Why employers do not take measures despite these were proven to be effective/ Waarom werkgevers bewezen effectieve maatregelen niet invoeren

The main aims of the proposed project is to (1) provide insight into the reason(s) why employers do not take measures to reduce work related risks at work, improve worker health, reduce absenteeism and presenteeism, increase productivity and increase employee commitment, despite the fact that they are proven to be effective in scientific research, and to (2) identify ways to improve the inclination of the employer to take these kind of measures, resulting in company goals such as profitability or public services. These aims will be achieved by a project which will consist of four phases: Phase 1: linking up with the large scale establishment survey, WEA (Werkgevers Enquete Arbeidsomstandigheden) which is already planned for the autumn 2010 (n= 5400 establishments) in which employers or their representatives are questioned on policies and activities or measures to address (potential) work & health issues or problems, as well as on barriers or incentives they perceive for taking measures. Linking up with this survey will result in (a) a representative view of employers or their representatives on barriers to implement measures or interventions proven to be effective, (b) insight in the characteristics of companies or establishment that do implement interventions that are proven to be effective and those that do not, and (c) a selection of establishments that will be available for a qualitative follow up study in phase 2. Phase 2: A qualitative study will be performed in which a selection of 40 companies or establishments will used to gain more in depth insight into the reasons why companies do or do not adopt interventions of measures proven to be effective. The survey carried out in phase 1 will lead to additional questions, since it is still a ‘black box’ regarding real reasons and motives for identifying barriers to implement proven effective interventions. In addition, there are no answers yet as how to interest or maybe ‘seduce’ employers to take those measures that will be good for both the establishment and the employees on the long run. From the WEA survey (phase 1) 20 establishments with low adoption of measures will be selected as well as 20 establishments with high adoption of measures, matched by sector and company size. Interviews held in the establishments selected will be held with both management and employee(s and their representatives), and will focus on two topics (a) reasons for adopting (or not) interventions that ae proven to be effective, and (b) explore under what circumstances non adopting companies or establishments would adopt these proven effective interventions. Phase 3: A national workshop will be held at the end of the project in order to feedback the findings of both the WEA and the qualitative study (phase 1 and 2), and to discuss with the stakeholders (employers, their representatives, policy makers, employee representatives) how to interest or even ‘seduce’ employers to take action and reduce risks, absenteeism, improve health, commitment and productivity on the short as well as the long term. Phase 4: Dissemination. An ‘Advisory Board’ will be installed in order to support the research and optimize dissemination. Stakeholders (employers, employer and employee representatives) will be invited to take part in this Board, as well as representatives from the relevant Ministries and a representative from the University. The managing director of Het Werkgeversforum is suggested to chair this Board. This Advisory Board will give advice and support on all phases of the project. Structures already in place like the digital portal of Kroon-Plaza will be used for disseminating the results of the research as well. In addition, both societal relevant publications as well as scientific publications will add to the dissemination.