The Wide World of Workplace Wellness

The Wide World of
Workplace Wellness
Global Trends and Challenges

Wolf Kirsten – International Health Consulting
Barry Hall – Buck Consultants
Jacque Canfield – Nokia
Aggie Siemko – Cisco

National Business Group on Health Annual Conference
Washington, DC
September 15, 2010

The Workforce of the Future…

• Older
• More long term ―lifestyle‖ conditions
• Caring for others
• Obese with diabetes and/or heart problems
• In the kind of jobs more likely to have an impact on
psychological health
• Working in knowledge-intensive or service industries

Source: Bupa , The Oxford Alliance, RAND Europe and The Work Foundation: ―Healthy Work:
Challenges and Opportunities to 2030―

1

4th Annual Global Wellness Survey

Objective:
• Assess trends in employer-sponsored
wellness strategies and practices

Participants:
• 1,245 participating employers
• 47 countries
• 15 million employees
• All industry categories
Reports:
• Global survey report
• Executive summary in 8 languages
• To be released in October 2010
www.BuckSurveys.com

Location of Employees

Africa/Middle East 19%

Asia 33 %

Australia 16 %

Europe 34 %

North America 62%

Latin America 35 %

Preliminary (pre-publication) results from 2010 Global Health Promotion Survey

3

Global Prevalence of Health Promotion Programs


4

Globalization of Strategy

STRATEGY IS GLOBAL
(Covers majority of employees regardless of geography)

No
46% Yes
54%


5

Globalization of Strategy

REASONS FOR NOT HAVING A GLOBAL WELLNESS STRATEGY

Differing cultures, laws, and practices across 60%
regions

No global oversight for health care strategy 44%

Lack of vendors who can meet our global
28%
objectives
Limited availability of language- and culturally-
23%
adapted tools and solutions

Not a priority in our organization 16%

Other 22%


6

Why a Global Strategy?

• Going with globalization and global branding, e.g.,
part of global benefits strategy
• Standardization
• Quality control
• Leveraging best practices and expertise
• Dealing with fewer vendors (―economies of scale‖)
• Becoming a global employer of choice

7

Key Challenge

Striking a balance between global guidance and
local factors / independence
– Differing goals and objectives
• Costs / productivity / safety / morale
– Prioritization of health risks
• Industrialized vs. developing countries
• Levels of public health
– Varying cultural and social norms
• Standard diet/nutrition
• Attitudes about smoking
– Conflicting health concerns
• Prevalence of obesity
• Attitudes toward mental health
• Willingness to address smoking

8

Top Employer Objectives Driving Wellness Initiatives
Africa/ Latin United
Mid East Asia Australia Canada Europe America States
Productivity/Presenteeism 2 5 4 1 1 1 2
Morale/Engagement 1 2 2 3 2 2 4
Absence 5 6 3 2 4 7 3
Workplace safety 2 4 1 6 6 3 6
Work ability 4 1 5 4 5 4 7
Org. values/mission 5 3 8 7 3 5 5
Attract and retain 8 8 7 8 7 8 8
Promote image/brand 7 7 6 9 10 10 9
Health care costs 11 11 10 5 11 11 1
Social responsibility 9 9 9 10 9 6 10
Comply with legislation 9 10 11 11 8 9 11
Supplement gov't care 12 12 12 12 12 12 12


9

Health Issues Driving Wellness Strategy
Africa/ Latin United
Mid East Asia Australia Canada Europe America States
Stress 1 1 1 1 1 2 6
Physical activity/exercise 4 3 3 3 2 1 1
Nutrition/healthy eating 4 7 1 5 5 3 2
Work/life issues 4 2 3 2 3 12 10
High blood pressure 4 10 10 8 10 4 5
Chronic disease 2 9 9 7 13 5 3
Workplace safety 9 4 6 6 4 6 11
Depression/anxiety 8 13 7 4 7 9 9
High cholesterol 12 11 11 9 12 7 7
Tobacco use/smoking 11 5 13 11 8 10 8
Psychosocial work envir. 10 8 14 12 6 8 15
Obesity 15 14 8 14 14 11 4
Sleep/fatigue 16 12 5 9 11 14 14
Personal safety 13 6 12 13 9 13 13
Infectious diseases (HIV) 3 17 16 17 18 16 17
Maternity/newborn health 18 15 18 16 16 15 12
Substance abuse 14 18 15 15 15 18 16
Public sanitation 17 16 17 18 17 17 18


10

Strategies Implemented to Address Stress
Employee assistance program (EAP) 73%

Leadership training 53%

Physical activity programs 50%

Stress awareness campaigns 49%

Establishing flexible work schedules 48%

Work/life balance support programs 43%

Online healthy lifestyle programs 40%

Programs to improve psychosocial work environment 32%

Establishing effective communication styles 32%

Personal health/lifestyle management coaching 30%

Yoga/meditation 30%

Stress resilience training 19%

Redesigning the workplace environment 20%

Job redesign (reducing workload) 17%

Other 8%


11

Legislation on Psychosocial Risks

• Stress risk evaluation is • Spanish Health and Safety Act
mandatory as of Aug.1 (Ley 31/1995 de 8.11
• Dynamic process: should be • ―…developing a coherent
repeated if e.g., changes during overall prevention policy which
the manufacturing process or covers technology, organization
the organization of work of work, working conditions,
relevant for health and safety of social relationships and the
workers occur working environment.‖
• Implications: employers now • Labor inspection includes
taking note and implementing evaluation of psychosocial risk
assessment systems management

12
12

Employers Taking Action

France Telecom – Reaction to Suicides
• Company restructuring has been put on hold
• Crisis call-center and additional psychological support
• Company will from now on consult with union representatives before
making any internal job transfers
• Training will be provided to managers on how to better identify
depression amongst employees
• A new bonus scheme: 30% of bonuses of the top 1,000 managers will be
based on social criteria. Measured by surveys on employee satisfaction
and overall happiness and absenteeism rates under each manager.
• Some 800 offices will be renovated and around 300 "common rooms"
installed where employees can have coffee, chat and relax together.

13

WHO Healthy Workplace Framework

14

Wolf Kirsten Barry Hall
wk@wolfkirsten.com barry.hall@buckconsultants.com
Tel: 49-30-89202277 Tel: +1-617-275-8033

www.wolfkirsten.com www.buckconsultants.com

15

The Well-Being Strategy—A Global Approach

16 Wellbeing in Nokia/2010/JS

Nokia Global Presence

Head office in
Finland
Strong R&D presence
16 countries. Sales in over 160
countries.

Infrastructure Equipment
Manufacturing in 4
Device Manufacturing countries.
in 9 countries.

October 2009

The importance of employee well-being and the
role it plays in productivity and engagement...
 Health and productivity are becoming a greater focus outside the
United States.
Health care costs are expected to rise globally, even in those markets where
health care is largely publicly financed.
Substantial growth of cost in health care for India and China.

 Acceptance of how deeply connected physical health can be to
mental health.
Excessive work hours, lack of work/life balance and fears about job loss are
the foremost sources of stress that are impacting organizations today.

 Employees level of well-being can sustain — or erode — their
level of engagement.

Nokia Strategy and Focus Areas

People
Strategy People are at the core of everything we do.

Engage employees in the solutions journey and
Intent achieving personal balance.

 Harmonize Global Programs and Activities.
 Promote awareness through effective communication, education
and training.
Focus  Identify and share best practices.
Areas  Focus on sustaining world class employee well-being.
 Support engagement by offering world class services.
 Develop, promote and implement global well-being initiatives.

Elements of the
Nokia Well-Being
Programs
Company Confidential. ©2010 Nokia 20

Management Commitment key to employee
participation
 Management and Leadership Development
1. Nokia Leaders are role models for addressing both personal and
organizational well-being:
 True Nokia Leader Program
 Lead your own well-being coaches for managers.
 Facilitated sessions for teams based on the results of the Well-being Index.

 Ways of Working
1. Building a culture of trust and respect.
 Building a work culture of trust training.
 Engagement programs for the R&D Community.
2. Sustainable ways of working in a global, virtual and distributed
organization.

Components of the Global
Well-Being Programs
 Health and Well-being in Change
1. Change is managed in a responsible and socially sensitive way.
 Programs on facing change from both employee and manager perspectives.
 Peer Support Groups.
 Counseling by the Health Services.

 Training on well-being and stress management
1. Training on stress management.
2. Well-being webinars.

 Well-Being Portal
1. Source of reliable health and well-being information that helps Nokia
employees to manage their own health and well-being.
 Tools to assess own health risks and advice

Health Services Around the World

 Employee Assistance Programs
1. Offer Nokia employees services that help them to easily and reliably get
consultations/counseling in problems related to health, well-being and
other issues impacting work and life in general.
2. Mostly used in the Americas and Asia, less frequently in Europe.

 Fitness Services
1. Offer employees variety of fitness services.
2. Gyms, fitness classes, hobby clubs, global and local fitness & wellness
events.

2nd Annual Nokia
Global 5K Run

Company Confidential

Comprehensive Health Services—Major Country Variations

We need to make
strategic choices
all the time

The better we understand the
market and future dynamics the
better equipped we are to make
the right decisions.

Monitoring and Measuring
Occupational Well-Being
 Listening to You employee opinion survey

1. Well-being: Social Well-being and Physical Well-being
index.

2. Annual survey that measures employee engagement.

Global HR Well-being Index
 Wellbeing questionnaire developed as a joint venture with researchers
from Stanford University and the Helsinki University of Technology.
 Piloted with the Global HR team.
 61% participation.
 Roll-out plan to all Business Units this year.

 Survey results key findings:
1. Job satisfaction is high, as is the satisfaction with life in general.
2. The relationships with managers are good, they are easy to approach,
receive feedback well and show their appreciation.
3. The stress level is relatively high and symptoms of this are showing
(difficulties in concentrating, irritation, sleep problems, etc.).
4. Work is definitely not restricted to business hours.
5. People don’t recover from work properly during evenings and weekends.

Thank you.

COMPANY CONFIDENTIAL

Launching a Global
Healthcare Strategy

September 2010

Presentation_ID © 2006 Cisco Systems, Inc. All rights reserved.
Cisco Highly Confidential 30

Adolescents in EU and USA may be the first to
not Live Longer than their Parents
Poor health is a global problem …and it is
getting worse
350 million people will die and many more will be
disabled worldwide in the next 10 years due to chronic
illness.
Coronary Artery Disease (CAD) is the leading cause of
death worldwide.
More than 180 million people worldwide have diabetes.
The number is expected to double by 2030.
There will be 2.3 billion overweight adults in the world by
2015 and more than 700 million will be obese.
British rates of Obesity have doubled since the 1980’s
–1:10 children under 11 obese
Obesity in French children has doubled in last 10 years

Ken Thorpe, PhD, ACPM Prevention 2008 Conference, Austin, Texas, Feb 21, 2008;
Prevention for a Healthier America, TFAH, NY AcadMed, Robert Wood Johnson Foundation , Sep, 2008
Obesity in the public eye: Research report on the perceptions in the global media of obesity and its causes, May 2004

STRATEGY
Through HealthConnections, build a culture where health is a
VISION priority.
Engaged Leaders: Demonstrate business value so leaders recognize and reward
behavior that supports a healthy and productive workforce
Health Assessment: Provide tools for employees and their families to assess and
understand their health risks
Health Intervention: Deliver customized disease prevention and health
management programs using the most effective combination of personal, virtual
and onsite resources
Enhance the health and Health Incentives: Design integrated health and well-being programs that provide
incentives for healthy behaviors
well-being of employees Life Balance: Provide relevant programs and services that help employees and
their families resolve problems, enhance resiliency and maintain a balance
between work and home
and their families leading
to healthier, more fulfilling Deliver innovative health enhancement programs to Cisco
employees and their families.
lives and greater
Internal Partners: Collaborate with global internal partners to understand their
productivity unique environments and to help promote HealthConnections
Operational Excellence: Strengthen partner relationships so they can work together
to create and manage next-generation programs
Education and Personalization: Develop communication programs that motivate
employees and their families to engage in their health
Measure Success: Collect and manage aggregate data to evaluate and evolve
programs to maximize effectiveness and control cost
Leverage Technology: Utilize Cisco innovations and technology to inspire
employees, customers and partners

Presentation_ID © 2006 Cisco Systems, Inc. All rights reserved. EXECUTION

Cisco Demographics

Ottawa, Canada London
Brussels
San Jose, CA Lowell/
Chelmsford, MA Shanghai
Herndon, VA Tel Aviv
Raleigh, NC Bangalore
Richardson, TX Dubai

Singapore

 300+ office locations
 1/3 Engineering/IT, 1/3 Sales, 1/3 all others Sydney
 Average age: 38.5 years
 Average tenure: 4.6 years


Making Health a Priority…Everywhere

 HealthConnections is the global brand for health plan
insurance, life balance programs and health enhancement
programs
 Define health as encompassing all aspects of a person’s
well-being.
 Acknowledge the impact life balance can have on health.
 Extend core global programs to all Cisco locations
complemented by local initiatives..
 Facilitate access to locally appropriate care and promote
the use of credentialed providers and evidence-based care.
 Create and sustain a global health education campaign.


Getting Started on Global Deployment

 GIQ Global Inquiry
Questionnaire completed
for 16 countries
What were we looking for ?
 Prioritized countries
• Readiness to change
• Existing programs
- Based on headcount,
• Legislation -Local readiness to
change – both external and
internal environment
-Business needs


Responsibility for Health
Who should bear primary responsibility for employees' health?

 Almost 80% of Cisco’s target countries see a role for Cisco
relative to employee health

Responsibility should be shared equally by the employee
35.7%
and employer

Responsibility should be shared equally by the employee,
42.9%
employer, and the government

The employee should be primarily responsible 21.4%

The employer should be primarily responsible 0.0%

The government should be primarily responsible 0.0%


What health enhancement programs are currently being offered?

South Africa
Netherlands
Germany
Australia

Belgium

Canada

Mexico
France

Ireland

Japan
China
Brazil

Israel
India

Italy

UK
PHA No No* Yes No Yes No No No No* No No Yes NO No No No *
EAP Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes

Health Promotion Yes Yes Yes Yes Yes No No Yes Yes Yes No No No No Yes Yes
Mgmt/Programs
Medical Checkups Yes Yes Yes No Yes Yes No Yes No* No Yes Yes No No Yes No*
or Physicals
Disease Mgmt No No No No No No No No No No No No No No Yes No
Programs

Onsite Health and No Yes Yes Yes No Yes No Yes No No No Yes No Yes No* Yes
Wellness Services

Onsite Fitness No No No Yes No Yes No Yes No Yes No Yes No Yes No Yes
Centers
Discounted Fitness Yes Yes Yes Yes Yes Yes No No Yes No No* Yes No Yes Yes Yes
Club Membership

Cafeteria/Nutrition No Yes No No No Yes Yes Yes Yes No No No No Yes No Yes
Programs

Incentives No No Yes No No No No No No No No No No No Yes No*

Family Services Yes Yes Yes No Yes No* Yes Yes No* No No Yes No Yes No No


Phase One Countries
 Prioritized based on available resources in country
and potential to validate value of investment by
improved health outcomes.
 Higher employee headcount and readiness to
change were key factors
 Allows corporate centers of excellence (COE) and
HR operations to focus limited resources
 Phase One countries
– Mexico
Pilot Country (Target launch date: October 15th)
– United Arab Emirates
– UK & Ireland
– India
– Germany


HealthConnections Global Rollout
Integrate the following programs among current country offerings

 Family Services
 Employee Assistance Program (EAP)
 Personal Health Assessment

Rebrand all programs under HealthConnections and integrate
messages from all Cisco partners so communication to employees
appears seamless. Connects to one global brand.


The Time is Right…and Demand is There
 Cisco has offered the HealthConnections program for
the last 5+ years in the US to enhance health and
resilience.
 U.S. employees are becoming more engaged in their
health and program.
 Program has saved approximately $12 million in
projected health costs in 2009.
 Projected savings in productivity costs is $1.6 million.
 Requests from local HR teams outside the U.S. to assist
their employees with stress management and other
health and productivity issues has quadrupled over the
last year.
 Local HR teams are beginning to see the link between
health and productivity—there is a demand for
HealthConnections programs.
 HealthConnections offerings can help differentiate Cisco
in local markets.

Global Personal
Health Assessment


Global Personal Health Assessment Features

 Confidential, voluntary online questionnaire
about medical history and lifestyle habits
 Takes 15-20 minutes
 Helpful, (but not necessary) if employees
have health numbers, such as blood
pressure, blood glucose, cholesterol
 Participants receive personalized health
report with personal health risks and
recommend health activities


Global Personal Health Assessment
Employee Perspective
 Learn about personal health risks and opportunities for behavior change
 Connect to targeted programs to improve health
 First point of engagement; gateway to personally relevant services
 Improved health  improved quality of life, productivity, engagement
 Provides insight for health discussion with physician
Manager Perspective
 Healthier, more engaged & productive employees. This will impact job performance
and personal motivation.
Cisco Perspective
 Assessment participation leads to better employee health which increases productivity
and reduces costs.
 Aggregate data informs Cisco about health needs enabling us to provide & improve
necessary services.


Global Family
Services


Global Family Services
 Confidential, free, practical advice and referral service
for employees and members of their immediate
household.
 Available 24/7/365 worldwide
 Referral services to credentialed providers in the
areas of:
–Child care
–Education (for children and adults)
–College assistance
–Elder care
– Adoption
 Resources for breastfeeding
 Working Mother/Parent support
 Child Welcome Kit for new families

Global Employee
Assistance Program
(EAP)


Global Employee Assistance Program (EAP)
Services
 Wide range of services:
–Relationship counseling (marital, parenting,
peers, etc.)
–Emotional issues (depression, anxiety,
loneliness, grief)
–Life transitions (marriage, divorce, births,
deaths, mid-life, etc.)
–Resilience and stress management
–Crisis intervention
–Referral to legal and financial services
–Management consultation (performance
management coaching, conflict resolution)
–Onsite Critical Incident Stress Response
(CIRS)

Putting it all
together


Implementation Process

 Corporate HealthConnections team drives
implementation efforts that are core to all
countries
 Work closely with local HR to understand &
implement country specifics.
 In each country, we will identify other health
resources that can be linked for employees.
 Brand HealthConnections for global program
recognition.
 Programs will evolve over time.
 In-depth communication plan developed
country by country


Local HR Roles and Responsibilities

 Help assess local needs.
 Help determine who is eligible in each country.
 Determine appropriate communication avenues and deploy communication locally.
 Help identify existing programs and resources to augment online programs in the
personal health assessment
 Advise/lead any in-country work-council process/approach.
 Participate in quarterly meetings to monitor progress and suggest improvement
efforts.
 Help monitor programs and help with ongoing promotion efforts.


Metrics for Global HealthConnections Program
•Engagement in Health as a Priority
•An increase in employees’ awareness and understanding of their health, how
they can manage their health, and the benefits they and their families will
realize by being actively involved.
•Meaningful participation in the HealthConnections programs and services
offered to Cisco employees and their dependents.
•Demonstrated efforts by health partners to support Cisco’s vision.

•Improved health outcomes
•Improvement in baseline metrics which are determinative of the health of the
Cisco employee population.
•Employees and their dependents are receiving appropriate preventive care.
•Employees and their dependents have access to the services necessary to
treat their conditions.

•Satisfied, Productive Workforce
•A more engaged workforce producing better results.
•A reduction in Cisco’s absenteeism rates.

•Cost-Effective Health Care
•Cisco’s health care trend rates are below the rates experienced by the local
markets in which Cisco operates.

Interest in Expanding HealthConnections
Globally is Growing Everyday


HealthConnections Goes Global
Process—Developing a global platform and refining it at the local level

Complete July - Aug Aug - Sept Aug - Dec

1 2 3 4
Create VSE Understand Refine Draft
and define intercultural messages materials and
implementation issues and and develop train global HR
process infrastructure tactics partners

Get Integrated Health Audit current health Customize global Draft announcement message that
team moving in one programs, communication message platform for outlines HealthConnections business
direction channels, vehicles, each local market strategy and implications for local
Communicate VSE and messages and infra- Develop communication markets
implementation process structure for Phase One tactics and work plans for Draft communication materials specific
to global HR partners, countries; test local implementation to each country (culturalize and
get feedback and secure HealthConnections brand translate, if needed)
their buy-in and messaging
Train global HR partners about how to
Talk to other groups Work with global HR use the HealthConnections brand and
within Cisco about global partners to determine needs how to use communication templates
communication efforts: for local leadership support
Collaborate with global HR partners to
Communication, and employee
review materials they develop before
Diversity and Inclusion, communication
dissemination
Green initiative Interview PPC, IPS and
Train HRC representatives so they are
vielife employees from each
prepared to answer employee
local market
questions
Assemble implementation
teams in each local market
and agree on roles and
responsibilities

Communication Timeline—Phase One
Introducing HealthConnections to Employees Outside the U.S.

Weeks 1- 3 Weeks 3- 4 Weeks 3- 4 Follow-up

1 2 3 4
Pre-launch Launch Run campaign for Assess Effectiveness;
Activities: Begin HealthConnections , the personal plan next steps
educating about Family Services health assessment
health risks and EAP

Review results and anecdotal
Educate employees about Ensure that HealthConnections is Promote the value of the
comments from HR reps,
health risks and why it’s positioned strategically; introduce personal health assessment and
managers and employees; review
important; integrate Family Services and rebrand EAP incentives (if applicable)
statistics; plan ongoing
messages about health
communication strategy and
screening events in countries
 Email goes out to Phase One messaging
that have already done them).  Email goes out to Phase One
countries (culturalize and countries (culturalize, translate)
 Local collateral (TBD)
translate, if needed)  Update HealthConnections
 Email goes out to Phase One website
countries (culturalize, translate)  CEC article
 Update HealthConnections  Spotlight article on
HealthConnections website Posters
website
 Update HealthConnections Postcards
website Table tents / cards
Newsletter
Posters  Hold Webcast for each
country Highly dependent on
Postcards
 Local collateral (TBD) local collateral
Cisco Now

The Wide World of Workplace Wellness

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