Work (Reading, Mass.) · 2023
An assessment of workplace wellness policies and programs of universities in the Asia-Pacific.
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Hsiao Victor, Stoltzfus Nicole, Withers Mellissa
Аннотация
BACKGROUND: Universities could positively impact the health and well-being of employees through workplace wellness programs (WWP).
OBJECTIVE: To assess the prevalence of WWP among Asia-Pacific universities, identify gaps and challenges, and solutions to challenges.
METHODS: An online survey was sent to members of the Association of Pacific Rim Universities to assess programs on physical fitness, nutrition/weight, mental health/stress, family support, chronic disease prevention, and safety.
RESULTS: Employees at 28 universities in 13 economies completed the survey on behalf of their university. Most common WWP were paid maternity/paternity leave (89.3% /85.7%), disaster preparedness training (85.7%), fitness challenges (78.6%), written policies regarding discrimination/hate speech (75.0%), and quiet rest areas (71.4%). However, few addressed childcare, breastfeeding support, workplace sexual harassment, tobacco use, or mental health. Programs rarely aligned with the reported goal of increasing employee morale, but instead resulted from government mandates. Many universities offered sporadic, one-off programs but lacked comprehensive, coordinated programming and adequate evaluation procedures. Key challenges were low employee participation, limited budget, and lack of leadership support. This study highlights the need for improved program administration, information dissemination, data collection to evaluate impact, and leadership support.
CONCLUSION: WWP could benefit universities and employees but should be implemented and evaluated as part of a comprehensive campus wellness culture.
OBJECTIVE: To assess the prevalence of WWP among Asia-Pacific universities, identify gaps and challenges, and solutions to challenges.
METHODS: An online survey was sent to members of the Association of Pacific Rim Universities to assess programs on physical fitness, nutrition/weight, mental health/stress, family support, chronic disease prevention, and safety.
RESULTS: Employees at 28 universities in 13 economies completed the survey on behalf of their university. Most common WWP were paid maternity/paternity leave (89.3% /85.7%), disaster preparedness training (85.7%), fitness challenges (78.6%), written policies regarding discrimination/hate speech (75.0%), and quiet rest areas (71.4%). However, few addressed childcare, breastfeeding support, workplace sexual harassment, tobacco use, or mental health. Programs rarely aligned with the reported goal of increasing employee morale, but instead resulted from government mandates. Many universities offered sporadic, one-off programs but lacked comprehensive, coordinated programming and adequate evaluation procedures. Key challenges were low employee participation, limited budget, and lack of leadership support. This study highlights the need for improved program administration, information dissemination, data collection to evaluate impact, and leadership support.
CONCLUSION: WWP could benefit universities and employees but should be implemented and evaluated as part of a comprehensive campus wellness culture.