A Brief Cognitive Behavioural Therapy Alcohol Intervention Programme is an Effective Secondary Prevention Approach for New Employees entering an Irish Workforce: A Pilot

The prevalence of unhealthy drinking at all levels in Irish society poses serious issues in terms of the consequence to individuals concerned, as well as to society as a whole. The workplace offers a useful setting for early identification and intervention with new employees who may have pre-existing alcohol use disorder issues. This pilot study aimed to evaluate the effectiveness within the workplace of a brief Cognitive Behavioural Therapy (CBT) intervention in reducing participants binge and risky drinking behaviours. Twenty-six Irish Naval recruits volunteered to participate in this randomised controlled trial. The intervention was conducted over four consecutive one and a half hour weekly sessions. Participants completed four principle outcome measures at intake, termination of the intervention and at the two-month follow-up assessment. The Alcohol Use Disorders Identification Test (Babor, Higginis-Biddle, Saunders & Monterio, 2001) was used to measures participants’ consumption levels and frequency of binge or risky drinking. A Readiness Ruler (Miller, Zweben, Diclemente, & Rychtarik, 1992) was used to measure participants’ readiness to change drinking, while the Drinking Expectancy Questionnaire (Young & Oei, 1996) was used to measure participants’ beliefs pertaining to alcohol, and their ability to refuse alcohol in high-risk social surroundings. There were preliminary data in support of the intervention. There were interaction effects that approached statistical significance for both a reduction in participants’ binge drinking (p =. 064) and an increase in participants’ ability to refuse alcohol in high-risk social settings (p = .059). There was also a significant interaction effect (pThis resource was contributed by The National Documentation Centre on Drug Use.

A Study of a Staff Alcohol Policy in a Large Public Health Organisation, Looking at the Policy Content, the Policy Development and the Implementation Process, and the Policy Impact

There are different approaches to dealing with alcohol related problems in the workplace. A literature review indicates that two of the models that underpin programmes to deal with alcohol related problems in the workplace are the disease model and the health promotion model. The disease model considers alcoholism as an illness and uses curative techniques to restore the individual to sobriety. The health promotion model looks at the determinants of health and promotes changes in the environment and structures, which would support healthy behaviour in relation to alcohol. Employee Assistance Programmes (EAPs) may have elements of both theses models. Dealing with alcohol problems at work involves a captive audience and the workplace as a setting can be used to influence healthier lifestyles. A workplace alcohol policy is a mechanism through which alcohol related issues might be dealt with, and the necessary resources and commitment of managers and staff channelled to this end. The policy aims should be clear and unambiguous, and specific plans put in place for implementing all aspects of the policy. In the case of the alcohol policy in the organisation under study, the policy was underpinned by a health promotion ethos and the policy document reflects broad aims and objectives to support this. The steering group that oversaw the development of the policy had particular needs of their own which they brought to the development process. The common theme in their needs was how to identify and support employees with alcohol related problems within an equitable staff welfare system. The role of the supervisor was recognised as crucial and training was provided to introduce the skills needed for an early intervention and constructive confrontation with employees who had alcohol related problems. Opportunities provided by this policy initiative to deal with broader issues around alcohol and to consider the determinants of health in relation to alcohol were not fully utilised. The policy formalised the procedures for dealing with people who have alcohol related problems in an equitable and supportive manner. The wider aspect of the health promotion approach does not appear to have been a priority in the development and implementation of the policy.This resource was contributed by The National Documentation Centre on Drug Use.

The London Health Commission prospectus 2006-2008: Partnership for health: challenges for action

The London Health Commission programme of work to 2008 has identified four Health Challenges to stimulate action on its top priorities durng the next three years. It is urging organisations to join in action to increase the number of disabled people in employment; introduce smoke-free workplace policies; improve access to effective language support services for their users; help improve the emotional health and well being of young Londoners.

Review of ALCES funded Adult Literacy Provision

Following the publication of the International Adult Literacy Survey (IALS), the White Paper on Adult Education set targets for the participation of adults with low levels of literacy and numeracy in VEC provision. These participation targets have been attained. It is not known if the skill levels of the Irish population have changed since 1995 but the publication of the results of the OECD’s Programme for the International Assessment of Adult Competencies (PIAAC) in October 2013 will provide this information. The Skills Strategy and other Government policy statements relating to activation measures propose that an additional 500,000 individuals within the workforce need to progress by at least one level on the National Framework of Qualifications (NFQ) by 2020. While no new overall strategy for the development of Adult Literacy in Ireland has been devised since the publication of the White Paper in 2000, there have been a number of specific initiatives taken by Government which complement the initial provision framework (Intensive Literacy (ITABE), DEIS Family Literacy, projects focused on the workplace). Blended and distance learning initiatives have also been supported. These issues should inform the development of any new Adult Literacy strategy by SOLAS.

Health and wellbeing at work: a resource guide

This resource guide aims to support employers and employees to access information on improving health and wellbeing at work.Putting in place an effective workplace health programme that meets the needs of each business requires access to effective tools and information, which will help assess the needs of employees and assist with developing and implementing plans.This guide uses the World Health Organization (WHO) model as the basis for developing a workplace health programme. The WHO model involves eight stages and four aspects of the working environment.Included in the guide are information and contact details for organisations in Northern Ireland that can provide information and support to businesses on each of these aspects.The guide also includes case studies on local businesses that implemented a workplace health programme and a sample health and wellbeing action plan.�

Promoting positive mental health at work: a guide for employers

This booklet is one in a series aimed at promoting health in the workplace. It outlines to employers the importance of employees' mental health, good practice to support positive mental health at work, the legal requirements with regard to working environments and mental health, and key steps for action.�

Promoting breastfeeding for mothers returning to work: a guide for employers

This booklet is the third in a series of�Work�Well guides aimed at promoting health in the workplace. It outlines to employers the business benefits of encouraging mothers to continue breastfeeding on return to�work, the health benefits of breastfeeding for mums, the legislation affecting mothers at�work, and some easy steps that employers can take to support breastfeeding mothers.

Introduction to the special issue on employment discrimination against immigrants

Purpose - This editorial aims to introduce the special issue on employment discrimination against immigrants. Design/methodology/approach - The first part is a commentary on key issues in the study of employment discrimination against immigrants. The second part presents the five articles in the special issue. Findings - The papers in this special issue focus on a variety of issues associated with employment discrimination against immigrants. For example, they consider: discrimination based on accents; differences among justice perceptions among immigrants and non-immigrants; the effects of negative stereotypes on workplace outcomes; the treatment of Hispanic immigrants; and the reasons for the lack of research on Hispanic immigrants. Research limitations/implications - The author comments on key issues that researchers of employment discrimination against immigrants have to take into account. These issues include: the appreciation of the diversity among immigrants; an understanding of the complexity of employment discrimination research; openness to cross-disciplinary approaches; and the consideration of employment discrimination within the context of the immigrant experience. The five articles that make up the special issues vary in their nature (empirical, critical), methodologies (quantitative, qualitative), locations (United States, Germany, and Canada), and implications. Practical implications - The issues discussed in the papers have important implications for understanding and overcoming employment discrimination against immigrants. Originality/value - The Journal of Managerial Psychology invited this special issue to initiate psychological research on employment discrimination against immigrants. The intent is to draw the attention of organizational scholars to the large, yet under-studied immigrant segment of the workforce.

The effect of a smoking ban introduction to environmental tobacco smoke exposure in Swiss hospitality workers : Abstracts of the 23rd Annual Conference of the International Society of Environmental Epidemiology (ISEE), September 13-16, 2011, Barcelona, Spain

Background and Aims: To protect the population from environmental tobacco smoke (ETS) Switzerland introduced a nationwide rather heterogeneous smoking ban in May 2010. The exposure situation of non-smoking hospitality workers before and after implementation of the new law is being assessed in a prospective cohort study. Methods: Exposure to ETS was measured using a novel method developed by the Institute for Work and Health in Lausanne. It is a passive sampler called MoNIC (Monitor of NICotine). The nicotine of the ETS is fixed onto a filter and transformed into salt of not volatile nicotine. Subsequently the number of passively smoked cigarettes is calculated. Badges were placed at the workplace as well as distributed to the participants for personal measuring. Additionally a salivary sample was taken to determine nicotine concentration. Results: At baseline Spearman's correlation between workplace and personal badge was 0.47. The average cigarette equivalents per day at the workplace obtained by badge significantly dropped from 5.1 (95%- CI: 2.4 to 7.9) at baseline to 0.3 (0.2 to 0.4) at first follow-up (n=29) three months later (p<0.001). For personal badges the number of passively smoked cigarettes declined from 1.5 (2.7 to 0.4) per day to 0.5 (0.3 to 0.8) (n=16).Salivary nicotine concentration in a subset of 13 participants who had worked on the day prior to the examination was 2.63 ng/ml before and 1.53 ng/ml after the ban (p=0.04). Spearman's correlation of salivary nicotine was 0.56 with workplace badge and 0.79 with personal badge concentrations. Conclusions: Workplace measurements clearly reflect the smoking regulation in a venue. The MoNIC badge proves to be a sensitive measuring device to determine personal ETS exposure and it is a demonstrative measure for communication with lay audiences and study participants as the number of passively smoked cigarettes is an easily conceivable result.

Una Biblioteca Virtual para una comunidad Virtual

El desenvolupament de la ponència se centra en descriure com una comunitat virtual pot accedir a tots els serveis tradicionals d'una universitat presencial i com a més disposa de tota una sèrie de serveis addicionals derivats del disseny d'un Campus Virtual. També descriu com entre aquests serveis s'ha dissenyat una Biblioteca que respongui a les necessitats dels seus usuaris, i com en aquest disseny s'aprofiten al màxim els recursos disponibles en Internet o es creen serveis nous que faciliten la tasca de l'usuari sense que aquest hagi de desplaçar-se del seu punt de treball.

Guía metodológica para la elaboración de planes de igualdad en entidades del Sistema Sanitario Público de Andalucía (SSPA)

Currently equality plans are an effective tool to incorporate equal opportunities in human resource management of both companies and public administrations. They are also the appropriate mechanism to detect possible disparities and gender gaps in employment. Configured as an ordered set of actions and measures taken after a diagnosis of the situation and help organizations to promote equal treatment and opportunities between women and men in the workplace, and help eliminate discrimination based on sex. In this regard, the Directorate General of Health Planning and Innovation of the Ministry of Health, intends to promote and facilitate the development and implementation of equality plans in institutions and centers of the Andalusian Public Health System. This has raised the production and dissemination of a methodological guide that supports the design of equality plans in unison to allow both the completion of the monitoring process as the development and practical implementation of those plans.