Background and Scope Addressing health promotion and health protection is a key expectation for workforce health and safety within an operational excellence management system. Effective integration of health and safety has been described as part of the value proposition for high-performing companies. We describe the evolution of measurement approaches for determining programming impact on lifestyle risk factors. Methods, Procedures, Process Utilizing elements of the World Health Organization's Healthy Workplace framework, we describe program alignment with industry benchmarking around health promotion. A wellness scorecard was used to compare multiple business unit wellness index scores to performance on validated health performance indicators. We describe how these analyses have evolved over time to inform scores within a proposed corporate health index and compare responses to employee surveys about health and well-being. The primary goal of the corporate health index is to encourage organizational behavior to promote the health and safety of our employees through prevention and early intervention. Results, Observations, Conclusions Wellness index data can differentiate between organizations in a global energy company based on their adherence to programming best practices. Cohort risk data from targeted cardiovascular health programing in the US demonstrates that addressing health from multiple dimensions can result in meaningful health improvements. Further, in business units where health and safety messaging are integrated, employee health risk appears to be positively impacted. Wellness index data also show good alignment with industry benchmarking data. Wellness scores were compared to organizational parameters within a corporate health index that describes health risk, commitment to health and the built environment. Opportunities exist in several business units and locations to improve or sustain their commitment to health and built environment. Consistent high scores in measures describing closing health risk gaps reflect a 10-year global focus on lifestyle risk factors that increase cardiovascular disease risk. As we transition to focus on other health issues the corporate index will provide a method for evaluating how organizations progress in addressing new risks. New information Tools described here will provide mechanisms for evaluating emerging health focus areas, e.g. mental health and emotional well-being, and validate the appropriateness of the corporate health index and wellness scorecard as monitoring tools for mitigating health risks.

Objectives/Scope Worksite health promotion programs result significant improvements in employee health and reductions in employer health care costs. Healthier employees are more likely to stay in their jobs and are less likely to be absent. Employees in self-identified healthier work environments also report improved morale and lower intention to quit. Increasingly, high quality applicants view the wellness culture ofa corporation as a key factor in choosing an employer. This case study describes relationships among business units’ wellness indexscores, health risk profiles, employee engagement, ergonomic and presenteeism data; as well as examines implications for safeoperations. Method, Procedures, Process Upstream, downstream and midstream business unit 2016 data in a multinational oil company has been examined. Business unit wellness index scores reflect participation in wellness best practices as determined from assessment of leadership engagement; workplace policies and environment; wellness programming; and data evaluation approach. Health risk profile and presenteeism data are determined from aggregate health risk appraisal data, which includes measures of lifestyle risk and productivity measures using validated survey tools. Employee engagement is determined at the business unit level based on responses to the global employee survey. Aggregate ergonomic data is determined from repetitive stress injury prevention software. Results, Observations, Conclusions In 2016, 9,575 employees completed a Health Risk Appraisal as part of their participation in the global Healthy Heart program. Unhealthy diet, overweight and poor blood pressures were identified as top risks in many locations. Three-year cohort data have demonstrated positive impacts on lost productivity due to health issues, and net positive risk level migration of at-risk U.S. participants. 2016 global employee survey data demonstrated that wellness was identified by the workforce as a strength, and was associated with employee engagement. Our comprehensive wellness programming has focused on the integration of wellness and safety, particularly related to ergonomic health and fitness for duty. By evaluating health risk data concurrent with wellness index scores, we determine alignment with wellness best practices and provide a tool for business units to assess their health programming and any needed organizational changes around health. Novel/Additive Information Prevention-focused health and wellness programs can impact workforce health in the diverse settings that energy companies operate. This paper provides relevant industry-specific data that support the business value of health and wellness programs, and begins to explore the relationships among health metrics, injury prevention, productivity and safety measures in a multinational oil company.