Canadian HR Reporter

By Jennifer Elia W hile employers know s o m e e m p l o y e e s smoke, they may not appreciate the thousands of dollars per year that each smok- er costs an organization in lost productivity and absenteeism. Although the proportion of peo- ple who smoke is considerably lower than it was a generation ago, more than 16 per cent of Ca- nadians are still smokers and the majority smoke daily, according to a 2012 Health Canada survey. Prevalence is higher among males (18.4 per cent) than fe- males (13.9 per cent) and men tend to smoke more cigarettes per day. People 25 to 34 years old — prime working age — have the highest prevalence, found the government. e good news is many smok- ers want to quit. But before in- vesting time and resources in a workplace smoking-cessation program, organizations need to understand the practices that will have the biggest impact. Staggering costs On a national scale, smoking has enormous costs for business with losses estimated at $11.4 billion in 2010 alone. e average annual employer cost for a daily smoker added up to $4,256 in 2012 — up from $3,396 in 2005, according to a 2013 report from the Confer- ence Board of Canada. Part of the expense comes from smoking-related absenteeism. Since smokers are more prone to chronic conditions, infections and other illnesses, they tend to average two more sick days per year than those who have nev- er smoked. In 2012, each daily smoker and recent quitter was es- timated to cost employers $414, according to the report. Smoking also has an impact on short- and long-term disability. Daily smokers and recent quitters are 2.3 times more likely to be off work for at least three months per year due to a chronic health condi- tion. But the risk of disability falls once a former daily smoker quits — after 10 years smoke-free, the risk is similar to that of someone who has never smoked, according to the Conference Board. When lost productivity and presenteeism are included in the tally, the impact is signifi cantly higher. Unsanctioned smoking breaks have been shown to take up to one hour of an employee's time throughout the day, result- ing in a $3,842 annual loss per full- time employee. York region supports workers e Regional Municipality of York in Ontario is one organization that recognizes the importance of supporting employees in be- coming smoke-free. Employees can take part in an annual smok- ing-cessation program to receive education and guidance, includ- ing coping strategies, goal-setting and ongoing support. During the past six years, re- sponses from program partici- pants have been positive, says Jim Davidson, commissioner of cor- porate services for York Region. e organization also recognizes the fi nancial benefi t of off ering a smoking-cessation program — it calculated a cost avoidance of $193,386 over fi ve years, based on 2007-12 statistics. Butting out isn't easy and ongo- ing support is critical for success. Smokers need to understand it usually takes a few tries to quit and, while frustrating to try and fail, each attempt takes them clos- er to their goal. Evidence shows the majority of Canadians who have ever smoked have success- fully quit — the quit rate reached 63 per cent in 2012, according to Health Canada. By implementing a smoking- cessation program, the percent- age of smokers in an organization would fall by 35 per cent, accord- ing to the Conference Board of Canada. York Region's smoking- cessation program participants self-reported quit rates as high as 50 per cent, said Davidson. Key strategies Successful cessation programs share several key strategies: •Begin with a health-risk assess- ment (HRA) to understand the organization's smoking risk. •Co-ordinate lifestyle change programs with benefi ts such as coverage of smoking-cessation medications. •Align smoking cessation with broader health and wellness strategies in the workplace. •Measure and evaluate programs. •Establish a strong policy about a smoke-free work environment to discourage smoking during work time. •Gain support from senior leadership. •Engage employees, through tar- geted and regular communica- tions, in the availability and ac- cessibility of support programs. •Consider hiring external orga- nizations that have expertise in evidence-based cessation programs. Fewer than one-half of organiza- tions off er an HRA to understand the risk, according to the Confer- ence Board, but it is essential to evaluate the number of smokers and their readiness to change. Once employees' attitudes to- ward smoking are uncovered, education and awareness can help get smokers ready to participate in a cessation program. Smokers need to know how tobacco usage aff ects their bodies and increases the risks for cancer, lung disease and cardiovascular disease. Incor- porating testimonials from smok- ers who have successfully quit can drive the message home and dem- onstrate that quitting is not only possible but it also feels good. When it comes to promoting behaviour change, a multifaceted approach that includes group and individual support works best. Over the years, developing tech- nology has opened up a range of options for reaching the widest possible audience. York Region, for example, add- ed an innovative webinar format to meet the diverse working loca- tions of employees. Online plat- forms provide convenience and allow for instant reporting and re- sults. Everything from mobile ap- plications to interactive webinars and email reminders can be inte- grated for a seamless approach. Whether cessation programs are held face-to-face or online, various experts can discuss top- ics such as the pros and cons of diff erent drug therapies, smok- ers' nutritional needs and alter- natives to pharmaceutical aids. Smokers are encouraged to dis- cuss personal triggers, learn posi- tive coping strategies, recognize signs of nicotine withdrawal and set individual goals that are achievable. Just as ongoing support from family and friends helps keep someone on target, the program should include followup phone calls and emails to ensure partici- pants have everything they need to keep to their goal. Jennifer Elia is assistant vice-president of health and wellness at Sun Life Fi- nancial group benefi ts in Toronto. She can be reached at jennifer.elia@sun- life.com or @elia_jen. Employees already know the risks, but a smoking- cessation program can help them quit the habit for good Credit: yang na/Shutterstock WELLNESS ELL LL LLNE NE NE NE NE NESS SS SS SS SS SS SS SS SS SS SS SS SS SS SS SS SS SS

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