Editorial
Challenging times
Talk about adding insult to injury. Following hot on the heels of news we’re in a ‘technical recession’ came a week of storms that wreaked havoc through much of the country.
And if you hadn’t been feeling sufficiently doom and gloom-ridden before now, try this for size. Economic downturns are almost as hard on your health as they are on your bank balance.
That’s the message in this week’s New Zealand Listener, which says a succession of studies has linked “tanking economies and declining health”. Recession, it seems, has been associated with higher incidences of heart disease, ulcers, sleeping disorders, migraine and high blood pressure. And, perhaps not surprisingly, tough economic times have also been linked with an increase in smoking, drinking and drug-taking.
You don’t even need to be out of work to suffer the ill-effects of the credit crunch. The Dunedin Multidisciplinary Health and Development Study at Otago University suggests work-related stress can cause psychiatric disorders in previously healthy people. And a University of Essex study says the very threat of unemployment can be almost as damaging to mental health as unemployment itself.
So what better time to ensure your workplace wellness programme is delivering on its promises? As Kim Harvey points out in her article ‘Investing in wellness’ (page 21), employers have a terrific opportunity to positively influence the lifestyle choices that we make—and achieve outcomes that are beneficial to all.
Not only have wellness programmes been shown to reduce the costs relating to absence and have a positive effect on workplace culture, by influencing lifestyle choices they also boost people’s resilience, energy levels and their overall health status.
Just 12 months after launching its Switch2well programme, Southern Cross has seen 33 of its staff give up smoking and 76 of them lose a total of 375kg in weight. With absences down by around 15 percent, the organisation has recouped its investment in the programme four times over. And the BNZ’s My WellBeing programme has seen a dramatic fall in staff discomfort reports, improved engagement, and reduced turnover.
If you’re wondering how to get started, Harvey’s article offers a range of effective and often low-cost ideas. And to help you on your way, we’re giving away 10 free team entries to the Kiwi Workplace Challenge (see page 24). While it won’t change the weather or the US sub-prime mortgage market, it could be a great first step to building a resilient workforce.
—Lyndsey Swan
Feature articles
Collective aspirations
Downer EDI Works aims to become a cutting-edge learning organisation. After talking to two of the company’s HR management team, Miriam Bell reports on how the infrastructure company is well on its way towards achieving that goal.
A life in limbo
The rate of infertility in New Zealand is steadily increasing and many couples are turning to IVF to help them conceive. Gill South examines the impact this has on working women, and how employers can ease the way for them.
Risky business
If your business assets burned to the ground tomorrow, chances are the risk would have been mitigated by having insurance in place. Why then, asks David McIntosh, do companies fail to address the risks facing their key asset—their people?
Investing in wellness
Are workplace wellbeing programmes a waste of time or a wise investment?
Kim Harvey explains how they can positively influence the lifestyle choices we make and achieve outcomes that are beneficial to individuals and business alike.
Banking on wellness
The Bank of New Zealand has put a lot of effort into improving its OHS systems. Miriam Bell talks to Eta Lilic about My WellBeing, its award-winning wellness programme.
The generation game
New Zealand’s workforce is older and more age-diverse than ever before, says Dave Stewart. He looks at how to manage a multi-generational workforce and ensure you have inclusive management policies that encompass all staff.
It’s an age thing
With employees staying in the workplace longer, there are new challenges for employers—particularly if a worker’s performance starts to decline. Greg Cain and Steve Wragg look at how to avoid claims of age discrimination.
When tikanga and employment law meet
Incorporating tikanga concepts in the workplace can give rise to tensions when non-Maori legal principles are applied. Carl Reaich discusses what can happen if customary practices are applied unfairly.
Breach of good faith
The Employment Relations Authority flexed its muscles recently with high awards for damages against staff who breached their contracts, says Katherine Burson.
Departments
Legal Solutions: State of play
Sports presenter Tony Veitch hit the headlines recently when news broke that he had allegedly assaulted his former partner. But it is not just Veitch who came in for criticism over the incident. His employers also faced tough questions. Fran Hesp and Johanna Drayton examine the implications of such behaviour.
Leadership: Serving cold porridge
Type ‘leader’ into your web browser and you get a million different viewpoints about what constitutes a good—or a terrible—leader. But what exactly is leadership? Hamish Brown explains how to avoid a wet and lumpy leadership culture.
HRINZ News: Sustainability in employment
To be sustainable in the future, organisations and individuals will need to change. Bill Shields examines the trends that are set to have an impact on our organisations, and on the roles of the people within them.
Wellness at Work: Going strong
A year after launching a comprehensive workplace health and wellness programme, Southern Cross is doing a great job of leading by example, says Jo Broadhead.
Case in Point: No simple matter
Dealing with sexual harassment is not a simple matter and small employers, in particular, may be ill-equipped to carry out a satisfactory investigation, says Chloe Luscombe. She examines the findings in a recent case which led to a finding of constructive dismissal.
Leadership & Development: All about culture
When making the pitch for learning and development in your organisation, the key to success is to understand your culture, says David Glover.
Public Sector: Settled? Settled!
A recent Employment Relations Authority decision is a reminder that good faith obligations apply to both parties, says Paul Robertson. One party cannot continue with a personal grievance after settlement. |
