workplace wellness-initiatives-survey-findings
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Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
SHRM Survey Findings: Workplace Wellness Initiatives
December 6, 2012
In collaboration with and commissioned by Alliance for a Healthier Minnesota
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Worksite wellness initiatives: For the purpose of this survey, worksite wellness initiatives can be defined as a coordinated set of strategies that includes environmental supports, health benefits and workplace policies designed to meet the health and safety needs of all employees.
Definitions
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How much do organizations spend on health insurance coverage for employees? Of the organizations that offer a health care plan for their employees, approximately three-fourths (76%) of organizations spend less than 25% of their organization’s operating budget on health insurance coverage for employees, whereas nearly one-fifth (19%) of organizations spend 25% to 49%.
How would organizations grade their employees’ health? Over half (54%) of organizations would give their employees’ health a “B – Good” rating, whereas 38% of organizations would rate their employees’ health as “C – Fair.”
How important are health-related issues in terms of overall organizational priorities? Nearly one-half (49%) of organizations indicated that health insurance costs are “extremely important to their organization.” Next on the list were decreased productivity (35%), absenteeism (30%) and workers’ compensation or disability claims (27%).
What are the top health conditions that are of greatest concern to employees? Roughly one-fourth of organizations reported obesity/overweight (24%) and stress and other mental health issues (23%) as the greatest health concerns for their employees. Other health concerns include lack of exercise/fitness (15%), chronic disease (11%) and high blood pressure (10%).
Key Findings
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How do organizations feel about worksite wellness initiatives? Nearly nine out of ten (87%) organizations indicated that worksite wellness initiatives are very or somewhat beneficial. Practically all (96%) organizations reported that they strongly or somewhat agreed that the initiatives help workers develop healthier lifestyles. The majority (84%) of organizations also strongly or somewhat agree that worksite wellness initiatives lower health care costs and increase worker productivity.
Do organizations offer worksite wellness initiatives? Slightly more than one-half (55%) of organizations have a worksite wellness initiative for their employees. The majority (76%) of those organizations indicated that less than 10% of their operating budget is spent on these worksite wellness initiatives.
Do organizations plan to expand or improve their current worksite wellness initiative? Of the organizations that currently offer worksite wellness initiatives, 85% are very or somewhat interested in expanding or improving their current worksite wellness initiative in the next one to three years.
Do organizations plan to develop worksite wellness initiatives for their employees? For organizations that do not currently offer a worksite wellness initiative, 69% of them are very or somewhat interested in developing one in the next one to three years.
Key Findings (Continued)
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Do organizations track the return on investment (ROI) of worksite wellness initiatives? Of the organizations that offer worksite wellness initiatives, roughly two-fifths (42%) of organizations track the return on investment (ROI) on these initiatives.
What reasons may deter organizations from offering a worksite wellness initiative? About three-fifths of organizations reported the cost of the initiative (65%) and lack of employee interests/expected low levels of participation (59%) as the most common factors that may deter organizations from offering a worksite wellness initiative.
What resources do organizations rely on when creating or expanding a worksite wellness initiative? Over one-half of organizations trust and value their business peers or fellow HR managers (58%), health care service providers (55%) and/or worksite wellness vendors and consultants (54%) when creating or expanding a worksite wellness initiative.
Should the government become more involved in worksite wellness initiatives? Nearly one-half (47%) of organizations indicated that state and local government should be more active in helping create and expand worksite wellness initiatives, although two-fifths (40%) of organizations indicated that the federal government should not really change its level of involvement.
Key Findings (Continued)
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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General Health Insurance
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Approximately what percentage of your organization’s operating budget would you say is spent on health insurance coverage for your employees?
75% or more
50 – 74%
25 – 49%
Less than 25%
1%
4%
19%
76%
Note: n = 267. Only respondents whose organizations offer health care plans were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Wellness Themes
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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What grade would you give your organization’s employees in terms of being healthy?
F – Failing
D – Poor
C – Fair
B – Good
A – Excellent
0%
4%
38%
54%
4%
n = 403
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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What grade would you give your organization’s employees in terms of being healthy?
Comparisons by organization staff size
1 to 99 employees (67%) >500 to 2,499 employees (39%)
2,500 to 24,999 employees (46%)
Comparisons by organization staff size• Organizations with 1 to 99 employees are more likely than organizations with 500 to 24,999 employees to
grade their employees’ health as B – Good.
Note: Only statistically significant differences are shown.
Comparisons by organization staff size
500 to 2,499 employees (54%) > 1 to 99 employees (23%)
• Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 99 employees to grade their employees’ health as C – Fair.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Rate the importance of the following issues in terms of overall organization priorities:
1 = Not Important
At All to Organizatio
n
2 3 4 5 6 7 8 9
10 = Extremely Important
to Organizatio
n
Health insurance costs(n = 404)
1% 1% 1% 1% 3% 3% 7% 17% 18% 49%
Decreased productivity(n = 402)
1% 0% 1% 2% 5% 6% 11% 18% 20% 35%
Absenteeism(n = 401)
1% 2% 2% 2% 6% 6% 11% 19% 21% 30%
Workers’ compensation or disability claims(n = 402)
2% 3% 3% 5% 9% 6% 12% 16% 15% 27%
Note: Percentages may not equal 100% due to rounding.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Rate the importance of the following issues in terms of overall organization priorities:
Comparisons by organization staff size
500 to 2,499 employees (31%) > 2,500 to 24,999 employees (11%)
Comparisons by organization staff size• Organizations with 500 to 2,499 employees are more likely than organizations with 2,500 to 24,999 employees
to rate health insurance costs a 9 on level of importance (1 = not important at all to organization, 10 = extremely important to organization).
Note: Only statistically significant differences are shown.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Which from the list below do you consider to be the top three health conditions or areas that you feel are the greatest concern to your organization’s employees? Rank them in terms of your first, second and third choice.
First Choice(n = 405)
Second Choice(n = 404)
Third Choice(n = 403)
Obesity/overweight 24% 17% 12%
Stress and other mental health issues
23% 14% 14%
Lack of exercise/fitness 15% 19% 17%
Chronic diseases 11% 11% 11%
High blood pressure 10% 12% 12%
Tobacco use 7% 3% 8%
Workplace injuries 6% 2% 5%
High cholesterol 1% 7% 5%
Alcohol and substance abuse 1% 2% 4%
Poor nutrition 1% 7% 9%
Cold and flu vaccinations 1% 5% 4%
Note: Percentages may not equal 100% due to rounding.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Which from the list below do you consider to be the top three health conditions or areas that you feel are the greatest concern to your organization’s employees? Rank them in terms of your first, second and third choice.
Comparisons by organization staff size
2,500 to 24,999 employees (34%) > 1 to 99 employees (13%)
Comparisons by organization staff size• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 99 employees to
rank obesity/overweight as the top health concern for their employees.
Comparisons by organization sector• Publicly owned for-profit organizations are more likely than privately owned for-profit organizations and
nonprofit organizations to rank tobacco use as the second top health concern for their employees.
Comparisons by organization sector
Publicly owned for-profit (10%) >Privately owned for-profit (2%)
Nonprofit (1%)
Note: Only statistically significant differences are shown.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Worksite Wellness Initiatives
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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In general, how beneficial would you say worksite wellness initiatives are to organizations like yours?
Not beneficial at all
Not very beneficial
Somewhat beneficial
Very beneficial
1%
12%
49%
38%
n = 404
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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In general, how beneficial would you say worksite wellness initiatives are to organizations like yours?
Comparisons by organization staff size
2,500 to 24,999 employees (51%) > 1 to 99 employees (26%)
Comparisons by organization staff size• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 99 employees to
consider their workplace wellness initiatives as “very beneficial.”
Note: Only statistically significant differences are shown.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Perspectives on Different Viewpoints About Worksite Wellness Initiatives:
Worksite wellness initiatives do little to improve overall worker health.
(n = 401)
Worksite wellness initiatives make employees feel that their privacy is
being intruded upon. (n = 400)
Worksite wellness initiatives only impact a limited number of workers.
(n = 403)
Worksite wellness initiatives reduce worker absenteeism. (n = 396)
Worksite wellness initiatives increase worker productivity. (n = 400)
Worksite wellness initiatives lower health care costs. (n = 401)
Worksite wellness initiatives help workers develop healthier lifestyles.
(n = 400)
26%
13%
10%
2%
2%
3%
48%
36%
25%
20%
14%
13%
5%
21%
44%
47%
59%
61%
53%
56%
5%
7%
17%
19%
23%
31%
40%
Strongly Disagree Somewhat Disagree Somewhat Agree Strongly Agree
Note: n = 396 – 403. Percentages may not equal 100% due to rounding.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Does your organization have a worksite wellness initiative?
No45%Yes
55%
n = 406
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Does your organization have a worksite wellness initiative?
Comparisons by organization staff size
100 to 499 employees (52%)
500 to 2,499 employees (63%)
2,500 to 24,999 employees (80%)
25,000 or more employees (90%)
> 1 to 99 employees (27%)
2,500 to 24,999 employees (80%)
25,000 or more employees (90%)> 100 to 499 employees (52%)
Comparisons by organization staff size
• Organizations with 100 or more employees are more likely than organizations with 1 to 99 employees to offer worksite wellness initiatives in their organization.
• Organizations with 2,500 or more employees are more likely than organizations with 100 to 499 employees to offer worksite wellness initiatives in their organization.
Note: Only statistically significant differences are shown.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Does your organization have a worksite wellness initiative?
Comparisons by organization sector
• Publicly owned for-profit organizations are more likely than privately owned for-profit and nonprofit organizations to offer worksite wellness initiatives in their organization.
• Government agencies are more likely than privately owned for-profit and nonprofit organizations to offer worksite wellness initiatives in their organization.
Comparisons by organization sector
Publicly owned for-profit (75%) >Privately owned for-profit (45%)
Nonprofit (53%)
Government (83%) >Privately owned for-profit (45%)
Nonprofit (53%)
Note: Only statistically significant differences are shown.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Approximately what percentage of your organization’s operating budget would you say is spent on worksite wellness initiatives that are separate from health insurance coverage?
20% or more
10 - 19%
Less than 10%
0%
3%
12%
76%
9%
Note: n = 168. Only respondents whose organizations offer wellness initiatives were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How many years ago was your organization’s worksite wellness initiative first created?
5 or more years
4 years
3 years
2 years
1 year
Less than 1 year
44%
10%
11%
18%
17%
0%
Note: n = 208. Only respondents whose organizations offer wellness initiatives were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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To the best of your knowledge, what are your organization’s reasons for offering a worksite wellness initiative?
Other
To reduce employee turnover rates
Worksite wellness initiatives were part of the existing health plan
Was requested by employees
To attract and recruit employees
To reduce the costs associated with disability claims
To reduce employee absenteeism
To improve employee morale
To improve employee productivity
To reduce employee health care costs
To improve the overall health of employees
3%
16%
16%
17%
26%
34%
49%
52%
53%
85%
92%
Note: n = 225. Percentages do not equal 100% due to multiple response options. Only respondents whose organizations offer wellness initiatives were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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To the best of your knowledge, what are your organization’s reasons for offering a worksite wellness initiative?
Comparisons by organization staff size
2,500 to 24,999 employees (91%) > 1 to 99 employees (63%)
Comparisons by organization sector
• Nonprofit organizations and government agencies are more likely than privately owned for-profit organizations to indicate requested by employees as a reason to offer worksite wellness initiatives in their organization.
Comparisons by organization sector
Nonprofit (28%)
Government (32%)> Privately owned for-profit (7%)
Note: Only statistically significant differences are shown.
Comparisons by organization staff size• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 99 employees to
indicate reducing health care costs as a reason to offer worksite wellness initiatives in their organization.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Do employees who participate in the worksite wellness initiative receive a financial incentive?
No50%
Yes50%
Note: n = 224. Only respondents whose organizations offer wellness initiatives were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How interested is your organization in expanding or improving your current worksite wellness initiative in the next one to three years?
Not interested at all
Not very interested
Somewhat interested
Very interested
4%
12%
45%
40%
Note: n = 223. Percentages do not equal 100% due to rounding. Only respondents whose organizations offer wellness initiatives were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How beneficial do you think employees find your organization’s worksite wellness initiative to be?
Not beneficial at all
Not very beneficial
Somewhat beneficial
Very beneficial
2%
8%
76%
15%
Note: n = 225. Percentages do not equal 100% due to rounding. Only respondents whose organizations offer wellness initiatives were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How beneficial do you think employees find your organization’s worksite wellness initiative to be?
Comparisons by organization staff size
500 to 499 employees (24%) > 100 to 499 employees (5%)
Note: Only statistically significant differences are shown.
Comparisons by organization staff size• Organizations with 500 to 2,499 employees are more likely than organizations with 100 to 499 employees to
indicate that their employees find their organization’s worksite wellness initiatives to be very beneficial.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How interested is your organization in developing a worksite wellness initiative in the next one to three years?
Not interested at all
Not very interested
Somewhat interested
Very interested
10%
21%
42%
27%
Note: n = 179. Only respondents whose organizations do not offer wellness initiatives were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How interested is your organization in developing a worksite wellness initiative in the next one to three years?
Comparisons by organization staff size
1 to 99 employees (18%) > 100 to 499 employees (3%)
Note: Only statistically significant differences are shown.
Comparisons by organization staff size• Organizations with 1 to 99 employees are more likely than organizations with 100 to 499 employees to indicate
they are not interested at all in developing a worksite wellness initiative in the next one to three years.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How beneficial would your employees find a worksite wellness initiative if your organization created one?
Not beneficial at all
Not very beneficial
Somewhat beneficial
Very beneficial
2%
15%
65%
18%
Note: n = 178. Only respondents whose organizations do not offer wellness initiatives were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Based on your experience, do you think that worksite wellness initiatives were effective in . . .
Reducing worker absenteeism at your organization? (n = 221)
Reducing your organization's health care costs? (n = 222)
Improving worker productivity at your organization? (n = 221)
47%
52%
52%
Note: n = 221 - 222. Only respondents whose organizations offer wellness initiatives were asked this question. Data shown reflect “yes” responses.
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Business Strategy
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My organization would be interested in creating or expanding a worksite wellness initiative if:
There was a community initiative that recognized employers with healthy workplaces. (n = 400)
My employees actively requested such an initiative. (n = 400)
It would help attract and retain talented employees. (n = 400)
The state and federal government provided tax incentives for these initiatives. (n = 397)
We could demonstrate a financial return on investment for these initiatives. (n = 402)
Health plans offered premium discounts or rebates for these initiatives. (n = 402)
7%
7%
3%
7%
1%
3%
25%
19%
14%
12%
8%
6%
46%
40%
45%
36%
37%
35%
22%
35%
40%
44%
54%
56%
Strongly Disagree Somewhat Disagree Somewhat Agree Strongly Agree
Note: Percentages may not equal 100% due to rounding.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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My organization would be interested in creating or expanding a worksite wellness initiative if:
Comparisons by organization staff size
2,500 to 24,999 employees (65%) > 1 to 99 employees (42%)
500 to 2,499 employees (20%) > 2,500 to 24,999 employees (4%)
Comparisons by organization staff size
• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 99 employees to “strongly agree” in creating or expanding a worksite wellness initiative if financial return on these initiatives could be demonstrated.
Note: Only statistically significant differences are shown.
• Organizations with 500 to 2,499 employees are more likely than organizations with 2,500 to 24,999 employees to “somewhat disagree” that creating or expanding a worksite wellness initiative would help attract and retain talented employees.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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My organization would be interested in creating or expanding a worksite wellness initiative if:
Comparisons by organization sector
• Government agencies are more likely than privately owned for-profit organizations to “somewhat agree” in creating or expanding a worksite wellness initiative if employees actively requested such an initiative.
Comparisons by organization sector
Government (60%) > Privately owned for-profit (33%)
Government (28%) > Publicly owned for-profit (5%)
Note: Only statistically significant differences are shown.
• Government agencies are more likely than publicly owned for-profit organizations to “somewhat disagree” in creating or expanding a worksite wellness initiative if state and federal government provided tax incentives for these initiatives.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Does your organization track the return on investment (ROI) of its worksite wellness initiatives?
No
Yes
58%
42%
Note: n = 217. Only respondents whose organizations offer wellness initiatives were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Does your organization track the return on investment (ROI) of its worksite wellness initiatives?
Comparisons by organization staff size
500 to 499 employees (47%)
2,500 to 24,999 employees (60%)
25,000 or more employees (68%)
> 100 to 499 employees (16%)
Comparisons by organization staff size• Organizations with 500 or more employees are more likely than organizations with 100 to 499 employees to
track the return on investment (ROI) of its worksite wellness initiatives.
Comparisons by organization sector
• Publicly owned for-profit organizations are more likely than privately owned for-profit and nonprofit organizations to track the return on investment (ROI) of its worksite wellness initiatives.
Comparisons by organization sector
Publicly owned for-profit (61%) >Privately owned for-profit (36%)
Nonprofit (29%)
Note: Only statistically significant differences are shown.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How important is it to your organization to have a measureable ROI (return on investment) one to three years from now in order to determine the value of worksite wellness initiatives?
Not important at all
Not very important
Somewhat important
Very important
1%
14%
43%
41%
Note: n = 220. Percentages do not equal 100% due to rounding. Only respondents whose organizations offer wellness initiatives were asked this question.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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How important is it to your organization to have a measureable ROI (return on investment) one to three years from now in order to determine the value of worksite wellness initiatives?
Comparisons by organization staff size
500 to 499 employees (58%)
2,500 to 24,999 employees (50%)> 100 to 499 employees (25%)
Comparisons by organization staff size
• Organizations with 500 to 24,999 employees are more likely than organizations with 100 to 499 employees to indicate having a measurable return on investment (ROI) one to three years from now in order to determine the value of its worksite wellness initiatives as “very important.”
Note: Only statistically significant differences are shown.
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Implementation Issues
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Regardless of whether you have a worksite wellness initiative at your organization or not, what are some of the reasons why organizations like yours often decide not to offer a worksite wellness initiative?
Percentage
Cost of the initiative (n = 392) 65%
Lack of employee interest/expected low levels of participation (n = 392) 59%
Lack of time (n = 392) 54%
Management does not see the value of it (n = 392) 45%
Employees do not see the value of it (n = 392) 42%
Lacking expertise/staff (n = 392) 39%
Lack of information/resources about how to develop and maintain an initiative (n = 392)
36%
Lack of facilities (n = 392) 35%
Unable to find someone who will champion the initiative (n = 392) 34%
Organization is too small (n = 391) 28%
Would not reduce health insurance costs (n = 392) 26%
High employee turnover (n = 392) 11%
Other (n = 391) 3%
Note: Percentages do not equal 100% due to multiple response options.
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Regardless of whether you have a worksite wellness initiative at your organization or not, what are some of the reasons why organizations like yours often decide not to offer a worksite wellness initiative?
Comparisons by organization staff size
100 to 499 employees (73%) > 1 to 99 employees (51%)
Comparisons by organization staff size
• Organizations with 100 to 499 employees are more likely than organizations with 1 to 99 employees to not offer a worksite wellness initiative due to the cost of the initiative.
Note: Only statistically significant differences are shown.
Comparisons by organization staff size
500 to 2,499 employees (61%) > 1 to 99 employees (35%)
• Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 99 employees to not offer a worksite wellness initiative because management does not see the value of it.
Comparisons by organization staff size
500 to 2,499 employees (63%) > 25,000 or more employees (29%)
• Organizations with 500 to 2,499 employees are more likely than organizations with 25,000 or more employees to not offer a worksite wellness initiative due to lack of time.
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Regardless of whether you have a worksite wellness initiative at your organization or not, what are some of the reasons why organizations like yours often decide not to offer a worksite wellness initiative?
Comparisons by organization staff size (continued)
Note: Only statistically significant differences are shown.
Comparisons by organization staff size
1 to 99 employees (48%) >
100 to 499 employees (22%)
500 to 2,499 employees (22%)
2,500 to 24,999 employees (14%)
• Organizations with 1 to 99 employees are more likely than organizations with 100 to 24,999 employees to not offer a worksite wellness initiative because the organization is too small.
Comparisons by organization sector
• Nonprofit organizations are more likely than publicly owned for-profit organizations to not offer a worksite wellness initiative due to lack of time.
Comparisons by organization sector
Nonprofit (66%) > Publicly owned for-profit (43%)
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Which of the following would you consider to be trusted and valued sources of information about creating or expanding a worksite wellness initiative for your organization?
Percentage
Business peers or fellow human resource managers 58%
Health care service providers 55%
Worksite wellness vendors and consultants 54%
Health care insurers 48%
State and local health departments 39%
Nonprofit health organizations 37%
Online resources 34%
Business organizations and trade associations 26%
Other 1%
Note: n = 394. Percentages do not equal 100% due to multiple response options.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Which of the following would you consider to be trusted and valued sources of information about creating or expanding a worksite wellness initiative for your organization?
Comparisons by organization staff size
Note: Only statistically significant differences are shown.
Comparisons by organization staff size
100 to 499 employees (60%)
500 to 2,499 employees (66%)> 1 to 99 employees (41%)
• Organizations with 100 to 2,499 employees are more likely than organizations with 1 to 99 employees to consider worksite wellness vendors and consultants as trusted and valued sources of information when creating or expanding a worksite wellness initiative.
Comparisons by organization sector
• Nonprofit organizations are more likely than publicly owned for-profit or privately owned for-profit organizations to consider nonprofit health organizations as trusted and valued sources of information when creating or expanding a worksite wellness initiative.
Comparisons by organization sector
Nonprofit (52%) >Publicly owned for-profit (32%)
Privately owned for-profit (32%)
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If there was a network in your community for business leaders to learn about issues related to worksite wellness initiatives and to share information, how likely is it that someone from your organization would join this network?
Very unlikely
Somewhat unlikely
Somewhat likely
Very likely
7%
19%
45%
29%
n = 393
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Role of Government
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In your professional opinion, which one of the following best describes how your organization views the government’s involvement in worksite wellness initiatives for companies like yours?
The government should be more active in helping create and expand worksite wellness initiatives
The government should be less active in helping create and expand worksite wellness initiatives
The government should not really change its level of involvement in helping create and expand worksite wellness initiatives
39%
20%
40%
47%
15%
38%
State and Local Government (n = 392) Federal Government (n = 388)
Note: Percentages may not equal 100% due to rounding.
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Demographics
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
Demographics
Approximately what percentage of your regular full- and part-time employees are covered under some type of health care plan offered by your organization?
Mean 78%
Median 80%
Note: n = 356. Only respondents whose organizations offer health care plans were asked this question.
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Approximately what percentage of your regular full- and part-time employees have access to your worksite wellness initiatives?
Mean 93%
Median 100%
Note: n = 207. Only respondents whose organizations offer wellness initiatives were asked this question.
How many years has your organization been in operation?
Mean 54
Median 35
n = 386
In what region is your organization located?
Midwest 34%
South 32%
West 19%
Northeast 15%
n = 406
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
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Approximately what percentage of your regular full- and part-time employees are covered under some type of health care plan offered by your organization?
Note: Only statistically significant differences are shown.
Comparisons by organization sector
• Regular full- and part-time employees at publicly owned for-profit organizations are more likely than those at nonprofit organizations to be covered under some type of health care plan offered by their organization.
Comparisons by organization sector
Publicly owned for-profit (mean – 83%) > Nonprofit (mean – 73%)
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
Demographics: Organization Industry
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Note: n = 406. Percentages do not equal 100% due to multiple response options.
Percentage
Professional, scientific and technical services 17%
Manufacturing 14%
Health care and social assistance 13%
Finance and insurance 8%
Education 6%
Transportation/communication/utilities 5%
Religious, grant-making, civic professional and similar organizations 4%
Retail trade 4%
Accommodation and food services 3%
Administrative and support and waste management and remediation services 3%
Information 3%
Public administration 3%
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
Demographics: Organization Industry (continued)
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Percentage
Transportation and warehousing 3%
Arts, entertainment and recreation 2%
Educational services 2%
Real estate, renting and leasing 2%
Agriculture, forestry, fishing and hunting 1%
Construction 1%
Mining 1%
Repair and maintenance 1%
Wholesale trade 1%
Other 1%
Note: n = 406. Percentages do not equal 100% due to multiple response options.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
Demographics: Organization Sector
Government agency
Publicly owned for-profit
Nonprofit organization
Privately owned for-profit
7%
19%
21%
52%
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Note: n = 406. Percentages do not equal 100% due to rounding.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
Demographics: Organization Staff Size
25,000 or more employees
2,500 to 24,999 employees
500 to 2,499 employees
100 to 499 employees
1 to 99 employees
7%
20%
15%
31%
28%
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Note: n = 406. Percentages do not equal 100% due to rounding.
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
Demographics: Other
Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?
U.S.-based operations only 72%
Multinational operations 28%
n = 406
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Is your organization a single-unit organization or a multi-unit organization?
Single-unit organization: an organization in which the location and the organization are one and the same
36%
Multi-unit organization: an organization that has more than one location
64%
n = 406
For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?
Multi-unit headquarters determines HR policies and practices
52%
Each work location determines HR policies and practices
5%
A combination of both the work location and the multi-unit headquarters determines HR policies and practices
43%
n = 279
What is the HR department/function for which responded throughout this survey?
Corporate (companywide) 67%
Business unit/division 15%
Facility/location 18%
n = 279
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier Minnesota
Survey Methodology
SHRM Survey Findings: Workplace Wellness Initiatives
In collaboration with and commissioned by Alliance for a Healthier Minnesota
• Response rate = 14%
• 406 HR professional respondents from a randomly selected sample of SHRM’s membership participated in this survey
• Margin of error +/- 5%
• Survey fielded: June 14 – July 13, 2012
Workplace Wellness Initiatives ©SHRM 2012In collaboration with and commissioned by Alliance for a Healthier
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