{"id":1732,"date":"2021-04-05T16:47:36","date_gmt":"2021-04-05T16:47:36","guid":{"rendered":"https:\/\/healthmanagementdc.ch\/?p=1732"},"modified":"2021-04-06T09:12:06","modified_gmt":"2021-04-06T09:12:06","slug":"panorama-de-la-sante-dans-les-organisations-evolution-ou-revolution","status":"publish","type":"post","link":"https:\/\/healthmanagementdc.ch\/fr\/panorama-de-la-sante-dans-les-organisations-evolution-ou-revolution\/","title":{"rendered":"La Sant\u00e9 dans les Entreprises &#8211; Evolution ou R\u00e9volution ?"},"content":{"rendered":"<p>La sant\u00e9 et le bien-\u00eatre en entreprise ont commenc\u00e9 \u00e0 \u00eatre pris en compte il y a des d\u00e9cennies d\u00e9j\u00e0. L\u2019accent \u00e9tait alors mis exclusivement sur la sant\u00e9 physique et la s\u00e9curit\u00e9 au travail des employ\u00e9s. Aujourd&rsquo;hui, la notion de bien-\u00eatre s&rsquo;est consid\u00e9rablement \u00e9largie pour inclure des programmes et des initiatives visant non seulement \u00e0 prot\u00e9ger les \u00e9l\u00e9ments pr\u00e9cit\u00e9s, mais aussi \u00e0 stimuler activement les performances des employ\u00e9s et leur bien-\u00eatre social, \u00e9motionnel, mental et m\u00eame financier et digital.<\/p>\n<p>Les programmes de sant\u00e9 en entreprise offrent aujourd\u2019hui des sujets vari\u00e9s et innovants, qui touchent\u202f:<\/p>\n<ul>\n<li>Le bien-\u00eatre financier\u202f;<\/li>\n<li>La connexion sociale\u202f;<\/li>\n<li>L\u2019agilit\u00e9 \u00e9motionnelle et la contagion des \u00e9motions\u202f;<\/li>\n<li>La sant\u00e9 mentale\u202f;<\/li>\n<li>La r\u00e9silience\u202f;<\/li>\n<li>Le FLOW (exp\u00e9rience optimale) ;<\/li>\n<li>Le bien-\u00eatre digital<\/li>\n<li>La non-s\u00e9dentarit\u00e9 avec des programmes d\u2019activit\u00e9 physique.<\/li>\n<\/ul>\n<p>Ces m\u00eames programmes apportent aussi\u202fdes outils de relaxation comme la pleine conscience, la coh\u00e9rence cardiaque, la m\u00e9ditation, le yoga, etc. Ils en donnent \u00e9galement d&rsquo;autres pour mieux g\u00e9rer le sommeil et permettre une r\u00e9cup\u00e9ration plus appropri\u00e9e, pour diminuer le stress chronique ainsi que les risques psychosociaux. Et cerise sur le g\u00e2teau, toujours dans un monde id\u00e9al, ils sont soutenus par des changements dans la culture et dans les comportements des leaders.<\/p>\n<p>Propuls\u00e9 par toutes ces innovations, le march\u00e9 de la sant\u00e9 et du bien-\u00eatre en entreprises p\u00e8se pr\u00e8s de 8 milliards de dollars rien qu&rsquo;aux \u00c9tats-Unis et atteindra 11,3 milliards de dollars en 2021. Ce march\u00e9 a grandi, tout comme la prise de conscience par les leaders du r\u00f4le essentiel que ces programmes de sant\u00e9 jouent dans la d\u00e9finition d&rsquo;une organisation saine et performante. Par exemple, 2 organisations sur 3 d\u00e9clarent que leurs programmes de bien-\u00eatre sont un \u00e9l\u00e9ment essentiel de leur marque et de leur culture (Deloitte Insignt, 2018, Global Human Capital Trends). Chaque organisation a sa propre fa\u00e7on de traiter le sujet, que ce soit de mani\u00e8re informelle ou formelle. Pour autant, seule une minorit\u00e9 a d\u00e9velopp\u00e9 une approche structur\u00e9e.<\/p>\n<h4><strong>Objectifs sant\u00e9 2020-2021 de l\u2019Institut for Health &amp; Productivity Management (IHPM)<\/strong><\/h4>\n<p>&nbsp;<\/p>\n<p>Prenons l\u2019exemple de\u00a0l\u2019Institute for Health &amp;\u00a0Productivity\u00a0Management (IHPM), Institut\u00a0choisi en 2013 par le World\u00a0Economic\u00a0Forum pour reprendre\u00a0au\u00a0niveau mondial\u00a0la\u00a0Workplace\u00a0Wellness Alliance.\u00a0Cet Institut\u00a0a\u00a0identifi\u00e9\u00a06\u00a0objectifs\u00a0principaux\u00a0de\u00a0sant\u00e9 en entreprise\u00a0pour\u00a0la p\u00e9riode\u00a02020-2021\u00a0:<\/p>\n<ol>\n<li>Perte de productivit\u00e9 due \u00e0 l\u2019inaptitude, au\u00a0pr\u00e9sent\u00e9isme\u00a0et aux\u00a03\u00a0M\u00a0:\u00a0<strong>M<\/strong>usculoskeletal\u00a0Pain ou douleurs\u00a0Musculo-Squelettiques,\u00a0<strong>M<\/strong>ental Health ou sant\u00e9 mentale,\u00a0<strong>M<\/strong>etabolic\u00a0Health ou ob\u00e9sit\u00e9\u202f;<\/li>\n<li>Le sommeil \u2013 sujet trop souvent oubli\u00e9\u00a0au sein des organisations\u202f;<\/li>\n<li>La nutrition innovative et l\u2019alimentation consid\u00e9r\u00e9e\u00a0comme m\u00e9dicament\u202f;<\/li>\n<li>La r\u00e9silience, cl\u00e9 de l\u2019agilit\u00e9 psychologique\u202f;<\/li>\n<li>La pr\u00e9vention du suicide, une nouvelle priorit\u00e9\u00a0en termes de\u00a0sant\u00e9\u202f;<\/li>\n<li>Le\u00a0\u00ab\u202fself-care\u202f\u00bb, pour am\u00e9liorer la productivit\u00e9.<\/li>\n<\/ol>\n<p>Le plus surprenant\u00a0de\u00a0ces\u00a0objectifs &#8211;\u00a0enfin\u00a0ce qui me surprend\u00a0moi\u00a0alors\u00a0que\u00a0peut-\u00eatre\u00a0pour vous,\u00a0cela\u00a0vous\u00a0semble\u00a0tout \u00e0 fait normal\u00a0&#8211;\u00a0c\u2019est\u00a0celui\u00a0ax\u00e9 sur la pr\u00e9vention du suicide.\u00a0Certes la pand\u00e9mie de 2020 a\u00a0apport\u00e9\u00a0une nouvelle lumi\u00e8re sur la sant\u00e9 mentale et donc sur les risques li\u00e9s au\u00a0suicide, mais\u00a0cela\u00a0est\u00a0interpellant\u00a0d\u2019en faire une priorit\u00e9\u00a0de\u00a0sant\u00e9 en\u00a0entreprise, au d\u00e9triment de la sant\u00e9 digitale ou financi\u00e8re par exemple.\u00a0Dans le m\u00eame temps,\u00a0le\u00a0lieu de\u00a0travail\u00a0permet\u00a0de sensibiliser,\u00a0de guider et d&rsquo;inciter les individus \u00e0 adopter des comportements plus sains. Aussi,\u00a0inclure\u00a0la pr\u00e9vention du suicide\u00a0dans les\u00a0programmes de sant\u00e9\u00a0est une id\u00e9e aussi s\u00e9duisante qu\u2019intelligente.<\/p>\n<h4><strong>R\u00e9sultats d\u2019enqu\u00eate Working Well<\/strong><\/h4>\n<p>&nbsp;<\/p>\n<p>Pour autant, d\u2019autres travaux montrent&#8230; d\u2019autres priorit\u00e9s, comme le\u00a0Buck Consultant\u00a0<a href=\"https:\/\/buck.com\/working-well-a-global-survey-of-workforce-wellbeing-strategies\/\">Working\u00a0Well\u00a0Survey<\/a>, r\u00e9alis\u00e9 12 fois depuis 2007. Il s\u2019agit d\u2019une enqu\u00eate effectu\u00e9e aupr\u00e8s d\u2019organisations bas\u00e9es dans le monde entier sur les strat\u00e9gies de promotion de la sant\u00e9 et de bien-\u00eatre au travail\u202f; elle examine \u00e9galement les tendances \u00e9mergentes dans les programmes de promotion de la sant\u00e9 en entreprise. Plus de 250 employeurs dans 56 pays repr\u00e9sentant 5,22 millions d&#8217;employ\u00e9(e)s ont r\u00e9pondu \u00e0 cette enqu\u00eate. A la base principalement ax\u00e9e sur le bien-\u00eatre physique et la promotion de la sant\u00e9 en relation avec la sant\u00e9 physique, cette enqu\u00eate s&rsquo;est ensuite int\u00e9ress\u00e9e au bien-\u00eatre \u00e9motionnel et social, avant d\u2019inclure le bien-\u00eatre financier en 2016. La derni\u00e8re enqu\u00eate demandait aux employeurs\u202f:<\/p>\n<ol>\n<li>D\u2019\u00e9valuer\u00a0dans quelle mesure\u00a0ils\u00a0soutenaient les principaux piliers de la sant\u00e9 individuelle : physique, mental, \u00e9motionnel, financier, professionnel, social et communautaire\u202f;<\/li>\n<li>De rapporter les\u00a0tendances actuelles et futures\u00a0qu\u2019ils voyaient.<\/li>\n<\/ol>\n<p>Elle comprenait \u00e9galement des auto-\u00e9valuations permettant de mesurer l&rsquo;efficacit\u00e9 d\u2019un certain nombre de programmes. Elle a enfin permis de d\u00e9montrer quantitativement le retour sur investissement (ROI) li\u00e9 aux strat\u00e9gies sant\u00e9 dans les organisations. Pour autant, ce ROI continue \u00e0 \u00eatre ignor\u00e9 par de nombreux employeurs. Les r\u00e9sultats confirment le besoin d\u2019une \u00ab culture du bien-\u00eatre \u00bb et r\u00e9capitulent les objectifs, les strat\u00e9gies et les tactiques de programme de sant\u00e9 les plus ambitieux et efficaces.<\/p>\n<p>Ce\u00a0Working\u00a0Well\u00a0survey\u00a0montre\u00a0l&rsquo;\u00e9volution au fil des ans\u00a0des objectifs des programmes de sant\u00e9 et\u00a0de\u00a0bien-\u00eatre. Au niveau mondial, les deux objectifs les plus important il y a 10 ans \u00e9taient\u00a0d\u2019une part le duo\u00a0performance\u00a0\/\u00a0productivit\u00e9\u00a0et d\u2019autre part la\u00a0r\u00e9duction\u00a0des co\u00fbts li\u00e9s aux absences. En 2018-2020, l\u2019objectif premier des programmes de sant\u00e9 en entreprise\u00a0\u00e9tait\u00a0devenu\u00a0l\u2019am\u00e9lioration du\u00a0moral\u00a0et de l\u2019engagement\u00a0des collaborateurs.\u00a0Et les co\u00fbts li\u00e9s aux absences\u00a0\u00e9taient\u00a0rel\u00e9gu\u00e9s au 9<sup>e<\/sup>\u00a0rang du classement.\u00a0Il\u00a0est \u00e9galement\u00a0int\u00e9ressant de noter l\u2019arriv\u00e9e, en 6<sup>e<\/sup>\u00a0position,\u00a0d\u2019un nouvel\u00a0objectif\u202f:\u00a0am\u00e9liorer\u00a0l\u2019offre\u00a0\u00ab\u202fd\u2019autres avantages\u202f\u00bb\u00a0(Total\u00a0Rewards)\u00a0regroupant\u00a0des\u00a0avantages sociaux, les cong\u00e9s en g\u00e9n\u00e9ral, la flexibilit\u00e9 de travail,\u00a0etc.\u00a0bref tous les avantages non chiffr\u00e9s.<\/p>\n<p>Ce\u00a0classement\u00a0montre\u00a0bien la tendance de\u00a0consid\u00e9rer\u00a0le bien-\u00eatre de l\u2019employ\u00e9(e)\u00a0dans\u00a0sa\u00a0globalit\u00e9, pour assurer qu\u2019il\/elle\u00a0puisse\u00a0travailler au\u00a0meilleur\u00a0de ses capacit\u00e9s dans un environnement qui lui laisse le plus de libert\u00e9 et\u00a0lui donne le plus\u00a0d\u2019avantages possibles.\u00a0Il montre \u00e9galement que la s\u00e9curit\u00e9 au travail est de moins en moins consid\u00e9r\u00e9e comme prioritaire, la priorit\u00e9 \u00e9tant donn\u00e9e \u00e0 d\u2019autres th\u00e9matiques.<\/p>\n<table width=\"601\">\n<tbody>\n<tr>\n<td width=\"28\"><\/td>\n<td width=\"284\"><strong>2012<\/strong><\/td>\n<td width=\"289\"><strong>2018-2020<\/strong><\/td>\n<\/tr>\n<tr>\n<td width=\"28\">1<\/td>\n<td width=\"284\">Am\u00e9liorer\u00a0les performances et la productivit\u00e9<\/td>\n<td width=\"289\">Am\u00e9liorer le moral \/ l&rsquo;engagement des employ\u00e9s<\/td>\n<\/tr>\n<tr>\n<td width=\"28\">2<\/td>\n<td width=\"284\">R\u00e9duire les absences des employ\u00e9s<\/td>\n<td width=\"289\">Am\u00e9liorer\u00a0les performances et de la productivit\u00e9<\/td>\n<\/tr>\n<tr>\n<td width=\"28\">3<\/td>\n<td width=\"284\">Am\u00e9liorer le moral \/ l&rsquo;engagement des employ\u00e9s<\/td>\n<td width=\"289\">Attirer et fid\u00e9liser les employ\u00e9s<\/td>\n<\/tr>\n<tr>\n<td width=\"28\">4<\/td>\n<td width=\"284\">R\u00e9duire les co\u00fbts de sant\u00e9 ou d&rsquo;assurance<\/td>\n<td width=\"289\">R\u00e9duire les co\u00fbts de sant\u00e9 ou d&rsquo;assurance<\/td>\n<\/tr>\n<tr>\n<td width=\"28\">5<\/td>\n<td width=\"284\">Am\u00e9liorer la s\u00e9curit\u00e9 au travail<\/td>\n<td width=\"289\">Promouvoir les valeurs \/ la mission de l&rsquo;organisation<\/td>\n<\/tr>\n<tr>\n<td width=\"28\">6<\/td>\n<td width=\"284\">Promouvoir les valeurs \/ la mission de l&rsquo;organisation<\/td>\n<td width=\"289\">Am\u00e9liorer\u00a0l\u2019offre\u00a0Total\u00a0rewards<\/td>\n<\/tr>\n<tr>\n<td width=\"28\">7<\/td>\n<td width=\"284\">Maintenir la capacit\u00e9 de travail<\/td>\n<td width=\"289\">Maintenir la capacit\u00e9 de travail<\/td>\n<\/tr>\n<tr>\n<td width=\"28\">8<\/td>\n<td width=\"284\">Attirer et fid\u00e9liser les employ\u00e9s<\/td>\n<td width=\"289\">Am\u00e9liorer la s\u00e9curit\u00e9 au travail<\/td>\n<\/tr>\n<tr>\n<td width=\"28\">9<\/td>\n<td width=\"284\">Promouvoir l&rsquo;image ou la marque de l&rsquo;entreprise<\/td>\n<td width=\"289\">R\u00e9duire les absences des employ\u00e9s<\/td>\n<\/tr>\n<tr>\n<td width=\"28\">10<\/td>\n<td width=\"284\">Assumer la responsabilit\u00e9 sociale \/ communautaire<\/td>\n<td width=\"289\">Promouvoir l&rsquo;image ou la marque de l&rsquo;entreprise<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><em>Evolution des\u00a0priorit\u00e9s des\u00a0objectifs des programmes de sant\u00e9 et bien-\u00eatre\u00a0&#8211;\u00a0Working\u00a0Well\u00a0survey\u00a0(2018 vs 2012)\u00a0<\/em><\/p>\n<p>Ces r\u00e9sultats du\u00a0Working\u00a0Well\u00a0survey\u00a0de 2018 sont confirm\u00e9s par\u00a0ceux du rapport <a href=\"https:\/\/www.cipd.co.uk\/knowledge\/culture\/well-being\/health-well-being-work#gref\">2020 Health and Wellbeing at Work du CIPD<\/a>.\u00a0Selon ce\u00a0dernier, ann\u00e9e apr\u00e8s ann\u00e9e, le bien-\u00eatre des employ\u00e9s s&rsquo;inscrit\u00a0lentement\u00a0mais de mani\u00e8re continue\u00a0dans l&rsquo;agenda des organisations.\u00a0Toujours\u00a0plus d&#8217;employeurs\u00a0abordent\u00a0toujours\u00a0plus\u00a0de questions li\u00e9es \u00e0 la sant\u00e9.\u00a0Pour\u00a0autant\u00a0\u2013 et ce n\u2019est pas une surprise &#8211;\u00a0les ambitions et la proactivit\u00e9\u00a0varient\u00a0consid\u00e9rablement\u00a0entre\u00a0organisations\u202f;\u00a0l\u2019attention\u00a0reste\u00a0encore souvent\u00a0limit\u00e9e \u00e0 l\u2019identification et \u00e0 la gestion de\u00a0quelques\u00a0risques pour la sant\u00e9 des personnes, quand ce n\u2019est pas \u00e0 un seul, le stress.<\/p>\n<h4><strong>Cl\u00e9 du succ\u00e8s: le lien strat\u00e9gique entre objectifs business et sant\u00e9<\/strong><\/h4>\n<p>Il\u00a0s\u2019agit\u00a0donc\u00a0de construire\u202f:<\/p>\n<ol>\n<li>Un cadre organisationnel plus efficace,\u00a0d\u00e9fini par et\u00a0s\u2019appuyant\u00a0sur un leadership mieux form\u00e9, plus sensible \u00e0 ces questions\u00a0afin de g\u00e9n\u00e9rer plus d\u2019engagement\u202f;<\/li>\n<li>Une\u00a0gestion des ressources humaines plus \u00e0 l\u2019\u00e9coute des collaborateurs\u202f;<\/li>\n<li>Et surtout, un lien strat\u00e9gique bien plus \u00e9troit entre objectifs du business et objectifs de sant\u00e9.<\/li>\n<\/ol>\n<p>Pour moi, ce\u00a03<sup>e<\/sup>\u00a0point est\u00a0primordial. De la m\u00eame mani\u00e8re que pendant des ann\u00e9es, les objectifs s\u00e9curit\u00e9 des organisations faisaient rarement le lien avec les objectifs business, les objectifs sant\u00e9\u00a0restent encore trop souvent\u00a0totalement d\u00e9corr\u00e9l\u00e9s\u00a0des objectifs du business. Posez-vous\u00a0d\u2019ailleurs\u00a0la question\u00a0pour votre organisation\u202f: vos objectifs Sant\u00e9 sont-ils li\u00e9s\u00a0d\u2019une quelconque mani\u00e8re \u00e0 vos objectifs business\u202f?<\/p>\n<p>En effet,\u00a0malgr\u00e9 l\u2019importance et l\u2019\u00e9mergence du sujet de la sant\u00e9\u00a0au\u00a0sein des organisations, on peine\u00a0encore et\u00a0toujours \u00e0 faire en sorte que\u00a0le\u00a0travail,\u00a0les\u00a0horaires continus,\u00a0le\u00a0manque de ressources,\u00a0la performance \u00e0 outrance,\u00a0les objectifs non revus \u00e0 la baisse durant COVID, voire\u00a0le\u00a0non-respect de l\u2019individu\u00a0n\u2019affectent pas les collaborateurs\u00a0et leurs performances.\u00a0De plus,\u00a0jusqu\u2019\u00e0 aujourd\u2019hui, la majorit\u00e9\u00a0des efforts\u00a0a\u00a0port\u00e9\u00a0sur l\u2019am\u00e9lioration de certaines composantes de la sant\u00e9 et\u00a0du\u00a0bien-\u00eatre de\u00a0chaque\u00a0individu,\u00a0au d\u00e9triment quasi syst\u00e9matiquement d\u2019une vision holistique.\u00a0Par exemple, me mettre \u00e0 disposition une ligne d\u2019\u00e9coute avec des psychologues me permettant de parler de mon mal-\u00eatre, c\u2019est bien, mais peut-\u00eatre aurait-il mieux valu d\u2019abord faire en sorte que mon\u00a0manager harceleur ne soit pas embauch\u00e9 ou\u00a0encore moins\u00a0promu\u00a0\u00e0 un r\u00f4le de management. Et aussi\u00a0longtemps que les raisons strat\u00e9giques derri\u00e8re le bien-\u00eatre au travail ne sont pas extr\u00eamement bien comprises,\u00a0toute discussion\u00a0sur les ressources fait peser une menace sur\u00a0les programmes de sant\u00e9.<\/p>\n<p>Pour faire \u00e9voluer la sant\u00e9 et le bien-\u00eatre dans votre organisation, sans avoir besoin de r\u00e9volutionner ce qui existe d\u00e9j\u00e0, il y a 4 \u00e9tapes essentielles \u00e0 suivre.<\/p>\n<h4><strong>Les 4 \u00e9tapes essentielles pour faire \u00e9voluer la sant\u00e9 et le bien-\u00eatre<\/p>\n<p><\/strong><\/h4>\n<ol>\n<li>Vous devez garantir le bon niveau d\u2019approbation du bien-\u00eatre par les personnes qui ont la plus grande capacit\u00e9 \u00e0 influencer l\u2019organisation du travail, le plus souvent les leaders (mais pas seulement)<\/li>\n<li>Vous devez prendre le temps de comprendre les besoins en mati\u00e8re de bien-\u00eatre de vos \u00e9quipes (rien de nouveau sous le soleil)<\/li>\n<li>Vous devez mettre en place des processus pour impliquer les employ\u00e9s dans les\u00a0discussions sur l\u2019organisation du travail &#8211; en reconnaissant que plus les personnes concern\u00e9es sont impliqu\u00e9es dans les\u00a0processus de changement d\u00e8s leur conception, plus les changements apport\u00e9s auront un impact positif et durable<\/li>\n<li>A vous de construire un lien strat\u00e9gique \u00e9troit entre objectifs de votre business et objectifs de sant\u00e9 de vos collaborateurs.<\/li>\n<\/ol>\n<p><strong>Le 7 avril, c\u2019est La Journ\u00e9e Mondiale de la Sant\u00e9, et cette ann\u00e9e 2021, l\u2019OMS propose le th\u00e8me: <em>Pour un Monde Plus Juste et en Meilleure Sant\u00e9<\/em><\/strong><em>.<\/em> A nous, \u00e0 vous d\u2019oeuvrer dans ce sens au sein de vos organisations car le pouvoir d\u2019avoir une main-d\u2019oeuvre en meilleure sant\u00e9 est entre nos mains \u00e0 tous.<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>La sant\u00e9 et le bien-\u00eatre en entreprise ont commenc\u00e9 \u00e0 \u00eatre pris en compte il y a des d\u00e9cennies d\u00e9j\u00e0. L\u2019accent \u00e9tait alors mis exclusivement sur la sant\u00e9 physique et la s\u00e9curit\u00e9 au travail des employ\u00e9s. Aujourd&rsquo;hui, la notion de bien-\u00eatre s&rsquo;est consid\u00e9rablement \u00e9largie pour inclure des programmes et des initiatives visant non seulement \u00e0 [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":1733,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[15],"tags":[],"class_list":["post-1732","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-strategie"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>La Sant\u00e9 dans les Entreprises - Evolution ou R\u00e9volution ? - Health Management DC<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/healthmanagementdc.ch\/fr\/panorama-de-la-sante-dans-les-organisations-evolution-ou-revolution\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"La Sant\u00e9 dans les Entreprises - Evolution ou R\u00e9volution ? - Health Management DC\" \/>\n<meta property=\"og:description\" content=\"La sant\u00e9 et le bien-\u00eatre en entreprise ont commenc\u00e9 \u00e0 \u00eatre pris en compte il y a des d\u00e9cennies d\u00e9j\u00e0. 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