Introduction

The workplace audit assists you to record current or pre-existing strategies, identify areas of untapped potential and consider areas of interest to set your workplace health and well-being goals.
* Where your business has several sites a separate audit should be completed for each site.
* It is anticipated that the audit will take approximately 15 minutes
* this audit contributes to the statewide evaluation of healthy workers healthy futures, an initiative manage by SA Health. The complete audit will be de-identified and managed in accordance with ethical guidelines by third party evaluators, University of Adelaide.
For more information about our evaluation or how we are managing your privacy please contact, Manager Healthy Workers at healthyworkers@health.sa.gov.au

This Audit has A focus on smoking, alcohol, nutrition and physical activity (SNAP) in line with the Healthy Workers Healthy Futures toolkit. "step-by-step guide to health and well-being programs" available at
http:/www.sahealth.gov/healthyworkers

How to use the audit

HOW TO USE THE AUDIT

Step one: Respond to each prompt by selecting the response that best describes your workplace currently.

YES: do you have in place a quality approach that meets workplace needs.
WORKING TOWARDS: you have a good idea of what is needed and are considering or taking small steps to ensure it happens.
NO: do you have not considered nor currently doing that action.

Step two: PDF and email your report then print off.

Step three: Tally the number of ticks against each 'yes', 'no', and 'working towards' for the three categories; vision, people and places. Record a total score for each category on the final page.

Step four: Use the information and your ideas to develop a workplace action plan (see step 3: Healthy Workers-Healthy Futures Action Planning, in your toolkit).

Step five: Repeat audit once you have implemented your action plan to capture your changes and celebrate your success.

HEALTHY PEOPLE

Healthy people addresses individual worker needs around their health, such as improving access to services, information, events and activities that improve the health knowledge and skills of workers.

COMMUNICATION

1. Are signage and promotional materials with health messages are displayed?

2. Are health-related messages, events, policies etc are regularly communicated to all staff and communication mechanisms are in place?

PARTICIPATION & PROGRAMS

3. Does your workplace use relevant tools e.g. surveys to determine needs and interests of staff?

4. Are interests and needs of workers reflected in information and programs offered?

5. Does your workplace use qualified health professionals when running programs/events in the workplace and/or are credible sources of information utilised?

6. Do staff have access to fitness or physical activity classes, workshops or teams e.g. walking groups team challenges?

7. Do staff have access to healthy eating or healthy weight activities?

8. Do staff have access to quit smoking programs or support?

9. Do staff have access to screening and preventative health measures such as free phone coaching, flu vaccinations or health checks?

10. Do staff have access to a range of healthy lifestyle topics offered throughout the year e.g. a calendar of health events?

11. Do staff have access to information or workshops on stress, bullying, conflict management and related well-being topics?

12. Do staff have access to counselling services e.g. employee assistance program or equivalent?

13. Do staff have access to social events involving Workers, families and/or the wider community?

14. Is responsible alcohol consumption promoted and supported?

HEALTHY PLACES

Healthy places addresses the workplace environment, facilities , equipment and and use of local services that enable or prevent healthy behaviours.

FACILITIES & INFRASTRUCTURE

1. Are clean accessible kitchen facilities available? e.g. kettle, toaster, fridge and water (suitable equivalents for offsite work)

2. Are healthy food options easily available on site? e.g. food trucks, vending machines, events meetings and fundraising catering.

3. Does the workplace restrict smoking on worksite, including work vehicles?

4. If alcohol is served or sold, is it serve responsibly?

5. Is active travel promoted through the availability of bicycle racks, lockers and or other relevant facilities?

6. Are clean accessible shower or change facilities available (M & F)?

7. Do staff have access to ergonomic and/or hazardous workplace assessments?

8. Are workplace grounds, buildings and stairwells, well lit, safe and well maintained?

9. Does the workplace provide accessible and appealing indoor social/gathering areas?

LINKS WITH LOCAL SERVICES

10. Does the workplace of a discount or substitute a local fitness facilities?

11. Does the workplace promote local healthy food options e.g. deli, cafe, take aways?

12. Does the workplace utilise and promote local health services and programs e.g. walking groups, community fitness and health programs or GP?

HEALTHY VISION

Healthy vision encourages the business to consider how day-to-day practices and its culture might support and encourage healthy behaviours.

COMMITMENT & RESOURCING

1. Are workers are involved in decision-making and implementation of strategies?

2. Are programs and activities offered to all workers i.e. Shifts, roles, locations

3. Are program coordinators/champions supported by management and relevant committees/co-workers?

4. Are wellbeing activities regularly reviewed for effectiveness?

5. Is there a commitment to ongoing budget to support employee health and well-being?

6. Commitment to health and well-being aligns with business vision e.g. goals, enterprise agreements and/or work health and safety strategies?

CULTURE

7. Is management committed and do they participate in health and well-being activities?

8. Are there strategies to recognise worker participation and dedication such as awards and certificates?

POLICY, PROCEDURE, DOCUMENTATION

9. Are there policies or procedures to address healthy food options; including catering, vending machines, fundraising and on-site sales?

10. Are there policies or procedures to address physical activity including; active transport, reducing sedentary practices?

11. Are there policies or procedures to address responsible alcohol consumption for employees and visitors to the workplace?

12. Are there policies or procedures to address smoking with in the workplace including support for employees looking to quit?

13. Are there policies or procedures to address well-being including; flexible work arrangements bullying and workload management?

14. Have health and well-being policies or procedures been developed and reviewed in consultation with workers?

BARRIERS & ABILITY

Please list any known factors limiting your ability to make health and well-being workplace changes and any ideas you have to minimise the impact? (e.g. building redevelopment scheduled in three months time new contracts increasing work demands change in management or business structure schedule for the next 12 months)

How confident are you in your ORGANISATION's ability to take action and support workplace health and wellbeing? (1) not confident at all; (2) somewhat confident; (3) confident; (4) very confident; (5) highly confident
How confident do you feel in your OWN ability to support your workplace to encourage workplace health and well-being? (1) not confident at all; (2) somewhat confident; (3)confident; (4) very confident; (5) highly confident

CHECK YOUR SCORE

Total number of yes


Total number of working towards


Total number of no

MOSTLY YES

If you have ticked mostly yes, your score indicates that your workplace has a considered and structured health and well-being program that suits the needs and wishes of your employees.

CONGRATULATIONS ON YOUR EFFORTS TO DATE!

It is important to regularly review the goals and actions of your program according to the needs and interests of your employees. Don't forget to consider new and exciting activities including those in your local area, new campaigns and healthy events. Keeping your program in the spotlight with regular promotion ensures ongoing enthusiasm, commitment and support from both employees and managers.

Consider submitting a case study for publication to the Healthy Workers Healthy Futures initiative via healthyworkers@health.sa.gov.au

Other workplaces would love to hear about your success and how you achieved it.

MOSTLY WORKING TOWARDS

If you have ticked mostly working towards your score indicates that there are some good backbones to your program and your workplace is keen to support healthy behaviours. Getting to this point often takes dedication and commitment. Well done and keep up the good work!

There may still be some gaps in planning, resourcing, activity rates or changes may be needed to workplace facilities.

Consider each step within the Healthy Workers - Healthy Futures toolkit to guide you through areas of ongoing development and talk to your Healthy Worker Adviser about ways to move forward.

It might be important to now consider whether you are putting your resources into activities that will give you the strongest outcome (for the business and its worker). Consider asking key colleagues about their needs and wishes for the program; you may find this gives your program renewed energy and direction.

Don't forget to regularly remind employees of opportunities participate..

MOSTLY NO

If you have ticked mostly no, your score indicates that you are just starting out or have someone Idea of what your workplace is missing. By participating in the audit you have taken an important step towards creating a healthy workplace. Well done!

Remember that not all strategies have to be highly resourced or time intensive; small changes can often promote and create healthy behaviours. Consider how you can build on any efforts made so far.

Take the time to look through Healthy Workers-Healthy Futures case studies to see what other places have achieved. www.sahealth.sa.gov.au/healthyworkers

Some of the essential elements of creating a health and well-being program include, assessing the needs of workers, obtaining commitment and support of both workers and management, and monitoring the program. It may be useful to refer to the Healthy Workers-Healthy Futures toolkit to take you through the steps of copy can be downloaded at www.sahealth.sa.gov.au/healthyworkers

Please note that this checklist is a hypothetical example and provides basic information only. It is not intended to take the place of, among other things, workplace, health and safety advice; medical advice, diagnosis, or treatment; or other applicable laws. You should also seek your own professional advice to determine if the use of such checklist is permissible in your workplace or jurisdiction.