Follow up of a Psychologically Healthy Workplace Award Winner

Provided by Jennifer Raniga, Human Resources Advisor
Human Resources, VANCOUVER AIRPORT AUTHORITY

The Vancouver Airport Authority (YVR) was a winner of the 2004 and 2006 Psychologically Healthy Workplace Award and a Sponsor Applicant in the large-not-for-profit category claiming the award for excellence in its work-family-life balance programs.

Balancing work life and personal time can be challenging, and in a fast-paced, 24-hour business like an airport, the challenge is even greater.  The Vancouver Airport Authority takes a two-pronged approach to helping its nearly 400 employees strike that balance by offering proactive supportive programs to promote health and wellness and to support their personal growth and development.

The first of the Airport Authority’s strategies is to support the corporate Wellness Program which is in its seventh year of operation.  The Wellness Program is a points-based rewards system that continues to be successful with over 75% of employees registered in the 2007/2008 program year - an increase of 27% from the previous program year.  As employees earn points and achieve milestones for participating in activities that promote wellness, including exercise, recycling, education, training and community involvement, they can collect some incredible awards in the form of gift cards from the following:  Mountain Equipment Co-op, The Running Room, The Bay, Absolute Spa and YVR Bucks.  For the launch of the 2008/2009 program, we are making in roads to better communicate our corporate strategy of sustainability.  One of the ways in which we are promoting sustainability within the Wellness Program is by adding a new awards category – a charitable donation to the United Way.  Also new to the Wellness Program portfolio is inclusion of the Green Commuter Rebate Program.  This program awards points to employees to commute by means other than a single occupancy vehicle.  Benefits also include a rebate of $50 per month, reduction of your carbon footprint, saving money, less congestion and pollution and less stress and more exercise. 

Also, under the “wellness” umbrella, there was a new gym built which opened in September 2007.  Employees now have access to a free onsite gym and fitness facility which is open 24/7.  This facility has a range of equipment to suit a variety of workout styles, including: treadmills, elliptical machines, a stair climber, recumbent bike, multi-use gym, a cable cross-over machine, free weights and a punching bag. 

Exercise classes continued in 2007 and participation was astonishing.  The Wellness Committee responded to employee suggestions and offered Tai Chi classes in the fall of 2007.  In January 2008, 25 employees signed up for the annual boot camp and there is significant interest for the upcoming yoga and pilates classes being held at the end of April.
In advance of the 2008/2009 Wellness Program, the Committee took the opportunity to solicit feedback from over 300 participants.  The first ever Wellness Program Satisfaction Survey was sent to employees recently and is meant to gain feedback and insight into the effectiveness of the program and to open the lines of communication with the participants giving them the ability to suggest lunch and learn classes or wellness programs which would better suit their needs.

In the fall of 2007, a rehabilitation consultant was hired to review the Airport Authority disability management program and to  recommend changes to better align it with industry best practices.  The revised program was documented and delivered to the Airport Authority in November 2007 and approximately 60 managers were given training on it in December.  Also in support of the disability management program, a full physical demands analysis was completed for high risk trades maintenance and airfield operations and emergency service occupations.  The benefit of the physical demands analysis will be seen when returning injured employees back to work.

All of these tools support a workforce that is healthy and much less prone to injury and workplace accidents.  The Airport Authority has seen a dramatic drop in days lost due to workplace injuries from 222 in 1999 to five in 2007 – the lowest number in the history of the Airport Authority.

Supporting health, wellness and personal development at work is one part of the work-family-life balance equation.  The second part of the Airport Authority’s approach to employee work-family-life balance is providing flexibility for people to shape their working lives around personal commitments and pursuits.

Employees needing a longer-term break to attend to a pre-school aged child can take advantage of the Airport Authority’s care and nurturing leave program, which offers parents up to two years’ leave on top of maternity or parental leave.  To provide additional options for employees wishing to reduce their work schedule, the Airport Authority formed a committee to develop a job-share pilot program.

Beyond the programs and initiatives that the Airport Authority is constantly working to enhance, Vancouver International Airport just happens to be a great place to work.  Where else can employees see the comings and goings of more than 17-million visitors and a quarter-million aircraft each year?  Add to that on-site spa and health facilities at the Fairmont Vancouver Airport, with employee membership rates, full medical and dental clinics, a pharmacy, 18 restaurants ranging from fast food to fine dining, and services including a bank, ATMs, shoe repair, dry cleaning, a 24-hour 7-Eleven and a liquor store, and you’ve got one unique and interesting place to work.