WW mtg1 power point-abbreviated

WELCOME

Welcome to the workplace wellness project!

Goal of the projecto To provide guidance and tools to enable participants to

lead the development of a sustainable workplace wellness initiatives within their organizations

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PROJECT MODEL

Phase I: Assessment & Education• Data collection and review• Best practices• Current State report

Phase II: Planning & goal setting• Identify specific goals • Set dates for goals/tasks

Phase III: Implementation• Work plan• Tracking

Phase IV: Benchmark plan/goals progress (Continue implementation, and sustain networking)

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2. Planning / Goal setting

1. Assessment of current state

3. Implementation

4. Measurement of progress & sustainability

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WHY WE ARE HERE – DATA

EMPLOYER CONCERNS

• Obesity and overweight• 63 percent of Minnesotans are overweight or obese1

• 79 percent of Minnesotans don’t get enough physical activity (aerobic and strength activity)1

• 17.6 percent of Minnesota adults did not participate in any physical activity in the past month1

• 78 percent of Minnesotans don’t eat enough fruits and vegetables1

• annual health care costs of obesity in the U.S. have doubled in less than a decade2

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1 CDC: BRFSS (2009-2010)2. Finkelstein EA, Trogdon JG, Cohen JW, et al. Annual medical spending attributable to obesity: payer- and server-specific estimates. Health Aff 2009; 28(5) w822-w831.

EMPLOYER CONCERNS CONTINUED

• 16 percent of Minnesotans smoke1

• From 2007 to 2010:• smokeless tobacco use in Minnesota doubled from 4.4

percent to 9.6 percent1

• exposure to secondhand smoke decreased from 55 percent to 44 percent1

51 Minnesota Adult Tobacco Survey, 2010

EMPLOYER CONCERNS CONTINUED

• Studies associate poor health with reduced employee performance, safety and morale.1

• The organizational costs of employees in poor health, and those with behavioral risk factors, include:• higher health care (medical and pharmacy), disability

and workers’ compensation expenses1

• 3 in 10 Americans entering workforce will become disabled before they retire2

• decreased productivity at work1

• elevated absenteeism1

• elevated employee turnover1

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1. Goetzel RZ, and Ozminkowski RJ. (2008). The Health and Cost Benefits of Work Site Health-Promotion Programs. Annual Review of Public Health. 29:303-23.2. Social Security Administration Fact Sheet, March 2011

CONCERNS OVER DIRECT COSTS? … WHAT ABOUT INDIRECT COSTS?

24Medical and phar-maceutical (D)

Presenteeism (I)

Absenteeism (I)

Short term disability (I)

Long-term disability & workers' comp. (I)

DIRECT MEDICAL

COSTSINDIRECT MEDICAL

COSTS

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CULTURE IN THE WORKPLACE

We’ve looked at some data and studies.

Let’s ask ourselves …

Q: Why does culture within the workplace matter?

A: No matter what their business, employers must be in the business of developing talent — including providing opportunities for employees to be at their best.

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EMPLOYEE OBSTACLES …

… can be a sedentary job, presence of unhealthy foods, tobacco use on grounds, lack of support for breastfeeding, and more …

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LET’S CHANGE OUR THINKING

BENEFITS OF CREATING A CULTURE OF HEALTH

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Individual / Employee

Where one works

Where one lives

Traditional focus

Culture of health: Focus to achieve sustainability and long-term results

A culture of health increases organization’s visibility as an advocate of health • makes healthy choices

easier • reaches ALL employees

OVERWEIGHT PEOPLE UNDERSTAND

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Overweight

Obese

• want to lose weight• are attempting to

lose weight• recognize the health risk• know that healthy eating

is important

Overweight

Obese

SOCIAL CONSTRUCTS

September 2009 New York Times Magazine article: “Are your friends making you fat?”

• Framingham Heart Study: Individuals at work are socially connected

• co-workers can influence negative and positive behaviors

• create an environment that encourages positive behaviors

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Source: http://www.nytimes.com/2009/09/13/magazine/13contagion-t.html?pagewanted=all&_r=0

RETURNS

Studies indicate savings in absenteeism1

• average $3.27 per dollar investedStudies indicate reduction in medical costs1

• average $2.73 per dollar invested

Clinical trial -- type 2 diabetes risk2

• lifestyle intervention = 58 percent risk reduction• pharmaceutical intervention = 31 percent risk reduction

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1 Baicker K, Cutler D, Song Z. Workplace Wellness Programs Can Generate Savings. HEALTH AFFAIRS 29, NO. 2 (2010): 304-311. 2 Knowler WC, Barrett-Connor E, Fowler SE, Hamman RF, Lachin JM, Walker EA, Nathan DM; Diabetes Prevention Research Group. Reduction in the incidence of type 2 diabetes with lifestyle intervention or metformin. New England Journal of Medicine 2002;346:393-403.

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WORKPLACE WELLNESS: FUNDAMENTAL ELEMENTS

LEADERSHIP SUPPORT

• It is no secret that the key to all of this is leadership support!

• Knows that people (employees) are the core of their business, and understands the value of havinghealthier employees.

• Is eager to learn more about the positive impact a culture of health can have on employees.

• Lack of solid leadership support …• equals a challenge for you/wellness team to

create a stronger, more sustainable workplace wellness initiative.

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FOUNDATION FOR A “CULTURE OF HEALTH”

Beyond senior leadership support … a few other critical pieces of a solid foundation include• workplace wellness vision statement• worksite assessment• measurable goals and objectives• wellness brand (gives your initiative its own identity)• wellness committee• tracking/measurement

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WORKPLACE WELLNESS VISION STATEMENT

• A concise statement that summarizes the purpose and goals of your organization’s commitment to creating a culture of health • provides focus and a consistent direction for your

strategies• reminds leaders and employees of the link between

employee health and the organization’s ability to achieve its overall mission

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ORGANIZATIONAL ASSESSMENT

• The Organizational Assessment benchmarks your organization’s current workplace wellness efforts as they relate to SHIP supported practices

• By virtue of completing the assessment, your leadership/ human resources/wellness team know how you’re doing

• ACTION: Review results after this meeting. Make brief notes on items you’d like to address with your goals

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MEASURABLE GOALS

• Data-driven, written, measurable goals that are based on• best practices• results of the worksite assessment• employee interest surveys• better management of health care spending• health assessment aggregate results

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WELLNESS BRAND

• A brand gives your initiative an identity• Give recognition to the “culture of health” that is

being created at the workplace• Employees identify the importance of your initiatives• Use in all promotions and in wellness Intranet page

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WELLNESS COMMITTEE

• Represents all areas/locations of the organization.• Selected by senior leadership and/or employee’s self-select.• Defined roles and responsibilities

• attends meetings • represents their peer group/voice of support • helps establish vision, goals and brand• helps develop communication strategies • helps with implementation

• A member of leadership is an active member.• A communications/marketing person is an active member.• Committee reports progress annually.

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TRACKING / MEASUREMENT

• As part of this project, we’ll provide a format for tracking your progress

• The organizational assessment will be completed again toward the end of the project

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LET’S LOOK TO MAKE THE HEALTHY CHOICE THE EASY CHOICE

CREATE A CULTURE OF HEALTH THROUGH …

… Places (environment), polices, practices (systems), social support, and promotion to help employees eat better, be more active, quit/reduce tobacco useand support new moms to breastfeed.

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Fundamental elements

Communications

Environment

Policy

System Social Support

Healthy eating

Healthy eatingPhysical activity

Tobacco use & exposureBreastfeeding support

Measurem

ent / Evaluation

Lead

ersh

ip su

ppor

t

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PLACES (ENVIRONMENT)

HEALTHY EATING

CAFETERIA / MEETINGS & EVENTS

Healthy choices area always available.• reduce the quantity/size of unhealthy items and increase

healthy choices

Consider the current food defaults.• vegetable sides• whole grains• healthy soups

Downsize portions.• smaller plates • half portions

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ENVIRONMENT

HEALTHY EATING

VENDING

• Engage internal vendor relations team• Vendor is a part of the process• Survey employees• Identify desired stateo increase availability of healthy products.o offer smaller portions.

• Quality assuranceo keep machines consistently stocked with healthier

choices.

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ENVIRONMENT

HEALTHY EATING

HEALTHY SNACK STATION

Location that contains refrigerated and dry goods purchased on-your-honor • Steps to establish a healthy snack stationo survey employeeso location and storageo display and presentationo management of stationo financial considerations

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ENVIRONMENT

PHYSICAL ACTIVITY

ROUTES / PATHS / WALKING MEETINGS / WOW / TENNIS SHOE TUESDAYS

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ENVIRONMENT

PHYSICAL ACTIVITY

ACTIVE WORKSPACES

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Photo source: Southeast Service Cooperative, Rochester, Minn.ENVIRONMENT

PHYSICAL ACTIVITY

STAIRWELLS

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ENVIRONMENT

PHYSICAL ACTIVITY

OTHER

• Onsite fitness center• Activity rooms• School facilities / Malls• Bike racks

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ENVIRONMENT

TOBACCO USE & EXPOSURE

TOBACCO-FREE WORKPLACE

• Buildings, grounds, company vehicles and personal vehicles on grounds are tobacco-free (including e-cigarettes) at all times.

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ENVIRONMENT

BREASTFEEDING SUPPORT

MINNESOTA STATUTE 181.939

• The employer must make reasonable efforts to provide a room or other location, in close proximity to the work area, other than a toilet stall, where the employee can express her milk in privacy.

• “Employer” means a person or entity that employs one or more employees and includes the state and its political subdivisions.

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ENVIRONMENT

BREASTFEEDING SUPPORT

MOTHER’S ROOM

• An ideal minimum standard for a mother’s room• clean room with privacy (cannot be a toilet stall)• room locks from inside• table or flat surface to place pump• hospital grade pump is provided • disinfectant wipes• electrical outlet• room is located near a source of running water• place to store milk

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ENVIRONMENT

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WELLNESS POLICIES

POLICIES: HEALTHY FOODS

Ideal healthy foods policies/guidelines include:• Meetings and events include healthy options when food

and beverages are served• Snack stations contain only healthy foods and beverages• Vending maintains a minimum percentage of healthy foods

and beverages (e.g., 50% of food)• healthy options are priced lower• visible product labels• healthy options labeled with “healthier choice” sticker

• Cafeteria offers healthy entrée daily (at a reduced cost)• healthy options labeled with “healthier choice” sticker

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POLICY

POLICIES: PHYSICAL ACTIVITY

Policy/guidelines components include:• casual dress code• flexible work schedule, or able to work with manager to set

schedule to flex time for activity around work hours• dedicated breaks for physical activity

• extra time allowed for physical activity break• active breaks during meetings• walking meetings• active commuting program• mandatory stretch time• sit to stand desks / walking workstations• creation and management of an on-site fitness center

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POLICY

POLICIES: TOBACCO-FREE ENVIRONMENT

Completely tobacco-free environment prohibits use of all forms of tobacco + e-cigarettes

• (includes cigarettes, cigars, pipes, smokeless/snus, e-cigarettes)

• in buildings (leased or owned), on grounds (and vehicles parked on grounds) and in company vehicles

• includes enforcement protocol/procedures: enforced just like any other organizational policy• procedures ensure middle managers know their role in

supporting policy• applies to employees, contractors, visitors• “no tobacco or e-cigarette use” signage posted

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POLICY

POLICIES: TIME AND PLACE FOR NURSING MOMS

Support moms who return to work who continue to breastfeed their infants, by having a policy that

• provides for the creation and maintenance of a mother’s room (cannot be a restroom stall)

• table, chair, milk storage, near water• expression equipment – hospital grade pump• milk expression breaks

• employees may use personal leave or may make up the time needed beyond the usual break time

• promoted to moms-to-be by their managers (and when requesting FMLA from human resources)

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POLICY

SYSTEMS AND SOCIAL SUPPORT

HEALTHY EATING

MEETINGS & EVENTS

• Contact local caterers to inquire about healthy choiceso breakfast, lunch, events o hot and coldo meet dietary requests

• Compile a healthy catering guidebook that outlines healthy options. Reference for administrative staff when placing orders.

• Social event to taste test foods [include healthy vending options]

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SYSTEMS and SOCIAL SUPPORT

PHYSICAL ACTIVITY

EVENTS

• Onsite fitness center orientations

• Bike to work events• Structured physical activity

opportunities (i.e. ongoing, stretch breaks, yoga or strength training classes, walking groups)

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SYSTEMS and SOCIAL SUPPORT

TOBACCO USE & EXPOSURE

QUIT PROGRAM

• Minnesota health plans have a no-cost stop smoking/tobacco program for members.

• QUITPLAN is available for anyone who lives or works in Minnesota. Ideally, this is promoted for those who do not have insurance or insurance through a Minnesota employer. www.quitplan.com 1-888-354-PLAN (7526)

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SYSTEMS and SOCIAL SUPPORT

BREASTFEEDING SUPPORT

SUPPORT GROUP

• Group meant for new parents at the workplaceo Discussion topics could include

• Breastfeeding tips• Introducing solid food• Work/life balance / balancing priorities for the family• First time parent experiences• Baby’s ages and stages

• Organization would provide a format and assist with setting ground rules

• Can be employee-led

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SYSTEMS and SOCIAL SUPPORT

SUMMARY

A “culture of health” is built from leadership support that allows for the creation of fundamental elements and places, practices, programs and policies to help employees eat better, be active, quit/reduce tobacco use, and supports nursing moms• healthy foods are available at the workplace and offered at no cost

or at a discount• time and places for physical activity exist at the workplace• the entire workplace is tobacco-free • a place and time for nursing moms• and more …

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