Effects of worksite health promotion interventions on employee diets: a systematic review

Background

Public health strategies place increasing emphasis on opportunities to promote healthy behaviours within the workplace setting. Previous research has suggested worksite health promotion programmes have positive effects on physical activity and weight loss, yet little is known regarding their effects on dietary behaviour. The aim of this review was to assess the effects of worksite interventions on employee diets.

Methods

Electronic databases (MEDLINE, The Cochrane Library, PsycINFO, EMBASE, LexisNexis) were searched for relevant articles published between 1995 and April 2009. Studies were eligible for inclusion if they were peer-reviewed English language publications describing a worksite-based health promotion intervention with minimum study duration of eight weeks. All study designs were eligible. Studies had to report one or more diet-related outcome (energy, fat, fruit, or vegetable intakes). Methodological quality was assessed using a checklist that included randomisation methods, use of a control group, and study attrition rates.

Results

Sixteen studies were included in the review. Eight programmes focussed on employee education, and the remainder targeted change to the worksite environment, either alone or in combination with education. Study methodological quality was moderate. In general, worksite interventions led to positive changes in fruit, vegetable and total fat intake. However, reliance on self-reported methods of dietary assessment means there is a significant risk of bias. No study measured more robust outcomes such as absenteeism, productivity, or healthcare utilisation.

Conclusions

The findings of this review suggest that worksite health promotion programmes are associated with moderate improvement in dietary intake. The quality of studies to date has been frequently sub-optimal and further, well designed studies are needed in order to reliably determine effectiveness and cost-effectiveness. Future programmes to improve employee dietary habits should move beyond individual education and aim to intervene at multiple levels of the worksite environment.

Start right-eat right award scheme: implementing food and nutrition policy in child care centers

The Start Right-Eat Right award scheme implemented in Western Australia has been used to provide the incentive to bring about improvement in food service in line with government policy and regulations in the child care industry. Theories of organizational change were used to identify processes and strategies to support the industry in translating policy into practice. A baseline survey of food service management practices, as well as process evaluation, informed action and identified barriers. Impact evaluation demonstrated that the award scheme could bring about improvements in the quality of food service; 80% of centers made changes to their menus as a result of participating. Two years postlaunch, 40% of centers have registered in the scheme. The diffusion of innovation theory is used to explain uptake and discuss results. The success of the scheme was based on four factors: an understanding of the industry, collaboration between the child care industry and government, supporting resources, and incentives.

Does the heartbeat award scheme change employees' dietary attitudes and knowledge?

The Heartbeat Award scheme (HBA) aims to encourage provision and promotion of healthier food choices in catering premises and has been operating in Leicestershire since its launch in England in 1990. This study assessed if the scheme changes dietary attitudes and knowledge of employees in HBA premises. A longitudinal survey of employees in six workplaces was conducted using a structured questionnaire. Employees were investigated before the scheme was implemented and 6 months afterwards. Using a series of validated questions that assessed predisposing and enabling psycho-social factors. Four workplaces with the HBA (N= 453) were compared with two comparison workplaces (N= 124). Nutritional knowledge did not change significantly as a result of the scheme. Employees at HBA workplaces had noticed healthy eating information and acknowledged that it was easier to eat a healthy diet at work after the scheme had been introduced. There was some evidence that the intervention had a maintenance effect in understanding of healthy eating messages, and could act as a buffer to negative external influences. Overall, the scheme was successful in raising awareness of healthy eating in the workplace, but not in enhancing predisposing factors.