'The health needs of shift-base workers may be different to deskbound workers'
Until recently, many employers focused mainly on the physical wellbeing of employees while ignoring the three other major pillars needed – financial, social and emotional wellbeing.
A new report from Humanforce highlights the importance of revisiting what employees need from work so they can thrive. Shift workers in particular may have different needs.
“It’s also important to understand that the health needs of shift-base workers may be different to deskbound workers,” the report said.
The Humanforce report referenced Queensland Health, which said, “shift work is related to serious health issues, such as increased obesity, diabetes, cardiovascular disease, cancer, stomach and digestive disorders, ulcers, fertility issues, depression, higher risk of family and social problems and an increased risk of workplace or motor vehicle accidents.”
Through the lens of Maslow’s hierarchy of needs, surviving relates to when someone’s safety and physiological needs are met, whereas thriving happens when someone achieves love, belonging, self-esteem and self-actualisation. And addressing the four pillars – physical, financial, social and emotional wellness – can support a worker’s overall wellbeing.
Financial wellness refers to workers being compensated for their work. This can also extend to other factors such as offering financial education resources or financial planning services to employees.
The social pillar is about cultivating a sociable culture within the workplace while also acknowledging that workers have a life outside their jobs. Companies have to be proactive in finding opportunities for shift workers to spend time with friends, family or on non-work-related interests. This can be done through flexible work arrangements or offering subsidised childcare.
Emotional wellness encourages businesses to provide employees access to services like an employee assistance program or having a zero-tolerance policy to bullying and harassment, which can help create a supportive work culture.
The final element is physical wellness, which doesn’t have to be costly. Companies can host yoga classes, offer free health screenings or offer resources on topics such as sleep and nutrition.
Addressing the needs of shift workers
For employers, a holistic approach that incorporates those four pillars is essential to improving shift-worker wellbeing. For healthcare workers this could be by creating rosters that limit night work or keeping rosters as regular and predictable as possible.
Another option is for business leaders to tailor the support their offering to the needs of shift workers. This could mean having a range of options where shift workers can access resources – in person, online, via printed materials – or offering counselling or other services at non-standard hours.
In addition, managers should proactively check in with team members.
“Managers should be encouraged to ‘check-in’ with employees regularly,” the Humanforce report said. “They may not always know when someone else is struggling, but simply asking ‘are you okay?’ can make a huge difference.”
