Vitality and sustainable employability
UMC strives to be a healthy and good place to work. A workplace where not only the health of the patient but also that of our colleagues is central. It is therefore important to create a vibrant and resilient working environment. To achieve this, managers and employees must have control over vitality, the prevention of absenteeism, and support during absenteeism. They are seconded in this by experts and advisers, and extensive support is available. In this way, together, we facilitate a healthy, safe workplace for everyone.
Special attention for nocturnal workers
In 2022, we launched the Energetic@night pilot to give extra support to our approximately 200 colleagues who work in our hospital every night. Studies show that people who do night shifts stand a greater risk of developing mental and physical ailments. It goes without saying that we want employees who work irregular hours to be able to work as safely, healthily, vitally and motivated as our colleagues with regular schedules - and that we also want to be a good place to work at night. Energetic@night helps nocturnal workers to find and maintain a good balance between work and rest, which is often especially challenging for this group of colleagues. So far we have had positive feedback from nocturnal workers taking part in the pilot, saying for example that they feel fitter.
In 2022 we have special attention to our approximately 200 colleagues who work at night.
Psychosocial support
In our ongoing ‘Work in Balance’ program, we offer all colleagues the possibility to get psychosocial support through 1-on-1 conversations with in-house counselors. This offer was also available in 2022. In total, over 257 colleagues made use of it (over 250 in 2021), and our in-house counselors conducted about 1,088 conversations.
Sick leave
Despite our actions to boost vitality and prevent absenteeism, sick-leave figures were high in 2022. The average percentage of sick leave was 6.33% compared to 5.57% in 2021. It is obvious that the high absentee rate is related to COVID-19 and the work pressure that was felt. 43% of the employees who reported sick and who consulted the in-house physician suffered from overexertion, burn-out, or other psychic ailments. 18% still had (long) COVID. The overall average percentage at UMC Utrecht is lower than the average absenteeism percentage in health and social care (average of 7.1% in 2022, source CBS ).
Relocation
It is important for us that everyone at UMC Utrecht should be in the right place. In 2022, we went through a relocation process with 142 colleagues. Of these, 74 found another job at UMC Utrecht, and 18 found a job
elsewhere. In total, 24 were integrated in WW and 20 in WIA.
