The World of Workplace Wellness Global Trends and Challenges · 2017. 7. 27. · • outrage over management practices, chronic restructuring and work pressure • has become "isolating

© 2009 Buck Consultants, LLC. All Rights Reserved. 1

The World of Workplace WellnessThe World of Workplace WellnessGlobal Trends and ChallengesGlobal Trends and Challenges

Barry HallWolf KirstenKay Campbell

National Business Group on Health WebinarDecember 15, 2009

© 2009 Buck Consultants, LLC. All Rights Reserved.

2009 Global Wellness Survey

Objective:• Assess trends in employer-sponsored

wellness strategies and practices

Participants:• Participating employers: 1,103• Number of countries: >45• Workforce size:

Total: >10 million employeesAverage: 7,500 employeesMedian: 2,000 employees

• All industry categories

Reports:• Global survey report• Executive summary in 7 languages• Special reports: Brazil, Canada, Singapore,

South Africa and United Kingdom www.BuckSurveys.com


Additional research support from:

• The AsiaPacific Wellness Forum• Associação Brasileira de Qualidade de Vida• The Biokinetics Association of South Africa• CPH Health• The European Agency for Safety and Health at Work• Health and Productivity Institute of Australia• Health Promotion Board of Singapore• Hong Kong Baptist University• The International Association of Worksite Health Promotion• The Jacques Malan Group of Companies • LM&S• The National Wellness Institute of Australia• OTBX• The Sanpo Society• The Singapore Health Promotion Board• SPAC Actuaires• Wellness Programming• World Congress


Location of Employees

Africa/ Middle East

Asia

Australia

Europe

North America

Latin America 30%

68%

35%

18%

36%

19%

0% 20% 40% 60% 80% 100%

n = 1103


Global Prevalence of Health Promotion Programs

77%

44%

42%

31%

43%

32%

North America

Latin America

Europe

Australia

Asia

Africa/ Middle East


The Payback from Wellness

• Health care costs (medical and Rx)

• Absence• Disability• Presenteeism

Direct Costs

Indirect Costs

20%

80%


Top Employer Objectives Driving Wellness Initiatives

Africa AsiaAust-ralia Canada Europe

Latin Amer. U.S.

Improve productivity/presenteeism 1 2 1 1 1 1 2Reduce employee absences 2 3 2 2 3 3 3Improve workforce morale/engagement 4 1 3 4 2 4 4Maintain work ability 3 6 6 7 4 2 8

Further organizational values/mission 5 4 8 6 6 6 5Attract and retain employees 6 7 4 5 5 7 7

Improve workplace safety 7 5 5 8 7 5 6

Reduce health care/insurance costs 9 9 11 3 11 11 1Promote corporate image or brand 8 8 6 9 8 9 9

Fulfill social/community responsibility 10 10 8 10 9 8 10

Comply with legislation 11 11 10 11 10 10 11

Supplement gov’t-provided health care 12 12 12 12 12 12 12

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Total Loss (conservative): ~ 7 Millionen €

0 € 200.000 € 400.000 € 600.000 € 800.000 € 1.000.000 € 1.200.000 € 1.400.000 € 1.600.000 €

Stress

Poor Sleep / Insomnia

Depression

Other health conditions

Neck- / Back Pain

Colds

Headaches

Allergies

Arthritis

Digestion

Influenza

Asthma

High Blood Pressure

Diabetes

Loss in €

Absenteeism Presenteeism


Health Issues Driving Wellness Strategy

Africa Asia Australia Canada EuropeLatin

AmericaUnitedStates

Stress 1 1 1 1 1 3 5Physical activity/exercise 4 2 2 4 2 1 1Nutrition/healthy eating 10 3 4 5 6 2 2Work/life issues 3 6 3 2 3 11 9Chronic disease (e.g., cardiac, diabetes) 8 7 5 8 10 6 3High blood pressure 9 5 7 10 11 4 4High cholesterol 13 4 8 9 13 5 7Workplace safety 6 8 6 6 5 8 11Depression 5 11 10 3 7 13 10Tobacco use/smoking 12 14 12 11 4 10 8Psychosocial work environment 10 10 13 7 8 9 15Obesity 15 12 9 15 14 7 6Personal safety 6 9 14 12 9 15 13Sleep/rest/recovery 17 13 11 13 12 12 14Maternity/newborn health 18 17 16 16 15 14 12Substance abuse 14 18 15 14 16 18 16Infectious diseases/AIDS/HIV 2 16 17 18 18 17 17Public sanitation 16 15 18 17 17 16 18

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Ten Leading Causes of Burden of Disease 2004 and 2030

Source: WHO, 2004


Tip of the Iceberg: Work-Related Suicides

• France Telecom: 24 suicides in less than 2 years• outrage over management practices, chronic restructuring

and work pressure• has become "isolating place", "everyone for himself”• management first denied responsibility – now has

temporarily halted relocations and reassignments and added counseling services and hot-line

11


Number of Suicidal Deaths in Japan

‘78 ‘80 ‘90 ‘00 ‘03

Source: National Police Agency, Japan


State of Employee Mental Health

• 470,000 on long-term leave due to mental disorders• 2.6 million receiving medical treatment for mental disease• 85.8% of companies replied that depression is the most

frequent disorder• High awareness but associated stigma persists

http://flagspot.net/images/j/jp.gif


Status of Wellness Strategy 200920082007

7%

31%

14%

5%

29%

15%

3%

25%

12%

5%

34%

21%

3%

20%

12%

6%

37%

22%

0% 10% 20% 30% 40% 50%

No plans for health promotion strategy

Numerous initiatives but nocomprehensive strategy

No current strategy, but intend todevelop one in next two years

Have strategy, but not implemented

Strategy is partially implemented

Strategy is fully implemented


REASONS FOR NOT HAVING A GLOBAL WELLNESS STRATEGY

No global oversight for health care strategy

Lack of cultural readiness across our regions

Lack of vendors who can meet our global objectives

Not a priority at the enterprise level

Limited availability of language- andculturally-adapted tools and solutions

Not a priority at local levels 20%

22%

22%

29%

30%

56%

STRATEGY IS GLOBAL(covers most employees regardless of geography)

Yes41%

No59%

Globalization of Strategy


Program Governance

OWNERSHIP AND CONTROL OF WELLNESS PROGRAMS

Centralized ownership and control

Centralized coordination with local autonomy

No centralized coordination-health promotioninitiatives are spread throughout the organization 13%

23%

64%

12%

39%

48%

Multinational OrganizationsSingle-Country Organizations


Top Wellness Program Elements

Africa Asia Canada Europe Latin America United States

Biometric health screening


Immunizations/ flu shots

Gym/fitness club membership

discount



Executive screening program

On-site health classes


discount



Health risk appraisal

Health portal/ Web site

Company-sponsored sports

teams





discount

Employee health fairs











discount


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Fastest Growing Wellness Program Elements

Africa Asia Canada Europe Latin America United States

Caregiver support

Cycle-to-work program

Personal health/ lifestyle coaching

(on-site)

Healthier vending machines



Improving the psychosocial work

environment

Online healthy lifestyle programs








environment


environment



environment

Company-sponsored sports teams or leagues

On-site physiotherapy/

physical therapy


Disease management

programs


environment

Personal health/ lifestyle coaching

(on-site)

Work/life balance support


environment

Personal health record




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Focus: Mental Well-Being

A more comprehensive approach including the following components:

1. primary prevention (reduction of work-related stressors and improvement of working conditions, e.g. employee control, social support)

2. secondary prevention (awareness raising, stress management, resilience building)

3. tertiary prevention (treatment, rehabilitation and reintegration of mental disease, e.g. through EAP)

19


Innovation: MBA in Health Promotion and Quality of Life Management

• Cooperation between ABQV, ABRAMGE, Universitário São Camilo

• 2-year program – 500 hours• Courses: finance, project management, marketing,

administration, human resource management, imformationsystems, prevention of chronic disease, mental health and stress, physical activity, tobacco control, bioethics, scientificmethods, etc.

www.mbagestaosaude.org.br/

20

http://www.mbagestaosaude.org.br/


Prevalence of Incentive Rewards (or Penalties)

United States

Asia

Australia

Africa

Canada

Europe

Latin America 17%

24%

24%

26%

33%

42%

56%

41%

33%

26%

26%

42%

59%

52%

33%

33%

32%

18%

24%

18%

41%

0% 20% 40% 60% 80% 100%

Incentive rewards offered todayNot offered today, but have plans to offerNo plans to offer


Offered todayPlan to offer in next yearPlan to offer in next 2-3 yearsDon't currently offer and no plans to offer

Activities for which Incentive Rewards are Offered

10%

19%

21%

26%

29%

32%

32%

33%

43%

47%

56%

15%

14%

17%

17%

17%

18%

19%

18%

21%

26%

25%

17%

20%

18%

19%

14%

16%

15%

56%

38%

38%

42%

37%

33%

32%

36%

23%

20%

15%

13%

16%

17%

11%

0% 20% 40% 60% 80% 100%

Health risk appraisal (lifestyle questionnaire)

Workplace challenges (e.g., walking, weight loss)


Obtaining regular preventive care examinations

Tracking healthy living activities (e.g., exercise)

Refraining from tobacco use

Completing educational courses (live or online)

Contacting a health coach or advisor

Adherence to a disease management program

Achieving/maintaining measurable health status

Adherence to a therapeutic regimen


9%

11%

15%

29%

30%

33%

33%

43%

46%

52%

11%

8%

4%

6%

11%

7%

11%

15%

13%

17%

19%

16%

12%

6%

9%

10%

10%

67%

70%

63%

41%

45%

51%

55%

37%

38%

27%

8%

6%

5%

2%

3%

12% 8% 8%

97%

93%

89%

85%

83%

72%

2%

2%

2%

3%

4%

5%

2%

6%

8%

8%

0% 20% 40% 60% 80% 100%

Offered todayPlan to offer in next yearPlan to offer in next 2-3 yearsDon't currently offer and no plans to offer

Gifts/merchandise

Free or low cost preventative health services

Raffles/drawings

Cash

Employer-subsidized gym membership

Reimbursement for wellness classes

Health insurance premium reductions

Contribution to health spending or saving accounts

Vacation days/paid time off

Reduced health copayments

INCENTIVES/REWARDS

Health insurance premium increases

Mandatory participation to receive health insurance

Increased health copayments

Benefit reduction

Condition of employment (e.g., not hiring smokers)

Salary penalty

DETERRENTS/PENALTIES

Types of Incentive Rewards


Annual Incentive Value Per Employee

2007: $1002008: $1452009: $163

U.S. Average:

ANNUAL INCENTIVE SPEND PER EMPLOYEE – ALL REGIONS (in $U.S.)

30%

24%

11% 15%

8% 12%

$10 and less $11 to $50 $51 to $100 $101 to $250 $251 to $500 More than$500


Do Incentives Work?

EFFECTIVENESS OF INCENTIVE REWARDS AT INFLUENCING BEHAVIORAL CHANGES AMONG EMPLOYEES

4%

13%

37%

22%

3%

21%

Extremelyeffective

Significantlyeffective

Moderatelyeffective

Minimallyeffective

Not effective Don’t know


Health Trend Impact

REDUCTION IN HEALTH CARE TREND RATE – U.S. EMPLOYERS

AVERAGE ANNUAL REDUCTION IN HEALTH CARE TREND RATE – U.S. EMPLOYERS

Yes18%

No24%

Don't know58%

More than 10 trend percentage points per year

6-10 trend percentage points per year

2-5 trend percentage points per year

0-1 trend percentage points per year 35%

57%

6%

1%


Organizational Impact / ROI

IMPACT OF WELLNESS INITIATIVES ON ORGANIZATION

Improved organization image 34%

Improved workforce morale/engagement 33%

Improved overall employee health 39%

Increased use of preventive exams or benefits 38%

Improved worker productivity/reduced presenteeism 49%

Reduced population health risks 40%

Reduced employee absences due to sickness or disability 47%

Enhanced attraction and retention 40%

Improved workplace safety 43%

External recognition (awards, "best places to work" lists) 37%

Reduced health care or insurance premium costs 42%

Don't Know

6%

13%

8%

7%

7%

11%

9%

12%

14%

14%

14%

16%

19%

15%

18%

16%

21%

22%

26%

27%

18%

11%

17%

19%

18%

19%

17%

16%

19%

19%

15%

7%

8%

9%

7%

6%

9%

18%

7%

7%

5%

8%

8%

8%

7%

5%

11%

6%

8%

4%

4%

6%

5%

6%

4%

5 = Major Impact 4 3 2 1 = No Impact


HOW CURRENT ECONOMIC DOWNTURN HAS IMPACTED HEALTH PROMOTION AND WELLNESS ACTIVITIES

Increased our emphasis on wellness services

19%

Decreased our ability to provide wellness services

24%

Little to no impacteither way

58%

Economy’s Impact


Building a “Culture of Health”

EXTENT TO WHICH THE ORGANIZATION PLANS TO PURSUE A

CULTURE OF HEALTH FOR THE FUTURE

58%

23%14%

5% 1%

5 =Activelypursue

4 3 2 1 = Not atAll

EXTENT TO WHICH THE ORGANIZATION CURRENTLY HAS A

CULTURE OF HEALTH

12%22%

33%24%

8%

5 = Verymuch so

4 3 2 1 = Not atAll

34%

81%


Vision for the Future

• Building or strengthening wellness strategy• Achieving specific metrics and accomplishments in the near term• Measuring program effectiveness• Greater integration with other employer-provided programs• Enhancing program design• Increasing employee accountability• Linking strategy to image and brand • Creating or instilling a culture of health • Achieving balance between personal improvement and company

success• Securing greater support from senior leadership • Creating a more cohesive global program

Documents

The World of Workplace Wellness Global Trends and Challenges · 2017. 7. 27. · • outrage over management practices, chronic restructuring and work pressure • has become "isolating