Employee Health and Wellbeing Practices as the Foundation of Enterprise Sustainable Development

From Treatment to Lifestyle Management: Specifics of Remote Sites

Ensuring employee health at remote production sites traditionally comes down to emergency response and basic medical examinations. However, in the conditions of the Far North, where logistics are limited to a few months a year and work is carried out on a rotational basis, this approach ceases to be effective. The webinar speaker, Nikolay Ievlev, uses the example of Rusvietpetro to analyze the transition from reactive medicine to proactive employee wellbeing management. This transition is based on the understanding that an employee's health depends 50% on their lifestyle, which means the focus of the HSE department should shift towards forming healthy habits and creating the appropriate infrastructure.

Digitalization of Medical Control at the Oilfield

One of the key problems of remote sites is the quality and reliability of medical examinations. The presentation details a comprehensive approach to the digitalization of medicine, which eliminated the human factor and minimized lost working time:

• Automation of pre-trip inspections: the implementation of hardware and software systems with Face ID technology provided a throughput of up to 60 people per hour, eliminating subjectivity when granting work clearance.
• Mobile medical complexes: conducting periodic medical examinations directly at the oilfield using high-passability laboratories based on KamAZ trucks. This solution completely eliminated the practice of providing dubious "home certificates" and allowed employees to undergo examinations without wasting time during their inter-shift rest.
• Integration with regional telemedicine: connecting the enterprise's health centers to the healthcare system of the Nenets Autonomous Okrug enabled paramedics to receive emergency online consultations from highly specialized experts (cardiologists, surgeons) from central clinics.

Behavioral Therapy and the "Health School"

Creating infrastructure does not guarantee its use if employees do not have a conscious attitude towards their health. The speaker shows, using the "Health School" project as an example, how the behavioral patterns of rotational workers can be changed. Based on the morbidity analysis, risk groups were identified, with whom doctors and specialized experts began systematic work. Employees were taught to independently monitor blood pressure, measure cholesterol levels, and understand the principles of calculating nutritional calories. An unexpected but indicative result was the active involvement of the focus group (men over 45) in Pilates and yoga classes, which proves the effectiveness of well-structured educational work.

Wellbeing Infrastructure and Results

Health management requires comprehensive support from the employer. The introduction of expanded VHI (Voluntary Health Insurance) programs (covering children and relatives), the construction of multifunctional sports complexes, and the organization of spa and resort treatment at the expense of the Social Fund made it possible to create a full-fledged environment for recovery. The practical result of implementing these programs was not only achieving a zero LTIFR but also a documented 30% reduction in the incidence of cardiovascular, respiratory, and gastrointestinal diseases by the end of 2024.

What you will learn from this webinar:

• How to technically organize comprehensive periodic medical examinations at an isolated oilfield?
• How does the integration of a corporate health center with regional telemedicine reduce the risks of medical errors?
• How to convince employees to give up bad habits using visual experiments (for example, measuring blood pressure before and after smoking)?
• What tools help engage older employees in physical activity and nutrition control programs?
• How does a competent health policy allow an enterprise to receive preferential rates for corporate insurance services?