Op dinsdag 12 april jl. vond een online inspiratiesessie van Innovatiewerkplaats Healthy Workplace plaats met als thema: ‘Healing Environment; van zorgomgeving naar werkomgeving’. Deze inspiratie paper is een samenvatting van de gegeven presentatie en de discussie.
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In February 2017, seven partners signed a contract to collaborate on a project called the Healthy Workplace. Measuremen, Menzis, Health2Work, ENGIE, Planon, and Hanzehogeschool Groningen are dedicated to make the regular workplace a healthy workplace. Health is of primary importance for both the employee and employer. Employees want to be healthy, feel energized and reach an old age. While every organization wishes for the benefits of energized and healthy employees by increased engagement and less absenteeism.
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Op woensdag 8 december vond een online inspiratiesessie van Innovatiewerkplaats Healthy Workplace plaats over digitalisering van de werkplek. Deze inspiratie paper is een samenvatting van de gegeven presentatie.
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Op woensdag 27 oktober 2021 vond een inspiratiesessie van Innovatiewerkplaats Healthy Workplace plaats over het customizen van hybride werken. Op basis van deze eerste themabijeenkomst hebben wij deze inspiratie paper geschreven.
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Data collected from fitness trackers worn by employees could be very useful for businesses. The sharing of this data with employers is already a well-established practice in the United States, and companies in Europe are showing an interest in the introduction of such devices among their workforces. Our argument is that employers processing their employees’ fitness trackers data is unlikely to be lawful under the General Data Protection Regulation (GDPR). Wearable fitness trackers, such as Fitbit and AppleWatch devices, collate intimate data about the wearer’s location, sleep and heart rate. As a result, we consider that they not only represent a novel threat to the privacy and autonomy of the wearer, but that the data gathered constitutes ‘health data’ regulated by Article 9. Processing health data, including, in our view, fitness tracking data, is prohibited unless one of the specified conditions in the GDPR applies. After examining a number of legitimate bases which employers can rely on, we conclude that the data processing practices considered do not comply with the principle of lawfulness that is central to the GDPR regime. We suggest alternative schema by which wearable fitness trackers could be integrated into an organization to support healthy habits amongst employees, but in a manner that respects the data privacy of the individual wearer.
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This paper introduces a creative approach aimed at empowering desk-bound occupational groups to address the issue of physical inactivity at workplaces. The approach involves a gamified toolkit called Workplace Vitality Mapping (WVM) (see Figure 1) designed to encourage self-reflection in sedentary contexts and foster the envision of physical vitality scenarios. This hybrid toolkit comprises two main components: A Card Game (on-site) for context reflection and a Co-design Canvas (Online) for co-designing vitality solutions. Through the card games, participants reflect on key sedentary contexts, contemplating their preferable physical vitality scenarios with relevant requirements. The co-design canvas facilitates the collaborative construction and discussion of vitality scenarios’ development. The perceptions and interactions of the proposed toolkit from the target group were studied and observed through a hybrid workshop, which demonstrated promising results in terms of promoting participants’ engagement experience in contextual reflections and deepening their systemic understanding to tackle the physical inactivity issue. As physical inactivity becomes an increasingly pressing concern, this approach offers a promising participatory way for gaining empathetic insights toward community-level solutions.
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This is the introduction to the special issue of World Review of Entrepreneurship, Management and Sustainable Development (WREMSD) dedicated to workplace innovation and social innovation related to work and organisation. As technological and business model innovations alone are not sufficient to enhance opportunities for businesses and employment, awareness is rising that better use should be made of human talents and new ways of organising and managing. In order to make working environments more receptive for innovation, and to enable people in organisations to take up an entrepreneurial role as intrapreneurs, a shift towards workplace innovation can be observed. Workplace innovation is complementary to technological and business model innovation, and a necessary ingredient for successful renewal, in that it addresses a type of management that seeks collaboration with employees through dialogue and employee engagement.
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Eating healthier at work can substantially promote health and well-being among knowledge workers. However, little has been investigated on designing digital tools and interventions specialized in improving workday eating routines. This paper presents a user-centered contextual inquiry based on mixed-methods with an online questionnaire and a semi-structured interview. This study aimed to understand knowledge workers’ eating experiences and identify design opportunities and application strategies of digital tools to improve current practices. The questionnaire feedback from 54 Dutch knowledge workers revealed that their concerns over productivity, health and nutrition, energy support, and well-being could be decisive in shaping their eating routines at work. Furthermore, the results of 12 interview sessions suggested a set of expected digital features to encourage healthy eating at work, including health knowledge access, goal setting and self-tracking, technology-assisted health programs, and social support. Additionally, our findings also indicated that these digital features should be integrated into the office setting to offer personalized feedback and contextualized health interventions. Based on these findings, we derive design opportunities for workplace digital tools to promote healthy eating and discuss their potential contributions and future work to improved office vitality.
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A large proportion of the global workforce migrated home during the COVID-19 pandemic and subsequent lockdowns. It remains unclear what the exact differences between home workers and non-home workers were, especially during the pandemic when a return to work was imminent. How were building, workplace, and related facilities associated with workers’ perceptions and health? What are the lessons to be learned? Lifelines Corona Research Initiative was used to compare employees’ workplaces and related concerns, facilities, work quality, and health in a complete case analysis (N = 12,776) when return to work was imminent. Mann-Whitney U, logistic regression, and Wilcoxon matched-pairs were used for analyses. Notwithstanding small differences, the results show that home workers had less favourable scores for concerns about and facilities of on-site buildings and workplaces upon return to work, but better scores for work quality and health than non-home workers. However, additional analyses also suggest that building, workplace, and related facilities may have had the capacity to positively influence employees’ affective responses and work quality, but not always their health.
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The ENWHP project and campaign Promoting Healthy Work for Employees with Chronic Illness (PH Work) should contribute towards the implementation of effective workplace health practices within corporate policies of enterprises in Europe. More specific the project should stimulate activities and policies in companies for: -retaining and encouraging return to work (RTW) of chronically ill employees. -preventing employees of moving into disability or early retirement. To contribute to an improvement of social and economic outcomes, like better quality of life and functioning, reduced costs because of lower absence rate, etc. PH Work campaign will look into current good practices, as to motivate and stimulate employers and employees on the promotion of healthy work for all. Running time of ENWHP PH Work project is from April 2011 till February 2013
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