Elements of a Programme
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The Problem:
From a medical point of
view, Trinidad & Tobago is a modern western society. That means our main
causes of ill-health and mortality are chronic, preventable, 'lifestyle'
diseases that are difficult to control and expensive to treat.
Lifestyle
diseases are caused by sedentariness, poor nutrition, obesity, unfitness,
smoking, stress, accidents, alcohol and late detection of curable conditions.
Lifestyle diseases are costing the country - and the private sector, in
particular - enormous sums in low productivity, as well as in medical care and
loss of life.
There are no "medical" solutions to these problems.
"Executive Profiles" and other medical assessments merely indicate physical
health status, while health insurance plans simply pay for medical care. None of
these measures serve to reduce the demand for - or the cost of - medical care.
indeed, they probably serve to increase it, thus adding to overall
health-related costs and productivity losses.
There are going to be more
and more health insurance plans in this country, and quite likely a national
health insurance scheme. As has been the case in the USA, health-related costs
are destined to keep on rising in the foreseeable future. What can be done about
this?
The Solution:
Healthy employees cost
less money! The health of employees must be improved to reduce the demand for
medical care and to increase productivity and morale. That means reducing the
level of health risks among employees. In a modern Western society there is no
other meaningful way to improve health.
A healthier lifestyle is the
goal. The introduction of Wellness Programmes is the way to achieve that goal.
Just as better management of a corporation's finances will lead to bigger
profits, better management of a corporation's social, physical and mental health
will lead to increased productivity and reduced costs. A Wellness Programme is a
step in the right direction.
| "Healthy people make
healthy companies. And healthy companies are more likely, more often, and over a
longer period of time, to make healthy profits and to have healthy returns on
their investments."
|
James A. Autry
President of Magazine Group, Meredith Corporation
Author of "Love and
Profit" |
Corporate Wellness Programmes
Corporate
Wellness Programmes improve health management through increased personal
responsibility, and through the participation of individual employees in setting
and meeting personal - and hence corporate - objectives.
Personal
responsibility is promoted by providing each individual with a Personal Wellness
profile showing areas where action is needed, what action should be taken and
what results can be expected. For example, if an individual's blood pressure is
high, specific dietary changes are recommended, exercise guidelines are
provided, and a target blood pressure is set.
Participation is encouraged
by examining group characteristics and setting group goals that require
individual effort. For example, if thirty percent of the group are found to be
smokers, a target is set of twenty percent or less still smoking after six
months, and smoking cessation exercises are arranged.
Many corporations
have built gymnasiums, introduced stress-management seminars, and otherwise
committed themselves to promoting better health. Wellness programmes are
designed to get employees into the gyms and seminars through individualised
goals with heightened personal commitment. Personal Wellness Profiles are
motivating, informational and educational. In and of themselves they induce
change and increase personal responsibility. PWPs are not judgmental; rather,
they set baselines for change. The goal is participation in wellness programmes
rather than meeting set criteria.
Elements of a Corporate Wellness Programme
Sensitisation:
- Employees are exposed to the concept of wellness.
- The Wellness Trajectory is discussed.
- The importance of personal responsibility is emphasised.
- The basic information gathered in a wellness assessment is noted.
- The objectives of a corporate wellness programme are clarified.
Personal Wellness Profiles:
Lifestyle evaluation questionnaire, blood tests, fitness assessment, and the
preparation of individual reports.
Group Summary Report and recommendations:
(Click
here
to see an example of a
Corporate Group Report)
- Information that will inform corporate health policy formulation.
- Actions to be taken at a corporate level to achieve higher levels of employee
health and productivity.
Corporate Wellness Committee:
- Formulation of a Corporate Policy on Employee Health including a Mission
Statement.
- Arrangements for the completion of wellness questionnaires, blood tests and
fitness assessments.
- Research, design and implementation of incentive programmes, monitoring,
evaluation and feedback.
- Organisation of educational seminars, wellness events, group support and other
communications and activities that will maintain employee interest and
participation.
- Special interest sub-committees - fitness, weight loss, chronic disease, etc.
Lifelong Wellness Programme:
- Long-term programme of periodic medical check-ups, lifestyle evaluation, blood
tests and fitness assessments.
- Personal Wellness Profile every two to five years with Progress Report.
- Risk factor analysis and Wellness Rating - may be utilised in an incentive
programme with financial and/or other rewards.
On-line Corporate Wellness Community:
(click here to visit)
- A private social network for corporate employees set up and run by The
BHL Wellness Centre (Each organisation has its own private community).
- Employees join or set up on-line groups and participate in discussions and
chats; organise health-related and other activities; maintain personal pages,
and share information and ideas.
- The Wellness Committee has its own group, and can communicate with
employees, conduct surveys, and liase with other Wellness Committees.
- Members can also join the wider
Wellness Community
Incentive programme:
- Financial and/or other rewards for participating in wellness activities,
achieving measurable personal wellness goals, promoting corporate health
promotion objectives, etc.
- Points are accumulated and can be converted to cash and/or material
health-related rewards.
- Recognition in corporate publications and P.R exercises.
- Increased responsibility for health promotion activities.
A Corporate
Wellness Programme includes:
- the assessment of physical fitness as well as social and mental health and well-being
- education for increased awareness of and improvement in the above.
- personalised programmes for:
- reducing the risk of illness
- increasing productivity and morale
- decreasing health-related costs through greater awareness and personal responsibility
- evaluation and feedback
General
Goals of a Corporate Wellness Programme- Improve health status
- Reduce health care costs
- Reduce work days lost
- Improve employee relations
- Improve health data
- Attract healthier, more productive employees
- Prevent the loss of key personnel
- Promote a caring corporate culture that rewards healthy living and motivates employees to improve their health
Wellness Participation
Objectives- Enlist top management support, commitment and personal participation
- Personal Wellness Profiles on as many employees as possible in the first instance
- 75% of employees involved in wellness programme activities within six months
- 50% of employees exercising at least 3 times per week within one year
- Health tracking of 100% of high-risk employees
- Health tracking of 50% of all employees within one year
Strategic Analysis
The goal is to determine, in the first
instance, what risks the employees are faced with in their health, habits and
lifestyles, and secondly to establish what are their concerns, activities and
inclinations where their health is concerned.
A
thorough assessment includes a computerised analysis of:
| Fitness: |
strength, endurance, flexibility, cardiovascular fitness, and body
composition |
| Nutrition: |
intake of fat, cholesterol, fibre, complex carbohydrates, salt and
sugar |
|
Stress: |
warning signals, coping status, energy levels, sleep, and social support
systems |
| Medical history: |
health history, sick days per year, doctor visits, hospital
stays |
| Cancer risk: |
smoking, diet, warning signs, risk indicators |
| Coronary risk: |
cholesterol, triglycerides, glucose, blood pressure, and family
history |
| Lung function: |
especially for smokers and those working in dusty
environments |
| Safety: |
driving safety, seat belt use, home smoke alarms, risk of back
injury |
| Health age: |
estimated longevity based on health
practices |
Implementation
|
Planning:
|
Set general
long-term goals |
| Distribution of Questionnaires and other
information |
| On-site assessments (blood pressure, blood sugar, body fat %, fitness
tests, etc.) |
Analysis of
Data
Personal Wellness Profiles
Needs and Interests survey
Based on these:
- identify high risk employees
- determine health needs, interests and potential cost savings
- assess what types of intervention and follow-up are most likely to be successful
- establish risk-stratified segments; namely: 6+ risk factors, 4-5 risk factors, 2-3 risk factors, 1 risk factor, 0 risk factors, special subsegments
Set Corporate Objectives:
Measurable,
time-specific, attainable objectives for the company.
Examples of Corporate
Objectives are:
- Reduce absenteeism by 20% within one year
- Reduce number of employees smoking by 20% within six months
- Reduce measurable health care costs by 30% within one year
Organise
Education Programmes and Interventions:
One-to-one guidance
Small-group guidance
Target high-risk employees to ensure
cost-effectiveness and cost-benefit
Classes, special-interest groups,
courses and follow-up programmes:
|
nutrition |
stress
management |
|
diabetes/BP
control |
weight
loss |
|
coronary risk
reduction |
smoking
cessation |
|
fitness/aerobics |
back
strengthening/injury prevention |
Medical referral for:
High cholesterol
High blood pressure
High blood sugar
Signs and symptoms of disease |
