Professional Documents
Culture Documents
Deborah Vanderwyk
Michelle Jung
Elizabeth Harney N N
Silvina Martin-Johnson Y Y
Sarah Nordan Y Y
Heather Saindon-Kaneen Y Y
Deborah Vanderwyk Y Y
Rachael Vernon Y N
Introduction
This week our group discussed the topic Modeling Personal Wellness as it relates to
our current and future workplaces. Group members contributed to the discussion by sharing
stories about the impact their current workplaces have on their health. We kept in mind our
hypothetical business as we discussed risk factors, strategies, and planned a future business
Risk Factors
During the discussion, we identified some of the risk factors that hinder full
environmental health. Those risk factors include exposure to pollution, fast food, and lack of
outdoor places to walk or exercise -- Resulting issues that stem from these risk factors include
chronic illnesses and disabilities like obesity, smoking and stress which cause heart disease,
diabetes, asthma, high blood pressure and cardiovascular disease. Our team proposed that one of
the issues that keep people from obtaining optimal health is due to geography. It was discussed
that some of our group grew up in an active and safe neighborhood with access to hiking &
walking trails as well as local parks. However, one of our group members is current community
WELLNESS PLAN: RISK AND STRATEGIES 3
lacks sidewalks and accessibility to parks -- a result of not having access to these necessary
outdoor places are depression, obesity and the comorbid issues linked to both.
Suggestions
Many group members had a variety of ideas for health promotion in the workplace.
Suggestions included offering health risk assessments to employees to identify their health and
wellness strengths and opportunities within the workplace. A summary of the results, as
individual results are confidential, will help our company develop wellness programs tailored to
workplaces that sit a lot during the day. Extending the lunch time from 30 minutes to 45 minutes
can also give our employees the opportunity to engage in this fun and healthy activity. Paycheck
stuffers, such as health and wellness newsletters, and emails including links to healthy lifestyle
choices can also be provided to our employees. Another proposal was involving the employees
in monthly or quarterly advocacy walks that would encourage exercise, team building and
connection. In addition to the benefits of community building and exercise, they have the chance
to make a difference by raising funds for charities such as the Humane Society, Breast Cancer
Research, Hurricane or Wildfire Relief and other charities that the staff can vote on to benefit
from their efforts. Sarah also proposed installing filtered water dispensers in the business and
encouraging workers to drink more water by handing out reusable water bottles and hanging up
posters with water challenges to encourage healthy competition. Finally, as group exercise
reduces stress, builds community as well as improves physical and mental health, we propose a
partnership with the local Parks and Recreation Department or YMCA to provide classes onsite
such as Zumba, Yoga Pilates and even Turbo Kickboxing for those who desire a more strenuous
workout.
WELLNESS PLAN: RISK AND STRATEGIES 4
Workplace Experience
As many of the peers in our group are Starbucks employees, we discussed the lack of a
health and wellness support that could easily be acquired by the company and theoretically
reduce obesity issues, and increase production in the workplace. While Starbucks does encourage
their employees to be tobacco-free by enforcing non-smoking rules in and around each store,
they do not openly announce that they offer support to those employees who wish to quit. Stress
was also discussed as a common issue as it relates to the workplaces impact on health. Many
group members discussed feeling overworked, tired, and stressed. The stress of the job does not
One of our other peers discussed how advanced her work environment is in promoting
health and wellness. She discussed how she is able to take breaks as needed and there is a trail
around the building that allows for the employees to get fresh air and rejuvenate. The company
also offers free gym classes in the building, as well as access to multiple dog parks nearby. One
of the best perks of her company and is that the people of her business can bring their pets to
work. It has been proven that animals reduce stress in the workplace.
Additional resources were also provided to further discussion within the group. Video
and audio was shared which discussed health in the workplace. One example Extraordinary
Workplace Wellness Programs (2016) gave group members a look at some of the strategies and
programs being implemented in workplaces today. Examples of nutrition, fitness, and coaching
programs can be seen throughout the video, and it is suggested that individuals consume less
than 10 percent of calories per day from added sugars, and saturated fats, as well as consume less
than 2,300 milligrams per day of sodium. A healthy workplace culture can impact productivity
References
issues/environmental-health
Harvard T.H. Chan School of Public Health. (2016). Health in the American Workplace. [Video
https://www.youtube.com/watch?time_continue=367&v=g4HzGgqFAQo
The Health Advocate. (2016). Modeling personal wellness: Becoming a change agent and
Retrieved fromhttp://www.healthadvocate.com
IN.gov (2017). Sample Health Risk Assessment (HRA). Retrieved on October 19, 2017 from
http://www.in.gov/isdh/files/SampleHRA(1).pdf
Institute for Health and Productivity Studies, JHU. (2015). Extraordinary Workplace Wellness
QbV_OstxQ&list=PLE4671LZgscRDUAiUKgzgAiiyc61PI0k
Jamner et al (2001). Promoting Human Wellness: New Frontiers for Research, Practice, and
Neighmond, Patti. (2016). Wellness Programs Take Aim at Workplace Stress. NPR. Retrieved
from http://www.npr.org/sections/health-shots/2016/07/18/486093979/wellness-
programs-take-aim-at-workplace-stress
Neighmond, Patti. (2016). Overworked Americans Aren't Taking the Vacation They've Earned.
shots/2016/07/12/485606970/overworked-americans-arent-taking-the-vacation-theyve-
earned
O'Donnell, Michael (2002). Health Promotion in the Workplace. 220-223. Retrieved from
http://www.hbr.org
Overbeck, J. (2015). You dont have to be the boss to change how your company works. 2-6.