lori casselman, avp, health & wellness sun life assurance company of canada the case for...
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Lori Casselman, AVP, Health & Wellness
Sun Life Assurance Company of Canada
The Case for Wellness: Current
Research on the ROI of Wellness
ASolareh National
Advisor Conference Series
November 2012
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• Launched in May 2011 with mandate to provide insight and evidence to support workplace wellness in Canada
• 3 core projects to date– Canadian Health Index Study
• Including the Burnout Factor – Buffett National Wellness Survey– Strategic alliance Ivey: ROI Study
The Sun Life Wellness Institute
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Workplace wellness no longer a nice to have• Chronic disease a growing toll on
organizations– 35% increase in health and productivity
costs since 2009• Effective health and productivity
programs deliver results– 11% higher revenue and 28% greater
shareholder returns• More organizations offering or
considering wellness
Source: Towers Watson Staying@Work 2011/2012
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• 677 respondents• Responses collected during the
spring and summer of 2011• Current state: ‘wellness
initiatives’
Buffett National Wellness Survey
Source: 2011 Buffet National Wellness Survey
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Highest ranked organizational health risk concerns• Work related stress• Mental health issues• High Blood Pressure• Diabetes
Source: 2011 Buffet National Wellness Survey
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RISK AREAS VS. PROGRAM OFFERINGS
Source: 2011 Buffet National Wellness Survey
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BRIDGING THE GAP
97% of respondents agree that employee health is directly related to corporate success72% of organizations are offering at least one wellness program.
BUT only 26% are taking a strategic approach to wellness
Including calculating an ROI
Source: 2011 Buffet National Wellness Survey
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THE FOCUS ON RESULTS
Case Studies
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Employee Satisfaction Survey
Launch of program in 2006
- Wellness survey, health risk assessment
- Drug usage and Benefits analysis
Key Learnings- High prevalence of disease risk factors
- Low engagement and culture scores
Case Study
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• Health Risk Screenings• Health Challenges• Smoking Cessation Programs• Surveys for on-going
measurement• Continuous analysis and reporting• Management support
• Program success built into management performance metrics
Wellness Program Components
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• Projected 5 year savings from Health Screening and Smoking Cessation alone
= $240,000• Measurable
improvements in employee engagement and culture
3400 Employees
Multi-site
locations
Diverse workforce
Wellness
programs since
2006
The Results
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• Comprehensive wellness program
• Strong leadership commitment
• Senior management forms and participates as a team in challenge
• 789 people (63 %) lost weight (61 of these moved into a healthy zone)
• 152 (12 %) improved on four or more of risk factors
• 41 stopped smoking for one full year or more
• Total cost avoidance of over $358,000
Case Study
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• Move from
fitness re-imbursement to comprehensive wellness strategy in 2008
• Incentive: Earn $300 toward Personal Wellness Account (PWA)
• 70% overall participation in wellness programs
• Creation of PWA delivered +16% increase in employee engagement levels
• Over $610,000 in cost avoidance since inception of program
Case Study
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What is still missing?
• The measurable return-on-investment for wellness– US further ahead– In Canada
• Gap in rigorous data• Varying measures and benchmarks
• Opportunity to build a healthier Canada, one organization and one employee at a time
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Our commitment to results: Canadian ROI Study• Strategic alliance with Richard
Ivey School of Business at Western University
• Multi-year study, launched in 2011–Phase 1 meta analysis–Phase 2 in-field study
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Why?
• Little rigorous examination of workplace wellness programs in Canada or indeed outside of the United States
• Even within the US, there are few studies that are comparable and that provide sufficient data and analytical rigour to underpin a solid, evidence-based business case.
Richard Ivey ROI Study Phase1, Spring 2012
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Where is the Evidence ?
• Academic & grey literatures, & popular press promote the potential of a positive return for employers & benefits to workers– but is the evidence there?
• Employers who want to do the right thing still need to make the business case
• We need evidence, an assessment of studies that are robust & demonstrate analytical rigour, i.e., meta-analytical & systematic
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Harvard Study
• Most recent meta-analysis (Baicker et al., 2010) published in Health Affairs
• Methods– Literature review of previous meta-
analyses & computerized searches looking for peer reviewed US research• Yielded “more than 100” studies• 30 years of research represented
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Harvard Study Findings
• ROI of Wellness Programs for 9 studies– Savings $394 per employee per year– Average program cost $159 per
employee/yr
• Absenteeism for the 9 studies– Absentee days saved 1.7
days/employee/yr– Estimated savings $274 per employee/yr– Estimated costs $132 per emp/yr (from 12
studies)
– Estimated ROI absenteeism = $2.08
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Ivey Study Methods
• Computerized search based on:– Commonly cited terms, e.g.,
employee, wellness, workplace, cost benefit analysis, etc., plus keywords from published studies
• Review articles were scanned for additional papers
• Yielded 504 studies – Oldest paper 1977
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Papers Published
0
5
10
15
20
25
30
35
40
45
Year
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Meta-analysis (Phase 1) Criteria• The included studies met the
following criteria:– Experiment & control groups– Pre and Post intervention data– New intervention (excluded
retrospective evaluations of ongoing programs)
– Length of intervention was provided
– Days absence reported• Sufficient number & quality for meta-
analysis
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Phase 1 Findings
• Wellness programs save about 1.5 to 1.7 days absenteeism per worker over 12 months– Absenteeism ranges from 4.7 days to 11.2
days (Statistics Canada, 2011)
• Employers can expect to receive substantial savings in terms of reduced absenteeism from Workplace Wellness Programs– Results are statistically significant and robust
and comparable to the US results
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Absenteeism Comparison
Ivey Study• 4 studies
– All from Europe– Programs:
Personalized, Fitness training, Counseling, Exercise program
• Strict inclusion/exclusion criteria
Harvard Study• 9 studies (7
independent)– All from USA– Programs:
Online programs, Fitness, Education materials, Classes or workshops
• Strict inclusion/exclusi
on criteria
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Absenteeism ComparisonIvey Study• 2.43 days
employee/year (equal weight)
• 1.5 days per employee per year saved with wellness programs
• Estimated savings $251 per employee per year with wellness programs
Harvard Study
• 1.7 days per employee per year saved with wellness programs
• Estimated savings $274 per employee per year with wellness programs
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Phase 2:
• Select organizations who meet criteria will implement a Sun Life HealthyRETURNS program over a 2-year in-field study period
• Canada wide; multiple industries and sites
• Comparisons will be made between control groups and treatment groups with respect to:– Biometric measures (e.g. blood pressure;
cholesterol; body mass index; waist circumference, body fat)
– Prescription drugs– Extended health – Absence and disability– Lifestyle habits and respective risk levels
• Begins Jan 2013
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Phase 2: What we will study• Some of the hypotheses
– Positive Return on Investment– Reduction in absenteeism and presenteeism– Decreased employee turnover– Increased employee working life satisfaction– Increased productivity– Decreased employee stress– Reduced health care costs– Healthier employees
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ROI Study
• Sun Life’s sponsored research will be a widely cited effort in Canada, and has the potential to be a major contribution to workplace wellness knowledge worldwide
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For more information Visit:
www.sunlife.ca/wellnessinstitutewww.sunlife.ca/healthyreturns
Contact: [email protected]
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Questions?