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The importance of limiting risk exposure and reducing health or security incidents is increasing. Governments around the world are asking organisations not only to protect employee health and safety, but to promote it. Even with measures to reduce COVID-19 transmission - such as the adoption of PPE, routine testing and vaccinations for essential sectors - pre-pandemic risks remain. This includes exposure to workplace hazards, as well as the risk of incidents, or near misses, due to working conditions.

Added to these is the increased risk of chronic disease as a result of home, remote or rotational working, as well as anxiety and burnout. Failure to address the mental health of employees could signify a backwards step in productivity and could even result in increased absences. The good news: we see a major shift among employers towards addressing the psychosocial risks of the pandemic, especially in those who work unconventional shifts.

For organisations operating in challenging environments, security issues have not gone away. In some of the more fragile security locations, COVID-19 has exacerbated the challenges faced by organisations. Certainly, managing incidents has become more complex due to travel restrictions. 

Beyond the pandemic, organisations are now asking themselves how ready they are to respond to the next major crisis. So, there is a renewed focus on systemic risk. How do organisations put in place mitigation strategies to deal with a natural disaster, the next pandemic or localised social unrest?
  • 40%

    of all respondents experienced suicidal thoughts on rotation some or all the time, compared to the global average of 4-9%*

  • 5%

    increase in productivity, equivalent to one additional working day each month, has been measured in companies with a wellbeing programme**

  • $3.27

    medical and absenteeism ROIs amounting to $3.27 and $2.70, respectively, saved for every $1.00 invested, over a three-year time horizon***

  1. Dr Rachel Lewis et al., 2021, The International SOS Foundation, The Psychological Impact of Remote Rotational Work.
  2. Doing Well by Making Well: The Impact of Corporate Wellness Programs on Employee Productivity, Forthcoming in Management Science, June 28, 2017.
  3. Ron Z. Goetzel, PhD et al., Sep 2014, Journal of Occupational and Environmental Medicine / American College of Occupational and Environmental Medicine, Do Workplace Health Promotion (Wellness) Programs Work?

The opportunity is great: taking a preventative approach to workforce risk can lead to increased confidence and productivity, reduced incidents, improved safety, and reduced overall costs. However, the task of delivering globally consistent programmes that navigate complex legislation and myriad local regulations can be daunting. This is where we can help.