For Employers<\/h3>\nWhat can we do now?<\/strong><\/h4>\nIf your organization used the Healthy Work Survey<\/a> to find out if you have (un)healthy work at your workplace, you\u2019re probably asking what you can do about the results (beyond what the survey recommends).<\/p>\nBelow you will find recommendations, tools and strategies from experts in the field of work stress to help you take action to address the work stressors that threaten the health and well-being of employees and make your organization less productive.<\/p>\n
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Not one set of recommendations fits all.<\/strong> Healthy work can be achieved by improving the quality of jobs and by reducing specific work stressors. Which work stressors\u2014and how to best accomplish this\u2014will depend on your industry, the size of your company, and your existing resources and infrastructure.<\/p>\nRemember, these tools and strategies are meant to complement your own organizational resources<\/strong>, which may already include:<\/p>\n\n- A commitment to improve organizational culture and the health and safety of workers.<\/li>\n
- Implementation of wellness programs, employee assistance programs, or assessments of employee\/organizational health and productivity.<\/li>\n<\/ul>\n
What can our organization do to combat work stress?<\/strong><\/h4>\n\n\n![](\"\/wp-content\/uploads\/2018\/12\/hwc-number-icon-1.png\")
<\/a><\/p>\nStep One<\/a><\/strong> – Review and share your organization\u2019s Survey Report and LEARN what exposure to particular work stressors may mean to your employees and organization, using the Principles of Healthy Work<\/a>.<\/p>\n<\/div>\n\n![](\"\/wp-content\/uploads\/2018\/12\/hwc-number-icon-2.png\")
<\/a><\/p>\nStep Two<\/a><\/strong> – Is your organization ready for healthy work? Find out what unhealthy work is costing your organization.<\/p>\n<\/div>\n\n![](\"\/wp-content\/uploads\/2018\/12\/hwc-number-icon-3.png\")
<\/a><\/p>\nStep Three<\/a><\/strong> – Some general ideas for how to reduce work stressors and a series of reports \u2013 Healthy Work Strategies \u2013 summarizing workplace research projects, programs\/policies, as well as current or pending laws and regulations intended to promote healthy work.<\/p>\n<\/div>\n\n![](\"\/wp-content\/uploads\/2018\/12\/hwc-number-icon-4.png\")
<\/a><\/p>\nStep Four<\/a><\/strong> – Plan and design your own \u201chealthy work programs\/policies\u201d with participation at all levels of your organization (especially employees).<\/p>\n<\/div>\n<\/div>\n<\/p>\n
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Want to know more? Read on.<\/strong><\/h4>\nSTEP ONE<\/u><\/strong>:<\/h5>\nReview the findings from your survey report and LEARN<\/a> about how the work stressors common in your organization can be reduced or improved to make healthier work and healthier workers. Share your ideas and thoughts with key members of your organization. If you have questions about your report, you can Get Feedback<\/a>.<\/p>\nSTEP TWO<\/u><\/strong>:<\/h5>\nIs your organization ready for healthy work? Find out what unhealthy work is costing your organization.<\/p>\n
\n- Read our case for why it benefits organizations to reduce work stressors and improve job quality: Business Costs of Unhealthy Work<\/a>.<\/li>\n
- Need more help convincing leadership about prioritizing the health and safety of workers? Or to find out how your current employee wellness or health and safety resources might work more effectively?\n
\n- Check out the NIOSH Total Worker Health<\/em>\u00ae<\/sup><\/em><\/a> program to enhance your policies and practices around workplace health and safety. The Total Worker Health<\/em> (TWH) approach includes strategies that recognize that working conditions are important factors that can lead to illness and injury, and that job-related factors such as wages, hours of work, workload, coworker and supervisor support, access to paid leave, and health-promoting workplaces all can have an impact on the well-being of workers, their families, and their communities. Implementing TWH policies, programs, and practices in your organization can be a good starting point<\/em><\/strong> in promoting #healthywork. Also take a look at the TWH \u201cBusiness Case<\/a>\u201d and this checklist<\/a> if you want to implement the TWH approach in your organization.\u00a0<\/em><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n
STEP THREE<\/u><\/strong>:<\/h5>\nFirst<\/strong>, we have provided some General Ideas<\/strong> for reducing specific work stressors such as:<\/p>\nLong work hours, bullying, sexual harassment, discrimination, threats of violence, understaffing, job insecurity, lack of supervisor or coworker support, work-family conflict, job demands, lack of job control, job strain, and \u201ceffort-reward imbalance.\u201d<\/p>\n
Second<\/strong>, we have provided a series of reports summarizing various ways to improve the organization of work to reduce work stressors. These Healthy Work Strategies<\/strong> include workplace policies, programs, regulations and laws designed to reduce sources of stress at work (work stressors), and to make work and workers healthier.<\/p>\nGENERAL IDEAS TO REDUCE WORK STRESS<\/strong><\/p>\n[\/et_pb_text][et_pb_toggle title=”Enhance job control; reduce demands\/efforts. **” admin_label=”Toggle – Enhance job control; reduce demands\/efforts. **” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n
\n- Develop standards for job descriptions so that there are reasonable workloads, a variety of tasks, clear responsibilities, as well as a clear line of reporting.<\/li>\n
- Establish policies and train managers to encourage employee participation in decision-making and encourage employees ability to carry out their tasks with more independence and autonomy.<\/li>\n
- Evaluate manager performance in the following areas:\n
\n- Involving all employees in discussing problems and solutions,<\/li>\n
- Communicating frequently with employees about important decisions and future plans,<\/li>\n
- Arranging work assignments to prevent excessive demands,<\/li>\n
- Planning work carefully with employees to agree on achievable deadlines or work pace,<\/li>\n
- Ensuring that tasks and responsibilities are clearly defined, and<\/li>\n
- Providing employees with opportunities for learning and skills development.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n
** Adapted from the\u00a0Job Stress Intervention Guide<\/a>, TWH Center for Promotion of Health in the New England Workplace<\/a>, 2015<\/span><\/p>\n[\/et_pb_toggle][et_pb_toggle title=”Create a more supportive work environment. **” admin_label=”Toggle – Create a more supportive work environment. **” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n
\n- Organize job roles to allow employees to participate in work teams.<\/li>\n
- Train managers\/supervisors on effective leadership of work teams and effective communication.<\/li>\n
- Form labor-management committees (where they don\u2019t already exist) to allow effective feedback from employees and management on all issues pertaining to worker health, safety, and work stress.<\/li>\n
- Sponsor social events to foster teamwork and positive relationships.<\/li>\n
- Make sure that meal break areas are clean, furnished, and well-equipped, so employees can socialize at break times.<\/li>\n
- Organize peer support groups (such as healthy lifestyle, elder caregivers, illness\/injury prevention) for employees in the workplace and help employees to connect with support groups in the community.<\/li>\n<\/ul>\n
** Adapted from the\u00a0Job Stress Intervention Guide<\/a>, TWH Center for Promotion of Health in the New England Workplace<\/a>, 2015<\/span><\/p>\n[\/et_pb_toggle][et_pb_toggle title=”Address work-life balance. **” admin_label=”Toggle – Address work-life balance. **” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n
\n- Adopt policies on fair and flexible work schedules appropriate to the industry; communicate policies and procedures to all employees.<\/li>\n
- Establish firm limits to avoid excessively long work hours.<\/li>\n
- Train supervisors how to communicate and support existing work-life policies and programs.<\/li>\n
- Expand benefits and programs to assist with managing personal and caregiving needs, including workplace breastfeeding support.<\/li>\n
- Develop vacation or sick <\/a>leave pool<\/a> programs to help employees during hardship.<\/li>\n<\/ul>\n
** Adapted from the Job Stress Intervention Guide<\/a>, TWH Center for Promotion of Health in the New England Workplace<\/a>, 2015<\/span><\/p>\n[\/et_pb_toggle][et_pb_toggle title=”Reduce incivility, promote justice & fairness. **” admin_label=”Toggle – Reduce incivility, promote justice & fairness. **” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.19.4″ global_colors_info=”{}”]<\/p>\n
\n- Incivility includes bullying, hostile workplaces, sexual harassment and discrimination.<\/li>\n
- Be familiar with the\u00a0U.S. Equal Employment Opportunity Commission\u00a0(EEOC)<\/a>\u00a0and with\u00a0laws & guidance on workplace sexual harassment<\/a>\u00a0and\u00a0Laws & guidance on employment discrimination<\/a>.<\/span><\/li>\n
- Establish policies and procedures to deal with incivility, abuse, harassment, and violence at work.<\/li>\n
- Use precise definitions in policies<\/a> for workplace bullying, sexual harassment and discrimination, and include proactive steps that address the bully\/perpetrator\u2014not the target.<\/li>\n
- Incorporate respect and fairness into the company mission statement, personnel policies, and expectations for daily interactions.<\/li>\n
- Provide training for all employees on respectful and fair treatment in the workplace; involve executives, managers, supervisors, production employees, and all new hires.<\/li>\n
- Reward employees for being good role models for respect and fairness in the workplace.<\/li>\n<\/ul>\n
** Adapted from the Job Stress Intervention Guide<\/a>, TWH Center for Promotion of Health in the New England Workplace<\/a>, 2015<\/span><\/p>\n[\/et_pb_toggle][et_pb_toggle title=”Address job security and precarious jobs. **” admin_label=”Toggle – Address job security and precarious jobs. **” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n
\n- When possible, extend the same pay and benefits to non-standard employees that are offered to similar status permanent employees.<\/li>\n
- Include all non-standard employees in workplace health and safety training programs, wellness programs and employee assistance programs.<\/li>\n
- Prior to implementing restructuring, consider:**\n
\n- Evaluating the economic and social impact on workers, families and communities, and the long-term impact on company innovation and sustainability.<\/li>\n
- Early communication with employees, their representatives, and other local stakeholders (e.g. communities, local authorities).<\/li>\n
- Instituting employee skill development and job retraining or cross-training.<\/li>\n
- Alternatives to layoffs including temporary or long-term working-time reductions, re-negotiation of working conditions.<\/li>\n
- Help with job-search, including paid time off to search for jobs.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n
**Adapted from the European Parliament adopted report<\/a> to The Commission on Information and Consultation of Workers, Anticipation and Management of Restructuring, 2012.<\/span><\/p>\n[\/et_pb_toggle][et_pb_toggle title=”Address hours, shifts and schedules.” admin_label=”Toggle – Address hours, shifts and schedules.” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n
\n- Be aware of laws governing work hours:\u00a0US Department of Labor – The Fair Labor Standards Act (FLSA)<\/a>;\u00a0Federal Motor Carrier Safety Administration<\/a>.<\/span><\/li>\n
- Establish firm limits to avoid excessively long work hours.<\/li>\n
- When possible, avoid \u201con-call scheduling\u201d and give an employee reasonable advance notice of their schedule.<\/li>\n
- Recognize the dangers (and productivity costs) of disrupted sleep and fatigue due to shift work and long work hours, and consider redesigning the work schedule, redistributing the workload, or offering longer recovery times.<\/li>\n
- Avoid frequent rotations between night and day shifts when possible.<\/li>\n
- Offer shift workers educational programs and resources to improve sleep strategies, exercise and diet programs, and relaxation techniques.<\/li>\n<\/ul>\n
[\/et_pb_toggle][et_pb_toggle title=”Provide fair pay\/living wages\/benefits.” admin_label=”Toggle – Provide fair pay\/living wages\/benefits.” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n
\n- Pay all low-wage workers at least a \u201cliving wage.\u201d (See the MIT living wage calculator<\/a> based on your region\u2019s cost of living.)<\/li>\n
- Consider implementing a \u201cparity policy<\/a>\u201d for subcontracted or temporary workers.<\/li>\n
- Expand benefits and programs to assist with managing personal and caregiving needs.<\/li>\n
- Develop vacation or sick leave pool<\/a> programs to help employees during hardship.<\/li>\n<\/ul>\n
[\/et_pb_toggle][et_pb_text admin_label=”Text: HEALTHY WORK STRATEGIES” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n
HEALTHY WORK STRATEGIES<\/strong><\/p>\n[\/et_pb_text][et_pb_toggle title=”Workplace research studies and programs to reduce work stressors” admin_label=”Toggle – Workplace research studies and programs to reduce work stressors” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n
These workplace research studies and programs, published in scientific journals, were selected because they were designed to reduce sources of stress at different workplaces in order to improve employee health (health promotion programs intended to change individual behaviors are not included). Many include a participatory \u201caction\u201d research focus, which means they involved workers, labor and management in a process that was intended to create positive change. These studies document the effects of workplace programs and policies and provide important details about the process of changing working conditions\u2014so that you can see if such a process might work in your workplace or industry.<\/p>\n
Health Care<\/strong><\/p>\nReducing work stress and improving the mental health of hospital workers (Quebec, Canada)<\/a><\/p>\nManufacturing<\/strong><\/p>\nJob redesign at a sweets manufacturing company in England<\/a><\/p>\nPublic Sector Workers<\/strong><\/p>\nChanging workplace policies and procedures reduced blood pressure among Quebec, Canada white-collar workers<\/a><\/p>\nIncreasing job control and reducing other job stressors among call center workers in England<\/a><\/p>\nRedesigning the jobs of postal workers in Uppsala, Sweden<\/a><\/p>\nSupervisor Support and Work-life balance<\/strong><\/p>\nImproving employee safety, health, and well-being through improved team communication and work-family balance<\/a><\/p>\nReducing work-family conflict through supervisor training on Family Supportive Supervisor Behaviors (FSSB)<\/a><\/p>\nTeachers\/Education<\/strong><\/p>\nWorkplace policies and programs to reduce job stress among K-12 education staff (U.S.)<\/a><\/p>\nTransit Workers \u2013 bus drivers<\/strong><\/p>\nAction research intervention with urban bus drivers in Copenhagen, Denmark<\/a><\/p>\nBathroom access for bus drivers in the US and Canada<\/a><\/p>\nIntervention to reduce job stress among urban bus drivers in Stockholm, Sweden<\/a><\/p>\nPreventing threats and violence against bus drivers<\/a><\/p>\nPrograms and policies to reduce work stress among bus drivers in the United States and Canada<\/a><\/p>\nWorkplace bullying\/discrimination\/violence<\/strong><\/p>\nA training program for workers and managers on reducing male bullying and workplace violence (U.S.)<\/a><\/p>\nIf you are interested in learning about reducing COVID-19-related work stressors, visit our <\/span>Healthy Work Strategies page<\/span><\/a> for more info.<\/span><\/p>\n[\/et_pb_toggle][et_pb_toggle title=”Laws and Regulations” admin_label=”Toggle – Laws and Regulations” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.20.0″ hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n
While many of these legislative efforts to improve working conditions and promote healthy work have not been scientifically studied to determine their effectiveness, they are legal requirements and thus don\u2019t depend upon the level of cooperation of a particular manager or supervisor. Laws and regulations also typically reach more people than the workplace-based programs that have been studied. These short reports were based on news stories and reports from specific organizations and\/or industry publications.<\/p>\n
Government labor inspectors\u2019 role in protecting workers\u2019 mental health in Qu\u00e9bec<\/a><\/p>\nJob redesign and national labor protections have positive effects on worker health and the economy<\/a><\/p>\nLaws and regulation to prevent workplace violence in healthcare<\/a><\/p>\nLaws prohibiting mandatory overtime for nurses<\/a><\/p>\nLaws to improve nurse staffing levels in hospitals in the U.S.<\/a><\/p>\nLaws to prevent workplace sexual harassment<\/a><\/p>\nLegislation to prevent psychosocial risks in healthcare (E.U.)<\/a><\/p>\nLegislation to reduce job stress in education & healthcare (summary)<\/a><\/p>\nPanic Buttons: An intervention to prevent psychological trauma and physical assault among hotel housekeepers<\/a><\/span><\/p>\nState laws <\/span>banning mandatory overtime for nurses<\/span><\/a>, except in case of emergency.<\/span><\/p>\nStress Check: A national policy in Japan for prevention of workplace stress<\/a><\/p>\nWork scheduling laws contribute to more stable employment<\/a><\/p>\nWorkplace bullying prevention laws and regulations<\/a><\/p>\n\n\t\t\t\t\tHealthy Families Act<\/span><\/span><\/h3>\n\t\t\t\t\tHealthy Families Act<\/a><\/p>\nThis bill (currently in Congress) which would allow workers to earn up to seven paid sick days a year. Creating a national paid sick leave standard would allow millions of Americans to earn the time necessary to recover from illnesses like the flu, access health care, and take care of a sick family member.<\/p>\n
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[\/et_pb_toggle][et_pb_text admin_label=”STEP FOUR” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n
STEP FOUR<\/u><\/strong>:<\/h5>\nPlan and design your own \u201chealthy work programs\/policies\u201d with participation at all levels of your organization (especially employees).<\/p>\n
\n- Consult all stakeholders about what you found when your organization took the survey<\/a>.<\/li>\n
- Based on Step Three, introduce stakeholders to the evidence-based research, programs or strategies from other organizations that have successfully improved work stressors or promoted healthy work.<\/li>\n
- Ask all stakeholders for feedback about feasible and sustainable ways to implement similar programs\/policies that would reduce work stressors and promote healthy work in your organization.<\/li>\n<\/ul>\n
How?<\/strong><\/p>\n\n- Check out the Healthy Workplace Participatory Program<\/a> (HWPP) developed by the Center for the Promotion of Health in New England (CPH NEW), a NIOSH Total Worker Health\u00ae<\/sup><\/em> Center of Excellence<\/a>. As the next step for setting up a program to address work stressors, it must involve employees and all stakeholders in your organization committed to providing healthy work.<\/strong><\/li>\n
- It offers you specific guidance on<\/strong>\n
\n- How to conduct focus groups<\/a> with employees\/other stakeholders to get feedback about the survey findings.<\/li>\n
- How to introduce work stress intervention ideas and programs<\/a>. (See Step Three for examples.)<\/li>\n
- How to create \u201cdesign teams\/committees\u201d<\/a> to review survey and focus group findings, discuss evidence-based programs to reduce work stress, and design\/plan innovative healthy work interventions for your specific organization.<\/li>\n
- Ways to implement<\/a> and evaluate<\/a> healthy work programs.<\/li>\n<\/ol>\n<\/li>\n
- How will this program benefit your organization<\/a>?
The HWPP is scientifically \u201cfield-tested\u201d and engages employees and all levels of management in addressing a wide range of work environment, work organization, safety, and employee health issues. It works for starting new programs or enhancing existing programs and includes tools and information that you can pair with the report you received from the survey<\/a>.<\/li>\n<\/ul>\n[\/et_pb_text][et_pb_text admin_label=”More Resources (Text)” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n
More Resources<\/strong><\/h4>\n[\/et_pb_text][et_pb_toggle title=”Selected organizations committed to promoting good, quality jobs or healthy workplaces**” admin_label=”Toggle – Selected organizations” module_class=”toggle-no-box” _builder_version=”4.20.0″ hover_enabled=”0″ z_index_tablet=”500″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n
\n\t\t\t\t\tB Corps<\/span><\/span><\/h3>\n\t\t\t\t\tB Corps<\/a>\u00a0is a community and certification process for businesses who seek to redefine success in business and to build a more inclusive and sustainable economy. The B-Corp community works towards reducing inequality and poverty, building a healthier environment, stronger communities and the creation of high-quality jobs with dignity and purpose. Certified B-Corporations undergo a rigorous assessment of the company\u2019s impact on its workers, customers, community, and environment and are required to amend their legal governing documents to require their board of directors to balance profit and purpose. Check out the\u00a0B-Corp Directory<\/a>\u00a0for companies that have been certified and may offer many of the elements of a healthy workplace.**<\/p><\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\tFamily Values @ Work<\/span><\/span><\/h3>\n\t\t\t\t\tFamily Values @ Work<\/a><\/span>\u00a0is a national network of 27 state and local coalitions helping spur the growing movement for family-friendly workplace policies, such as paid sick days and family leave insurance, which will result in better individual and public health, and greater financial security for families, businesses and the nation. If you would like more information about the benefits of family-friendly work policies such as paid sick days and paid leave, check out these\u00a0<\/span>resources, toolkits, and employer examples<\/a>.<\/span><\/p><\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\tThe Good Jobs Institute
If your organization used the Healthy Work Survey<\/a> to find out if you have (un)healthy work at your workplace, you\u2019re probably asking what you can do about the results (beyond what the survey recommends).<\/p>\n Below you will find recommendations, tools and strategies from experts in the field of work stress to help you take action to address the work stressors that threaten the health and well-being of employees and make your organization less productive.<\/p>\n Not one set of recommendations fits all.<\/strong> Healthy work can be achieved by improving the quality of jobs and by reducing specific work stressors. Which work stressors\u2014and how to best accomplish this\u2014will depend on your industry, the size of your company, and your existing resources and infrastructure.<\/p>\n Remember, these tools and strategies are meant to complement your own organizational resources<\/strong>, which may already include:<\/p>\n Step One<\/a><\/strong> – Review and share your organization\u2019s Survey Report and LEARN what exposure to particular work stressors may mean to your employees and organization, using the Principles of Healthy Work<\/a>.<\/p>\n<\/div>\n Step Two<\/a><\/strong> – Is your organization ready for healthy work? Find out what unhealthy work is costing your organization.<\/p>\n<\/div>\n Step Three<\/a><\/strong> – Some general ideas for how to reduce work stressors and a series of reports \u2013 Healthy Work Strategies \u2013 summarizing workplace research projects, programs\/policies, as well as current or pending laws and regulations intended to promote healthy work.<\/p>\n<\/div>\n Step Four<\/a><\/strong> – Plan and design your own \u201chealthy work programs\/policies\u201d with participation at all levels of your organization (especially employees).<\/p>\n<\/div>\n<\/div>\n <\/p>\n Review the findings from your survey report and LEARN<\/a> about how the work stressors common in your organization can be reduced or improved to make healthier work and healthier workers. Share your ideas and thoughts with key members of your organization. If you have questions about your report, you can Get Feedback<\/a>.<\/p>\n Is your organization ready for healthy work? Find out what unhealthy work is costing your organization.<\/p>\n First<\/strong>, we have provided some General Ideas<\/strong> for reducing specific work stressors such as:<\/p>\n Long work hours, bullying, sexual harassment, discrimination, threats of violence, understaffing, job insecurity, lack of supervisor or coworker support, work-family conflict, job demands, lack of job control, job strain, and \u201ceffort-reward imbalance.\u201d<\/p>\n Second<\/strong>, we have provided a series of reports summarizing various ways to improve the organization of work to reduce work stressors. These Healthy Work Strategies<\/strong> include workplace policies, programs, regulations and laws designed to reduce sources of stress at work (work stressors), and to make work and workers healthier.<\/p>\n GENERAL IDEAS TO REDUCE WORK STRESS<\/strong><\/p>\n [\/et_pb_text][et_pb_toggle title=”Enhance job control; reduce demands\/efforts. **” admin_label=”Toggle – Enhance job control; reduce demands\/efforts. **” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n ** Adapted from the\u00a0Job Stress Intervention Guide<\/a>, TWH Center for Promotion of Health in the New England Workplace<\/a>, 2015<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Create a more supportive work environment. **” admin_label=”Toggle – Create a more supportive work environment. **” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ z_index_tablet=”500″ global_colors_info=”{}”]<\/p>\n ** Adapted from the\u00a0Job Stress Intervention Guide<\/a>, TWH Center for Promotion of Health in the New England Workplace<\/a>, 2015<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Address work-life balance. **” admin_label=”Toggle – Address work-life balance. **” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n ** Adapted from the Job Stress Intervention Guide<\/a>, TWH Center for Promotion of Health in the New England Workplace<\/a>, 2015<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Reduce incivility, promote justice & fairness. **” admin_label=”Toggle – Reduce incivility, promote justice & fairness. **” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.19.4″ global_colors_info=”{}”]<\/p>\n ** Adapted from the Job Stress Intervention Guide<\/a>, TWH Center for Promotion of Health in the New England Workplace<\/a>, 2015<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Address job security and precarious jobs. **” admin_label=”Toggle – Address job security and precarious jobs. **” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n **Adapted from the European Parliament adopted report<\/a> to The Commission on Information and Consultation of Workers, Anticipation and Management of Restructuring, 2012.<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Address hours, shifts and schedules.” admin_label=”Toggle – Address hours, shifts and schedules.” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Provide fair pay\/living wages\/benefits.” admin_label=”Toggle – Provide fair pay\/living wages\/benefits.” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n [\/et_pb_toggle][et_pb_text admin_label=”Text: HEALTHY WORK STRATEGIES” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n HEALTHY WORK STRATEGIES<\/strong><\/p>\n [\/et_pb_text][et_pb_toggle title=”Workplace research studies and programs to reduce work stressors” admin_label=”Toggle – Workplace research studies and programs to reduce work stressors” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n These workplace research studies and programs, published in scientific journals, were selected because they were designed to reduce sources of stress at different workplaces in order to improve employee health (health promotion programs intended to change individual behaviors are not included). Many include a participatory \u201caction\u201d research focus, which means they involved workers, labor and management in a process that was intended to create positive change. These studies document the effects of workplace programs and policies and provide important details about the process of changing working conditions\u2014so that you can see if such a process might work in your workplace or industry.<\/p>\n Health Care<\/strong><\/p>\n Reducing work stress and improving the mental health of hospital workers (Quebec, Canada)<\/a><\/p>\n Manufacturing<\/strong><\/p>\n Job redesign at a sweets manufacturing company in England<\/a><\/p>\n Public Sector Workers<\/strong><\/p>\n Changing workplace policies and procedures reduced blood pressure among Quebec, Canada white-collar workers<\/a><\/p>\n Increasing job control and reducing other job stressors among call center workers in England<\/a><\/p>\n Redesigning the jobs of postal workers in Uppsala, Sweden<\/a><\/p>\n Supervisor Support and Work-life balance<\/strong><\/p>\n Improving employee safety, health, and well-being through improved team communication and work-family balance<\/a><\/p>\n Reducing work-family conflict through supervisor training on Family Supportive Supervisor Behaviors (FSSB)<\/a><\/p>\n Teachers\/Education<\/strong><\/p>\n Workplace policies and programs to reduce job stress among K-12 education staff (U.S.)<\/a><\/p>\n Transit Workers \u2013 bus drivers<\/strong><\/p>\n Action research intervention with urban bus drivers in Copenhagen, Denmark<\/a><\/p>\n Bathroom access for bus drivers in the US and Canada<\/a><\/p>\n Intervention to reduce job stress among urban bus drivers in Stockholm, Sweden<\/a><\/p>\n Preventing threats and violence against bus drivers<\/a><\/p>\n Programs and policies to reduce work stress among bus drivers in the United States and Canada<\/a><\/p>\n Workplace bullying\/discrimination\/violence<\/strong><\/p>\n A training program for workers and managers on reducing male bullying and workplace violence (U.S.)<\/a><\/p>\n If you are interested in learning about reducing COVID-19-related work stressors, visit our <\/span>Healthy Work Strategies page<\/span><\/a> for more info.<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Laws and Regulations” admin_label=”Toggle – Laws and Regulations” module_class=”toggle-no-box organizations-tools-toggle organizations-tools-toggle-first-in-section” _builder_version=”4.20.0″ hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n While many of these legislative efforts to improve working conditions and promote healthy work have not been scientifically studied to determine their effectiveness, they are legal requirements and thus don\u2019t depend upon the level of cooperation of a particular manager or supervisor. Laws and regulations also typically reach more people than the workplace-based programs that have been studied. These short reports were based on news stories and reports from specific organizations and\/or industry publications.<\/p>\n Government labor inspectors\u2019 role in protecting workers\u2019 mental health in Qu\u00e9bec<\/a><\/p>\n Job redesign and national labor protections have positive effects on worker health and the economy<\/a><\/p>\n Laws and regulation to prevent workplace violence in healthcare<\/a><\/p>\n Laws prohibiting mandatory overtime for nurses<\/a><\/p>\n Laws to improve nurse staffing levels in hospitals in the U.S.<\/a><\/p>\n Laws to prevent workplace sexual harassment<\/a><\/p>\n Legislation to prevent psychosocial risks in healthcare (E.U.)<\/a><\/p>\n Legislation to reduce job stress in education & healthcare (summary)<\/a><\/p>\n Panic Buttons: An intervention to prevent psychological trauma and physical assault among hotel housekeepers<\/a><\/span><\/p>\n State laws <\/span>banning mandatory overtime for nurses<\/span><\/a>, except in case of emergency.<\/span><\/p>\n Stress Check: A national policy in Japan for prevention of workplace stress<\/a><\/p>\n Work scheduling laws contribute to more stable employment<\/a><\/p>\n Workplace bullying prevention laws and regulations<\/a><\/p>\n Healthy Families Act<\/a><\/p>\n This bill (currently in Congress) which would allow workers to earn up to seven paid sick days a year. Creating a national paid sick leave standard would allow millions of Americans to earn the time necessary to recover from illnesses like the flu, access health care, and take care of a sick family member.<\/p>\n <\/div>\n\t\t\t\t<\/div><\/p>\n [\/et_pb_toggle][et_pb_text admin_label=”STEP FOUR” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n Plan and design your own \u201chealthy work programs\/policies\u201d with participation at all levels of your organization (especially employees).<\/p>\n How?<\/strong><\/p>\n [\/et_pb_text][et_pb_text admin_label=”More Resources (Text)” _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_toggle title=”Selected organizations committed to promoting good, quality jobs or healthy workplaces**” admin_label=”Toggle – Selected organizations” module_class=”toggle-no-box” _builder_version=”4.20.0″ hover_enabled=”0″ z_index_tablet=”500″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n B Corps<\/a>\u00a0is a community and certification process for businesses who seek to redefine success in business and to build a more inclusive and sustainable economy. The B-Corp community works towards reducing inequality and poverty, building a healthier environment, stronger communities and the creation of high-quality jobs with dignity and purpose. Certified B-Corporations undergo a rigorous assessment of the company\u2019s impact on its workers, customers, community, and environment and are required to amend their legal governing documents to require their board of directors to balance profit and purpose. Check out the\u00a0B-Corp Directory<\/a>\u00a0for companies that have been certified and may offer many of the elements of a healthy workplace.**<\/p><\/div>\n\t\t\t\t<\/div>\n Family Values @ Work<\/a><\/span>\u00a0is a national network of 27 state and local coalitions helping spur the growing movement for family-friendly workplace policies, such as paid sick days and family leave insurance, which will result in better individual and public health, and greater financial security for families, businesses and the nation. If you would like more information about the benefits of family-friendly work policies such as paid sick days and paid leave, check out these\u00a0<\/span>resources, toolkits, and employer examples<\/a>.<\/span><\/p><\/div>\n\t\t\t\t<\/div>\n<\/p>\n\n
What can our organization do to combat work stress?<\/strong><\/h4>\n
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STEP ONE<\/u><\/strong>:<\/h5>\n
STEP TWO<\/u><\/strong>:<\/h5>\n
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STEP THREE<\/u><\/strong>:<\/h5>\n
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Healthy Families Act<\/span><\/span><\/h3>\n\t\t\t\t\t
STEP FOUR<\/u><\/strong>:<\/h5>\n
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The HWPP is scientifically \u201cfield-tested\u201d and engages employees and all levels of management in addressing a wide range of work environment, work organization, safety, and employee health issues. It works for starting new programs or enhancing existing programs and includes tools and information that you can pair with the report you received from the survey<\/a>.<\/li>\n<\/ul>\nMore Resources<\/strong><\/h4>\n
B Corps<\/span><\/span><\/h3>\n\t\t\t\t\t
Family Values @ Work<\/span><\/span><\/h3>\n\t\t\t\t\t
The Good Jobs Institute