Health and Wellness Reform…at work!
Everyone knows you shouldn’t smoke, over-eat, drink excessively or stress out. We know our health affects our productivity at work, our relationships, and overall physical and financial health both on a personal level and societal level. Yet, we still question if there is anything we can do about it.
Here’s your reminder that YOU CAN do something about it, and it can start at work.
What is the easiest way to get people to participate in a wellness program? MAKE IT FUN!
Click the link below for inspiration (less than 2 minutes!) then read on for an outline to present to your company’s leadership so you can get your WORKSITE WELLNESS program started NOW. First the FUN, and if you still need it, the SCIENCE follows. Watch this awesome YouTube link!
Click on the links below for more info in this newsletter:
- Why Wellness?
- What’s the Return on Investment (ROI) of a wellness program?…
- What is Worksite Wellness and how do we get started?
- Are you aware of your organization’s cultural diversity?
- Have you leveraged your partnerships?
Why Wellness?
- Employers can save $16 for every $1 they invest in health and wellness
- Reducing one health risk increases productivity and lowers absenteeism
- The World Health Organization estimates that physically active people save $500 per year in healthcare costs.
- Cardiovascular disease continues to be the nation’s leading cause of death, with direct and indirect costs estimated to be $475.3 billion.
- More than 133 million Americans, 45% of population, have one or more chronic diseases, most of which are preventable with diet and exercise
Johns Hopkins University (2006) - The diagnosis of childhood chronic diseases has almost quadrupled over the past four decades
- 1 in 3 children will develop diabetes over their lifetime, given current trends in overweight or obesity
- Indirect Costs associated with health represents 2-3 times Direct Medical Costs at the worksite
- Presenteeism
- Short Term Disability
- Long Term Disability
- Absenteeism
- Workers Compensation
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What’s the Return on Investment (ROI) of a wellness program?…
based on “A Systematic Review of ROI Studies “ Goetzel (2008)
Corporate list of ROI studies of worksite wellness programs:
- Canada and North American Life
- Chevron Corporation
- City of Mesa, Arizona
- General Mills
- General Motors
- Johnson & Johnson
- Pacific Bell
- Procter and Gamble
- Tenneco
RESULTS found:
- ROI estimates in these nine studies ranged from $1.40 – $4.90 in savings per dollar spent on wellness programs.
- Median ROI was $3 in benefits per dollar spent on program.
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What is Worksite Wellness and how do we get started?
Worksite Wellness – an organized program designed to assist employees and their families in behavior change that reduces health risks, improves quality of life and maximizes personal potential and impacts the bottom line.
In order to get started, the following questions need to be answered first…
Who is impacted by a program?
Individuals, Teams, organizations, Peers / buddies, families, and communities need to be considered to be effective.
What is your Corporate Culture?
What is the personality of your organization? Are you open to new ideas? To change?
What is your corporate climate?
Do you have a shared Vision? – A shared vision emerges when employees have a chance to integrate their personal goals and approaches with the team or organization’s goal.
Do you have a positive Outlook? – A positive environment drives individuals to look for opportunities rather than obstacles – strengths rather than weaknesses.
Do you have a sense of Community? – A community is present when employees feel they belong and can trust one another. A sense of belonging includes awareness that others care and that we have a responsibility to care for ourselves and others .
A wellness culture features norms that make it easier for people to maintain healthy lifestyles:
- Responsibility / accountability for health
- No tobacco
- Regular physical activity
- Healthy eating
- Stress resilience practices
- Getting enough sleep
- Maintaining positive relationships
Does your organization support these basic norms?? Below are specific areas of a company that present opportunities to reinforce a wellness culture…
| Touch Point | Questions to Consider |
| Modeling | Do leaders and opinion makers model healthy behaviors? |
| Rewards and Recognition | What behaviors are being rewarded or recognized? |
| Recruitment and Selection | Does the community recognize this as a health oriented culture? |
| Confrontation | How are unhealthy behaviors confronted? |
| Orientation | How do new employees learn about the wellness vision? |
| Training | Are employees taught the knowledge, skills and commitments it takes to be well? |
| Rites, Symbols, and Rituals | Are there special events, daily / monthly activities reminders that wellness is important? |
| Communications | Are people given the information and feedback needed to maintain healthy lifestyles? |
| Relationship Development | Are friendships and teams formed around healthy behaviors? |
| Resource Commitment | Are employees given the time and resources to be well? |
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Are you aware of your organization’s cultural diversity?
Diversity Realities that Impact Wellness Programs
Not everyone in the United States enjoys the same health opportunities. For example, studies show that minority Americans experience poorer than average health outcomes from cradle to the grave. They are much more likely to die as infants, have higher rates of diseases and disabilities, and have shorter life spans.
More than 30 percent of direct medical costs faced by African Americans, Hispanics, and Asian Americans were excess costs due to health inequities – more than $230 billion over a four year period.
It is important to be aware of these types of societal health inequities when designing your worksite wellness program. Keep these areas of diversity in mind:
- race and ethnicity
- Age/Gender
- Job Category (white vs blue collar)
- Industry perspective
- Urban/Rural
- Climate and Geography
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Have you leveraged your partnerships?
Identify your collaborative partners:
- Your company’s Executive leadership and management
- Natural wellness leaders “health champions” within your organization
- Benefits Consultants, Insurance providers, free wellness tools (disease management, health risk assessments, claims analysis, health coaches, health calculators)
- Wellness companies (incentive programs, biometric screenings, flu shots)
- neighboring businesses, local health clubs, community centers, county state and federal resources on public health info and toolkits
- Non-profit organizations such as hospitals, American Heart Association, American Red Cross, etc.
- So many options…. See resource list below
For more facts, figures and awesome resources to help you get your Wellness program started call Dena at DDI Benefits and browse the resource list.
Sources used for this E-Newsletter came from start.oregonheart.org , and the 2010Start! Wellness Summit, a movement created by the American Heart Association. Check their website out for free resources and information specifically designed for companies, employees and communities to help take positive action.
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