Our Performance
Occupational Health
Our Occupational Health Service is very active in its aim to optimise the health of all Pfizer colleagues throughout the United Kingdom. In 2008, Pfizer staff accessed our services on 12,963 occasions.
The service provides support in the following key areas:
- Compliance with statutory and corporate health requirements
- Prevention of ill health arising from work
- Minimising the impact on work from ill health
- Promoting and preserving good health
- Providing specialist advice and support.
Health surveillance
Health surveillance is available for all staff and we use a job-focussed hazard assessment to identify health requirements relating to specific activities. In this way we aim for individuals to be fit for their work and for the work to be suited to the individual, prioritised by risk.
We complement this with access to external specialists including ergonomists, psychologists and an Employee Assistance Programme, providing confidential professional advice.
During 2008 we fully met our statutory medical programme requirements and we had a high uptake of other health surveillance programmes and Occupational Health support services. For example, the 3 yearly face testing programme is now well established for all users of respiratory equipment.
We continue to take a proactive role in supporting employees in their return to work following long-term illness or injury. The effective management and reintegration of an employee often requires a constructive and supportive approach, and we facilitate this process by working with the individual, the manager and Human Resources, using suitable work place adjustments.
During 2008 Occupational Health has focussed attention on ensuring that contractors working on our sites have access to appropriate health support. We have a process of notifying all contractors' employers of the risk assessments and subsequent health surveillance requirements for their staff working on Pfizer premises.
Analysis of our Health Data
Trends in significant Work Related Illness
Over the last 5 years, we have seen dramatic falls in significant Work Related illness in the areas of Mental Health, Visual Display Units (VDU's), associated ergonomics manual handling and indeed all work related illness. A recent resurgence in injuries arising from manual handling, although not to the levels seen in 2001, has again started to diminish, with our focus on improving manual handling training and controls.
Significant Work-Related Injury & Illness
During 2008 there were a total of 755 work related injuries & illnesses from all causes. This is a 11% decrease on 2007 figures. Of the 755 work related injuries & illnesses 46 (6%) were considered more significant in terms of degree or duration of illness or injury, length of absence or treatment required [comparable to reports made to Occupational Safety and Health Administration (OSHA) by our US operations.] This compares with 63 (8%) in 2007.
The 755 cases represent all work related injuries or illnesses arising in any person on site (staff, contractors, visitors) or in the field in the UK. The vast majority of these were minor and not significant in terms of harm. 46% injuries arise from trauma and 39% from ergonomic related injury, mostly from visual display units or manual handling, but a small number were secondary to car related ergonomic issues.
The two pie charts below highlight the nature of these illnesses and injuries in more detail. The first shows clinical effects arising from all injuries and illnesses related to work reported during the year and the second shows the clinical effects of these work-related injuries and illnesses deemed more "significant".
Breakdown of All Work Related Injuries and Illnesses 2008
Breakdown of Significant Work Related Injuries and Illnesses 2008
Sickness Absence
We continue to monitory UK absence, which shows a decreasing trend across all parts of the business, with an overall rate of 4.2 days lost/person/year.
Mental Ill Health and Ergonomic injuries
In common with most UK industry, our two greatest causes of long-term absence are mental ill health and ergonomic problems. Published research shows that if individuals are absent for 4 weeks, they have a 10% risk of still being absent at one year; rising to 40% for a 12 week absence. For those absent for one year or more, the likelihood of never returning to work is greater than 90%. Clearly to maximise productivity it is important to understand the reasons for long-term sickness and tackle the root causes.
Mental Health
During 2008 Occupational Health have worked alongside managers and Human Resources to ensure there is greater awareness and understanding of Pfizer’s “Mental Health and Wellbeing” policy at all levels. During the year the focus has been to encourage managers, during discussions with their team, to use the risk assessment tool as an indicator of possible work-related stressors requiring support. Ongoing data collection continues to reassure that trends in mental health problems, caused by working in Pfizer, remain low.
Ergonomics
Ergonomic issues, particularly manual handling, continue to pose a challenge for Occupational Health. The focus in 2008 has been in the primary prevention of musculoskeletal conditions, principally via training and recognition programmes.
We have a cross-company ergonomics policy, the implementation of which is supported by specific guidance procedures on manual handling and Display Screen Equipment (DSE). The Manual Handling Champions team continue to meet regularly to agree goals, manage manual handling risk and audit ergonomic activities onsite.
In 2008 Occupational Health provided support to reviewing and updating the “Field Force Safety Guide” on Ergonomics. This document incorporates and consolidates learnings from managing musculoskeletal cases over the years.
Health Promotion
Health promotion activities in 2008 have focussed on the promotion of the benefits of walking and on improving the Fitness Centre activities for staff and contractors.
Pfizer continues to operate a “no smoking policy” and complies with UK legislation in this area. During the year Pfizer continued to provide smoking cessation support programmes to Pfizer colleagues and contractors.
Relationship with the Regulators
Pfizer has a strong and open relationship with the Health & Safety Executive (HSE) regarding the early notification of occupational disease. The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR) requires the employer to report cases of work-related disease to the HSE.
In 2008 there were was one case of Occupational Skin Disease reported to the HSE. Upon investigation, the HSE concluded that our systems and controls are satisfactory and the case was appropriately managed.
During 2007 members of Pfizer Occupational Health were invited to join a new UK Asthma Special Interest Group (SIG), sponsored by the HSE, and sit on a working party reviewing industry standards on laboratory allergens.
Supporting Business Continuity and continued Improvement
Occupational Health provides professional input to many areas of business continuity, including First Aid and Emergency Response. During 2008, Occupational Health participated in a successful major Emergency exercise which involved off-site public authorities and the largest evacuation of a Pfizer site to date.
We continue to work to ensure we remain updated in regional development planning with respect to pandemic flu contingency plans in Pfizer, both locally and in collaboration with our international colleagues.
There were two major audits of Occupational Health support in 2008:
- a) OHSAS 18001 reaccreditation, with the comment that Occupational Health support and programmes were exemplary, and
- b) Corporate EHS Compliance Audit of Cambridge facility was completed and the feedback regarding the OH programmes was very positive.
Embracing Diversity
During 2007, Occupational Health supported key initiatives that promote diversity in the workplace and remind everyone of the additional challenges faced at work by those individuals with a disability.
In 2006, following an inspection by a representative of the Royal National Institute for the Deaf (RNID), the Pfizer Research Facility at Sandwich was awarded the “Louder than Words” Charter. This is a great achievement as the charter formally acknowledges that Pfizer provides an inclusive and supportive environment for colleagues who are either deaf or have a hearing impairment. The RNID commented positively on the support and information available to colleagues from Occupational Health via dedicated internal web pages. Further audit led to re-accreditation for “Louder than Words” Charter for 2008, an indicator of our determination to strive for optimal working environment for all our colleagues.
Diversity and Inclusion
It is widely recognised that an effective, healthy and cohesive society can only be achieved by the recognition and full participation of everyone within that society.
The concept of Diversity and Inclusion within Pfizer seeks to minimise and eliminate barriers by looking at three key strands; Diversity of People; Diversity of Thought and Diversity of Leadership within an inclusive culture.
In 2007 Pfizer launched its “Mind and Body” disability network on the back of the existing “Action on Disability” programme. These networks aim to provide a consistent level of physical access to our sites and to raise awareness through a number of initiatives related to disability within the local community.
In 2008 Pfizer was awarded “Two Tick” disability status by local government in recognition of its inclusive and collaborative approach to the following aspects of employment: recruitment and retention of individuals with a pre-existing disability; retention/retraining of employees who develop a disability while in employment; and an ongoing programme of onsite awareness training and education.
The “Carers' Support Network” is another example of a resource for Pfizer employees who have caring responsibilities. Balancing work and home is challenging for most employees, but the additional pressures of caring for a dependant adult or child with a disability can be daunting. This network provides carers with ready access to the many different types of support available locally and culminated in the launch of “The Supervisor Who Cares” Awards in 2008.
Health Partnerships
Over the last four years our Occupational Health Dept, in collaboration with the Kent Institute of Medical and Health Sciences at the University of Kent, has provided a training programme for doctors wishing to specialise in the field of Occupational Medicine. In 2007 three trainees successfully completed this rigorous training and are now Consultant Occupational Physicians and accredited specialists in Occupational Medicine. During 2007 Occupational Health have provided a local trainee Occupational Physician with the opportunity to work with the Pfizer Occupational Health team on a regular basis to gain additional knowledge and experience in Occupational Medicine in an industrial setting.
