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Abstract One of the issues which is of highest importance to developing countries is reducing the vulnerability of their natural and socio-economic systems to the projected climate change. India and other developing countries are facing the challenge of promoting mitigation and adaptation strategies for economic development. The most effective way to address climate change is to adopt a sustainable development pathway by shifting to environmentally sustainable technologies and promotion of energy efficiency, renewable energy, forest conservation, reforestation, water conservation, etc. The paper looks into proper management of ?Energy Life Cycle? in a society by developing the Zero-Gen campuses that keeps the mother Earth healthy. The life's endurance on the energy resources should quickly be brought to light and the principles should be followed under sustainable guidance. Zero waste, Zero Emissions, Zero risk hazards, etc contribute to Zero-Gen. People/ Organizations/Companies with a vision of ?Co-creation of wealth & sharing it with the society? strive towards this kind of strategic development. The thirst of a zero-gen campus has made the need for water resources management, e-waste management, energy management strategies, paper management, and green belt implementation and mainly zero risk management system. Zero-Gen Campuses of various types and sizes in many regions of the country should set examples which make the people feel environmentally responsible. One of the best strategies to improve the environmental forecast is education and awareness. To bring in this awareness companies should set themselves as examples by following the norms. This paper addresses the challenges of sustainable development of offices or campuses with the implementation of the strategies from the best practices benchmarked in a case study. The case study showcases the external challenges, business implications and some forecasting that effect the climate change.
Industrial hygiene is the science of anticipating, recognizing, evaluating, and controlling workplace conditions that may cause workers' injury or illness. In the past, there was a fairly clear separation of the industrial hygiene and safety roles in the workplace. No more. Occupational safety, industrial hygiene and even environmental scientists now must be relatively versed and proficient in other disciplines. Most organizations are looking for generalists, not necessarily specialists.
Occupational safety and industrial hygiene professionals are presented with a myriad of health risks and concerns they are tasked with recognizing, evaluating and controlling in the workplace. And the list of risks and considerations is every changing. The list of issues morph, evolve and new risks are added. Risks very seldom drop off the list.
This presentation is a “potpourri” of many of those emerging; changing, morphing and evolving industrial hygiene risks and concerns that has current application in the construction environment.
This presentation is a simple overview of those topics, what’s emerging, a brief discussion with take away’s for the student.
There has been an awareness of industrial hygiene since antiquity. The environment and its relation to worker health were recognized as early as the fourth century BC when Hippocrates noted lead toxicity in the mining industry. In the first century AD, Pliny the Elder, a Roman scholar, perceived health risks to those working with zinc and sulfur. In 1556 the German scholar, Agricola, described the diseases of miners and prescribed preventive measures. His book included suggestions for mine ventilation and worker protection, discussed mining accidents, and described diseases associated with mining occupations such as silicosis.
In 1700, Bernardo Ramazzini, known as the "father of industrial medicine," published in Italy the first comprehensive book on industrial medicine, De Morbis Artificum Diatriba (The Diseases of Workmen).
Abstract Objectives/Scope The World Health Organization (WHO) defines a healthy workplace as "one in which workers and managers collaborate to use a continual improvement process to protect and promote the health, safety and well-being of workers." The WHO suggests that this is achieved by addressing the physical and psychological work environments, and by providing personal workplace health resources and community participation opportunities. Even with high-performing organizations touting workplace health as a best buy for prevention and control of non-communicable diseases (NCDs), controversy still surrounds the ability to prove the business value of workplace wellness programs. One principle in establishing the business case in support of investing workplace health efforts is quantifying the economic cost of poor health. Premature death due to NCDs results in a financial impact of $2 trillion and the loss of 18 million people still in their productive years. This paper will describe the development and implementation of Chevron's award winning, evidence-based approach to achieving healthy workplaces. Business unit examples describe cost implications of and approaches for addressing ill- health in order to demonstrate the business value of health. Methods, Procedures, Process We describe our systematic engagement, assessment and planning process for implementing a global workplace wellness strategy. Business value of implemented programs are described in terms of health outcomes and the elements that contribute to the cost of evacuating and/or repatriating personnel from two remote business settings in the oil and gas industry - offshore, Angola and the Gulf of Mexico. Results, Observations, Conclusions Implementation of Chevron's systematic process incorporates validated theoretical foundations. The extent that these processes are followed depends on the organization's capacity and available resources. Seeking medical care in our offshore or remote locations adds complexity, cost, and delayed time for care - all of which can have negative impacts on prognosis and outcome. Given the observation that cardiovascular-related conditions (heart attack, stroke and diabetes) are a frequent cause of premature death and disability, we provide estimations of lost time, business loss and loss of intellectual capital. Risk prevention programs that target lifestyle choices (nutrition, physical activity, smoking etc.) can reduce incidence of illness, injury and risk of death from CVD and other NCDs in employee populations. Novel/Additive Information Prevention-focused health and wellness programs can have a long-term positive impact on workforce health. Utilizing a leader-driven systematic process can aid organizations in establishing priorities and well-executed plans that improve employee health, reduce costs and enhance safety and productivity. This paper provides direction for assessing worksite wellness capabilities and developing and evaluating an organization's global wellness strategy, while demonstrating the business value of health and wellness programs through relevant industry-specific data.
Worldwide, workplace cancer prevention has a much lower profile than workplace injury prevention, despite a real and present need to elevate the profile of workplace cancer prevention around the globe. Numerous organizations around the globe attest to the high number of annual work-related cancers and cancer deaths, but then invariably go on to say workplace cancer statistics are underestimated, the problem is even worse than statistics bear out, and the profile of workplace cancer prevention needs to be elevated. This apparent consensus begs several questions. This paper will explore, with the help of reputable resources from around the globe, the following questions: What is occupational cancer, how prevalent is it, and what are its causes? Why does cancer prevention have a much lower profile than workplace injury prevention?
Abstract Overall increase in life expectancy has led to unprecedented rise in proportions of older persons (60 years or older) resulting in phasing out of default retirement age. Work is good for health and wellness, and aged experienced employees have expertise valuable to Oil and Gas Industry. However, aging is associated with almost linear increase in the prevalence of chronic diseases. Cardiovascular diseases has been identified as number one threat to workers’ health in the 21st century Advancing chronic diseases adversely affects fitness for work and employers are aware of this fact. In Qatar Petroleum service period of an employee may be extended beyond retirement age subject to medical fitness. Serious health problems detected during medical assessment such as advanced CVDs may render an aged employee medically unfit for service extension and results in subsequent loss of valuable expertise. Objectives of this study were to 1) estimate the prevalence of CVDs among QP employees reaching retirement age, which may render them medically unfit for service extension ; 2) recommend strategies for management of CVDs in workplace and preventing its risk factors to improve overall health of elderly employees for retention of expertise and increased employability. To achieve this, comprehensive review of service extension medical examinations was undertaken between January to September 2011. Over 9 months the health data recorded during medical assessment was transferred to a electronic database (n=212) and analysis was done using simple descriptive statistics. The review identified that CVDs are the main cause repatriation among QP employees reaching retirement age. This paper calls attention towards judicious management and prevention of CVDs and its risk factors among the aging workforce particularly those above 55 years in order to avert complications resulting in loss of valuable expertise and to prolong the healthy years of life. Customized health promotion and risk based medical surveillance is the key to improve the health and wellness of aged employees who might otherwise retire prematurely due to ever increasing disability from lifestyle related chronic diseases. Study suggests that appropriate occupational health intervention can help reduce degree of work impairment and disability arising from chronic diseases.