German Occupational Health Management meets National Program for Happiness & Well-being and National Well-being Strategy 2031

A German-Arabic Project

In recent years, the United Arab Emirates (UAE) has established itself as a pioneer in wellbeing through its comprehensive strategy for “Happiness and Well-being.” While Germany's Occupational Health Management (OHM) is traditionally insurance-based and funded, it offers promising approaches that could, within the framework of a collaborative project, support and advance this Well-being Strategy. By focusing specifically on the content of national and international absence reports and the DIN Spec 91020 standard, there is a unique opportunity to create synergistic effects between both concepts and combine the advantages of each system.?

Why a Collaborative Project Makes Sense

The UAE strategy places a strong emphasis on individual wellbeing and the quality of life of its citizens, both in their personal and professional lives. This approach aligns with the core goals of German OHM, which, through its insurance-based and preventive structure, aims at the long-term improvement of the health and performance of individuals in their roles as employees. The German approach emphasizes proactive management of health risks and the promotion of healthy lifestyles in the workplace—principles that can be well complemented by the UAE’s Happiness and Well-being Strategy.

?"Health is not negotiable." - by Alexander W. Reitz

Goals and Added Value of a Collaborative Project

A German-Arabic project of this kind could aim to combine the preventive approaches of German OHM with the fundamental elements of the UAE strategy. An interdisciplinary approach can be more than the sum of its individual parts, as the various perspectives and areas of expertise interact and complement each other. This can provide significant benefits for all parties involved, as a more comprehensive and effective approach to promoting wellbeing and productivity emerges through collaboration.

Combining these approaches will:

• Enhance employee wellbeing through a synergy of preventive measures and a comprehensive Happiness and Well-being Strategy.
• Boost productivity by improving the workplace atmosphere and creating a health-promoting environment.
• Leverage cultural differences to create innovative approaches to health and wellbeing that meet the needs of both cultures.

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Lessons from (inter-) national Absence Reports

German absence reports (Fehlzeitenreport) regularly show that mental health issues have a significant impact on absenteeism and illness-related absences. Both the World Mental Health Report and the Mental Health Atlas (WHO) highlight and confirm on a global scale that mental health is a crucial element for a functional and productive work environment. Additionally, the Mental Health Atlas provides insights into the varying levels of investment and health strategies worldwide, often revealing that mental health is still underfunded and under-prioritized.

Together, these reports indicate that a holistic Occupational Health Management is urgently needed to address the growing challenges surrounding mental health. A German-Arabic project could build on these insights and develop initiatives to promote mental health that are tailored to the needs of employees in both regions. By implementing targeted programs for resilience building and stress management, a culture of wellbeing can be fostered, positively impacting both the work environment and employees' health.

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DIN Spec 91020 as a Guideline for Structured Health Management

The DIN Spec 91020 standard offers a structured framework for OHM, which could serve as the foundation for the joint project. This standard outlines how health management can be systematically introduced, implemented, and improved within organizations. These specifications could help strengthen and enhance the UAE-Strategy by incorporating German standards.

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Using the Balanced Scorecard (BSC) in OHM

To systematically and goal-orientedly implement a joint OHM project with the UAE strategy, the Balanced Scorecard can be used as a tool for measurement and control. The Balanced Scorecard allows OHM to be viewed from four perspectives:

1. Financial Perspective: This aspect captures the financial impact of OHM, such as savings from reduced absenteeism or returns on investments in health-promoting measures.
2. (Customer) Employee Perspective: Reinterpreted here, this perspective examines how employees benefit from OHM initiatives and how these influence wellbeing and job satisfaction.
3. Internal Process Perspective: This perspective assesses the efficiency and effectiveness of the implemented measures. The UAE strategy could contribute to supporting internal processes and initiatives here.
4. Learning and Growth Perspective: The Balanced Scorecard also considers how OHM initiatives promote the continuous development of employees. This perspective can be used specifically to build new competencies in the area of wellbeing and strengthen existing ones.

“It is necessary to measure what can be measured and to make measurable what cannot yet be measured.” — by Galileo Galilei

In the realm of hard-to-measure topics such as mental wellbeing and health, the Balanced Scorecard proves to be a valuable tool. By specifically adapting the BSC to these aspects, organizations can define clear indicators and thus document progress and successes in areas that are often difficult to quantify.

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Implementation of a Joint Project

A German-Arabic health project could include the following steps:

1. Needs Analysis and Goal Setting: At the outset, an analysis of employee needs and the establishment of common goals should be conducted. What health risks are observable within the company? Where are these approaches that consider both the German and UAE strategies?
2. Planning and Integration of Measures: Based on the needs analysis results, measures such as health workshops, stress management programs, and physical activity promotion could be implemented. Here, aspects of mental health from the UAE strategy and preventive measures from German OHM could be integrated.
3. Monitoring and Evaluation: Regular monitoring and evaluation are essential to assess the project's success. The criteria from DIN Spec 91020 could be used here.

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Conclusion

A joint project between German Occupational Health Management and the UAE-Strategy holds immense potential to enhance employee wellbeing and promote a healthy work culture in the long term. Through an interdisciplinary approach and the exchange of experiences and proven methods, synergies could emerge that set new standards for wellbeing and productivity. This initiative not only offers opportunities for the companies involved but could also serve as a model for other countries and organizations that value and aim to promote wellbeing in the workplace.

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Are you interested in such an innovative project? Feel free to contact us to discuss potential collaboration opportunities.