NZ case studies
Many New Zealand companies and organisations are heeding the call to get New Zealand workplaces more active.
The following case studies show that programmes and initiatives need not be expensive or resource intensive. While some companies do allocate funds and subsidise activities, others simply make their workplaces more accessible to health and fitness personnel. Regardless of the level of resourcing employers choose to make, all initiatives result in making the workplace a healthier and happier environment in which to work.
If you'd like assistance with an active workplace initiative or would like to share a case study, email afe@sparc.org.nz.
Quotable Value Limited
SPARC would like to acknowledge the Human Resources team at Quotable Value for providing the information for this case study.
Quotable Value Limited (QV) is New Zealand's largest valuation and property information company, operating from 22 offices throughout New Zealand and with subsidiary companies in three states of Australia. QV decided that employee wellbeing is fundamental to QV's success. Its ultimate aim is for staff - with QV's assistance - to take personal responsibility for achieving a balance between their personal and working lives.
QV offers a comprehensive wellness programme - beginning with its performance appraisals, which include a section on employee wellbeing. QV takes every opportunity to allow its staff to get 30 minutes of physical activity per day, and has employed a corporate trainer to motivate and assist employees to integrate physical activity into their busy lives.
QV's wellness programme has the objective of building a culture of health and wellness within the company. This has had a number of benefits:
- Almost 40% of QV employees cite the workplace wellness programme as one of the key factors that makes QV a great place to work.
- The majority of staff also report, that with QV's help, they manage to meet their target of 30 minutes of physical activity per day.
QV outlines the benefits that its four-year, $50,000 investment has had on the quality of life of its employees. It is noteworthy that the usual returns on investment, productivity and profitability are not at the forefront of QV's justification for its workplace wellness programme.
QV's leadership says that 'the fact that our people are becoming more physically active, more interested in and appreciative of QV's commitment to these issues, and more motivated and enthusiastic in general, shows that - from QV's point of view at least - our health and wellness programme is already a success'.
SPARC congratulates QV on providing industry-leading wellness programmes that promote physical activity in the workplace.
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Chapman Tripp Sheffield Young
Chapman Tripp Sheffield Young has implemented the following initiatives to increase workplace wellness:
- Each full-time staff member receives a $150 per annum subsidy, to be used for any activity that increases the heart rate (eg, gym fees, sports club fee, dancing, martial arts).
- Sports teams that are set up and run by staff members can apply for funds to cover such things as t-shirts, drink bottles and subscriptions. Sports teams can use the company intranet to advertise for players and promote their activities.
- Chapman Tripp Sheffield Young supports triathlons, fun runs and corporate challenges. These are run by staff but actively encouraged by the company. Staff can organise and recruit for the activity on the company intranet. Chapman Tripp Sheffield Young will pay for all or most of the costs, including the costs of an after-match function (eg, tent hire, barbeque, refreshments and catering).
- Chapman Tripp Sheffield Young provides a full shower facility for staff (including flowing soap and hairdryers).
- Last year, staff who were training for a marathon requested regular fitness assessments to gauge their progress. The company subsidised the cost of a sports trainer to come to the workplace, provided a room for the assessment and permitted access to the trainer during work hours.
- Chapman Tripp Sheffield Young has negotiated a discounted rate for massages to be provided on site. Staff are permitted access to the massage therapist during work hours.
- The company provides on-site facilities for a weekly yoga class. Staff pay for attendance but are able to use their annual $150 subsidy to offset this cost.
- Chapman Tripp Sheffield Young provides each full-time staff member with a basic health insurance plan to the value of $350 pa.
- A fruit bowl is located at various sites within the office, with an honesty box. Fruit costs 50c per piece. All legal staff are entitled to one lunch per week of salads and other nutritious food groups.
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Ford Company (NZ) Ltd
Ford (NZ) Ltd has implemented the following initiatives to increase workplace wellness.
Ford:
- provides a tennis/volleyball/basketball court on site for staff and their families to use at any time (including weekends) and runs inter-departmental challenges at lunch time
- has a lunch-time walking group
- runs a 'worklife week', focusing on providing a balance between work and life. Activities include wellness assessments and a variety of information sessions and activities that change every year (eg, chiropractic checks, women's/men's health seminars, aromatherapy courses, tai chi, yoga and massage)
- runs a 'Management vs the Best-of-the-Rest' sports competition
- has yoga courses on site after work
- has massage available on site every week (at a group rate)
- provides an occupational health nurse to provide advice to employees on their desk/driving set up and any ongoing issues
- funds up to $200 per person per year for 'life skills' development (eg, cooking classes, yoga, kick boxing, pottery). This includes several sports teams: indoor netball, indoor cricket and a touch rugby team
- sponsors national and provincial level rugby, motor racing and horse racing
- provides teams/individuals with paid time off work to compete at national sporting events
- sponsors Variety (the children's charity) via a range of fundraisers, including the Ford Fitzy's Golf Day
- allows flexible working hours/arrangements for staff who wish to undertake sports and other physical activities
- has arranged a group discount for Ford staff at the local gym
- provides full shower facilities
- provides healthy meals in the cafeteria and will make meals to order for 'weight watchers' and athletes in training.
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Bell Gully
Bell Gully has implemented the following initiatives to increase workplace wellness.
Bell Gully:
- provides subsidised gym memberships
- fully subsidises four sports teams: indoor netball, dragon boating, tennis and indoor soccer. (Includes a t-shirt)
- partially subsidises corporate challenges, fun runs, half marathons and triathlons
- hosts annual events such as the Bell Gully Outdoor Bowls day and the Bell Gully Golf competition. (The company meets all costs of these events)
- conducts in-house fitness sessions, including pilates, yoga, desk yoga, self defence and organised walks
- provides cycle racks to encourage staff to bike to work
- provides full shower facilities
- provides healthy food options at staff cafeteria. Fresh fruit and herbal teas are supplied daily
- provides information to its staff on the benefits of being fit and active. This information is provided on notice boards and in the weekly staff newsletter
- holds free seminars on the benefits of exercising, eating well and stress management. Personal trainers conduct in-house seminars on gym training
- subsidises medical insurance ($330 pa), provides a free annual flu injection, subsidises osteoporosis checks, and provides free annual mini-health checks (including blood pressure, cholesterol, body mass index, heart rate and glucose levels)
- has annual workstation audits conducted for all staff
- has a massage company operating on site, providing 15-minute neck massages
- has free counselling available via the EAP scheme. Bell Gully also provides 'confidential listeners', to listen to employees' concerns.
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The Alcohol & Drug Advisory Council
The Alcohol & Drug Advisory Council (ALAC) works alongside employers to promote drug and alcohol free worksites. 'Not At Work Mate' is an Australian programme that ALAC has introduced into New Zealand. It poses an alternative to the traditional 'drug-testing' approach to monitoring drug and alcohol use in the workplace. It aims to assist employees to take responsibility for their colleagues and to instil a sense of ownership of the work environment.
NZ Post has adapted this programme to suit its specific needs. The programme is pitched to union delegates as part of workplace health, safety and injury prevention. The message is then carried through into the workplace by the delegates. The message is that an employee who has a hangover or is under the influence of alcohol can place him or herself at risk or put others at risk. They are also likely to be less productive or may have mood swings that impact on others in the workplace. Employees are encouraged to take responsibility for their mates with hangovers in a manner that is supportive and non-disciplinary.
The Engineer's Union is currently working with ALAC and ACC on adapting the 'Not At Work Mate' programme to suit its particular needs. it has recently run pre-testing workshops with a sample representation of employees. It hopes to have the programme up and running by the end of 2003.
ALAC has a video and other resources on the programme available. It can be contacted via the ALAC website. ALAC recommends a book titled 'Preventing Workplace Substance Abuse: Beyond Drug Testing to Wellness', published by APA Books.
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Updated | 19 Mar 2008.
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