WORKPLACE WELLNESS WORKS: THE BUILDING BLOCKS TO …€¦ · health wealth career workplace...
Transcript of WORKPLACE WELLNESS WORKS: THE BUILDING BLOCKS TO …€¦ · health wealth career workplace...
H E A L T H W E A L T H C A R E E R
W O R K P L A C E W E L L N E S S W O R K S :T H E B U I L D I N G B L O C K S T OF I N D I N G T H E S T R A T E G YT H A T ' S R I G H T F O R Y O U RC O M P A N Y
5 JANUARY 2016
Leigh-Ann Ing, Senior AssociateMichael Petrucco, Principal
Toronto
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T O D AY ’ S S P E A K E R S
LEIGH-ANN INGSENIOR ASSOCIATE
MERCER
MICHAEL PETRUCCOPRINCIPALMERCER
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A G E N D A
• Why Wellness: The drivers
• What is workplace wellness?
• Wellness: The Canadian landscape
• Workplace wellness best practices– How to develop a wellness strategy using best practices
• Questions
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W H A T I S D R I V I N G T H E I N T E R E S T I NW O R K P L A C E W E L L N E S S ?
1 Engaged employees
2 Canada’s unhealthy population
3 Increasing benefit plan costs
Several compelling reasons to invest in workplace wellness, including:
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• Employees who feel supported physically and psychologically at work are morelikely to provide better service. Sears Roebuck research, found that:
• Conference Board of Canada report “Making the Business Case” showed that 67per cent of Canadian workers viewed health and wellness programs as an indicatorof a good employer.
5 pointimprovement in
employeeattitudes
1.3 pointimprovement in
customersatisfaction
0.5 per centimprovement inrevenue growth
1 ENGAGED EMPLOYEES
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• Significant increase in chronic diseases due to aging and unhealthy lifestyles;
– Approximately 70% of all health care costs in Canada are due to chronicdisease.
– Chronic diseases are estimated to account for 89% of all deaths in Canada.
– Obesity rates have more than doubled in the last 15 years.
– Canada has the second highest prevalence of diabetes among its peercountries.
2 CANADA’S UNHEALTHY POPULATION
Source: The Conference Board of Canada, “Health.”
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Life &AD&D
8%
HealthCare39%
Dental30%
STD14%
LTD9%
5-10%5-10%
5-10%
7-10%
8-12%
3 INCREASING BENEFIT PLAN COSTS
TYPICAL BENEFIT PLAN COST DISTRIBUTIONAND TREND FACTORS BY COVERAGE
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W H A T I S W O R K P L A C E W E L L N E S S ?D E F I N I T I O N
• A strategic approach to creating high-performance organizations byestablishing the right conditions to generate high levels of employee engagement
• Connected to physical, mental and emotional health
• Primarily emphasizes the social and psychological dimensions of three inter-related elements:– The workplace– The work people do– The workforce
Source: Canada Public Service Agency
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T W O P R I M A R Y C O M P O N E N T S T H AT I M P A C T H E A LT HE N V I R O N M E N T A N D E M P L O Y E E B E H A V I O U R S
Source: IFTF, Center for Disease Control and Prevention
Access to care Genetics Environment BehaviourDeterminants 10% 20% 20% 50%
0%
10%
20%
30%
40%
50%
60%
DETERMINANTS OF HEALTH
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C O M P O N E N T 1 : E M P L O Y E E B E H A V I O U R SR I S K F A C T O R S
• Health Risk: Any factor that increases the chance of disease
• Lifestyle behaviours are modifiable risk factors, and can include:– Lack of exercise– Unhealthy eating habits– Lack of sleep– High body mass index– Poor stress management– Inappropriate use of alcohol/drugs– Smoking
• Number of risk factors and level of each risk factor (low, moderate, high) are directlycorrelated to probability of disease
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N U M B E R O F R I S K F A C T O R SI M P A C T S T H E B U S I N E S S
NUMBER OFRISKS
EXCESSABSENTEEISM
DAYS (%)
EXCESSPRODUCTIVITY
LOSS (%)
INCREASEDHEALTH CLAIMS
COST (%)
0 Risks 0 0 0
1 Risk 0.6 1.9 31.7
2 Risks 1.2 4.4 66.7
3 Risks 1.9 7.5 103.2
4 Risks 2.2 9.1 149.8
5 Risks 2.5 13 195.6
6+ Risks 3.1+ 14.5+ 252.0+
Source: Burton et al., WellSource, & University of Michigan,
55% ofCanadians
45% ofCanadians
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T H E U L T I M A T E G O A LH E L P E M P L O Y E E S I M P R O V E / M A I N T A I N T H E I R H E A L T H
• Help those who are well (0 - 2 risk factors), stay well
• Help those who are at risk (moderate/high), reduce the risk level
• Help those who are ill/disabled, better manage their illness
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C O M P O N E N T 2 : E N V I R O N M E N TA S S E S S I N G W O R K P L A C E C U L T U R E
FAIRNESS & SUPPORT
• I am satisfied with the fairnessand respect I receive on the job
• My supervisor supports me ingetting my work done
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P S Y C H O L O G I C A L H E A L T H & S A F E T Y S T A N D A R DF O R C A N A D I A N W O R K P L A C E S
• Employers have legal duty to provide safe work environment− Part II Canada Labour Code
• New voluntary standard launched Jan/13 by Mental Health Commission of Canada
• Purpose: to shift organizational culture towards psychological health & safety norm
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C U L T U R E I M P A C T S E M P L O Y E E H E A L T H
Unhealthywork
cultureHigh effort, low reward
High demand, low control
2 to 3x mental health problems
2 to 3x conflicts
5x certain cancers
3x back pain
3x heart problems
2x substance abuse
2 to 3x injuries
2 to 3x infections
Source: Dr Martin Shain
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N A T I O N A L W E L L N E S S S U R V E Y
72%
90%
2011
2013
Percentage of employers offering at least one wellness initiative
Source: 2013 and 2011 Sun Life-Buffett National Wellness Survey
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W H A T W E L L N E S S I N I T I A T I V E S E M P L O Y E R SO F F E R A N D W H Y
12%
14%
23%
24%
26%
27%
27%
28%
36%
49%
Subsidized External EducationPrograms
Work/Family Life BalancePrograms
Involve Employees in theOrganizaton of Work
Employee Recognition
Flu Shot Program
Involve Employees in WorkScheduling
Time Off in Lieu of Overtime
Staff Appreciation Events
First Aid/CPR Courses
Flexible Work Programs
What
Source: 2013 Sun Life-Buffett National Wellness Survey
Why
11%
15%
16%
22%
30%
33%
34%
37%
37%
51%
Prescription Drug CostContainment
Group Benefit Plan Containment
Employee Engagement
It Aligns with our OrganizationalValues
Decreased Absenteeism
Improve Organizational Culture
Improve Productivity
Employee Retention
Improve Employee Mental Health
Improve Employee Physical Health
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B E S T P R A C T I C E M A K E S A D I F F E R E N C EI M P A C T O N R I S K R E D U C T I O N
Lifestyle RiskImprovement
LowEffectiveness
MediumEffectiveness
HighEffectiveness
Ratio Highvs. Low
Tobacco use 12% 30% 41% 3.3Physical activity 13% 26% 48% 3.5Weight/BMI 10% 18% 33% 3.2Nutrition 7% 19% 30% 4.2Stress 8% 12% 20% 2.5Note: Based on 290 respondents. Percentages represent respondents indicating 4 or 5 on a 5-point Likert scale with the highest response(5) being “Change for the better” and the middle response (3) being “Stay the same.”
Source: 2011/2012 Staying@Work Survey Report
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W O R K P L A C E W E L L N E S S R E T U R N O NI N V E S T M E N T ( R O I ) F O R E V E R Y $ 1 S P E N T …
• $3.36 ROI– 2014 Harvard University meta-analysis of 100
wellness studies
• Companies saved $3.27 in medicalcosts and $2.73 in absenteeism costs– Health Affairs 2010 study
• Telus workplace wellness programachieved $3.80 ROI
• Desjardins received between $1.50and $3 ROI– Watson Wyatt and ACTI-MENU
Dollars Saved/Dollars SpentBank of America $5.96/$1General Mills $3.50/$1Prudential Insurance $2.90/$1WI School District Insurance $4.47/$1PacBell $3.10/$1BC Hydro $2.74/$1
Source: Public Health Agency of Canada; Lydia Makrides; CanadianAssociation of Cardiac Rehabilitation
SUMMARY OF ROI(as reported by employers)
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R E A L I T Y
• Most employers not utilizing a best practice approach to wellness– 14% of employers are conducting health risk assessments– 85% do not measure the health status of employees– 9% are evaluating their wellness programs
• Top barriers to initiating wellness initiatives were:– 28% report lack of budget– 21% report lack of staff– 19% report little knowledge of wellness– 19% report inability to quantify results
Source: 2013 Sun Life-Buffett National Wellness Survey
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D E V E L O P I N G W E L L N E S SS T R AT E G Y U S I N G BE S TP R AC T I C E S
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C O M P O N E N T S O F A “ B E S T P R A C T I C E ”S T R A T E G Y Leadership
Commitment &Management
Support
ComprehensiveProgram Design
IntegratedIncentives
StrategicCommunications
Dedicated StaffHealth Risk
Assessment &BiometricScreening
Multiple ProgramModalities
VendorIntegration
Monitor andEvaluate
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S E T T I N G T H E S T A G ET Y I N G O B J E C T I V E S T O B U S I N E S S G O A L
Business GoalReduce healthcare costs
Program Goals1. Improve employee health to avoid disease and disability2. Develop a healthy culture
Program Objectives (based on HRA results)1. By 2015, 50% of the employee population will have less than
3 health risk factors2. By 2015, Culture score will be at least + 0.50
Activities to meet those objectives
Metrics to measure success
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1. Position Company as a healthy workplace with employees, customers and the community.2. Help Company employees maintain and enhance their health.3. Develop an environment that encourages and supports healthy work/life habits.
1. Cost Containment 2. Healthy Culture 3. Competitive Edge
1st YearBuild
2nd YearExecute & Engage
3rd YearEnhance & Evaluate
Metrics: 1st year Metrics: 2nd year Metrics: 3rd year
E X A M P L E O F A T H R E E - Y E A R W E L L N E S SS T R A T E G Y
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STAGE OBJECTIVE PROGRAM ELEMENTSAwareness • To raise awareness of health
risks in general
• To raise awareness of personalrisk factors and considermaking changes
• Communication campaign
• Health Risk Assessment
• Biometric Screening Clinics
Prepare to change • To commit to making changesto priority health risk
• Health consult: individualwellness plan
• Register in specific programsTake action • To learn and practice skills to
reduce health risk• Specific health
coaching/challenges
• Behaviour change programsMaintain healthybehaviours
• To permanently incorporatenew healthy behaviour intolifestyle
• Healthy culture
• Supportive environments
C H A N G I N G I N D I V I D U A L H E A L T H B E H A V I O U R SS T A G E S O F C H A N G E T H E O R Y
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P L A N N I N G F O R S U C C E S SI N C E N T I V E S
• 65% of employees with neutral ornegative attitudes toward work-based health improvement programsreported the following incentiveswould encourage their participation:– cash cards– gift cards– health spending account
contributions– merchandise-based rewards
Source: 2007 UnitedHealthcare National Accounts client study
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S U C C E S S F A C T O R S
1. Attract and retain employees in wellness program to make long-term behaviourchange
2. Attract enough employees into wellness program to impact organization
3. Customize program to overcome barriers in each workplace
4. Be innovative and creative while following sound behaviour change theory andpractice
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M E R C E R ’ S R O L E I N W E L L N E S S
For all your workplace wellness needs;
• Develop wellness strategy to meet your business needs
• Wellness ROI: Business case development
• Leadership presentations
• Conduct vendor search for wellness providers
• Manage implementation of the program
• Audit existing wellness program against best practices
FREE WELLNESS CONSULTATION: HRPA registrants are eligible for aFree Consultation on Wellness.
Contact Michael Petrucco, [email protected]
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Q & A A N D C O N T A C T S
Leigh-Ann Ing, Health & Productivity [email protected]
Michael Petrucco, [email protected]
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