Workplace wellness initiatives are a necessary component of any workplace, regardless of industry. The personal and organizational benefits can be illustrated in all types of workplaces, from manufacturing plants and school boards, to for-profit business and all levels of government. The flexibility and adaptability of workplace wellness into different environments makes it extremely valuable; it can go anywhere, adapt to any work environment and achieve great results.
HealthWORKS at the Region of Durham
The Regional Municipality of Durham began its wellness journey in 2003 and has been supporting a comprehensive program ever since. Through innovative programming, a comprehensive approach, and a rigorous promotion and communication plan, the Region’s HealthWORKS Employee Wellness Program has matured over the past three years.
Senior Support is Essential
A large contributor to the success of any corporate wellness program is the support exhibited by senior management. In the case of the Region, support from the top levels
of the organization has been in place since the inception of the program. Christine Ball, Director of Human Resources is well aware of the important role that top level support
plays in the success and longevity of worksite wellness.
“Here at the Region, we have the advantage of senior management championing wellness. That’s a tremendous advantage,” says Ms. Ball. “From our Chief Administrative Officer,
our Commissioner of Human Resources, to our senior management team, these key
players understand that our wellness initiatives foster improved work/life balance, staff relations, and make the Region an employer of choice.” This influential group also includes the Region’s applicable unions, some of which sit on the Region’s Wellness Steering Committee, contributing to the roll out of the program. Support from all employee groups
is critical to the longevity of comprehensive wellness at any organization and has proven to be effective at the Region.
The HealthWORKS Wellness Steering Committee
In addition to securing support from the top levels, the Region has always received regular input from its Wellness Steering Committee. This group is composed of representatives from most, if not all, of the Region’s major departments. This type of committee arrangement ensures that all employee groups are given the opportunity to present feedback as well as help create an annual operating plan that is appropriate for the Region as a whole. This process contributes to a high level of ownership that employees have for the program; it is their program and, as such, they largely contribute to its implementation and success. As wellness representatives, the committee members endorse the program in their respective workplaces, which is invaluable promotion, especially when partnered with
a solid communication and promotion plan.
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