a collaborative approach
• A check-in process, much like the process at a hotel front desk, allows
Relying upon these pillars may serve to fortify your workplace shift strategies.
Include a “have and needs” survey or checklist that asks, “what workspace equipment does the employee currently have and what need is anticipated?” This preview can alleviate the fear of the unknown and make the shift easier. This information can be used to partner with local ergonomists, human resources, and facilities to create a shared work environment that works for all participating employees regardless of differences. 2. Address specialized equipment needs. When constructing shared workspaces, like bridges, one size does not work for all. For example, a department may have an employee who is 5’3 and another who is 6’2 sharing the same workspace. In this case, options for petite and tall user chairs may be a required workplace specialization. To identify disparity in equipment sizes, different chairs can be color-coded for easier recognition. Another option is to assign specified areas where these special chairs are located or an area where chairs can be checked out for use and return. The set-up should also consider the need for additional specialized ergonomic equipment including: • ergonomic keyboards and mice • keyboard trays • document holders • privacy screens. If office equipment is to remain on-site, provide lockable storage for them. 3 . Provide registration and management. When traveling from now to next, a good navigation and location system is helpful. In the case of the transition to new shared workspaces, it’s critical to know who works where and when to avoid more than one person showing up to work in the same space. For more efficient use of space, contemplate using a system for shared workspace registration and management to keep track of employee workspace usage. Several workable options include: • Offer pre-booking with a user reservation system that is easy-to-use with a capacity to operate in real-time. UC has an existing room reservation system that can be utilized. If your organization has one, perhaps it can be customized to accommodate a hoteling workspace. Stand-alone hotel reservation systems are also commercially available.
employees to check-in for individual desk assignments in shared workspaces with either a person or an on-site computer
Pillar one: Create a framework that includes ergonomic design guidelines for hybrid or shared workspace set-up Ergonomic design guidelines can fortify a plan and provide the structure and flexibility to accommodate a wide range of individuals, sizes, proportions, capacities, medical conditions, etc. Making a workspace that fits the worker or multiple workers in shared spaces, is a necessary element of this plan. The framework is made stronger by adopting a multi-team approach. At the University of California (UC), to compile ergonomic design guidelines for shared workstations, a team of ergonomists from multiple UC campuses convened to share information and ideas. These Ergonomic Design Guidelines developed through this collaboration included: • multi-user desk specifications • ergonomic chair specifics • technology needs • device access points • accessories, storage, and educational resources. This collaborative effort produced a basic framework that could be used and customized by each UC campus to create viable shared workspaces. Pillar two: Develop best practices for successful shift to shared workspaces The next step toward building a solid framework or bridge for a successful shift to shared workspaces is to develop best practice guidelines. Here are five best practices to facilitate a healthy, safe, and workable transition to hybrid, shared and hoteling workspaces: 1. Provide a workspace preview. When constructing a bridge into new territory, the bridge needs to be built from both sides. Employer and employee engagement is essential to maximize success when transitioning to hybrid and shared workspaces. To do so, start with a workspace preview. Provide employees with a preview of the shared or hybrid workstation layout.
system. It’s also helpful to offer easy- to-use contact resources (a person, a resource list, a central phone number, or email) for employees to get questions answered. This can eliminate frustration, save time, and increase productivity. 4. Offer training before the shift to shared spaces. Like getting into a new car to cross over a newly constructed bridge, it’s good to have a drive or user training before they start the journey. Giving an employee access to a shared space and a laptop without ergonomic training is like getting into a car and starting to drive without adjusting the seat, mirrors, etc. Workers, without proper training, may arrive at the shared workspace and just start working with no thought of ergonomic adjustments and best practices or concurrent negative consequences of incorrect workplace layout. To better prepare employees, encourage the use of on-site set up and adjustments best practice. For example, when commencing work in the shared or home-based workspace, like getting into a new car, employees need to check the monitor, seat, keyboard, mouse, etc., and make the necessary adjustments based on best practices and comfort. If this adjustment is done at the start of the day, the employee is creating a good “ride”throughout the day. 5. Recognize environmental, health, and safety factors. Developing a solid path to change should include Environmental, Health, and Safety Factors. Lighting, sound and temperature are important elements to consider when creating a framework for a healthier workspace. Some spaces have window coverings, while others have windows where the sun comes through. In these scenarios, adequate window coverings with controls and alternate ambient or even task lighting may be necessary. To control sound, you may consider offering: • noise-canceling headsets • needs-based spaces like enclosed spaces for focused, confidential work • open spaces for virtual, in-person, or collaborative work.
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Conclusion To help your organization skillfully navigate the shift from home-based offices to hybrid and shared workspaces, implement a framework that includes creating ergonomic design guidelines for shared workspace setup, developing best practice guidelines, and compiling resources. When moving into the new world of work, employers building a bridge from the current phase of home-based workspaces to the emerging new territory of hybrid, shared workspaces may encounter a wide range of new challenges and ideas. To effectively deal with these challenges and ideas, create a pathway that works. Employers can start where they are now and develop a 3-fold plan for where they want to go next in the work world, showing a willingness to adapt the plan along the way to create a workspace that works. A special thanks to Vanessa Curtis, formerly with the University of California San Francisco Health Systems, who contributed to the resources portion of this article.
Educational resources Provide training resources that highlight the challenges and solutions unique to office and home-based workstations. To better equip employees, use easy-to-access web-based training, videos, tip sheets, eLearning, and self-assessment tools like Cardinus’ Healthy Working for home- based working . Make these resources readily available and encourage employees to use a safer workspace set-up and to maintain correct postures to reduce the risk of injury. While the ergonomics teams in some organizations are available to help and provide additional support, the online training and risk assessments teach each employee to take ownership of individual work habits, equipment, environment, and safety. These tools ensure each employee can adjust shared on-site workstations and individual home-based workstations to create a safe working environment. Equity Whether you’re making changes to existing workstations, converting single-user stations, shared workstations, or home- based spaces, it makes sense to provide
If the staff work from home for a specified number of days each week, the department can potentially purchase the recommended items. Another strategy used, connects Centralized Funding to the telework agreement. 1. Staff working remotely must have an updated telework agreement with Human Resources. 2. If staff work from home for an agreed-upon number of days per week, they are provided with a unique link to purchase specified UC pre-set furniture options. For example, ergonomics chairs and desks are offered in various sizes. 3. Ergonomic furniture/equipment is paid from a central cost center. No additional approvals are needed from the department or ergonomist. Effective resource management in this shifting workspace calls for a multi-team approach. Ergonomics can be brought in as an essential part of the team along with Human Resources, Environment, Health and Safety, and Facilities. Working together can ensure employees receive the answers they need for health, safety, and productivity.
Temperature control is another factor to contemplate in multi-use spaces. Infection control is vital. Because of the global pandemic, sanitizing may be necessary. Since employees are switching workspaces, it’s important to implement a “reset” program for cleaning and storage. Contact the person responsible for your organization’s EHS for protocols and guidance. Coordinating a sanitization process allows for safe and effective ways to address workspace safety, cleaning, and infection control. To assist with this process, innovations are arising in manufacturing including washable keyboards and easy to clean fabric for chairs. • Introducing health and wellness components such as frequent postural changes, micro-breaks and 20/20/20 eye breaks (look 20 feet away for 20 seconds every 20 minutes), hydration breaks, and breath awareness techniques can help to reduce injuries and increase employee productivity. UC uses a variety of campus-based tip sheets.
Beyond online training, consider offering simple tools for staff to readily review like YouTube videos about setting up safe workstations at home and one-page tips sheets like Workstation Adjustment Tip Sheets . When creating these documents, remember to factor in accessibility and readability. When allocating resources, remember the same equipment doesn’t work for everyone. For example, employees in small apartments won’t have much room for home office furniture, so the addition of a big desk or another chair may not be workable. Funding sources Funding must make sense (cents). Some organizations are reducing their leased spaces, using this decrease in rent to fund ergonomic furniture for on-premises and at-home work. When devising innovative strategies for funding, the University of California has two options, Departmental and Centralized Funding. The University can use Departmental Funding for home furniture and will link it to ergonomics. 1. Remote work from home staff can request ergonomic evaluations. 2. The ergonomics program can then recommend furniture and accessories.
Julia Jensen is an Ergonomic Specialist
at the University of California, San Diego. She has devoted her professional career to creating innovative and practical ways to empower employees to work safer and better. She graduated with a bachelor’s degree from the University of California, completed a graduate-level program in Occupational, Health, and Safety at San Diego State University. Julia brings over 20 years of experience in Occupational Health and Safety. Her professional experience includes work as an Ergonomic Office and Industrial Consultant, a Corporate Safety Training Manager and Trainer, a Certified Vocational Rehabilitation Counselor, and the Co-founder of an Ergonomic products company providing ergonomic products nationwide.
equitable needs-based resources. Allow for easy access to an array of resources for guidance on shared workspace use and adjustment.
Pillar three: Compile resources When developing resources, consider including educational resources, equity and funding sources.
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Save Time and Create Better, More Efficient Industrial Ergonomics Programmes Make Hybrid Working, Healthy Working® Ergonomics management
to keep employees comfortable while working from home Jeffrey Smagacz , Senior Vice President and Ergonomics Practice Leader at Marsh , gives you ten quick tips to make working from home more comfortable. 10 WAYS
During the Covid-19 pandemic, millions of workers began telecommuting out of necessity. However, many of these employees never worked from home previously — and even if they had, they hadn’t done so for extended periods. Now, working from home is becoming more common, and for many employers and employees, it comes as a significant change. With that comes a growing responsibility for employers to focus more on understanding what risks may exist and working with employees to create safe work settings no matter the location. A few small changes to an employee’s home work environment can help to create a more comfortable, safe, and productive telecommuting experience. Whether working from home on a remote, hybrid, or full-time basis, employers should share with their employees these ten best practices: 1. Use a sturdy, adjustable chair. Refrain from sitting on very soft couches and chairs as they do not support the body evenly during extended sitting.
6. Alternate between sitting and standing throughout the day (about every hour) to reduce excessive stress on the lower back and legs while sitting. 7. Take short micro-breaks (approximately
Tel: 0207 469 0200 Email: info@cardinus. To request a Healthy Working free trial, go to cardinus.com/healthyworking We’re here to help We offer a fully managed service, which includes program management and virtual/onsite assessments by qualified practitioners. Ergonomics software to streamline data collection, analysis and reporting. Rapidly capture ergonomics risk data and report instantly Consolidate ergonomics findings and actions in one interface Manage the implementation of ergonomics risk controls 13+ globally recognised ergonomics assessments Try Healthy Working Pro with a free 30 day trial. 10% discount for CIEHF members. Modern software for a modern workforce If you’ve adopted hybrid working, Healthy Working® will ensure each employee receives the support they need as they transition between home and office working. Healthy Working® is an award winning ergonomics program. It will help you to minimise ergonomic risk and maintain a happy, healthy workforce. The world’s most widely used ergonomics program Healthy Working® is delivered in partnership with the Health and Safety Executive. It’s a flexible ergonomics solution for all working environments, with customized content for every individual.
Jeff Smagacz is the Global
Ergonomics Practice Leader and a Senior Vice President in Marsh Risk Consulting’s (MRC) Workforce Strategies Practice. Jeff leverages his vast human factors/ergonomics skill set with clients to deploy initiatives that align business requirements with safe, efficient, and sustainable processes. The strategic partnerships he develops routinely deliver a reduction in injuries with a subsequent financial impact.
two minutes in length) every hour to stretch and move your body.
8. Be careful not to overload
electrical outlets to avoid fire risk. 9. Be aware of your extension/power cords to minimize tripping hazards. 10. Keep your laptop and equipment in a secure place, where it’s protected from damage or theft after work hours. In addition to sharing these best practices, employers should consider creating video tutorials and providing access to helplines. This will help with home work environment setup and professionally address any physical discomfort issues.
Contact info@cardinus.com to start your free trial.
2. Adjust the seat height, so your
forearms are parallel to the floor when typing. 3. Place a small pillow behind your lower back while sitting to maintain the natural curve of your spine. 4. Use an external mouse and place objects — such as your phone, mouse, and printed materials — close to your body to minimize reaching. 5. Place your feet entirely on the floor.
www.cardinus.com
CARDINUS riskmanagement
Healthy Working ergonomics ®
CARDINUS riskmanagement
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What works for blended working? Guy Osmond , Managing Director of Osmond Group Limited , explains how to take a holistic approach when designing at-home and office spaces that work for employers and employees.
Guy Osmond has been in workplace ergonomics for over 20
In the workplace… Here, the considerations are more complex. Again, a holistic approach is needed to take account of what employees have learned and what they now expect. The first question to ask is the same one homeworkers will put to you: “Why?” If you can’t answer “Why do you want us back in the office?” comprehensively and with conviction, you won’t know how to design your magnetic office and they won’t be convinced. Your reasons might include: • Communications – are mistakes being made, things being missed or overlooked? Errors that never happened in the past, perhaps. • Culture – do you feel the essence of the business is being diluted? Compare your post-2020 recruits with longer-term personnel. Do they have the same ‘buy-in’ to the organization? • Well-being – are some of your staff suffering from isolation through home working? Perhaps younger or lower-paid personnel has accommodation that simply doesn’t support an office or work area. There will be other explanations specific to your organization, but the one justification which will never hold up is, “Everyone was happy when we used to do it this way.” With the ‘why?’ clearly defined, your next consideration is what activities need to be supported. Likely, you will never again have so many people in the office at the same time, but this doesn’t necessarily mean you need less office space. It’s more likely that you need to remove some desks and provide a variety of breakout and soft areas. It may be pods, booths or ‘telephone boxes’, virtual forests or beach huts. Your workplace may soon look more like a hotel lobby than an office, but exactly what you need and how it will be used must evolve from conversations with your staff. You must identify their needs as well as those of the organization. Once you have this nailed down, act on your findings and then start the process again. Redesigning a workplace that works and continues to work for both employer and staff is an iterative process that will probably continue for many years to come.
years. His company, Osmond Ergonomics, is “the UK’s most knowledgeable supplier of innovative products and services to improve workplace well-being and productivity.” Guy’s team have a range of specialist skills not generally found among mainstream office furniture suppliers, and he prides himself on sourcing outstanding products from all over the world. Guy’s specialties include ergonomics, reducing workplace absenteeism and
Longer-term thinking After the initial euphoria, it became clear that while widespread home working was a successful concept, there was much more to think about. • Early project completion and the sense of productivity-related particularly to focused work where concentration is key. • There was a reported loss of creativity as collaboration opportunities were fewer and serendipitous conversations ceased. • Elements of face-to-face interaction could not be replicated virtually. • Mental health issues increased. • Homeworking is hated by some due to a lack of space/privacy at home and individual personality types. In the first half of 2020, some organizations made bold statements about the need for all personnel to return to the office as soon as possible, while others were planning to dispose of all their real estate and operate a fully virtual business. For almost all employers, it soon became apparent that their solution would fall between these two opposites – less extreme, far more nuanced, and much more complicated to identify and create. The hybrid solution - designing ‘home’ and ‘workplace’ environments Although I don’t pretend to have all the answers, I can offer some ideas about the best approach to the two design elements of any hybrid solution - ‘home’and ‘workplace’. In doing so, I’m presuming that elements such as outcome and workload management, communications, IT infrastructure, and well- being programs are already in place or being developed concurrently.
In the home… Addressing homeworker needs is, in many ways, the simpler of the two elements for employers. You have no control over the space, location, or décor so your brief is simply to ensure the work area stimulates productivity and enhances well-being. Throughout the pandemic, there’s been a widely publicized and powerful focus on mental health. This is proper, but I (and many others) worry that physical health has been neglected or ignored. To address this imbalance, I strongly recommend starting with an ergonomics or DSE assessment of all home worker setups . There has been much debate about the validity of regulations originally formulated 30 years ago, but such an assessment provides the basis for a holistic approach to the needs of home workers. It’s both informative and meets the statutory requirement to carry out a risk assessment. I believe that millions of home workers are currently suffering musculoskeletal issues caused by inadequate equipment, lack of space, and poor or non-existent training. While many employers have supplied chairs or the funds to buy them, that is a waste of money unless the whole setup is reviewed. There are a host of obvious home working errors including: • Far too many people are using laptops without a separate keyboard, mouse, and screen raiser with resultant neck and back pain. • Far too many people are still using the kitchen or dining table causing hunched shoulders and upper back problems. • Far too many people are using dressing tables and ‘desks’ with drawers underneath that prevent any reasonable posture from being achieved regardless of how good the chair is. All these issues and more will come to light in a properly managed assessment process.
We‘ve all learned a lot in the last two years, but one of the most significant post-Covid discoveries about the workplace is that nothing is simple anymore! As a new landscape of blended working patterns emerges, look at working environments for those who used to be primarily office-based. Agile working - then and now Agile working was already well-established before 2020, but the motivation was ultimately about what was best for the employer – the deployment of personnel to optimize real estate and resources. In the post-Covid world of hybrid or blended working, staff are now very much in control of the narrative. When the pandemic brought the first lockdown, we learned very quickly that home working was possible for almost all knowledge workers. There were a few ‘not- for-us’ diehards; but, for most organizations, managers and workers alike – the transition proved much easier than expected and the outcomes satisfyingly positive. Within a few months, we also learned that home working generally worked! Increased productivity was widely reported, projects were completed ahead of schedule, and managers wondered why they had not committed to this way of working sooner. In September 2020, Leesman reported preliminary results of their survey of nearly 127,000 employees in over 80 countries, with 82.2% of respondents answering positively to the statement “my home environment enables me to work productively”.
presenteeism, improving productivity, addressing
musculoskeletal problems and disabilities in the workplace. He blogs and speaks regularly on topics including flexible working and the changing office environment.
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Do your employees or coworkers ever slump or slouch at their desks, even though they attended classes on how to sit better, stand in balance or you bought them the perfect chair and desk? Or how about the employees that sit at their kitchen table or sofa at home? Nudging into better behavior or computer vision and posture?
Nudges – user interface How do you alert a person without annoying them? We went through many iterations and tested thousands of users to boil down the approach into a minimal user interface. It simply allows the employee to set their posture when they think they are in their optimal position. The result is a surprisingly small and almost cute interface. Only a button to access short instructional videos on how to sit and stand better, and analytics that gives feedback about the past behavior combined with tips to do even better.
It only worked when the person was seen from the front but what about posture- conscious people that have a monitor in front and their laptop to the side? All these challenges had to be tackled one by one. Now you can run Brightday in almost any lighting situation where you can see the face, with glasses, diverse faces, different and changing backgrounds. It just works. On a more technical level, we had to optimize how to scan the images of the camera more efficiently so they wouldn’t blow up the CPU (processing capacity) of the computer. For security and privacy reasons, we were committed to running the software on the computer. No images or videos would be sent to the cloud, as Apple’s Siri does. Everything stays on the computer. In the aptly named Vision Core™, we run a multitude of computer vision libraries, combined with filters, and systems. This reduces the search radius and gives the user a perfectly smooth and real-time experience when they see the movement feedback in the user interface.
But not so fast. We found ourselves walking the floors of huge offices like Airbnb as comfort consultants, interviewing ergonomists, physical therapists, chiropractors, and posture gurus, sitting through months of computer vision sessions with professors and PhDs to make the software work. Talking to HR managers, wellness leaders, and EHS to understand how this solution fits into the bigger picture of employee health and wellbeing or even retention and morale. Four years later the software is market ready and we’re not done testing, proving, and improving. Here are a couple of the breakthroughs we’ve built into the software.e. Computer vision With help of the GraspLab at UPenn we built the first prototype to see a person and their visible body parts in the camera and track their movements. It barely worked and broke with any light change, but it proved the concept. Also, the computer was running at full capacity to run the software.
We also wanted to keep it simple for the employees and organizations. The solution should require no extra hardware or expensive equipment. It needed to be purely software, deployable in seconds to thousands of employees, without a complicated onboarding processes or lessons to explain how it works. We looked at the workspace of desk workers and one smart item stood out on every desk. The laptop or desktop computer with a built-in or attached camera.
Suddenly this made our solution obvious and easy. We could use the camera to monitor the behavior of the person in front of the computer. With computer vision that can drive cars safely, we could detect body parts and positions of a person in three dimensions and give them feedback to correct themselves. Easy.
We had a simple idea four years ago: “Let’s help people - that are sitting at their computers during their long work hours - to become more comfortable.” We wanted to help them to sit or stand better and stay more active by nudging them into better behavior using cutting- edge technology. With all the breakthroughs we’ve witnessed over the years like dancing robots, self-driving cars, responding chatbots, computers that can see diseases, etc., that should be easy, right?
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Data The personal data of each employee stays their own. Always. Nobody has access to it but themselves. Aggregated data of the employees is accessible to the manager and can help to identify where people may need extra support in the form of equipment, assessments, and initiatives to take more breaks. Brightday is an advocate for the employees and their well-being, not as oversight by the company. Now we can utilize the technology we use every day in virtual meetings, our computer and its camera, to benefit our own health and well-being.
Set posture The user interface is just a little circle on the screen. When the employees set their posture it disappears, so the user has the screen completely to themselves. It only pops up once the user gets accidentally stuck in a different position. The half-transparent interface comes up and shows the intended position versus the actual position. This enables the employee to resume their good position by simply moving the dot for the actual position back into a landing area. It’s really intuitive and easy. They also alert the user to take breaks and move more in front of their computer and not stay ‘frozen’ in one position. This follows the mantra“your best posture is your next posture.” The software even congratulates you when you return from a break or you had a very active and good posture streak. Still not enough Just when all the tracking of the position of the user and nudging them back into their intended position began to really work, people started to ask how they would know if they’re in a good position to start with. At that point, we searched for the best way to provide a minimum set of instructions to the employees so they could set themselves up for success. We knew they couldn’t provide an in-depth learning program like Cardinus because in the app it had to be bite-sized and fit the need of a specific situation in that fleeting moment. We got lucky and found Jean Couch who used to be one of the early yoga teachers in the US and had pivoted to teaching posture in Silicon Valley over the last few decades. She based her approach on a combination of traditional, ergonomic best practices and observations of populations around the world that sit and stand in comfort into old age without any special chairs, beds, or desks. We loved her approach to searching for good posture examples instead of treating the results of bad posture. She was open to adapting her teachings to reach a maximum number of people as long as we focused on the foundation of any posture and her teachings of the pelvis, and the basics of the upper body.
It will help everybody to shape awareness of their behavior and tendencies so they can counter the bad habits beyond the workplace as the consciousness around their movement, postural, and break behavior grows. It brings the world of Wellness, Health & Safety together.
But loving her and her approach was not enough. We went out of our way to vet her instructions in two ways before making it available as part of the software. Firstly, we created intricate short videos that encapsulate her teachings in short, soundless videos. We ran them by a variety of ergonomic specialists to find common ground and buy-in from the community that’s also the gatekeeper at corporations. Secondly, we verified the approach by slipping into an EMG suit that measures the muscle tension in the whole body to test where tension and potential future discomfort occurs. The aim was to prove Jean Couch’s assumptions were correct, and to help the animator that created the overlays for the short videos, to place the red tension indicators correctly.
Prevention+Regulation+ Assessment+Learning.
It’s the perfect leave behind after an ergonomic assessment but also a great preventive tool. It can be deployed with the click of a button to the whole workforce to help manage MSK issues in the workplace, especially when combined with initiatives like posture and movement month, where a focus is put on being aware of your desk behavior.
Special setups Of course, there are a variety of special set-up situations in the office and outside of the office. People often use a monitor and laptop to the side. The team had to solve some interesting math, reprojection, and scaling problems to make Brightday work when the computer camera is placed on either side of the monitor. Brightday automatically detects the presence of multiple monitors and adjusts the alert parameters accordingly.
Jens-Peter- Jungclassen is a creative problem solver, a true out-of-the-box thinker, who loves synthesizing complex systems into clean designs. Originally from Germany, Jens- Peter has Masters’Degrees in Biology, Physical Education, and Higher Education from Christian Albrecht Universität in Kiel. He moved to San Francisco in 2002, where he focuses on UX and UI Design. Jens-Peter has founded and consulted for multiple experiential and educational companies, government agencies. He co-founded Brightday in 2016 with Richard Gray.
And last but not least, we added a series of stretch and exercise videos. These can be scheduled in the work calendar to prompt mini-workouts at a chosen time during the week to keep your workforce active, energized, healthy, and well. Talking to HR wellness and EHS managers We see Brightday as a preventative measure that can be easily deployed to every employee in an organization that works at a computer, be it a worker in a call center or the CEO.
Now we can utilize the technology we use every day in virtual meetings, our computer and its camera, to benefit
our own health and well-being.
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Jump into something new
Injury prevention and wellness for the construction industry
Cardinus eLearning suite
The Cardinus eLearning suite includes more than 30 CPD and IIRSM accredited courses.
Our list of courses include: • Asbestos Awareness • Corporate Travel Risk • COSHH Awareness • Effective Risk Assessment • Environmental Essentials • Fire Marshal • Fire Safety • Food Safety Matters • Health and Safety Essentials • Health and Safety Induction • Lone Working • Manual Handling •
Manual Handling for Homeworkers Manual Handling for the Office
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Personal Safety Awareness
Safe Driving
Safety for Line Managers
Slips, Trips and Falls
Mental Health Awareness
Personal Well-being
Self Care Plus
Healthy Working
DSE Assessor
Help with Temporary Homeworking
Laboratory Ergonomics Transitional Working
Business Continuity Management Bribery and Corruption Awareness
Kevin Lombardo , President of DORN Companies , explains how taking a proactive approach to safety can improve injury prevention and wellness in the construction industry.
It’s no secret that construction is one of the most safety-intensive industries in the world. It’s also one of America’s largest industries, with some 7.4 million people employed in the construction field. Construction workers face unique hazards and risks both to their physical safety and to their overall wellness. The EHS field has evolved, it’s becoming clear that construction employees need holistic support to keep them injury-free, engaged, happy, and productive.
So, what does injury prevention for construction workers look like in 2022? With a blend of ergonomics, mental health support, and programs to promote overall wellness, construction companies can develop comprehensive safety plans to keep their employees out of the workers’ comp and health care systems while managing organizational costs.
Data Protection Awareness Essential Cyber Security Fraud Prevention Essentials
To get one month free access to the Cardinus eLearning suite go to cardinus.com/ resources/ 1monthfree
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Risks to construction workers: hazards and common injuries Because of the high-exertion nature of their work and the inherently hazardous nature of their work environments, construction employees face some of the highest risks of injury and death in any professional sector. Consider these facts: • Construction workers are injured at a rate 71% higher than other industries on average. • Total costs to employers related to worker injuries and illnesses reach up to $170 billion per year . • Pain medication and opioid abuse is twice as common among construction workers compared to other industries. Fatalities are also unfortunately a major issue for the construction industry, which leads all others in worker deaths per year. In 2020, the fatal injury rate was 10.2 per 100,000 workers , compared to 3.5 per 100,000 for workers across all fields. Even non-fatal injuries tend to have major consequences for construction workers, who tend to miss about 11 days of work for a given injury. Musculoskeletal disorders and ergonomic injuries are common, owing largely to strenuous work that sees employees putting forth a great deal of physical energy, often in cramped or otherwise difficult workspaces. Many of these injuries stem from a need for more training, but many are also related to the physical tools available to workers. Still, others may be caused in part by fatigue and lack of focus. That brings us to other issues of rising concern for the construction industry-mental health and wellness, both of which can significantly impact a worker’s ability to do their job effectively and safely. According to research by the Construction Industry Rehabilitation Plan, 83% of construction workers have experienced moderate to severe mental health issues. Problems like anxiety and depression are common and can drive injury rates as well as lowering productivity. Construction-related jobs have the highest rate of suicide . In an industry where heavy machinery and environmental hazards are commonplace, even a small decrease in mental performance can lead to a costly injury or fatality. Fatigue is a major contributor to mental health issues among all workers, as tired employees are more likely to experience anxiety, depression, or other negative mental effects. Combined with a performance-focused culture that doesn’t always provide mental health support, fatigue can be a dangerous thing at a construction site.
Training can be enormously beneficial in helping workers develop good eating habits and sleep hygiene. This promotes overall wellness and helps employees do their jobs better. Employers can also make use of smartphone apps that remind employees to check in on their wellness at regular intervals. DORN’s construction solutions include mindfulness training and breathwork to help employees keep an eye on their wellness. Pain is also a major component of wellness and addressing pain levels can have a positive impact on overall happiness and engagement. Likewise, addressing pain can help reduce medication usage and opioid abuse.
Solutions for the construction industry may fall into three categories. 1. Ergonomics 2. Mental Health 3. Wellness Ergonomics for construction workers Ergonomics remains an effective tool for combating workplace injuries in construction. Movement is key to understanding how ergonomic injuries occur. Training in the specialized, specific movements that construction workers use every day can help employees avoid injuries from repetitive motion or physical strain. DORN recommends personalized movement training for all construction employees, which helped reduce chronic pain reports for a construction client by nearly 80%.
From there, employers can look to the data for ways to support their employee’s mental health needs. Providing the opportunity for sufficient restful sleep and recovery goes a long way toward keeping workers free of mental health issues. Training materials should include education on mental health issues to ensure that workers know the signs of potential challenges like anxiety or depression. Chronic pain is also a major driver of mental health problems. Solutions such as on-site pain relief therapies, instinctive movement training, on-demand self-care solutions, and increased break frequency can help alleviate a worker’s pain and keep them feeling fresh for work. Wellness in construction Wellness encompasses a wide range of factors, from mental health to nutrition and mindfulness.
Even less obvious are the safety challenges associated with a worker’s lifestyle and overall wellness. Unfortunately, poor nutrition and insufficient sleep are pervasive in the construction field, increasing a worker’s risk of serious health problems like cardiovascular disease, diabetes, and others. So how can employers tackle these risks and keep their construction employees healthy, safe, and engaged? Construction industry safety solutions for 2022 Fortunately, these issues can be mitigated or solved with a proactive approach to safety and wellness. Research has shown that construction employers save between $4-6 for every $1 they invest in safety programming, offering enterprises an opportunity for significant ROI while also cutting costs.
Paired with periodic reinforcement to ensure employees retain the learned behaviors, biomechanics training is a powerful device for cutting injury and pain rates. Technology can provide a boost for construction workers. Tools such as wearable sensors can help managers understand the kinds of exertion and force that their employees use to complete their tasks, allowing organizations to develop data-based safety programming. Mental health support for construction workers When it comes to mental health, it’s critical for employers to provide a supportive environment and a positive culture around reporting problems. That mentality starts at the top of the organization. Employees should always feel that they have a safe, non-punitive avenue for reporting their mental health challenges and seeking help.
Kevin Lombardo leads the strategy
development and expansion plans for the company and oversees DORN’s focus on developing innovative solutions for pain mitigation, with an emphasis on reducing organizations’ future costs with evidence-based, result-oriented programs. He’s a widely recognized thought leader with substantial experience in strategic planning, negotiating, structuring, and conducting e ective due diligence examinations for operational excellence in support of organizational scale, development of strategic partnerships, and client expansion. Having worked as CEO and a Senior Executive for many large organizations along with his significant experience in the healthcare space, Kevin’s unique perspective illuminates the critical intersections between talent, assets, and ideas — the dynamic formula that drives business performance.
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You’re in safe hands
John Cox , Vice President at Alliant Insurance Services , provides recommendations for addressing unanticipated mental health factors your employees may have experienced since the start of the pandemic. Employers coming to Armageddon Poor mental health, chronic stress, and vital exhaustion in a “post-covid” world
Industrial ergonomics software
Save time managing your industrial ergonomics data and assessments with Healthy Working Pro. All in one solution for industrial ergonomics Healthy Working Pro is a simple-to-use industrial ergonomics program. Enter data on all major globally recognized ergonomics assessments and quickly create reports. What to expect from Healthy Working Pro Healthy Working Pro will increase the efficiency of your industrial ergonomics program and help you to: • Save time capturing ergonomics data • Reduce the risk to non-office workers • Record information in a single interface • Generate instant reports • Conduct organization-wide audits and inspections • Effectively implement ergonomics risk controls. Globally recognized assessment Healthy Working Pro has 15 cloud-based, globally recognized assessments. You can add text, images, and complete assessments with ease. To request a Healthy Working Pro free trial, go to cardinus.com/us/healthyworkingpro/
The plight of the worker has never seen such hardship, stress, and change. In late 2019, everything was turned upside down. Many employees were thrown into their homes as employers developed work- from-home strategies due to lockdowns, aggressive mandates, office closings, and school shutdowns. The domestic and global workforce was forced into unimaginably stressful settings that we could never have anticipated, bringing stress in ways we’ve not experienced, some of us in our lifetimes. As the country and the rest of the world emerges from the fog of Covid, Russia has invaded Ukraine, potentially bringing the world to the brink of nuclear war. Another tragic event on the heels of one of the most stressful, devastating events the world has ever seen. So, how is all this stress affecting workers and the employers they serve? According to a study by CompareCamp, over 90 percent of workers say they are under stress . • 56% of workers say stress and anxiety impact their productivity, while 51% say stress affects their workplace relationships. • Over 50% of workers aren’t mentally engaged due to stress, leading to low productivity. • One in four employees says they risk burning out in the next 12 months. • Only four out of 10 employees who report stress to their employers get any help.
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