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Worksite Wellness: How to Walk the Talk

Melanie D’Arrigo, MS, CWPCCarrie Jennis, MEd, RD, CWPC

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Objectives� Understand worksite wellness, it’s place and importance.

� Understand the relationship between wellness and healthcare reform.

� Identify what research shows regarding wellness programming including best practices and concrete tips for getting started.

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well·ness \ˈwel-nəs\wellness

"...a state of complete physical, mental, and social well-being, and not merely the absence of disease or infirmity."

- The World Health Organization

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"a conscious, self-directed and evolving process of achieving full potential.”- The National Wellness Institute

Why Worksite Wellness

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• We spend all day at work!

Healthy employees = Productive employees

Absenteeism

Medical Costs

• Attract and retain talent

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Why Worksite Wellness?

WHY NOT?

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One chronic condition…

DIABETES

What is the cost of doing nothing?

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Example

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DIABETESPopulation of U.S.

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Diagnosed with diabetes

Have prediabetes

DIABETES

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Each employee, 50k per year

100 people taking sick days (1536 x 100) = $153,600100 people should produce (4608 x100) = $460,800100 people for add’l med cost = $1,374,100

$1,988,500 direct costs

10% of 1,000 employees = 100 people= $192 per day

= $1536 to NOT be at work

= $4608

Average of 8 sick days per year3

3x salary/profit lost

Medical costs (2.3x non-DM/yr)2 = $13,741

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Economic Costs of Diabetes in the U.S. (American Diabetes Association, 2012)

Indirect Costs per year

� Increased absenteeism $5 billion

� Reduced productivity while at work $20.8 billion for the employed population

� Inability to work as a result of disease-related disability $21.6 billion

� Lost productive capacity due to early mortality $18.5 billion

$66 billion per year 9

Healthcare Reform - PPACA

� Preventive Care

� Regulations regarding Wellness Incentives and Insurance Premium reduction

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Incentive rules released June 2013

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Incentive Rules – 5 Areas

Specific rules regarding rewards for each

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Program Categories

Participatory Activity Outcome based

So how do you do it?Where to begin?

What do successful wellness programs look like?

How are successful programs structured?

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Getting Started

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Research•Health assessments

•Biometric screenings

•Interest surveys

•Medical Reporting

•Employee Engagement

Organizational Assessment•Goals•Strengths•Barriers•Unique qualities/culture

Strategy•Address needs

•Customize solutions

•Create measureable goals

•Design a program

Evaluation•Analyze Results

•Re-evaluate program needs

•Identify new goals

Execution •Programs and tools

•Actionable items

•Events

•Challenges

Barriers4

Employer

� Insufficient Time

� Funding

� Lack of Interest

� Undefined Purpose

� Scheduling

� Employee Production Schedule

� Culture

Employee

� Insufficient Incentives

� Inconvenient Locations

� Time Limitations

� Lack of Interest

� Communications/Marketing

� Employee Disinterest/Irrelevant Topics

� Management Motives

14Nutr Res Pract. Apr 2010; 4(2): 149–154.Published online Apr 29, 2010. doi: 10.4162/nrp.2010.4.2.149PMCID: PMC2867226 Barriers to participation in a worksite wellness program

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The 6 Pillars of Effective Worksite Wellness

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Multilevel Leadership� C Suite

� Middle Managers

� Wellness Program Managers

� Wellness Champions/Committee

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Alignment� Planning

� Patience

� Incentives

� Compliment Business Priorities

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Scope, Relevance & Quality� Variation

� Individualization

� Signature Program

� Fun

� High Standards

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Accessibility� True Onsite Integration

� Online Integration

� Go Mobile

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Partnerships� Vendors

� Internal Departments

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Communications� Emails

� Videos

� Posters/Flyers

� Meetings

� Desk Drops

� Event Marketing

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Case StudyBolt is a shipping company that recently experienced a change in national HR leadership. The new HR Director really wants to make an impact and enlists your help. She is enthusiastic, but has no idea where to start.

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HistoryBolt has 10 locations across the US and has offered sporadic employee wellness events in the past, but nothing long term. There are two teams at Bolt which are divided into day-to-day operations and the delivery team. The office employees often work late nights and the delivery team is often on the road for long stretches, sometimes going weeks without seeing fellow coworkers. They have quarterly all hands on deck meetings where the entire company comes together to discuss quarterly earnings.

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Questions� Based on what you know, are there any barriers to building a

successful wellness program? How would you address them?

� How would you begin?

� What goals would you outline for year 1?

� Examples of year 1 initiatives?

� How would you effectively communicate/reach all employees?

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Food environment/Nutrition Initiatives within the strategy

� Food service provider change

� Seasonal cooking demonstrations for employees

� Healthy recipes, onsite seminars to educate employees at least 3 times per year

� Farmers market onsite25

Skilled Nursing Facility (NJ)

Data analytics company (midtown Manhattan)

� Complete overhaul of offerings

� CFO oversees purchasing

� Fresh fruit, low fat cheese sticks, low/nonfat yogurt, trail mix, oatmeal, whole grain cereal

� Policies regarding food

� Salad club

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� Company purchases lunch and dinner daily to every individual employee

� Highlighted healthier options

� Posts “featured meals” every week and provide incentive

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Financial firm (downtown Manhattan)

Calorie & Portion Awareness

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