Towards sustainable employability
WAI and work ability in the Netherlands 26 may 2015
AIVD ČR Prague Lidy Schilder, Blik op Werk
Agenda
• • • • •
About Blik op Werk Certification of service providers About the Work Ability Index How do we implement the WAI Lessons learned & current trends
2
About Blik op Werk foundation • Started as joint venture set up in 2006 by employers' and employees' organisations, municipalities, service providers, the UWV benefits agency and client organizations. • Independent and self supporting since 1 June 2010. • Quality institute with the mission to contribute to a lifelong healthy & happy career, continued employment and finding a job.
Certification of service providers
Market of service providers
• In 2006 over 2000 service providers • Many self-employed professionals
• Very broad services which help solving problems with job finding and job retention • Both unemployed AND employed
• Prevent and solve employment difficulties 5
Certification of service providers • 2015 Over 550 certified providers • Certification is voluntary • Local governments, Unions, UWV and private companies use the certification of Blik op Werk as guaranty for service quality 6
Corner stones of certification
a) Results are top priority b) Satisfaction of clients and ordering parties takes a central place c) Basic procedural safeguards d) hange of law (2015 participation law) introduction; ranking by star e) http://www.blikopwerk.nl 7
About the Work Ability Index Reasons to examine work ability
Why WAI? •
Work ability index has predictive value for work performance, permanent work disability, sick leave, and productivity loss at work
•
The WAI is an international standard and can be used for benchmarking
•
Improves the collaboration between employers and employees due to win-win possibilities
•
Can be used as base for cost-benefit analysis and analysis of the effects of preventive actions
5 v.
25 v.
45 v.
65 v.
85 v.
3 Generations at work: need for longer careers • Youngest generation integrates too late • Middle generation has non-solid work careers (disability, sick leave, productivity loss at work) • Oldest generation exits too early Altogether: we are loosing 5-6 productive years/ person, which has marked, negative effects on our society
Interest in (early) prevention & sustainable workability Productivity loss at work
Sickleave
Time
Sick
RTW
Work Ability Model
Work Ability Model Prof. dr. Juhani Ilmarinen
How do we implement the WAI?
WAI in the Netherlands • Long warming up (1986 – 2007) to get the WAI to the Netherlands. Increasing number of Dutch delegations visit FIOH / Finland • 2007: willingness and financial support of the government to implement the Work Ability Concept and Index nation wide • Blik op Werk foundation was asked to promote wide use of the WAI in the Netherlands. Blik op Werk is national license-holder • Since april 2011 subsidy from the Ministery stopped. Blik op Werk is now self supporting
Lessons learned from implementation in the Netherlands • Good communication / marketing strategy on national andorganisational level is needed • For promotion of work ability you need strong networks and good ambassadors on different levels, also the support of the government • All organisations are interested in benchmarking: invest in a national database • Demand for WAI-plus model: extra questions that explain what is happening on the working flours, like f.i. in the Personal/Company Radar
Trends (1) Awareness is rising • Especially in health care, education sector, public service and industry and regions with shrinking population • Participation rate of older workers is increasing due to pre-pension reforms mind shift: willingness to work longer is increasing as well. • Age discrimination is still high compared to other countries and finding a job as an unemployed older worker is also still difficult. • Effect of economic crisis pensionage will rise to 67 and maybe even 68
Trends (2) National government • Ministry of Employment and social affairs does not invest in structural programs in companies or knowledge institutes. • Companies and social partners/ branches need to take the lead. • Workability is becoming part of the collective agreements, for example in the Metal sector. • What the government does: • Starting campaigns to raise awareness in SME’s, supports sustainable employment and innovation in companies and branches with 2 national ESF-programs (with important role for advisors/experts) • Invest some money in research on effectiveness of interventions • Make financial rules to support the vitality of workers and make hiring of older workers more attractive
Trends (3) Unions, insurance & pension companies
• The unions are more interested and active on the topic of sustainable employment than the employersorganisations. But the unions themselve are not so strong anymore as they used to be. • Insurance companies (on illness and income) are playing an important part in financing scans and interventions. • The national organisation for disability pensions is starting to get interested in workability. They put 3 WAI questions in a mandator scan all l workers who are 10 weeks unemployed have to fill in.
Other trends (5)
The WAI and workability house is an accepted and solid base for many programs and questionnaires. The competion is on the best ‘Plus model’. Interest and need for models for good practice on interventions and good implementation. Several programs started. Different workability programs launched on individual level.
Still the situation with more ‘pilots’ than structural programs.
More information
• www.blikopwerk.nl/wai, select English
• www.youtube.com/user/WorkAbilityIndex
• e-mail:
[email protected] • or find her on:
Number of completed questionnaires in WAI database 2010: 21.071 2011: 77.437 (This year we collect old data) 2012: 40.352 2013: 34.517 2014: 30.804 2015: 6.892 (till 22-4-2015)
Total: 211.073 (period 1-1-2010 till 22-4-2015)
National WAI database Analyzing WAI data
What can we learn from the data?
• What is the work ability of Dutch employees? • How do Dutch employees assess their own work ability & work circumstances? • What aspects influence work ability?
Average WAI Score 45 Uitstekend
44 43 42
41 Goed
40
2012 39 2013 2014
38 37 36
Matig
35 18
21
24
27
30
33
36
39
42
45
48
51
54
57
60
63
66
WAI score division per year
44,57% Uitstekend
42,26% 43,79%
42,72% Goed
44,49% 43,53% 2014 2013 2012
10,43% Matig
11,00% 10,75%
2,28% Slecht
2,25% 1,93% 0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
WAI score division poor and moderate by age (2014) 25%
20%
15% Matig 10%
Slecht
5%
0% 18-24 25-34 35-44 45-54 55-64 18-24 25-34 35-44 45-54 55-64 18-24 25-34 35-44 45-54 55-64 2012
2013
2014
WAI score & age in scatterplot (2014) 50 45 40 35 30 25 20 15 10 5
0 16
26
36
46
56
66
WAI score division by type of employment (2014) Constant employment 2014 18-24 25-34
Slecht Matig Goed Uitstekend
35-44 45-54 55-64 0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Temporary employment 2014 18-24 25-34
Slecht Matig Goed Uitstekend
35-44 45-54 55-64 0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
WAI score per sector (2014) landbouw, bosbouw en visserij
42,13
industrie
42,27
productie en distributie van en handel in elektriciteit,…
42,47
bouwnijverheid
41,38
groot- en detailhandel alsmede reparaties van auto's
40,60
vervoer en opslag
41,82
horeca
40,62
financiële instellingen
40,69
verhuur van en handel in onroerend goed
42,37
advisering, onderzoek en overige specialistische…
41,36
verhuur van roerende goederen en overige zakelijke…
41,69
openbaar bestuur, overheidsdiensten en verplichte… onderwijs
41,81 40,53
gezondheids- en welzijnszorg
41,77
overige dienstverlening
41,48
overig
40,58
extraterritoriale organisaties en dienstverlening
42,41 40
41
42
43
44
De sectoren cultuur sport en recreatie, informatie en communicatie, winning van delfstoffen en winning van distributie van water zijn weggelaten omdat in 2014 minder dan 150 respondenten zijn aangeleverd voor elk van deze sectoren.
45
WAI score division per sector(2014) landbouw, bosbouw en visserij industrie productie en distributie van en handel in elektriciteit,… bouwnijverheid groot- en detailhandel alsmede reparaties van auto's vervoer en opslag horeca financiële instellingen verhuur van en handel in onroerend goed advisering, onderzoek en overige specialistische zakelijke… verhuur van roerende goederen en overige zakelijke… openbaar bestuur, overheidsdiensten en verplichte… onderwijs gezondheids- en welzijnszorg overige dienstverlening overig extraterritoriale organisaties en dienstverlening 0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
De sectoren cultuur sport en recreatie, informatie en communicatie, winning van delfstoffen en winning van distributie van water zijn weggela 2014 minder dan 150 respondenten zijn aangeleverd voor elk van deze sectoren.
Percentage poor and moderate per sector (2014) landbouw, bosbouw en visserij
12,87%
industrie
11,20%
productie en distributie van en handel in elektriciteit,…
9,36%
bouwnijverheid
14,29%
groot- en detailhandel alsmede reparaties van auto's
19,50%
vervoer en opslag
12,38%
horeca
18,75%
financiële instellingen
23,29%
verhuur van en handel in onroerend goed
11,37%
advisering, onderzoek en overige specialistische zakelijke…
14,96%
verhuur van roerende goederen en overige zakelijke…
13,85%
openbaar bestuur, overheidsdiensten en verplichte…
12,29%
onderwijs
16,92%
gezondheids- en welzijnszorg
12,07%
overige dienstverlening
15,12%
overig
17,47%
extraterritoriale organisaties en dienstverlening
6,22% 0%
5%
10%
15%
20%
25%
De sectoren cultuur sport en recreatie, informatie en communicatie, winning van delfstoffen en winning van distributie van water zijn weggelaten omdat in 2014 minder dan 150 respondenten zijn aangeleverd voor elk van deze sectoren.
Employees assessing their own work ability (1) 40%
Als u aan uw werkvermogen in de beste periode van uw leven 10 punten geeft, hoeveel punten zou u dan aan uw werkvermogen op dit moment toekennen?
35%
30%
25% 2012 2013 2014
20%
15%
10%
5%
0% 0
1
2
3
4
5
6
7
8
9
10
Employees assessing their own work ability (2) 80% 73%
72% 68%
70%
Naar mijn mening, ben ik geheel niet in staat om te werken. 60% Door mijn aandoening, ziekte of verwonding ben ik alleen in staat om part-time te werken
50%
Ik moet vaak langzamer werken of mijn manier van werken veranderen.
40%
Ik moet soms langzamer werken of mijn manier van werken veranderen.
30%
20%
18%
16%
10%
8%
7% 1%
2% 2%
17%
1%
3% 2%
6% 1%
2% 1%
0% 2012
2013
2014
Ik kan mijn werk uitoefenen, maar ervaar daarbij wel enige klachten. Er is geen beperking/ik heb geen aandoeningen, ziekten, klachten.
WAI score categorieën naar geslacht 100% 90% 80% 70% 60% 50%
Uitstekend Goed Matig Slecht
40% 30% 20% 10% 0%
Uitstekend Goed Matig Slecht
Vrouw 2012 39,17% 46,55% 12,06% 2,22%
Vrouw 2013 39,06% 46,21% 12,17% 2,56%
Vrouw 2014 42,13% 45,32% 10,10% 2,44%
Man 2012 47,37% 41,25% 9,72% 1,65%
Man 2013 44,90% 43,07% 10,02% 2,00%
Man 2014 46,20% 41,06% 10,57% 2,17%
WAI score categorieën naar opleidingsniveau 100%
90% 80%
70% 60% Uitstekend Goed Matig Slecht
50% 40% 30% 20% 10% 0% 2012
2013
2014
geen opleiding - lagere school
2012
2013 VMBO-MBO
2014
2012
2013
2014
HAVO VWO- HBOuniversiteit
Influencing work ability Work Ability Index (WAI)
50
Health promotion, Ergonomics, Management training
45 40
Health promotion
35 30
No action
25 20 40
45
50
55
Age (yrs)
60
65
