Creating healthy work environments

LA 6, LA 7, LA 8

"We regard health as a state of comprehensive physical, mental and social well-being and not merely as the absence of illness. Health encompasses the capability and the motivation to lead an economically and socially active life. In this sense, work can be a fundamental source of satisfaction and, accordingly, of health."

 
Excerpt from the DPDHL Group Corporate Health Policy

We take a holistic approach to health management at Deutsche Post DHL Group, meaning that we do more than provide healthy work environments – we also encourage and help our employees and their families to pursue healthy lifestyles, avoid risk factors and prevent chronic disease. We understand that as members of a global logistics company and, by extension, its supply chains, each and every one of our employees should be protected from epidemics and other external health risks. For this reason, we systematically monitor global health threats and their relevance to both our people and our operations.

Group-wide sickness rate¹

PwC

Group-wide sickness rate

Our Four Pillars of Health – Education & Awareness, Prevention & Screening, Disease & Condition Management (DMP), Behavioral Change – provide a framework for managing health holistically. Each pillar addresses a different phase in health promotion – from building awareness, prevention and mitigation, to driving behavioral change. This model, along with the identification of future potential trends, helps us design actionable measures that are tailored to the specific circumstances and needs of our employees in each country. We do this through our Global Health & Well-being Program. Our approach aims to minimize occupational diseases and work-related illnesses and to reduce sickness rates within the Group. The Group-wide sickness rate can generally be attributed to our aging workforce and the increase in chronic disease. For the reporting year, the sickness rate remained unchanged at 5.1%. Workplace accidents accounted for 0.3 percentage points of the total sickness rate.

Managing our health management activities

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While Group divisions are responsible for the local implementation of health management within their organizations, cross-divisional health-related issues are discussed and agreed centrally by the Board of Management. The Board of Management is kept informed of and is advised on these matters by the Chief Medical Officer (CMO), who is in direct dialogue with key health institutions and organizations. The CMO also provides guidance regarding potential crisis scenarios, such as epidemics and pandemics. At the same time, the CMO also consults at the local, operational level, advising the business on new workplace trends, such as new technologies designed to prevent occupational or work-related disease or make jobs easier to perform.

The CMO also heads the Group’s ISO 9001 certified occupational health services in Germany, which includes a staff of some 90 occupational health physicians nationwide. Our health promotion system in Germany is managed by the Central Health Working Group, which is chaired by the Board Member for HR.

Health as a management responsibility

Our managers play an important role in establishing a culture of health and well-being across the Group. We offer them training and other targeted measures to sharpen their awareness of this responsibility and to strengthen their commitment to health management. Well aware of our responsibility for both the physical and mental health of our employees, our executive education program includes a web-based training module called “Leadership and Mental Health”. The training, which is available to all managers across the Group, provides basic knowledge on mental health, stress, and the correlation between leadership and health, and provides managers with solutions for strengthening their own personal resources and protecting their employees from harmful stress. It has already been recognized as best practice in managing mental health risks. 

Additional health insurance benefits

Approximately 300,000 of our employees – more than half of our workforce – work outside of Germany. Many of these employees live and work in countries that do not offer sufficient social health coverage. Because we believe that every one of our employees should have access to quality, affordable healthcare, we have established a Group-wide Employee Benefits Program that provides insurance coverage to numerous employees and their dependents where there is a need to supplement social healthcare or where no statutory health insurance exists. Our ability to maximize and control funding efficiencies around the provisions of our insurance program allows our employees and their families access to affordable healthcare coverage.

Global program, local solutions

Our Global Health & Well-being Program offers a global strategy with tailored local solutions, meaning that our health and well-being initiatives and campaigns are specifically designed to address country health concerns. We do this by systematically monitoring health risk indicators around the world, which are then used to develop tailored measures to mitigate the underlying drivers by country. Based on this data, for example, we have increased the focus of our health initiatives in Mexico on combatting hypertension, which is widespread in the region. By contrast, in China our measures focus more on respiratory ailments.

Special attention is given to preventing chronic illnesses that according to the World Health Organization are the cause of 60-80% of deaths worldwide. The WHO has also identified mental illness, especially depression, as a leading cause of disability and a major contributor to the overall global burden of disease. In response, we have increased our efforts in the area of health management to combat mental illnesses and depression. In Germany, China and the US, for example, affected employees are provided support through dedicated occupational health experts and employee assistance programs.

Global IT platform rolled out

Central to our Global Health & Well-being Program is the exchange of best practice initiatives and measures across the Group. Our new dedicated Health & Well-being platform, which was rolled out in the reporting year, provides a standardized mechanism for collecting, monitoring and measuring the impact of the various activities being undertaken by our entities around the world. The system is also used to rank measures, which are categorized and awarded points based on our Four Pillars of Health. Business units can accumulate points across the pillars to qualify for discounts on Group-sponsored insurance coverage, freeing resources to be used to further benefit our people and their families locally.

The platform also serves as a go-to reference for information on current health issues and trends, providing access to the most up-to-date articles, studies and research in the areas of health and well-being. This system enables HR managers not only to track the progress of their initiatives and measures but also to see what is being done to deliver health and well-being to our employees in other areas of the Group.