- Category: At Work
Our At Work section provides information for local employers seeking to improve the health of their workforce.
You'll find resources to assist you in your quest to build a successful workplace wellness program or improve upon existing efforts.These resources are meant to be useful in designing and implementing worksite wellness programs targeted at workforces of any size and with minimal resources. For workplace wellness program ideas and to learn how to be recognized for your efforts, visit Healthy Workplace Recognition Program.
The San Antonio Business Group on Health aims to improve the Health of the San Antonio Workforce by providing the business community with opportunities to network, discuss best practices, promote worksite wellness initiatives, and recognize local employers for their efforts to improve employee health and wellness. Download the application to join HERE.
Register now for the San Antonio Business Group on Health's Annual Elections and Quarterly Forum!
Wednesday, September 17
UTSA Downtown Campus
501 Cesar E. Chavez Boulevard
We're talking Affordable Care Act at our next meeting! Join the SABGH for a presentation and discussion on the Affordable Care Act for local employers. For details and to register, click HERE.
- Category: At Work
The San Antonio Business Group on Health (SABGH), in collaboration with the Mayor's Fitness Council (MFC), announces
the "Devoted to Health: Embrace the Step" stairwell campaign. In 2012, Baptist Health Foundation awarded the MFC a
grant to increase physical activity in the workplace.
Choosing the stairs instead of the elevator or escalator is one way for people to be more physically active at work.
Reasons employees may not use the stairs at work are because they perceive them as uninviting or unsafe.
The “Devoted to Health: Embrace the Steps” stairwell campaign consists of five posters (8 ½” X 11” and 11” X 17”)
containing motivation messages promoting stair usage. We encourage employers to place the posters near elevators,
escalators, and stairwells. You may want to consider tracking stair usage before and after the campaign.
CLICK ON ANY OF THE POSTERS TO THE RIGHT TO DOWNLOAD, PRINT, AND POST AT YOUR OFFICE.
For more information visit CDC’s StairWELL to Better Health:http://www.cdc.gov/nccdphp/dnpao/hwi/toolkits/stairwell/index.htm
Promoting Stair Usage
Below are more ways to improve your stairwells and promote stair usage among employees.
- Announce the campaign in your newsletter, wellness emails, or bathroom banter
- Integrate walk and talk meetings with stair use
- Encourage employees to take stretch breaks by taking the stairs
- Increase awareness of stair usage in health education materials
- Hold drawings among stairwell users for prizes
- Hold a contest for employees to track the number of flights walked
Physical Alterations to Stairwells:
- Paint the stairwells bright colors
- Hang artwork in the stairwell
- Enhance the lighting in the stairwells for safety
- Add rubber treating for safety
- Carpet your stairwell
- Install music
- Theme stairwells
The mission of the MFC is to lead San Antonio to be one of the healthiest and most active communities in the nation in which residents, groups and organizations work collaboratively to achieve targeted health and fitness goals.
- Category: At Work
by Tripsie Coker
One of the biggest challenges wellness programs face is that of differing physical locations in congruence with diverse employee populations. Launching a wellness program can be a trying task. A wellness program manager has to take into consideration a multitude of factors: population age, activity levels, socioeconomic factors, job functions, employee health risk factors and many more. However, a whole other level of complexity rears its head when an organization is spread out among different states, or even internationally. Culture, climate, and access to amenities/resources can take a toll on the success of the wellness program as a whole.
Many companies face these hurdles with a lackluster “Wellness Portal”. They assume throwing a generic “points system” together linked to Health Risk Assessments and Biometric Screenings will miraculously wake their employee population up and get them moving. The sad, but obvious truth is, it won’t. Incentives and wellness portals don’t translate across diverse populations, especially ones located apart geographically. The best defense for combating high healthcare costs is a good wellness offense. To stay on the offensive, you have to think about cultivating a unique approach for each location that makes an impact to that particular worksite.
A culture of wellness is pivotal for any company, but each office location should have the ability to put their fingerprint on their wellness. Some sites might value stress management and work-life balance, while another might want to make their main focus physical health (fitness and nutrition). The best way to find out what works and what does not work is by taking a poll of your employee population. Focus groups and surveys will give you some of the qualitative data your health care claims can’t give you.
Bottom line, creating a holistic wellness program should not be grounded in a wellness portal; it needs to start from a culture of wellbeing in the company. Yes, having tools and resources will make your program stronger, but you can make a difference without investing your company’s capital straight from the onset of the launch of your program.
- Category: At Work
by Tripsie Coker
A sound wellness program should be comprised of various areas: mental wellbeing, nutrition, disease management and fitness, to name a few. However, a large aspect of wellness should be focused around something that weighs on average 8 pounds and can’t speak for itself…babies! Pregnancy and adoptions in the workplace happen often, and when your wellness program has not taken into account the health of your employee and their new teeny, tiny family member, then you are missing out on some great opportunities.
Prenatal and postpartum healthcare can cost your company a pretty penny, and developing the right resources ahead of time can alleviate some of those costs on the back-end. Well-rounded pregnancy programs should include, but aren’t limited to: nutrition, support groups, and educational resources on fetal development and newborn care. Allowing your employee population to have an open forum where they can contribute to the conversation of parenting within the workplace can also have a significant impact to your company’s culture without costing you a dime. Open up a Wiki or SharePoint page where your employees can discuss pertinent issues like recommended daycares/schools, nanny-share services, and frequently asked questions from new parents. These employee-generated discussions can add tremendous value to a program, because this avenue allows employees to feel like they can have real conversations with other parents in their same situations without being strictly regulated by HR. This creates a real homegrown, organic feel to a program that has such a sensitive impact to so many individuals.
The value you place on your maternity and paternity program can make or break employee engagement and the overall chances of retaining talent after the arrival of a new family member. It’s important to take proactive steps to ensure your employee population has what they need to be successful, both as representatives of your company and as parents. Having a solid wellness program that encompasses multiple facets of the lives of your employees will increase the value of what you work so hard to do for both your organization and the people you support.
- Category: At Work
Recognizing employer-based health and wellness promotion efforts
The Healthy Workplace Recognition Program is an initiative of the San Antonio Business Group on Health and the Mayor’s Fitness Council. The program was created to recognize local employers for their worksite wellness efforts.The Mayor's Fitness Council and the SABGH recognize local employers in the following categories - Small Worksites ( up to 200 employees) and Medium to Large Worksites (200 employees +).
Criteria developed to comprehensively assess worksite wellness programs in five areas:
- Health promotion and education
- Physical activity
- Smoking and tobacco use
- Health benefits and value-based benefit design
|Small Business Category
(Up to 200 employees)
|Medium to Large Business Category
Recognize employers whose programs may be in infancy and are not yet able to meet the HWRP criteria as specified on the second page, but they are able to demonstrate some efforts aimed at improving employee health.
- Certificate of award
- Announcement in local press release
- Recognition by the Office of Mayor Julián Castro & The Mayor's Fitness Council (MFC)
- Recognition at reception/event supported by Mayor Julián Castro
- Permission to use the corresponding Healthy Workplace Recognition Program award-level logo
2014 Healthy Workplace Recognition Awards
2014 Local Employers Recognized for Worksite Wellness Efforts
The San Antonio Business Group on the Health (SABGH), in collaboration with the Mayor's Fitness Council recognized San Antonio businesses through the 2014 Healthy Workplace Recognition Program. Employers were recognized for their work to improve employees' health through their worksite wellness initiative and awarded a bronze, silver or gold-level recognition in two categories. To meet these standards, employers must prove senior management support of employer-sponsored wellness programs and provide examples of company culture that encourages health and wellness, health promotion and education, physical activity, nutrition, smoking and tobacco cessation, and employer-sponsored health benefits.
Congratulations 2014 Healthy Workplace Recognition Awardees!
Small Workplace Category (up to 200 employees)
Medium to Large Workplace Category (200+ employees)