Atti del 52° Congresso Nazionale: Società Italiana di Igiene, Medicina Preventiva e Sanità Pubblica (SItI)

assessment, recovery and appropriate relocation of personnel with disabilities and/or unfitness, in order to allow an effective use of these resources and minimize the production loss due to absenteeism, disease, replacement of personnel and any possible disputes. To this purpose, the appropriately structured multidisciplinary team develops and promotes targeted plans and strategies aimed at different levels (health, organizational, structural etc.) with the purpose of assessing and relocating personnel with limitations and/or disabilities, as well as developing specific improvement proposals that, through a personalized risk assessment, can also make the disabled or with limitations worker efficient and work-compatible. The hospital's WHP activities were organized and developed starting from 2017 through an integrated strategic business plan and implemented according to the most recent evidence. The plan is addressed to all OPBG employees with the aim of disseminating and promoting individual and community well-being, acting on the "health" levers, intended as a common good to be protected and developed within the OPBG Community. The Plan is being developed also in relation to areas broader than the hospital through, for example, a joint program with the European network of Workplace Health Promotion (ENWHP Network), with the aim of spreading health promotion best practices in the work places and collaborating in structuring a validated and shared model at national and international level, also in relation to the adoption of a system of indicators for the performance evaluation of WHP programs. In fact, as widely reported in literature, and also confirmed in our Hospital, individual and working well-being has direct and indirect repercussions on various economic and non-economic factors and indicators, such as absenteeism, high turnover, increased transfer requests, low levels of motivation, lack of trust and commitment, increase in complaints, suitability with limitations, occupational diseases and labor law disputes. The evaluation of the effectiveness of interventions and prevention programs is more and more represented in terms of Return on Investment (ROI) for those companies that invest in the health and safety of their workers. In this regard, a number of key indicators relating to the workers' health and safety performance detected within the hospital, have been evaluated. Absences due to illness amount to 11.5 days per year per worker. It has been confirmed that this datum is much lower than the national average of the private healthcare field (where an index of sick leave of 18.1 days per worker per year has been reported). With regard to the occupational diseases, the percentage of complaints is 1.11 per 1,000 workers, compared to a national average of 2.9. The figure is also lower than the corporate average of the last 5 years (1.64 occupational diseases per 1000 workers). The risk factor related to the complaints received is the biomechanical overload of the spine and upper limbs. Finally, the percentage of suitability of people with limitations for work is equal to 5.8% of the personnel, with a value significantly lower than the national trend (11.8-22.6%) for healthcare facilities. The proposal to implement an integrated Workplace Health Promotion program within the Hospital stems from the analysis of the impact of work discomfort and workforce aging on company health with the consequent negative repercussions both in te