your new #1 priority: what you need to know about tackling behavioral health issues - castlight...
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Your New #1 Priority: What You Need to Know about Tackling Behavioral Health IssuesJenny Schneider, M.D., M.S.Chief Medical OfficerCastlight Health
Brian Gifford, Ph.D. Director, Research & DevelopmentIntegrated Benefits Institute
Hillary Clinton Promises to Tackle ‘Quiet Epidemic of Substance Abuse_________________________
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Germanwings Crash: Lubitz Told Lufthansa in 2009 of ‘Severe Depression’_________________________
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Demi Lovato Launches New Mental Health Awareness Campaign, “Be Vocal: Speak Up for Mental Health
NFL Player Brandon Marshall Speaks out on Tackling Stigma of Mental Illness_________________________
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Crystal Lake Speakers Talk Heroin Epidemic in Chicago Suburbs, Tips to Fight Drug Abuse_____________________________________________________
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Behavioral health disorders among most prevalent. Most of those suffering go untreated
25% of employees have a diagnosable mental health issue
Sources: National Study on Drug Use and Health, OAS, SAMHSA, HHS, 2009. Workplace Mental Health, The Standard, 2013.
Sources: National Study on Drug Use and Health, OAS, SAMHSA, HHS, 2009. Workplace Mental Health, The Standard, 2013.
Behavioral health disorders among most prevalent. Most of those suffering go untreated
>70%of impacted employees go untreated
What employees are searching for
Primary care for adults
Obstetrics and Gynecologic Care
Dermatologist Visit
Eye Doctor Visit
Psychological and Psychiatric Care4
1
2
3
5
What Behavioral Health Means to EmployersBrian Gifford, Ph.D. Director, Research & Development Integrated Benefits Institute
About IBINational, not-for-profit organization representing 1,100 organizations with 20 million employees
• Business value of workforce healthLinking absence, employee performance and productivity to business metrics.
• Better measurementProviding practical measurement strategies for linking employee health, care delivery and business outcomes.
• Modeling toolsTo give employers a way to estimate the economic burden of illness when they don’t have all the data.
• Practical evidenceUsing case studies to show employers what leading employers have done and how they’ve done
it.
A New Employer Setting
•ACA: Transition from tactics to strategy
• Show the C-suite the value of improved workforce health
•Dead end: attempting to control claims costs in separate
program silos
• Looking for new strategies to improve workforce health,
reduce lost time, enhance productivity and impact business
• Limited data, time and dollars
What I’ll cover
•What’s at risk for employers: the economic impact of poor health
• Behavioral health issues from the employee’s view
• The productivity impact of behavioral health
63,600 Days of Illness-Related Absence
Sick days Short Term Disability
Long Term Disability
Workers' Comp
FMLA_x000d_(stand alone)
0
5
10
15
20
25
30
35Unpaid absences - 23.0K days
Paid absences - 40.6K days
Th
ou
san
ds
Employers Incur Lost Productivity Costs for Each Absence
•Wage replacement payments
• Lost revenues and excess compensation costs to the extent that:• It is difficult to find equivalent substitutes for absent employees• Employees have time sensitive outputs• Team productivity depends on an employee who is absent
• For hospitals, additional costs are about 45% higher than daily wages
** Source: Sean Nicholson, Mark Pauly, et al., "Measuring the Effects of Work Loss on Productivity with Team Production," Health Economics 15: 111-123 (2006).
Wage replacements and lost productivity for illness-related absences cost almost $21M
Sick days Short Tem Disability
Long Term Disability
Workers' Comp
FMLA_x000d_(stand alone)
$0
$2
$4
$6
$8
$10
$12
Productivity lost - $8.1M
Wage replacement payments - $12.8M
Mil
lio
ns
What about reduced performance?
79% of this workforce is
estimated to have at least one of 26 chronic illnesses.
2.3% of each workday is lost to underperformance for chronically-ill employees, compared to employees with no chronic illness.
$16.3 million in lost productivity due to presenteeism of chronically-ill employees.
On top of $20.9 million for absence lost productivity
100%
22%
14%Medical/pharmacyWage replacements
Distribution of costs for employees: Healthcare as silo
bv
Distribution of costs for employees: Adding payments to absent workers
73%
27%14%
Medical/pharmacyWage replacements
Distribution of costs for employees: Adding absence lost productivity
62%
23%15%
Medical/pharmacyWage replacementsAbsence lost productivity
Distribution of costs for employees: Including reduced performance
48%
18%11%
23%Medical/pharmacyWage replacementsAbsence lost productivityPerformance lost productivity
The bottom line for this employer
63,600 illness-related absences per year
$20.9 million in resources are unavailable for productive use because of illness-related absences
$16.3 million in reduced performance – presenteeism
$1.08 in lost productivity costs for every dollar spent on medical and Rx treatments
Self-Reported Conditions in HPQ/HPQ-Select
Depression
Chronic fatigue
Anxiety
Allergies/hay fever
Chronic back/neck pain
Obesity
Heartburn/GERD
Chronic sleeping problems
Irritable bowel disorder
Headaches
Migraine
Chronic pain
Arthritis
High cholesterol
Hypertension
Urinary/bladder issues
Asthma
Diabetes
Cancer
Coronary heart disease
Ulcer
Bronchitis/emphysema
COPD
Behavioral Health Issues are Common
43%
17%
34%
40%Depression_x000d_5
7% untreatedChronic
Fatigue_x000d_83% untreated
Anxiety_x000d_66% untreated
Chronic sleeping problems_x000d_61
% untreated
7%
2%5%
2%
9%
12%
10%
4%
16%
14%16%
6%
PrevalenceUntreated
% o
f all
em
plo
ye
es
57% untreated
83% untreated
66% untreated
61% untreated
Behavioral Health Issues are Costly
Depre
ssio
n
Chron
ic fa
tigue
Anxie
ty
Allerg
ies/ha
y fe
ver
Chron
ic b
ack/
neck
pai
n
Obesit
y
Heartb
urn/
GERD
Slee
ping
pro
blem
s$0$2$4$6$8
$10$12
Mil
lio
ns
Allerg
ies/ha
y fe
ver
Chron
ic ba
ck/n
eck
pain
Obesit
y
Heartb
urn/
GERD
Slee
ping
Pro
b-
lem
sAnx
iety
Dep
ress
ion
Chro
nic
fatigu
e
Metabolicsyndrome
Depression
Heartconditions
Low backpain
Cancer
$0 $20,000 $40,000 $60,000 $80,000 $100,000
Costs per 100 EEs
Comparing Chronic Conditions
Depression
Sick Days
Performance
Short Term Disability DaysLong Term Disability DaysWorkers’ CompensationMedical Treatments
How Can HR & Benefits Professionals Make the Case? Communicate the prevalence of behavioral health issues
in your workforce Especially from the employee’s perspective
Understand corporate leaders’ strategic vision What metrics do they value? How does high-performing human capital fit in?
Get condition-specific reports form your vendors on the same basis
Make a business case for your need to integrate data across programs at the employee level