AstraZeneca invests in employees with new health initiative

In March 2024, AstraZeneca launched a new health initiative called "Hälsosam arbetskraft – Healthy workforce." With its health strategy rooted in the belief that employees are the company's greatest asset, they aim to provide all approximately 4,800 managers and employees with the right conditions to proactively take responsibility for both their own health and organizational health.

"Regardless of whether you are a white-collar worker or work in production, a manager or an employee, we want to provide the best conditions for our employees to feel as good as possible and live sustainably," says Christina Sanders, Health and Wellbeing Director at AstraZeneca.

A holistic perspective on health across the organization

Christina Sanders, together with the management, initiated this investment. Together with her team and in collaboration with Falck, they have implemented and driven the health initiative forward.

"This initiative is a way to elevate our health and work environment efforts to the next level. We have listened to the wishes of our employees and managers and acted accordingly."

The initiative takes a holistic perspective on health and consists of four parts, driven in collaboration with Falck:

Health and work environment profile: The health initiative is based on a survey of employees' lifestyle habits, physical ailments, well-being, and social and organizational work environment. This provides a comprehensive picture and identifies needs at both individual and group levels. Everyone is offered a health examination on lifestyle, a fitness test, and a health consultation. If needed, there is an opportunity for health coaching or courses in sleep, stress, and recovery.

Private health check-up: AstraZeneca gives individual employees the opportunity to purchase a more comprehensive health check-up from Falck. The health check-ups come in three different packages depending on what the employee desires. The purpose is to provide the opportunity to gain a deeper insight into their personal health status.

Drop-in at Occupational Health: Employees receive extended support with drop-in visits with Falck at AstraZeneca's premises in Södertälje. The purpose is to lower the threshold for early management of work-related ailments and to provide opportunities for all employees to take responsibility for their health.

App as a Central Hub: An app developed by Falck for employees to easily view Falck's offerings, order services, see booked appointments, and get in touch with Falck. The app will also contain information and inspiration for a sustainable working life, as well as AstraZeneca's health toolbox.

"We have noticed that managers talk more about health"

AstraZeneca has focused on working structurally and systematically with the results from the health and work environment surveys to achieve the best effect. All managers receive professional support from AstraZeneca and Falck to interpret the results, thereby gaining a deeper understanding and the right conditions to develop clear strategies and action plans.

More than 2000 employees have so far completed the health and work environment questionnaire, and Christina Sanders already sees how data can be linked to other measurements, such as OSA surveys and pulse measurements.

"One effect of the health and work environment surveys is that we can make data-driven efforts, which leads to smarter and more strategic decisions, both for the organization and the individual employee."

The purpose of this initiative is for more people to increase their awareness of health, which in turn increases work performance and work ability, as well as a constantly improved work environment. At the same time, AstraZeneca wants to see a reduced sick leave, especially repeated sick leave, through the support each individual employee and manager receives through this initiative.

"We have noticed that the demand and interest in health issues have increased. More people understand that health is a holistic concept, both that each individual employee takes responsibility in their private life, while the organization influences health by creating good conditions."

Clear communication has contributed to increased engagement

Engaging both managers and employees in the initiative has required significant effort. A crucial success factor for Christina and her team has been the strong support from top management. Additionally, extensive communication efforts have ensured that information reached everyone in the organization before the start of the health and work environment surveys. This is to ensure that managers feel secure and have the right knowledge to support their employees.

"We don't tell managers what action plans to create based on the results. The most important thing is awareness and conversations – that they look at/analyze the results, have the security and competence to talk about it, and agree with the team on what they need. Support from our broad health toolbox is available to assist in these dialogues."

Health factors focus for the future

The work continues with a focus on strengthening health factors. Plans are in place for dialogue days and manager days, where advice, tips, and knowledge dissemination will be central. All based on the health strategy that employees are the company's most important asset, and with a clear productivity perspective: when staff feel good, productivity increases.

"This is not a one-time effort, but something we will work with systematically. Many colleagues, both employees and managers, come forward and tell us how satisfied they are with the initiative, which is very gratifying."

Falck provides support throughout the entire initiative

Åsa Miemois is a health developer at Falck and has been involved in initiating the work with the health and work environment surveys. When managers and management teams received their reports, she served as a resource for each manager. They received individual reviews of the results and support on how to follow up. She has also given lectures for work groups, workshops with management teams, and provided support at various levels within the organization.

"This initiative shows how well we can work with the health and work environment profile and its reports. It becomes clear how strategic work with health, at the organizational, group, and individual levels, makes a difference and has an impact throughout the entire organization," she says.

Åsa also highlights the benefits of following up on results at the group level. Even if employees do not wish to utilize the individual benefits, AstraZeneca's focus on group-level follow-up has also benefited those who have not completed their health and work environment profile.

"When I lecture or meet groups, there are often some who haven't done the health check-up but have answered the questionnaire, but they still receive a positive health intervention as a group. We reach many more than if you only see the health and work environment profile as an individual effort," says Åsa Miemois and continues;

"It is unique that AstraZeneca places so much focus on health-promoting health work and allows it to permeate the entire organization. Managers take action at all levels, from top management throughout the entire operation. It is very rewarding to be a part of driving this work forward together."