The Society of Actuaries published in 2019 an exposure draft of the PRI-2012 mortality tables who claims that “participants in white collar jobs generally live longer than those in blue collar jobs”.

A professional and environmental review to study also found that “people with high physical demands on work had a significantly lower working life expectancy than people with low physical demands on work”.

The study concluded that at age 30, women with high physical demands at work could see 3.1 years less work, 11 more months of sickness absence and 16 more months of unemployment. For men, the figures were two years, 12 months and eight months respectively.

With growing concerns about health in the manufacturing workplace, many companies have started offering wellness programs to their employees in order to support the health of workers and, also, the internal productivity standards that workers healthy argue.

Value industries, a New Hampshire manufacturing company that has been developing adhesives, coatings, extruded films and laminates since 1866, already had a home wellness program but wanted to expand its reach.

Worthen approached a company called OMC Wellness Workdays, and now 80% of Worthen employees and 75% of spouses participate in the program.

As a result, Worth reaching 50% fewer people report having experienced depressive episodes, 26% feeling greater satisfaction with life, 25% quitting smoking and measured productivity savings of over $ 118,000 per year.

OMC Wellness is a subsidiary of Wellness Workdays, a company that offers programs to hundreds of clients in a variety of industries including, but not limited to, manufacturing and construction. It is primarily based on the East Coast and stretches from Caribou, Maine, to Miami, Florida.

CEO Debra Wein founded Wellness Workdays 18 years ago and Worthen has been using her services for over 10 years.

When OMC Wellness presented their program to Worthen, they felt it was imperative to ensure that all management supported the program.

“We need to make sure everyone talks the same and walks the same, so that employees feel empowered to go to the health coach,” Wein said. “They need to know that their place is secure, that their supervisors know their job is going to get done, and even more so because they are productive employees.

An OMC wellness team consists of a full-time health coach who works on-site with clients and a behind-the-scenes account team who help with technology, communication development, programs and The strategy. Depending on the size of a client, teams can range from one to seven.

One of the main goals of the Wellness Program team is to identify areas that require special attention.

“Sometimes people will just push [issues] under the rug and I think everyone feels like that, ”Wein said. “Or [notice] something related to high cholesterol or high blood pressure and they don’t bring it up because they think it’s probably not anything. We try to meet the employees where they are, but we also try to educate them on things [they] should know.

The safety risks workers face in the manufacturing industry are no secret. A Bureau of Labor Statistics According to the release, private sector employers reported 2.7 million non-fatal occupational injuries and illnesses in 2020.

Ten occupations accounted for 38.3% of all private sector cases involving days off work (DAFW) in 2020. Occupations in this statistic include heavy truck and tractor-trailer drivers, laborers, and laborers. maintenance and repair.

“Safety has become such an important subject. Everyone talks about it as the key factor in the success of an organization. We’re finding that many organizations are realizing that you can tie wellness with safety and really do amazing things for your employees.

While physical health receives a lot of attention, Wein stressed the importance of monitoring and maintaining mental and emotional health.

Wein said Worthen was instrumental from the start and wanted to support employees and their families in all facets of health: physical, nutrition, weight management, musculoskeletal injuries and mental health.

“It has been such an incredible hub for us and for our health coaches,” Wein said. “The idea that we shouldn’t talk about stress, anxiety, depression, drug addiction, drug addiction; many organizations welcome the conversation. Because they want to help employees, not just penalize them if they suffer from any of these issues.

To promote mental and emotional well-being, Worthen creates charitable opportunities in which its employees can participate.

“Their goal was to help the entire employee,” Wein said. “Not just to say that they care if you have lower back pain or some kind of injury that will prevent you from working. [They] really wanted to promote a healthy person and family.

Businesses may be reluctant to implement a wellness program because of the cost factor. However, Wein noted that there are ways for a business to implement a program without incurring a huge cost to the organization.

In the era of the “big resignation,” a wellness program could be the extra piece that improves recruitment and retention.

“It shows employees that you really care about their well-being,” Wein said. “Having a program that is outside of the human resources department is often a lot more effective because you have that line of confidentiality that we’ve found, in manufacturing and construction, in particular, which they really like.

“Worthen employees can participate in health coaching programs and other work-time programs. Employees go to health coaches and our resilience coaches not only to waste time, they come for very productive conversations. “

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