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Health and Wellbeing

Wellness programs

The department continued to implement the OneTMR Wellbeing program, which focuses on the five pillars of wellbeing: physical, psychological, work, social, and financial.

The following health and wellbeing activities were undertaken as part of the OneTMR Wellbeing program:

  • Launch of the TMR Mental Health Strategy 2019–21 and action plan which will see the implementation of mental health training for managers and mental health awareness training for employees from 2019–21.
  • Queensland Government’s My Health for Life Program continued to rollout across the state in 2019. Since the program began in April 2018, 2009; staff completing initial health checks and 153 staff have completed the workplace behaviour change programs.
  • Health Games app (an initiative of My Health for Life) has been piloted in two rounds so far with 104 participants in regional PDO and 260 participants in IMD. During the pilot participants logged a total 66,961 health-improving missions, walked 22,735km and avoided 177kg of sugar over a two-week period. The app will continue to be implemented on a larger scale across TMR throughout 2019.
  • 4,179 employees participated in the annual voluntary flu vaccination program across 116 sites between March and May 2019.
  • 181 of the department’s executives participated in the Executive Health Assessment program as part of their salary package in 2018–19. Of these, 6 individuals
  • participated in the additional Executive Health Coaching program.
  • 1,167 health and wellbeing reimbursement claims have been paid during 2018–19.
  • 448 staff and 49 family members have accessed an external Employee Assistance Service. Management support was accessed on 14 occasions and 51 cases of critical incident intervention assistance was provided during 2018–19 for services such as confidential counselling, management support and critical incident intervention
  • Monthly wellbeing working group meetings were held, comprising representatives from each branch, to collaborate on TMR and local wellbeing initiatives.

Case study

My Health for Life

In April 2018, in collaboration with Diabetes Queensland, the department rolled out the My Health for Life (MH4L) Program to employees across the state. MH4L is a Queensland Government funded program that aims to improve employee health literacy and behaviour by providing health checks for all employees and a behaviour change program for those identified at high risk of developing chronic disease.

To date, 2,209 employees have undergone a face-to-face, online or phone-based health check with 153 high risk employees taking part in the behaviour change program. Access to the MH4L assessment and behaviour change program will continue throughout 2019.

In March 2019, under the MH4L Program, the department launched a pilot of the Health Games App. Program Delivery and Operations Branch staff from Rockhampton, Cairns and North Coast regions participated in the pilot. The App is a platform to engage the workforce in a three-week game that educates and motivates towards healthier behaviour. Employees form teams to log their health-related activities and participate in missions such as ‘junk food free days’.

Along with educating and motiving participants in living healthier lifestyles the program promotes ‘doing good by doing well’, where accumulated App missions are used to provide clean water to children in need. The department’s pilot team logged 14,933 health-improving missions and donated 13,505 litres of clean water, providing 96 children with clean water for one week. The success of the pilot program has resulted in the program rolling out departmental-wide in 2019–20 financial year.

Case study

Information Technology Branch Wellness Program

Information Technology Branch (ITB) developed a Wellness Program in 2013 to deliver a range of activities to support its employees to be happier and healthier. In 2018, the branch reached Gold status recognition through Happier Healthier Workplaces initiative.

The ITB Health and Wellbeing Program aims to promote a positive culture by reshaping the interpersonal and social interactions that influence behaviour and development within ITB. The ITB Health and Wellbeing team have taken the opportunity to re-shape the psychosocial work environment through intra-team activities to create a physical and mentally healthy workforce that enables ITB to better serve our customers and meet our organisational goals and strategic priorities. Through this plan, ITB have been able to uphold our responsibilities to the OneTMR Wellbeing Program and the Safety and Wellbeing Improvement Plan as well as foster a culture which is inclusive, productive and positive.

Domestic and family violence awareness

This year the department continued to reinforce its commitment to stopping violence against women and all forms of violence through participation in the White Ribbon Workplace re-accreditation program.

The department first gained White Ribbon accreditation in July 2016 and has since continued to raise awareness about domestic and family violence and enhance the individual’s capacity to recognise, prevent and respond to the issue of violence.

My colleague and I were pleased to be able to participate in the White Ribbon Day Event. Despite being on our way to Charters Towers, thanks to technology, we were able to pull over for a break and hear the powerful message from our speakers—no form of violence in our society will be tolerated.
Tanya Acheson from Northern Region was able to participate in the event with a regional colleague.

Continued cultural change was evident at TMR’s White Ribbon Day event in November 2018. The event was attended by 200 staff and 260 employees tuned in via livestream to watch an inspirational line-up of speakers share their message, including former employee and domestic violence survivor Simone O’Brien, who spoke of the ‘red flags’ of domestic violence.

The department continues to promote awareness of domestic and family violence and educate managers to support their affected employees through Recognise, Respond, Refer training. Launched as an online program in 2015, in late May TMR commenced delivery of a face-to-face version of the training package. As at 30 June, 78 managers had completed the face-to-face training with planned rollout to further managers in 2019–20

Case study

Darkness to Daylight sponsorship

As part of our White Ribbon Accreditation and TMR’s ongoing, sustainable commitment to domestic and family violence, we sponsored the Australian CEO Challenge’s Darkness to Daylight challenge. The challenge is a 110 kilometre night run where department employees run individually or as part of a team. This will be the fourth consecutive year we have partnered with Australian CEO Challenge to address domestic and family violence as a workplace issue. Participating in this event also demonstrates TMR’s corporate and social responsibility with a strong wellbeing focus for the community and the workplace. The event offers strong team building and networking opportunities for employees and across agencies.

Participation in the event continues to grow each year, attracting hundreds of people united in their commitment and visible support to end domestic and family violence

15 staff standing in a group formation with darkness to daylight t-shirts

TMR had 105 staff members participate in the Darkness to Daylight Challenge over 29 and 30 May, raising awareness for domestic and family violence prevention.

I believe violence is never acceptable and we cannot allow it to exist in our homes, communities and workplaces. Everybody has a right to come to work and feel safe. Along with being a White Ribbon Accredited workplace, we have policy in place to support victims and programs for perpetrators to seek help.
Neil Scales, Domestic and Family Violence Awareness Champion

Injury management

Through the Workplace Rehabilitation Policy and centralised management of rehabilitation and workers’ compensation claims, the department is committed to ensuring that rehabilitation and return to work services are provided in keeping with injury management best practice.

The department recognises workplace rehabilitation assists in the recovery process and helps restore the employee’s normal function sooner. In the event of an injury or illness, regardless of whether it is work-related, TMR is committed to assisting employees to achieve a safe return to work in a way that will facilitate their best possible recovery.

This is achieved by:

  • accommodating a gradual return to work with a focus on suitable duties in accordance with medical advice
  • building a positive culture around injury management and providing suitable duties to assist in employees’ recovery
  • working closely with WorkCover Queensland and QSuper to ensure proactive case management.

Figure 13a: Comparison of workers’ compensation claims lodged over a five-year period

  2011–2012  2012–2013  2013–2014  2014–2015  2015–2016  2016–2017  2017–2018  2018–2019 
Claims 451 377 318 276 296 310 313 283

Data source: WorkCover Queensland – Online services for employers.
Note: Figures are subject to revision as more information becomes available.

Figure 13b: Comparison of final return to work percentages

  2011–2012  2012–2013  2013–2014  2014–2015  2015–2016  2016–2017  2017–2018  2018–2019 
Final RTW 97.96% 97.51% 97.33% 94.87% 98.52% 95.31% 98.51% 99.06%

Data source: WorkCover Queensland – Online services for employers
Note: Figures are subject to revision as more information becomes available