- Workplace wellness programs are growing globally and becoming a business imperative due to their potential to reduce healthcare costs and improve productivity.
- A preliminary global survey of over 1,200 employers found that while over half have had wellness strategies for 2-5 years, measurement and incentives to encourage participation can be improved.
- The top challenges for employers are motivating employee engagement, measuring impact, and fostering a "culture of health" organization-wide.
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Workplace Wellness in the Age of Healthcare Reform
1. Workplace Wellness
in the Age of Healthcare Reform
Barry Hall, FSA
National Healthcare Reform Conference
Los Angeles
September 21, 2010
2. Health Care Reform Supports Wellness
Calories to be posted in
chain (>20) restaurants Health status-based
Preventive screening co- incentives may rise
pays waived for employer National report on from current 20% to
Nursing mother plans* and for Medicare effectiveness of 30%, and later, to 50%*
break time and Wellness program grants wellness programs Wellness program
accommodations to small businesses (<100 (after periodic surveys demonstration
required EEs) for wellness programs and research) project in 10 states
2010 2011 2012 2013 2014
National health promotion plan
Childhood obesity demonstration project grants
Workplace health promotion effectiveness research
(plan sponsor tax of $1 per year per member, rising to $2)
The law of the land says health is not just about
reactive sick care engagement is required.
* Applies to non-grandfathered plans
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3. 4th Annual Global Wellness Survey
Objective:
Assess trends in employer-sponsored
wellness strategies and practices
Participants:
1,245 participating employers
47 countries
15 million employees
All industry categories
Reports:
Global survey report
Executive summary in 8 languages
To be released in October 2010
www.BuckSurveys.com
2
5. Location of Employees
Africa/Middle East 19%
Asia 33 %
Australia 16 %
Europe 34 %
North America 62%
Latin America 35 %
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
4
6. Global Prevalence of Health Promotion Programs
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
5
7. Globalization of Strategy
STRATEGY IS GLOBAL*
(MULTINATIONAL EMPLOYERS)
No
46% Yes
54%
* Covers majority of employees regardless of geography
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
6
8. Status of Wellness Strategy
NUMBER OF YEARS WELLNESS STRATEGY HAS BEEN IN PLACE
0 - 1 year 13%
2 - 5 years 53%
5 - 10 years 16%
More than 10 years 14%
Dont know 3%
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
7
9. Employer Objectives Driving Wellness Strategy
Africa/ Latin United
Mid East Asia Australia Canada Europe America States
Productivity/Presenteeism 2 5 4 1 1 1 2
Morale/Engagement 1 2 2 3 2 2 4
Absence 5 6 3 2 4 7 3
Workplace safety 2 4 1 6 6 3 6
Work ability 4 1 5 4 5 4 7
Org. values/mission 5 3 8 7 3 5 5
Attract and retain 8 8 7 8 7 8 8
Promote image/brand 7 7 6 9 10 10 9
Health care costs 11 11 10 5 11 11 1
Social responsibility 9 9 9 10 9 6 10
Comply with legislation 9 10 11 11 8 9 11
Supplement gov't care 12 12 12 12 12 12 12
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
8
10. Cost Burden of Chronic Disease
Direct Costs:
Health Care
20%
80%
Indirect Costs:
Productivity Loss
Source: DeVol R, Bedroussian A, et al., An Unhealthy America: The Economic Burden of Chronic Disease. The Milken Institute. Oct. 2007.
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11. Health Issues Driving Wellness Strategy
Africa/ Latin United
Mid East Asia Australia Canada Europe America States
Stress 1 1 1 1 1 2 6
Physical activity/exercise 4 3 3 3 2 1 1
Nutrition/healthy eating 4 7 1 5 5 3 2
Work/life issues 4 2 3 2 3 12 10
High blood pressure 4 10 10 8 10 4 5
Chronic disease 2 9 9 7 13 5 3
Workplace safety 9 4 6 6 4 6 11
Depression/anxiety 8 13 7 4 7 9 9
High cholesterol 12 11 11 9 12 7 7
Tobacco use/smoking 11 5 13 11 8 10 8
Psychosocial work envir. 10 8 14 12 6 8 15
Obesity 15 14 8 14 14 11 4
Sleep/fatigue 16 12 5 9 11 14 14
Personal safety 13 6 12 13 9 13 13
Infectious diseases (HIV) 3 17 16 17 18 16 17
Maternity/newborn health 18 15 18 16 16 15 12
Substance abuse 14 18 15 15 15 18 16
Public sanitation 17 16 17 18 17 17 18
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
10
12. Key Challenges:
Motivating/engaging employees
Measuring impact
Fostering a culture of health
11
13. Prevalence of Incentive Rewards (or Penalties)
Incentive rewards offered today
Not offered today, but have plans to offer
No plans to offer
United States 62 % 25% 13%
Asia 42 % 19% 39%
Canada 41 % 30% 28%
Africa/Mid East 34 % 24 % 41%
Australia 29 % 24 % 47%
Europe 25 % 11 % 63%
Latin America 16% 38% 46%
0% 20% 40% 60% 80% 100 %
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
12
14. Do Incentives Work?
EFFECTIVENESS OF INCENTIVE REWARDS AT INFLUENCING
BEHAVIORAL CHANGES AMONG EMPLOYEES
33%
24% 20%
15%
4% 4%
Extremely Significantly Moderately Minimally Not effective Dont know
Effective Effective Effective Effective
5 4 3 2 1
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
13
15. Measurement and Outcomes
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
14
16. Measurement and Outcomes
REASONS OUTCOMES ARE NOT MEASURED
Insufficient resources to support measurement 59 %
Dont know how to measure 36%
No priority from leadership 33%
Dont believe there is a measurable return 13%
Dont believe the cost of measurement is justified 9%
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
15
17. Healthcare Cost Trend Impact
REDUCTION IN HEALTH CARE TREND RATE U.S. EMPLOYERS
Yes
18%
Don't know
60 % No
22%
AVERAGE ANNUAL REDUCTION IN HEALTH CARE TREND RATE U.S. EMPLOYERS
More than 10 trend percentage points per year 2%
6-10 trend percentage points per year 10 %
2-5 trend percentage points per year 61%
1 or less trend percentage points per year 28 %
Preliminary (pre-publication) results from 2010 Global Health Promotion Survey
16
18. Building a Culture of Health
EXTENT TO WHICH THE
ORGANIZATION CURRENTLY HAS A
CULTURE OF HEALTH
37%
23% 22% EXTENT TO WHICH THE
10% 8%
ORGANIZATION PLANS TO PURSUE A
CULTURE OF HEALTH FOR THE
FUTURE
5 = Very 4 3 2 1 = Not at
much so All 54%
27%
33% 12%
6% 1%
5= 4 3 2 1 = Not at
Actively All
pursue
81%
17
19. Thank You!
Barry Hall, FSA
+1.617.275.8033
Barry.Hall@BuckConsultants.com
www.bucksurveys.com
www.buckconsultants.com