Tobacco Documents Online

Smoking in the workplace Society's debate concerning tobacco has reached the workplace. Many companies are taking measures so that smokers and non- smokers can coexist in the best possible conditions. Some companies opt for a radical solution, such as complete prohibition. Others take a take a less strict approach. ' In this first article, we will comment on a study aimed at stressing the importance of the problem for companies. A second article will specify the measures that have actually been taken. The third and final article will consist of a concrete examination. 9

A survey on the use of tobacco in the workplace Relating to the use of tobacco in the workplace, the Royal Decree (Royal Decree of March 31 1993, MB May 6 1993) compels companies to take measures in this area. Moreover, some did not wait for the Royal Decree before they took action. But in fact, how do the companies perceive the problem? Does tobacco truly constitute a problem? How is it - or should it be - dealt with? This survey attempts to answer these questions. 40

Method The study was executed in two parts. The first part of the survey consisted of interviews (1.5 hours long personal interviews) with limited groups of employees, personnel directors and company representatives, defining the key variables of the problem. In the second part, larger groups of employees and personnel directors were interviewed (personally and by telephone, 20 to 30 min.) in order to validate the hypothesis stated in the first part and to determine the importance of the tendencies that were identified. Noise, the main nuisance Tobacco is not perceived by employees as being the biggest nuisance. When asked what bothers them most in the framework of their daily jobs, employees spontaneously mention factors such as noise and temperature (see figure 1.). Cigarette smoke is ninth on the • list. When tobacco is present in the list of nuisances, approximately 20% of the people interviewed feel that it is unpleasant. The figure is slightly higher - 23% - in the case of non-smokers (see figure 2). In this case also, tobacco is only in tenth place. Factors such as artificial light, noise, limited view, ... achieve very high results. Figure 1: Employees - nuisances in the work environment (spontaneously mentioned) Base: total sample, n=1,100 - total spontaneous recalling.: 100% because several possible answers. 1. Excessive noise 23 % 2. Temperature 12 % 3. poor organisation 11 % 4. Stress 9 % • 5. Outdated equipment 8 % 6. Artificial light 7 % 7. poor ventilation 7 % 8. Strict work hours 7 % 9. Cigarette smoke 5 % 10. Bad atmosphere 5 % 11. Lack of equipment 5% 12. Unfriendly contacts 5 % 13. Odours (other than tobacco) 4% 14. Not enough windows 4% 15. Unexpected interruptions 4 g 16. Tobacco odour 1 ~ 17. Other 11 % 18. Nothing mentioned 8 g

Cultural problems 1 % Nothing mentioned 3 % Other 6 % Psychological Material problems 47 % work related problems 20 % Phycological problems with people 18 % Margin of error 3 % Figure 2: employees - nuisances in the work environment (per- established established list). Base : total sample -% of 6 and 7 scores on a scale of 7 points 1. Artificial light 42 % 2. Excessive noise 36 % 3. No window or hindered view 31 % 4. Poor air quality and poor ventilation 28 % 5. High temperature 22 % 6. Temperature too low 22 % 7. Lack of space 21 % 8. Outdated equipment 21 ~ 9. Some necessary elements out of reach 20 % 10. Cigarette smoke 19 % non-smokers 23% 11. Premises not handy 18 % 12. Tobacco smell 17 % non-smokers 20% 13. Uncomfortable seat and furniture 14 % 0 14. Problems linked to computer screens 10 % Margin of error 3 % Air and ventilation quality are in fourth position, but are not directly linked to tobacco. In general, the survey reveals only material elements predominating in the workplace. The elements that the employees put first are improved equipment, more space, a -better ventilation system... (figure 3). Moreover, personnel directors do not feel that it is essential to resolve the tobacco problem. They also spontaneously list improvement of equipment and work space as being the priorities. When the problem is affronted, personnel directors recognize that almost four in ten employees complain about tobacco in the workplace from time to time (see figure 4). It is striking to notice that stress is among the first on the list, with 64 %; and that noise, for example, is only in sixth position, although employees consider it to be a relatively important problem.

Smoke : unpleasant for others? Almost half of the employees interviewed claim that they are uncomfortable when someone smokes in their vicinity (figure 5). This figure reaches 62 % in the case of non-smokers. The reasons given are: odour, the fact that they themselves do not smoke, health, annoyance, smoke... Most of these employees would not choose to share an office with a smoker. In addition, almost half of the people interviewed (46 %) felt that tolerance for smokers should decrease even further in the next few years. presumably smokers will not have it easy. Moreover, 6 people out of ten predict that people will smoke less and less over the next few years, and that the group of smokers should decrease. Already today, smokers seem to be a minority. In fact, according to the majority of personnel directors, fewer than three employees in ten smoke, and that number should decrease over the next few years. On the other hand, the majority of personnel directors say that tobacco is not a source of problems in their company. The others, if they state certain problems, mention • first of all the annoyance caused by tobacco, like smoke and odour, and the negative consequences with respect to colleagues getting along together. A need for rules? When asked what should be further regulated in their work environment, one employee out of twenty spontaneously mentioned tobacco. This places tobacco in the second position, under work organisation. Work and security conditions are in third and fifth place respectively. Personnel directors place tobacco in the first group of problems needing better regulation. When the problem is mentioned on the list, one employee out of four feels that tobacco should be better regulated (figure 6). Slightly over 70 %, however, are satisfied with the present regulations. Again, noise is considered to be a foremost problem. The main reason mentioned for controlling tobacco is "out of consideration to the non-smoker" (23 %). Other reasons, such as "safety" and • "health", obtain high results (13 and 12 % resp.). The majority of employees (61 %) feel that the development of rules should be left to up to general management (figure 7). Employee representatives are in second place (53 %) However, as a source of information, management obtains much fewer votes. In this case, employees prefer to put their faith in the relevant authorities. Defenders of regulation tend to lean toward a tolerant attitude. Solutions that recommend designated smoking areas are preferred over total prohibition. Principles of freedom and mutual respect are often brought up.

Figure 3: employees - priorities for improving the workplace Base: total sample measured Top spontaneous other %: 100 % because several answers are possible Large budgets 1. Outdated equipment 19 13 32% 2. Lack of equipment 10 11 21% 3. Lack of space 8 8 16% 4. Poor air quality 6 6 12% 5. Moving workplace location 5 5 20% 6. Excessive noise 5 4 9% 7. Uncomfortable seat and furniture 4 5 9% 8. Salary 3 4 7% 9. Lack of personnel 3 4 7% 10.Temperature 3 4 7% • 11.Artificial light 2 4 6% 12.Cigarette smoke 2% 13.Other 6% 14. nothing stated 9% Margin of error +:- 3 % Without much investment 1. Moving workplace location 6 4 10% 2. uncomfortable seat and furniture 6 3 9% 3. Poor organisation 6 3 9% 4. Outdated equipment 5 3 8% 5. Lack of material 4 4 8% 6. Poor cooperation 4 3 7% 7. Unfriendly atmosphere 4 2 6% 8. Strict work hours 3 2 5% 9. Poor hygiene 3 1 4% • 10.Lack of space 2 2 4% 11.Artificial light 2 2 4% 12.Excessive noise 2 1 3% 13.Cigarette smoke 1 1 2% 14.Other 14% 15.Nothing stated Margin of error: +/- 3 % 17%

Pigure 4: Personnel directors - Complaints expresses by employees Base : total sample COMPLAINTS MANY FEW I2E 1. Stress 12% 25% 36% 2. Excessive demand for productivity 9% 30% 61% 3. Tobacco related problems 7% 32% 59% 4. Lack of information about the job 7% 31% 60% 5. Noise 6% 24% 69 6. Problems related to computer screens 5% 26% 68% 7. Lack of contact between employees 5% 19% 76% 8. birect abuse of hierarchy 2% 16% 81% Margin of error: +/- 5% Policy regarding the use of tobacco • Slightly over 60 % of the people interviewed work in a company where the rules regarding tobacco have already been applied (figure 8). The most common rules consist of defining limited periods during which smoking is permitted, setting up smoking areas, and prohibiting tobacco. Most of these measures have been undertaken by management. In addition, the SHE committee was formed, which is also responsible for a part of the relevant measures. Among the personnel directors, 60 % also claim that a policy has been allied in their company regarding tobacco, or that regulations are being examined. The most common solution is to limit the use of tobacco. In 13 % of cases, total prohibition has been decided. Employees and/or their representatives (SHE committee, board of directors) have in most cases participated in developing this policy. • Figure 5: employees - nuisance caused by cigarettes Base: total sample DISTURBANCE OF SMOKING "What are the reason(s)?" $+ 38 % because several answers are possible Illegible

Figure 6: Employees - regulations in the workplace Based on: total sample Unregulated elements which should be regulated "What are they?". % + 28 % because several answers are possible 1. Work organisation (planning, uniforms, hours...) 7 % 2. Use of tobacco (smoke, smoking in the bathrooms) 6 % 3. Work conditions 5 % 4. People's attitudes (respect for others honesty, 5% punctuality) 5. Safety 4 % 6. Concrete problems (dust, light, closets, 3 % 7. cafeteria, noise...) Communication 2 % 8. Breaks 2 % • 9. Other 2 % 9 What is known regarding Legislation? The Royal Decree relating to the use of tobacco in the workplace is known by half of personnel directors, even if one in ten seem to confuse the Royal Decree and the regulation relating to the prohibition of smoking in public places (figure 9) . After being explained the Royal Decree in question eight out of ten personnel directors feel that it is a good solution. They especially appreciate the predominating tolerant spirit. The direct influence of Royal Decree over the companies policy is very rarely mentioned, even by those who are familiar with the Royal Decree. Figure 7: Employees - degree of trust in the responsible authorities regarding information and development of regulations. Stated ist Stated 2nd an 3rd For information For finalizing regulations Base on: total sample 1. Inspection of work or condition of service 2. Outside organisations that fight against the use of tobacco 3. Ventilation and air quality experts 4. personnel representatives 5. General management 6. Direct hierarchy 7. Cigarette manufacturers 21,34,55%,20,30,50% 29,22,51%,11,22,33% 17,29,46%,8,23,31% 16,20,36%,22,31,53% 10,20,30%,29,32,61% 6,14,20%,10,32,42% 1,5,6% Margin of error +/- 3%

Figure s: Employees - policy on the use Defining the rules? of tobacco Do not know 7 ~ No 32 $ Yes 61 % Which ones? % + 61 % because several answers are possible 1. Restricted possibilities 21 % 2. Smoking areas 16 % 3. Smoking totally prohibited 15 % 4. Times allocated for smoking 10 % 5. Prohibition due to risk 4 % 6. Smoking prohibited in shared areas 4 % 7. Separating areas 3 % 7. Smoking allowed if it does not cause discomfort 2 % 8. Other 4 % • 9. Nothing stated 1 % Margin of error +:- 3 % The union's point of view (according to the survey) Unions estimate that: - the reprobative movement that has developed on the subject of tobacco because of its harmful effects on smokers and non-smokers is irreversible; - the number of smokers will decrease; - there must not be prejudice over the jobs created by the tobacco industry; - the members who smoke should not be displeased; - conflicts with the employer should not be rekindled during this period of social difficulty. It follows that the unions vehemently defend a regulation that • is limited to expressing principles. This demand is well answered by the Royal Decree.

Figure 9: Personnel directors - the Royal Decree's degree of knowledge on the use of tobacco in the workplace. Based on : total sample "Do they know?" NRP 3 % NO YES 45 % 52 % "What do they say?" 1. Smoking prohibited in public places 13 % 2. Principles of courtesy and re spect 8 % • 3. Compelled to limit the use of tobacco 8% 4. Total prohibition 5 % 5. No laws, rules of conduct 4% 6. Need for a policy 4% 7. Separation of smokers and non- smokers 2% 8. Sexual harassment 1 % 9. Other - 1 % 2 % 10.No response 7 % Point of view of the employer (according to the survey) Employers estimate that: - tobacco is a problem linked to the evolution of society, which has to be individually resolved by each person; - the tobacco industry already has difficulties, there is no point in making things worse; - efforts should be oriented on people rather than opting for • systematic and arbitrary regulations. It follows that employers are rather reticent about the that a Royal Decree can govern a problem like tobacco in the workplace, but regarding the content, they do not have very many criticisms. Point of view of the directors of SHE(according to the survey) The SHE directors estimate that: - tobacco is not a real problem, as long as it does not hinder saf ety; - tobacco is seriously discussed by the SHE committees - tobacco must be dealt with jointly with other problems; Royal Decree is deemed to be vague and incomplete. "We are not told what we should do." Point of view of the work inspection (according to the survey)