Wellness Fluff or Stuff Colleen Gillespie

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					Wellness…….Fluff or Stuff?
          Colleen Gillespie
    cgillespie@humansolutions.ca
        Phone: 403-216-6353
Return on Human Capital




  “It is health that is real wealth and not pieces of gold or silver.”
                                  Ghandi
     Workplace Wellness – Not about being Nice

                                                60% of Canadian adults spend their entire workday
                                                seated, and 56% are classified as "Physically
                                                Inactive".

                                                Countless studies have shown a correlation between
                                                physical inactivity and the following outcomes:
                                                 depression
                                                 type 2 diabetes – 90% of diabetes
                                                 heart disease
                                                 stroke
                                                 hypertension
                                                 colon and breast cancer
                                                 osteoporosis
                                                 obesity
                                                 arthritis
                                                 premature death


              A North American child born in 2000 stands a 1 in 3 chance of being diagnosed with
        diabetes in his or her lifetime. Depression & premature death is twice as common in people with
        diabetes (80% die from heart attack or stroke). Aboriginal people are 3-5x more likely to develop
                                          diabetes than general population.
Source: WELCOA/Canadian Public Health Agency/Canadian Diabetes Association
   Workplace Wellness – Not about being Nice

   66% of Canadian workers report high job stress,
   32% do not feel supported by coworkers in their work
   15% are experiencing actual conflict with coworkers
   Studies have shown that stress levels directly affect:
    increases in smoking and drinking
    susceptibility to infection
    elevated cholesterol
    increased risk of physical injuries at work
    high blood pressure (hypertension)
    insomnia
    cardiovascular disease
    psychosomatic symptoms
    adverse birth outcomes
    mental health conditions including depression
    periodontal disease
    cancer

    Plan members who improve their stress levels can save their
    employer $925 per year according to Buffet & Company.

Source: WELCOA/Cdn Public Health Agency/Buffet
  Workplace Wellness – Not about being Nice

      21% of Canadian workers are currently "daily or regular" smokers,
         and 9% more are exposed to second hand smoke at home




                                                                                         Estimated
                                                                                       Annual Cost
                                                                                           $3396




        According to the National Business Group on Health, unproductive time at work associated with
             smokers may mean “employees can be out on smoke breaks up to nine weeks per
                            year...that’s 16% of the work year, or one day a week.’’
Source: WELCOA/Conference Board of Canada
  Workplace Wellness – Not about being Nice

  36% are overweight, 23% are obese, 5%
  have diabetes, and another 5% have either
  prediabetes or undiagnosed diabetes
  There are a myriad of issues and costs associated with
  being overweight, including:
   cardiovascular disease;
   hypertension;
   pulmonary embolism;
   type 2 diabetes;
   osteoarthritis;
   certain cancers (colorectal cancer, postmenopausal
  breast cancer, endometrial cancer);
   stroke;
   gall bladder disease;
   lower self-esteem;
                                                             Estimated Annual Cost
   premature mortality;                                           Differential –
   greater absenteeism and lost productivity;
                                                                    Diabetes
   less respect from coworkers;
   increased long term disability costs;                            $4,411
   increased short term disability costs; and
   increased drug benefit costs.                          medical & productivity cost
Source: WELCOA/Canadian Diabetes Association               (absence & disability 30%)
Workplace Wellness – Not about being Nice


                                         4% of Canadian workers have experienced a
                                         bout of depression in the past year

                                         8% more have previously had an occurrence
                                         of depression (prior to the past year)

                                         Destigmatize

                                         Create Support/Awareness

                                                               For the Record!
                                                  Men and women experience mental health
                                                  issues at approximately the same rate (1.4
                Estimated
                                                    million women or 11 per cent of the total
               Annual Cost                       surveyed compared to 1.2 million for men or
                                                 10 per cent of the total surveyed – Statistics
                  $9,920                                           Canada:


Source: WELCOA/Ipsos Reid/Stats Canada
Mental Illness in the Workforce

 Related Short Term and Long Term Disability account for 1/3 of
  claims and 70% of costs

 On average an STD episode lasted 33 work days and costs
  approximately $9,000

 Mental Illness STD are longer in duration (67 work days) and more
  costly (approximately $18,000) than claims for physical conditions




 Source: Dewa et al, J Occup Environ Med. 2010:52:758-762
Depression



      Depression is currently the leading cause of workplace disability!
             BC Business and Economic Roundtable on Mental Health


        It is believed that depression will be the leading cause of lost
                   productivity in industrialized nations by 2020!
                           World Health Organization
Major Depression and Work Loss Days




 Absenteeism                                                 8.7 days per year
 Presenteeism (lost days equivalent)                        18.2 days per year
 Total Work Loss Days                                       27.2 days per year




 Source: American Journal of Psychiatry 163:1561-1568, Sept 2006 – 6.4% of population
 Workplace Wellness – Not about being Nice




      21% of Canadian workers are either binge
      drinkers or heavy drinkers

      14% have used marijuana in the past year

      1% is addicted to either prescription or
      illegal drugs

      40% of industrial fatalities and 47% of
      industrial injuries can be linked to alcohol
      consumption




Source: WELCOA/Bernstein/Mahoney, Occupational Medicine Article
Who is Responsible?

                   Asked participants about six behaviours that
                    contribute to poor health – smoking, exercise,
                    diet, sleep, stress, water intake
                   63% engaged in 3 or more unhealthy
                    behaviours
                   Risk Factors for Disease - lack of exercise,
                    poor diet and smoking
                   Of these 18% have all three risk factors and
                    65% have 2 or more risk factors
                   73% think their own behaviour is the biggest
                    factor that has influence on their health but lack
                    of willpower, time and money were preventing
                    change
                   Employers can give the nudge/incentive &
                    convenience to make the difference for
                    employees and the bottom line

                Source: Sun Life Canadian Health Index Report
    Lifestyle Changes Work



   Risk of developing type 2 diabetes can be
    reduced by 58% by moderate exercise.
   80% of heart disease, stroke and type 2
    diabetes can be avoided by avoiding tobacco,
    eating a healthy diet and exercising regularly
   40% of most cancers can be avoided the
    same way




     Source: WHO
Variables for Business Case




   Employee Health & Wellbeing   Organizational Culture
                                 Poor culture breeds ill health
Effects

High Effort/Low Reward and High Demand/Low Control Work
Environments
   3x increase in cardiovascular risk
   2-3x increase in depression and anxiety
   2x increase in use of alcohol and drugs
   5x increase in certain cancers
   2-3x increase in injury rate
   3x increase in back pain




Source: Dr. Martin Shain, 2000
Workers’ Poor Health Impacts Profitability

    Study in Journal of Occupational & Environmental Medicine (JOEM)
    Conducted over several years
    Involved 10 businesses and 150,000 employees
    Presenteeism greater impact than Absenteeism
    Poor health of employees at every level had an impact, executives and
     managers suffered just as high percentage of presenteeism as their non-
     managerial counterparts

       Medical & Pharmaceutical Cost Drivers   Productivity Costs plus Med & Pharm.
          Cancer (not including skin)            Obesity
          Back & Neck Pain                       Back & Neck Pain
          Heart Disease                          Arthritis
          Chronic Pain                           Depression
          High Cholesterol                       Anxiety
    Source: JOEM
The New Paradigm



Supply Management       Demand Management
- increased co-pays     - healthier lifestyles
- managed formularies   - awareness & behaviour change
- higher deductibles    - wiser consumers
Wellness and Engagement


      Engagement & Wellness tend to go together
      Work environment that fosters employee development & relationship
       building contributes to high levels of productivity especially when an
       employee is in good health & maintains work/life balance
      Wellness is a fundamental building block of human performance to go
       the extra mile engaged employees need sufficient energy & stamina




Source: Leaderwalk
Engagement Drivers




Source: AONHewitt
Engagement and Profitability

     Organizations with high levels of engagement 65% or higher continue to outperform the
      total stock market index and post shareholder returns 22% higher than average in 2010.

     Companies with low engagement (45% or less) had a shareholder return that was 28%
      lower than average.

     Best Employers achieve competitive advantage through their people, improved retention
      and increased productivity.

     Correlation between higher engagement and lower employee stress, also senior
      management seen as supportive and employees not likely to report high work overload

     Parallel relationship between high engagement and reduced absence rates, reduced
      incidence of new LTD claims, lower WC premiums and better self reported personal
      health.

     Wellness programs more common in highly engaged organizations



    Source: AONHewitt/Dr.Linda Duxbury
Return on Investment
                          75% of workplace productivity losses
                           relate to employee lifestyle choices
                           (Centre for Disease Control/Forbes)
                          $4-$6 ROI per $1 Spend
                          Reduce healthcare & disability costs
                          Increased productivity
                          Improved employee morale and
                           motivation
                          Reduce presenteeism
                          Reduce absenteeism $2.73 per $1
                           Spend (Harvard University Health
                           Affairs Feb 2010)
                          Enhance image of organization
                          Fewer employee errors, accidents &
                           injuries
                          Improve physical & mental health
                          Reduce employee turnover
Quality EFAP Services

                Counselling
                 Face to Face = 90% of our service! Always Offered!
                 Telephonic
                 E-counselling
                Health Management
                 E-courses
                 Health & Wellness Companion
                 Health Library
                 Self-Help Resources

                PlanSmart Series
                 Elder/Child Care
                 Legal
                 Financial
                 Nutritional
                 Career
                 Pre-Retirement
Health Management
Busy Family
e-Courses
  Employee/Dependants
        Stress
        Depression
        Anger Management
        Respectful Workplace
        Smoking Cessation
        Alcohol Use – Taking Control
        Effective Parenting
        Resilience
        Optimism
        Change Management
        Job Transition/Loss
        Career Changes
        Conflict Resolution (Relationships)
        Pre-Retirement Planning

  Managers/Supervisors
        Change Leadership
        Values-Based Leadership
        Supervision Fundamentals
        Respectful Workplace
Publications




                                               Free Information from
                                                local Groups and On-
                                                line




   LifeSkills Articles   Monthly Employee
                            Newsletter
Plan Smart Series™

      Caregiver Support
           New Parents
      Childcare and Parenting
   Elder and Family Care Giving

         Life Planning
    Financial Advisory Service
        Legal Consultation
        Career Counselling
     Pre-Retirement Planning
       Shift Worker Support

     Health Management
       Smoking Cessation
       Nutritional Support
      12 Weeks to Wellness
12 Weeks to Wellness

  Changing Behaviour
       increasing self-awareness,
       developing & practicing new behaviour, thoughts & perceptions
  Workbook
  CD
  Nutritional Counselling
  Consultation with a weight loss & behaviour change consultant
  Stress Map
StressMap



       Explores sources of stress & personal responses to them
       Identifies personal strengths and vulnerabilities
       Highlights areas of potential burnout
       Helps to create the necessary self-awareness to initiate change
       Features:
            Self-administered, confidential
            Reusable Grid to measure changes over time
            Norm-tested and reliable
            Immediate feedback
            Uses non-technical language
            Suitable for all levels of an organization
            Measures strengths as well as vulnerabilities
            Focuses on issues that can be changed and skills that can be learned
Additional Services
 Psychological Assessment
     DSM Diagnosis
     Treatment Recommendation
     Referrals to Psychiatric Services
     Longer Term Counselling
     Return to Work Focus Counselling

 Substance Abuse Assessments
     Substance Abuse Experts
     Multiple Measure Diagnosis
     Screening for Psychological Issues
     Treatment Recommendation
     Relapse Prevention
Additional Services


Health and Wellness Challenge
A flexible, web-based, health incentive program
that promotes individual health practices through
the workplace. An organization-wide event that
motivates employees to engage in healthy
habits such as being more active and adopting a
healthier diet.




                                     Workplace Interventions/Support
                                        Conflict Resolution
                                        Fit to Position
                                        Engagement Audit
                                        Employee Learning Sessions
On-Site Health Risk Assessments

 Designed to assess an individual’s current health status & potential future risks, includes:
      20 minute, private interview with RN
      A tailored questionnaire called the HRA Personal Risk Profile
      Clinical measurements - blood pressure, pulse, height, weight, hip: waist ratio,
        blood sugar test and blood cholesterol test
      Health status Report - assessing if the employee is at low, moderate or high risk
        for future illness or disability
      Doctor's letter for employees with a high-risk assessment.
      Aggregated Data Report - percentage of employees, by gender and age, at risk
        for specific disease groups.
Health Management

               Intermittent Absence

               Illness/Injury Management

               Short Term Disability
                Adjudication/Management

               Bridge to Long Term

               WCB

               Pre-Employment/Periodic Medical

               Ergonomic Assessment

               Drug and Alcohol Screening
Employee Learning

Employee Learning Sessions
   Responsible Optimism                           Marriage in the Early, Middle & Later Stages
   Managing Stress                                     Part 1: Newlywed & Building a Future
   Depression                                          Part 2: Marriage in the Middle Stages
   The Art of Relaxation                               Part 3: Marriage in the Later Stages
   Making Shift Work Easier & Safer               Professionalism in the Workplace
   The Emotional Effects of Retirement            Enhancing Communication in the Workplace
   Navigating Life Transitions                    Work Life Harmony
   Communicating in Family Life                   How to Effectively Manage your Time
   Foundations of Effective Parenting             How to Set Boundaries & Be Assertive
   Understanding Mental Health                    Sleep & Restfulness
   Resilience: Learning to Roll with Life’s Punches
   Are You Ready to Quit? An Introduction to Smoking Cessation
Health & Wellness Support

                                     •   Wellness Fair Support
                                     •   Booth, Prizes and Trivia
                                     •   Promotes Awareness
                                     •   Answer Questions
                                     •   Handouts
                                     •   Team Up Other Small Employers




The Human Solutions Wellness Wheel
Value Add

  Develop health and wellness initiatives to fit your organization (Wellness Fair,
   Health Challenge, Health Risk Assessment promotion)
  Work with internal wellness committee to establish & enhance health
   promotions
  Incorporate data analysis from prescription drug, short and long term disability
   claims
  Facilitate Wellness Fair and other Occupational Health Initiatives
  Assist in Measurement of Return on Investment
       Standardized Calculators – Intl Foundation Benefits & Compensation
       Industry Norms
       Engagement Measures
       Changes in Claims Incidence or Duration – STD, LTD, Prescription Drugs
       Qualitative Measures
       Pre and Post Health Risk Measures – e.g. Health & Wellness Challenge
     BE WELL!
      Colleen Gillespie
cgillespie@humansolutions.ca
    Phone: 403-216-6353

				
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