Identifying key stakeholders
It is important that everyone is working towards a common goal. Workplace stakeholders who need to support comprehensive workplace health are included below.
It is essential for management to be supportive of comprehensive workplace health and be prepared to:
- Address the issues identified by employees
- Support the development of a comprehensive workplace health strategy e.g. promote activities that create awareness, build skills, create supportive environments and policies
- Provide adequate resources in terms of time, human capital, materials and budget to implement the health strategy. Adequate resource allocation demonstrates management commitment
- Assume accountability for achieving work plan outcomes e.g. job description, management performance appraisal goals, leadership training
Unions must buy-in to the concept of workplace health and see the benefits of a program for its members. It is important to involve employee groups as active partners in the process of building a healthy workplace from the very start.
Representation from various employee services is critical for success e.g. occupational health and safety, human resources, health and safety, and front line staff. It demonstrates that employees’ contribution to the health of the workplace is valued.
Other key stakeholders
Other possible stakeholders who might influence the health of the workplace could be included e.g. employee assistance program providers, customers, suppliers, etc.
Integrating workplace health programs
Since key stakeholders have differing approaches to issues, take an integrated approach to planning to avoid duplication and provide consistency. This is a more efficient allocation of resources.
Actions to take
- Identify key stakeholders from senior management.
- Obtain support and commitment.
- Business case: present the business case to key stakeholders. The business case provides information on the importance of comprehensive workplace health. It illustrates the impact of a healthy workplace on increased productivity and profitability.
- Letter of commitment. Commitment of senior level stakeholders should ideally be formalized in a letter of intent which is then signed by everyone involved. The letter should include indication of senior level commitment and willingness to respond to employees’ needs, allocate adequate resources for programming and evaluate and modify programs as required. It should also outline roles and responsibilities and timelines for implementation.
- Written acknowledgement. An acknowledgement of the value of employees should be inherent in the organization’s strategic goal, principles or value statements.
- Key stakeholders have been identified
- Business case has been presented
- Letter of commitment has been signed by key stakeholders
- Written acknowledgement of the value of employees in the organization’s goal, principles or value statement.