Creating a Culture of Wellness within your Organization

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Creating a Culture of Wellnesswithin your
Organization
Mary Ann Sturm
Director, Human Resources SCF Arizona
Maria Simpson
Human Resources Specialist SCF Arizona
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• Objectives
• Wellness and insurance costs
• Why create a wellness strategy?
• Obesity in the workplace
• What are the costs?
• What you can and cant do about obesity
• Building a CULTURE of wellness

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• Wellness and Insurance Costs

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• The Rising Cost of Health Care
• Since 2000, health insurancepremiums for a
  typical family of four have increased by 114
  proving costly for both employers and
  employees.1
• Annual health care costs per Employee in large
  companies is projected to be 10,475 in 2012.2
• Productivity losses related to personal and
  family health problems cost U.S. employers
  1,685 per employee per year, or 225.8 billion
  annually. 3

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• Modifiable Health Care Costs
• Modifiable Health Care Costs are costs that are
  preventable conditions such as obesity, high
  cholesterol, diabetes.
• An employers health care bill is anywhere from
  25 50 potentially modifiable.4
• Lost productivity costs from these modifiable
  costs add to the expense.

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• Return on Investment (ROI)
• In one study, for every dollar spent on wellness
  programs medical costs fell by 3.27 and
  absenteeism costs fell by 2.73 for every dollar
  spent.5
• Companies with the most effective health and
  productivity programs experienced superior human
  capital and financial outcomes
• 11 percent higher revenue per employee,
• Lower medical trends by 1.2 percentage points,
• 1.8 fewer days absent per employee, and
• 28 percent higher shareholder returns.6

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Why Wellness Programs are good for business
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• Types of Wellness Programs

Morale-oriented Fun, activity focused, voluntary, no incentives, not personalized, no evaluation. Activity-oriented Health focused, low to moderate risk reduction, voluntary, minimal incentives, not personalized, limited evaluation. Results-oriented Includes health and productivity metrics, strong risk reduction, includes mandated activities, highly personalized, rigorously evaluated.
No ROI Limited ROI Greatest ROI
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• Obesity in the Workplace

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• Obesity Explained
• Obesity is a multi-faceted and highly complex
  medical condition.
• The terms "overweight" and "obese" describe
  weight ranges that are above what is medically
  accepted as healthy.
• Being in either the overweight or obese weight
  ranges increases the likelihood of certain
  diseases and health problems.
• Over one-third of U.S. adults (36) are obese.7

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• Overweight or Obese?
• Weight and height are used to calculate a number
  called the "body mass index" (BMI). For most
  people, BMI is a good estimate of body fatness.
• A BMI of 25 to 29.9 is considered overweight.
• A BMI of 30 or higher is considered obese.
• A BMI of 40 or higher is considered morbidly
  obese.
• To find your BMI, visit www.cdc.gov and search
  BMI

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Overweight or Obese? For example, if your height
is 5' 9" and you weigh between 169-202 lbs., you
are considered overweight if you weigh over 202
pounds, you are considered obese.
Height Weight Range BMI Considered
5' 9" 124 lbs. or less Below 18.5 Underweight
125 lbs. to 168 lbs. 18.5 to 24.9 Healthy weight
169 lbs. to 202 lbs. 25.0 to 29.9 Overweight
203 lbs. or more 30 or higher Obese
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• Obesity What are the causes?

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• Obesity What are the causes?
• Advances in technology have led to changes in the
  amount of physical activity people get at work.8
• Men and women burn 100 fewer calories per day on
  the job than they did 50 years ago for several
  reasons
• For many people, the majority of work time is
  spent sitting at a desk.
• New technologies and a shift to more
  service-oriented rather than manual-labor jobs.
• Americans spend approximately 100 hours each year
  commuting.9

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• Obesity What are the costs?
• Obese persons spend 77 more on necessary
  medications than non-obese people.9
• Medical expenses are 42 higher for an obese
  person than for a normal weight person.10

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• Obesity Cost to business
• Workers compensation insurance claims covering
  obese workers exceed 73 billion annually.11
• Obese workers account for 61 of all employer
  workers compensation costs. 11
• The types and nature of injuries sustained by
  obese workers are more likely to result in
  permanent disabilities or, injuries take longer
  to heal, which drives workers compensation
  insurance costs higher. 11

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• Tackling obesity in the workplace
• Biometrics and Education
• Disease Management Programs
• Onsite Weight Loss Programs
• Move More Campaigns
• Healthy food options onsite
• Flexible work schedules to accommodate physical
  activity during the work day
• Provide reimbursement for use of community
  fitness centers

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• Creating a Culture of Wellness

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Walking and Talking Video http//www.everybodywal
k.org/funny-or-die.html
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Create a C U L T U R E of wellness
C Capture Capturing senior level supportwill make all the difference for creating a foundation for a successful wellness program.
U Understand Appreciate your corporate culture and gather current status data from HRAs and/or Health Screenings and claims data. Evaluate knowledge and interest through surveys.
L Leverage Create teams and identify wellness ambassadors to help to distribute the responsibility for wellness throughout the organization
T Tactical Plan Make a plan to guide your organizations efforts and investment in wellness.
U U-Centered Pick interventions that are appropriate to your organization, like smoking cessation, disease management, weight loss programs, etc.
R Review Policies, work environment, rewards and incentives to enhance wellness programming.
E Evaluate Participation, satisfaction, behavior modification and cost evaluation can keep wellness programs relevant for your organization
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• SCFs Wellness Program Objectives
• To create a healthy corporate culture that
  promotes individual health and wellness by
  providing an integrated approach to employee
  wellness, in order to
• Support employees to identify risks and make
  positive lifestyle changes
• Enhance overall well being and vitality
• Control medical costs
• Apply best practices to ensure maximum return on
  wellness investment at SCF

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• Building wellness into benefit plan design
• SCFs Story
• SCF introduced a High Deductible Health Plan with
  a Health Savings Account
• Opened a free onsite clinic for employees and
  covered dependents
• Applied a 10 medical premium discount for
  employees who participated in employee health
  screenings AND who met with a provider to go over
  their results.

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Sample Outcome Based Goal Demonstrate, through a
survey, an increase in employee awareness and
participation in wellness programming. 70 of
employees will report that they know their blood
pressure, blood sugar HDL/LDL cholesterol
numbers and, 65 of employees will report that
they have participated in at least one wellness
activity.
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Do you Know Your Numbers?
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• Wellness Campaign Ideas
• Hand Washing
• Medical Self-Care
• Smoking Cessation
• Step on Up! walking program

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• SCF Success Story
• Its the Energizer Bunny!

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• SCF Success Story
• Meet Gail

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Resources Wellness Council of America
WELCOA www.welcoa.org Wellness Council of
Arizona WELCOAZ www.welcoaz.org Weight of the
Nation Confronting Americas Obesity
Epidemic theweightofthenation.hbo.com
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Video http//theweightofthenation.hbo.com/
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Questions?
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Sources 1Kaiser Family Foundation and Health
Research and Educational Trust. 2010 Kaiser/HRET
employer health benefits survey. Menlo Park, CA
and Chicago, IL 2010. 2Health Care Costs to Top
10,000 Per Worker for First Time in 2012 -
Per-employee expense for businesses rising
individuals projected to spend more as well By
Marlene Y. Satter - October 3, 2011.
www.advisorone.com 3Stewart WF, Ricci JA, Chee E,
Morganstein D. Lost productive work time costs
from health conditions in the United States
results from the American productivity audit. J
Occup Environ Med. 200345(12)1234-1246. 4Hunnicu
tt, D Leffelman, B. (2007). WELCOAs Well
Workplace Initiative. WELCOAs Absolute
Advantage Magazine 5 Baicker K, Cutler D, Song
Z. Workplace wellness programs can generate
savings. Health Aff (Millwood).
201029(2)304-311. 6 The Health and Productivity
Advantage, 2009/2010, Staying_at_Work Report,
Originally published by Watson Wyatt Worldwide
http//www.towerswatson.com/research/648 7Centers
for Disease Control and Prevention. Overweight
and Obesity. 2011 http//www.cdc.gov/obesity/chil
dhood/basics.html. Accessed March 9,
2012. 8Church TS, Thomas DM, Tudor-Locke C, et
al. Trends over 5 decades in US
occupation-related physical activity and their
associations with obesity. PLoS One.
20116(5)e19657. 9United States Census Bureau.
Americans Spend More Than 100 Hours Commuting to
Work Each Year, Census Bureau Reports. Newsroom
2005 http//www.census.gov/newsroom/releases/arch
ives/american_community_survey_acs/cb05-ac02.html.
Accessed March 12, 2012. 9U.S. Department of
Health and Human Services. Prevention Makes
Common "Cents". Washington, DC U.S. Department
of Health and Human Services2003. 10Finkelstein
EA, Trogdon JG, Cohen JW, Dietz W. Annual medical
spending attributable to obesity payer-and
service-specific estimates. Health Aff
(Millwood). 200928(5)w822-w831. 11National
Council on Compensation Insurance (NCCI)