Feature insight - Employee welfare and wellbeing
Workplace inactivity
Charles Alberts, senior consultant, Aon Employee Benefits, explains what we can do about it
I t’s shocking that around 20 million people out of 64 million in the United Kingdom (UK) are physically inactive, according to a report by the British Heart Foundation. This means a third are not meeting government guidelines for just over twenty minutes of moderate intensity physical activity a day. Yet, according to the government body Public Health England, regular physical activity reduces the risk of: cardiovascular disease by up to 35%; dementia by up to 30%; hip fractures by up to 68%; depression by up to 30%; type 2 diabetes by up to 40%; colon cancer by 30%; and breast cancer by 20%. Recommendations by the World Health Organization show that adult physical activity should be at least 150 minutes of moderate- intensity aerobic activity throughout the week, or at least 75 minutes of vigorous intensity activity, or a combination of the two. Bear in mind that physical activity doesn’t always equate to ‘exercise’; it could be playing with family in the park, walking/cycling to work, mowing the lawn, vacuuming or walking to a meeting. Employers should take note that one of the top reasons people don’t engage in physical activity is lack of time. This means workplaces can be at the core of tackling the problem, not least when there is strong evidence that workplace physical activity programmes are effective at changing behaviour and thus reducing the risks. So what can employers do? Here are our top tips for practical steps to make the workplace more active: ● Raise awareness – People often don't realise the importance of physical activity until it's too late. Employers can help educate employees about the advantages
of physical activity and the risks of inactivity. Communicating relevant content in an engaging manner is a cornerstone of a good wellbeing strategy. ...workplaces can be at the core of tackling the problem... ● Be flexible – Offering an extended lunch break to go to the gym a couple of days a week (or, if space allows, arranging a few classes onsite) will mean getting refreshed employees – clear compensation for giving away a slightly extended lunch break. ● Know the facts – Onsite health checks can be powerful: knowing numbers and risks of a chosen lifestyle can be a useful reminder of the need to make changes. Few of us would voluntarily go to our general practitioner or pharmacy for a health check, so the workplace is an ideal environment to offer these. ● Make it social – There’s been a significant increase in the number of company-wide initiatives such as charity runs or gardening that get people moving and contributing to society; these tend to work well for team-building and engagement too. Activity monitors and trackers are an effective way to introduce an element of fun and challenge. ● Create an incentive – Humans are intuitively optimistic ('it won't happen to me') so are inclined to inaction, and have been programmed to expect instant gratification. To help nudge people in the right direction, some employers (and insurers) provide
small incentives along the way to encourage employees. ● Active travel – Implementing a tax- efficient cycle-to-work programme and showering facilities enable employees to get fit while commuting. Employees could also be encouraged to walk during the day to external meetings and during work breaks. This is particularly beneficial in the winter months, making the most of the light during the day, which can have a positive impact on other issues such as mood and seasonal affective disorder. ● Use the office – Ensure that staircases are designed in a way that encourages their use; their location (ease of access), lighting and decoration (e.g. carpet/colour) can have an impact on the amount of traffic during the day. Signs near (or on) the lifts are an effective way to encourage use of stairs and their messaging should be meaningful (e.g. ‘two minutes of stair-climbing each day could burn enough calories to eliminate the weight an average adult gains each year’). ● Respect individuality – Each workplace is different, so to get best results it's advisable to consider the specific needs of your workforce. Bear in mind that physical inactivity levels vary by age, gender, location/ region and income. Some people may be disabled and therefore incapable of physical activity. Because diversity and inclusion are vital in the modern workplace, thought must be given to treating everyone as an individual, ensuring each can participate in their own way. Employers should also consider their duty of care – for instance, encouraging shift workers to walk home at night may not be safe. The workplace is an ideal environment to encourage and support employees to lead healthier lifestyles. Increased physical activity is one of the most simple yet most effective wellbeing initiatives that employers can implement and it provides a great opportunity to be creative and make it fun, improving engagement too. Let's not forget there's scientific merit: physical activity reduces the risk of developing a number of health conditions and according to the Lancet Journal a10% reduction in inactivity could prevent a staggering 533,000 deaths worldwide each year. n
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Issue 31 | June 2017
| Professional in Payroll, Pensions and Reward |
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