Abstract

Introduction: Obesity affects quality of living and can result in a variety of adverse health outcomes, with healthy lifestyles playing a part in reducing preventable disease, disability and premature death. In North-East England, the percentage of adults living with overweight/obesity in 2022 was 68% and had the highest percentage of individuals living with obesity at 39%, in comparison to the national average of 64% and 29% respectively. As many adults spend significant periods of their time in the workplace, employers are uniquely positioned to influence the health outcomes of their employees. Workplace environments have been identified as playing a crucial role in shaping employee health behaviours and dietary habits, and the provision of a “healthy food environment” can have health benefits for employees. This study aimed to explore employer and employee perceptions of “healthy food environments”, workplace food availability and options, and employee satisfaction with current offerings. The study also examined employer systems for promoting a healthy lifestyle, and assessed other factors which could impact upon employees’ ability to eat healthily at work

Methods: A mixed-methods research study to investigate factors affecting healthy eating in the workplace was conducted across a varied range of workplaces located in Sunderland. Eight interviews were conducted with employers to identify broad themes that informed the structuring of a questionnaire targeting their employees. The online questionnaire employed both quantitative and qualitative open-ended questions for which 78 employee survey responses were collected. Data were analysed qualitatively using thematic analysis, and quantitatively using descriptive statistics.

Results: The major themes identified were categorised as being determined at either a personal level or by the workplace determinants, with sub-themes of knowledge, habits, healthy lifestyle promotion, options, facilities and job role. It was seen that job role and/or type of work impacted upon individual options and choices as those with physically active job roles often chose calorie-dense foods to overcome fatigue. Home/hybridised work patterns were highlighted as providing beneficial opportunities to prepare healthier and cost-effective meals. Participants suggested potential barriers to developing and sustaining healthy dietary habits, including limited availability to store, prepare or buy healthier foods in the workplace.

Conclusion: The adoption of a healthy lifestyle is both workplace dependent and attributable to individual personal responsibility. There is scope for employers to increase their impact on supporting positive employee health motivation and behaviours with a broad and consistent provision. Enablers for developing and maintaining healthy dietary habits include; workforce education by employers, availability of appealing hot and cold healthy options with nutritional information, availability of foods and food preparation facilities, and healthy lifestyle incentives/promotions.

1.Conflict of interest: None Disclosed

2.Funding: Research relating to this abstract was funded by Sunderland City Council