life’s brighter under the sun. making the connection: workplace wellness programs & employee...
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Life’s brighter under the sun.
Making the connection: Workplace wellness programs & employee engagementHealthy Outcomes ConferenceApril 2008
Violette Lareau, XeroxDoug Smeall, Sun Life Financial Lori Casselman, Buffett & Company
2
The ‘profits of prevention’
1.Costs follow health risks— in both directions
2.Absenteeism, presenteeism & productivity tied to health risks
3. It pays to keep healthy people healthy4.Even small increases in physical activity
can produce results 5.Gains in employee engagement
can be tied to wellness programs
3
Costs follow health risks
Annual medical charges for
different ages and health risk
groups
19-3435-44
45-5455-64
65-7475+
Low Risk
Non-Participant
Medium Risk
High Risk
0
2000
4000
6000
8000
Low Risk
Non-Participant
Medium Risk
High Risk
Source: D. Edington. Emerging Research: A View From One Research Centre
4
Absenteeism
University of Michigan study
• Workplace health promotion shown to decrease absenteeism:
• 10.5% in first year of implemented program
• 14% in second year
• Translates into $1.22 - $1.63 savings per dollar invested
Schultz et al. (2002) Influence of participation in a worksite health promotion program on disability days. Health promotion participation and disability,.
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It pays to keep healthy people healthy
Source: Musich, Schultz, Burton, Edington (2004).
Overview of disease management approaches. Disease management and
outcomes.0
3000
6000
9000
Time period
Healt
hcare
costs (USD)
Serious Disease
Minor Disease
No DiseaseHealth promotion opportunity
Medical & caremanagementopportunity
Disease management opportunity
0
3000
6000
9000
Serious Disease
Minor Disease
No Disease
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Even small increases in physical activity can bring results
Study of walkers:
• Short bout versus long bout achieved similar fitness gains in oxygen capacity
• Body mass and waist circumference decreased substantially among short bout walkers
Source: Murphy, MH and Hardman, AE. “Training effects of short and long bouts of brisk walking in sedentary woman”.
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Gains in employee engagement and wellness programs
Scale Year 1
Year 2
Baseline LFL HSO LFL HSO
Organizational commitment
74.8 77.0 74.1 79.3 75.8
Job involvement 62.9 63.4 63.8 65.1 64.6
Growth opportunities 63.0 62.5 61.3 63.5 62.6
Supervision 66.7 66.2 63.8 67.2 64.1
Working conditions 72.6 74.6 67.6 76.0 70.1
Job competence 77.9 77.9 76.5 80.3 79.4
Respect from family, friends
73.5 74.2 73.1 75.4 73.6
Relations with co-workers 64.6 66.2 63.5 66.0 65.2
Pay and fringe benefits 65.6 66.2 61.6 71.9 68.9
Job security 71.7 72.9 69.4 72.1 69.6Journal of Occupational Medicine (Volume 32, No. 10, October 1990)
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Program evaluation:Impact of wellness initiatives on an organization
Source: Buck Consultants (October 2007). Working Well: A global survey of health promotion and workplace wellness
strategies.
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Increased retention ofemployees (reduced turnover)
Improved worker productivity
Improved workplace safety
Reduced employee absencesdue to sickness or disability
Reduced Population health riskscores
Improved workforce morale/ jobsatisfaction
Improved organization image 21% 31% 20% 23%5%
21% 32% 26% 19%2%
17% 30% 16% 32%4%
12% 34% 25% 27%3%
13% 31% 23% 31%2%
9% 35% 23% 30%2%
11% 28% 28% 32%1%
Improved organizationimage
Improved morale /Job satisfaction
Reduced populationhealth risk scores
Reduced employee absencesdue to sickness or disability
Improved workerproductivity
Improved employeeretention (reduced turnover)
Improved workplacesafety
Major impact No impact
Life’s brighter under the sun.
The Xerox Canada journey towards a healthy workplace
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About Xerox Canada
• 3,800 employees located across Canada
• Diverse population
• Multi-generational
• 35% virtual
• Call centers on east coast
11
Wellness at Xerox: Why? (Business case)
Escalating costs:
• Health care benefits
• Mental health issues / stress
• Absenteeism / presenteeism
• Aging population
Productivity:
14,000 lost days in 2005!
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Wellness at Xerox: Why? (Business case)
• Prevention makes a lot of sense
• Employer of choice necessary to attract & retain talent
• Multi-generational appeal
• Wellness is more than fitness
Expected ROIover time:
3:1 minimum based on
published studies
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Xerox Cares - Program intentions
• Create a healthy organizational culture to attract and retain talent
• Engage employees in achieving wellness for themselves and their families
• Encourage and support their efforts
• Remove barriers:
• Lack of reliable information on health issues
• Too much information / too many conflicting sources
• Need accessible ways to get going: small, inexpensive steps
• No time to read about it
• Lack of motivation
• No family doctor available for regular assessment
• Hate to workout
• Reduce health risks
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Xerox Cares - Leadership engagement
• Business case and proposal presented to small group of VPs
• 3:1 ROI based on three-year program commitment
• Proposal:
• Assess current overall Xerox Cares portfolio, align and leverage EAP, disability management, benefits, etc.
• Source best partners to add more value
• Invest in pilot to assess health risk of the population
• Review results and invest in three-year plan
• Prepare full-blown launch of Xerox Cares
• Communicate: Posters, face to face and online meetings
• If not wellness…. then what?
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Xerox Cares - Leadership event
• Annual business planning meeting for all Xerox VPs (17)
• Interactive two-day offsite, given two hours to present/engage
• Fitness activities built in (outdoor adventure walk, yoga)
• Resource materials (Wellness kit) & track suits
• Key opportunity to:
• Educate group on planned wellness approach
• Engage leaders as active supporters of program activities
• Gather feedback
• Vital to establish support before implementing program
• We gave this group regular updates
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Wellness at Xerox Canada: 3 steps
1. Assess our population’s health risks
2. Develop initiatives throughout the year to reduce and contain health risk in supportive environment
3. Measure success
Make participationeasy, non-threatening…and fun!
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Step 1: Health Risk Assessment
BWell Cardiovascular Risk Assessment pilot program
• RN screens participants in a 15-minute appointment
• Measures blood pressure, total cholesterol, random glucose, BMI and body fat
• Take away: personal scores and educational info on risk factors
• Participants can be re-assessed each year
LifeWorks / Checkpoint HRA:
• Lifestyle – comprehensive risk assessment
• Can use the numbers received in the BWell assessment
• Access online
• Incentive / contest to get it going
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Step 1: Health Risk Assessment
• Risk factors identified year one (three pilot clinics):
• Smoking (19%)
• Systolic blood pressure (29%)
• Diastolic blood pressure (17%)
• Cholesterol (17%)
• Glucose (9%)
Other risks identified in EAP report and OHS:
• #1 reason for STD: Psychological
• #1 EAP presenting issue: Stress and work-life balance
72% fell into moderate to high risk category forbody composition
and/or BMI
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Activity Outcomes
2006
2007
BWell assessment Cardiovascular risk established
Bwell quarterly newsletter
Information at their fingertips
Spring challenge:Fitness
Motivation: FitnessCreate new habits in 30 days
Fall challenge:Nutrition & wellness
Motivation: Nutrition Create new habits in 30 days
Weight management and nutrition clinics
Interactive onsite info session
Stress managementlunch & learn
Manage psychological stress,build resilience
Ergonomics in the office Better posture, less strains & pains
Flu shots Flu prevention, reduced
absenteeism
Step 2: Develop targeted initiatives
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3. Measure success
Participation
Employee engagement
Cost avoidance
Return on investment (ROI)
Direct cost containment
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3. Measure success
Participation
• Challenges engaged over 40% of the population
• CV assessment: 25%
• Online assessment: 30%
• Lunch and Learn: 15%
• Website: 60% (2288 unique users)
Employee engagement
• 2007 Best 50 Employers Survey (Hewitt): 38th from 49th previously
• Xerox 2007 EES internal survey:
• 83% would recommend Xerox as a good employer
• 86% are proud to work for Xerox
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3. Measure success: Cost avoidance
• 450 repeat participants
• 152 (38%) improved on four or more risk factors
• Weight loss
• 209 people (53%) improved
• 34 moved into a healthy zone
• 21 stopped smoking
2007 ROI2:1 after only one
full year into the program!
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3. Measure success: Cost avoidance
From non-healthy to healthy zone
Cost avoidance
BMI / Body fat 26 $11,566.10
Cholesterol 82 $55,865.78
Blood glucose 59 $43,719.00
Blood pressure 107 $26,868.77
Smoking 21 $71,316.00
Cost avoidance second time participant (398) $209,335.65
Cost avoidance third time participant (52 - East Coast) $21,227.71
Total $230,563.36
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Employee feedback
“I’d like to thank Xerox for giving us the opportunity to bond together during the fitness challenge. The emails that passed back and forth as different members shared what exercise they were doing brought us so close together that we forgot for a little while the huge geography that separates us.”
“We put our health on the backburner (or just take it completely off the stove) to look after other ‘responsibilities’. But what’s more important than our health? When you think about it this way, those ‘responsibilities’ don't seem quite as important. The BWell Fitness Challenge helped us realize this.”
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Lesson learned
• Recognize you need the help of experts at the outset
• Build a good business case that aligns with your corporate objectives
• Engage your top leaders to actively support
• Consider your culture and work with it and your different segments
• Have a structured approach and measurable outcomes
• Develop a network of champions / coordinators
• Get a commitment for at least three years
• Engage remote locations and virtual employees early on
• Make it easy: small steps work
• Sustaining momentum requires focus, planning and a good process
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Leadership feedback
“This was the best investment we have made...”
“This is really helping to engage our people in the workplace.” – Manager, Xerox east coast
“We need to push the envelope to continue to find even more ways to bring this program to all employees, as it is so valuable.”
Life’s brighter under the sun.
Two key wellness elements
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BWell Wellness website
Sample BWell website
• Fully-customized product developed, based on input from Xerox
• One-stop-shop for health and wellness
• Hosted online:
• Available for family members, too
• All tools related to wellness program linked through site
• Excellent communication vehicle
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BWell Challenges Sample BWell Challenge
Life’s brighter under the sun.
Thank you!