Implementation of workplace well-being programs in the Russian Federation: development of the on-line tools package and results of its piloting
Abstract Funding Acknowledgements Type of funding sources: None. Introduction. Most of the working-age population spends a significant part of their life at workplace. On the one hand, working conditions can cause stress, and therefore an increase unhealthy lifestyle, on the other hand, the workplace is a convenient organizational model for health promotion. In 2019 a big federal project "Public health" started aimed to improve population health and one of its important components is increasing implementation of effective workplace health promotion programs. Model workplace well-being programs have been developed within the framework of the Federal Project «Public Health». Purpose is to develop and pilot a package of tools for planning and implementing workplace well-being programs. Methods. Planning stage of the program has to include situation analysis with three components: available infrastructure analysis, employee interviews and comprehensive program development. We developed two types of questionnaires: for employers and for employees. After testing it in paper on limited N of participants it was corrected and electronic version was developed. The link to the instrument was distributed through the regional centers for public health who are responsible for implementation workplace health promotion programs in the regions. Results. In spring 2020, 558 completed questionnaires were received (among them 35 from employers, and 553 from employees). Among employers, 53.1% were familiar with workplace well-being programs, such programs were approved at 43.8% of enterprises. Employers believe that the most appropriate implementation of the following components are measures to increase the level of physical activity (22.9%), measures to prevent smoking (18.1%) and psychological relief (18.1%). There was a predominance of female among surveyed employees (66,5%), the average age was 39.8 ± 10.7 years and 42.6 ± 11.1 years for men and women, respectively. The following factors worried the employees on the workplace: distance from their place of residence (12.1%), continuous tension and stress (11.3%), noise (7.8%) and other factors. The level of presenteeism (measured by Copenhagen Psychosocial Questionnaire) was also analyzed, the low level of presenteeism was 38.9% and 42.4%, and the average level was 59.9% and 55.9% for men and women, respectively. Conclusion. We developed the set of instruments which must be useful for implementation of the workplace well-being programs. Surveys of employers contribute to obtaining a snapshot of the attitudes and priorities of employers in the region to plan targeted measures to stimulate the implementation of workplace well-being programs at the regional level. Questionnaires for employees can be used for an in-depth assessment of the priorities on the concrete workplace and development of a targeted program to the needs of a particular enterprise.
