Slides from 3-8-11 webinar

1. The Wide World of Workplace Wellness:
Global Trends and Challenges
Barry Hall
Wolf Kirsten
Health Promotion LIVE
April 8, 2011

2. Overview
• Global trends and challenges
• WHP profiles for key countries
• Key global intiatives
• Q&A
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3. Fourth Annual Global Wellness Survey
Objective:
• Assess trends in employer-sponsored
wellness strategies and practices
Participants:
• 1,248 participating employers
• 47 countries
• 13 million employees
• All industry categories
Reports:
• Global survey report
• Executive summary in 10 languages
• Special country reports
www.BuckSurveys.com
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4. Location of Employees
Africa/Middle East 19%
Asia 33 %
Australia 16 %
Europe 34 %
North America 62%
Latin America 35 %
Source: Global Wellness Survey, November 2010
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5. Global Prevalence of Health Promotion Programs
Source: Global Wellness Survey, November 2010
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6. GLOBAL
Status of Wellness Strategy
NUMBER OF YEARS WELLNESS STRATEGY HAS BEEN IN PLACE
0 - 1 year 13% 66%
less than
2 - 5 years 53% 5 years
5 - 10 years 16%
More than 10 years 14%
Don‟t know 3%
Source: Global Wellness Survey, November 2010
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7. Globalization of Strategy
STRATEGY IS GLOBAL*
(MULTINATIONAL EMPLOYERS)
No
46% Yes
54%
* Covers majority of employees regardless of geography
Source: Global Wellness Survey, November 2010
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8. 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%
Source: Global Wellness Survey, November 2010
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9. Employer Objectives Driving Wellness Strategy
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
Source: Global Wellness Survey, November 2010
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10. 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
Source: Global Wellness Survey, November 2010
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11. Ownership and Control
Multinational Organizations
Single-Country Organizations
43%
Centralized ownership and control 54%
Centralized coordination with localized autonomy 41%
26%
No centralized coordination - wellness 10%
initiatives are spread throughout the organization 15%
Source: Global Wellness Survey, November 2010
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12. Prevalence of Incentive Rewards (or Penalties)
Incentive rewards offered today
Not offered today, but have plans to offer
No plans to offer
United States 62 % 25% 13%
Asia 42 % 19% 39%
Canada 41 % 30% 28%
Africa/Mid East 34 % 24 % 41%
Australia 29 % 24 % 47%
Europe 25 % 11 % 63%
Latin America 16% 38% 46%
0% 20% 40% 60% 80% 100 %
Source: Global Wellness Survey, November 2010
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13. Activities For Which Incentive Rewards Are Offered
Offered today
Plan to offer in next year
Plan to offer in next 2-3 years
Don't currently offer and no plans to offer
Completing a health risk appraisal 57% 18% 10% 14%
Participation in workplace health "challenges" 50% 16% 15% 19%
Completing a biometric health screening 46% 21% 15% 18%
Obtaining regular preventive care examinations 37% 15% 21% 26%
Refraining from tobacco use 37% 18% 18% 27%
Tracking regular healthy living activities 33% 18% 19% 30%
Completing educational courses (live or online) 29% 15% 21% 34%
Contacting a health coach or advisor 30% 14% 16% 39%
Adherence to a disease management program 25% 15% 23% 37%
Achieving or maintaining health status results 23% 17% 26% 33%
Adherence to a therapeutic regimen 13% 14% 22% 51%
Source: Global Wellness Survey, November 2010
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14. U.S.
Are Incentives Working?
EFFECTIVENESS OF INCENTIVE REWARDS AT INFLUENCING
BEHAVIORAL CHANGES AMONG EMPLOYEES
31%
28%
20%
18%
15%
5% 4%
Extremely Significantly Moderately Minimally Not effective Don‟t know
Effective Effective Effective Effective
5 4 3 2 1
Source: Global Wellness Survey, November 2010
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15. Measurement and Outcomes
Source: Global Wellness Survey, November 2010
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16. Measurement and Outcomes
REASONS OUTCOMES ARE NOT MEASURED
Insufficient resources to support measurement 59 %
Don’t know how to measure 36%
No priority from leadership 33%
Don’t believe there is a measurable return 13%
Don’t believe the cost of measurement is justified 9%
Source: Global Wellness Survey, November 2010
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17. Building a “Culture of Health”
EXTENT TO WHICH THE
ORGANIZATION CURRENTLY HAS A
CULTURE OF HEALTH
37%
23% 22% EXTENT TO WHICH THE
10% 8%
ORGANIZATION PLANS TO PURSUE A
CULTURE OF HEALTH FOR THE
FUTURE
5 = Very 4 3 2 1 = Not at
much so All 54%
27%
33% 12%
6% 1%
5= 4 3 2 1 = Not at
Actively All
pursue
81%
Source: Global Wellness Survey, November 2010
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18. Country Profiles
• Brazil
• China
• India
• France
• UK
• Finland
• South Africa
• UAE
Based on „Global Perspectives in Workplace Health Promotion“
Jones & Bartlett, 2011
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19. Brazil
• National health care services (SUS) are
underfunded and lack quality
• National Health Agency (ANS) has implemented
regulations for private healthcare sector to
include health promotion
• Programs often implemented to promote
ambiance or climate, little outcomes data
• Active association: ABQV
• Annual medical exam is mandatory by law (to
be provided by employer)
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20. China
• Major challenges remain with occupational
hazards (dusts, chemical poisoning)
• Accelerated aging process
• High prevalence of smoking in men
• High demands and low control: increased stress
(and suicides)
• Growth of WHP programs
• No link to OH inspection
• Working conditions for migrant workers
(precarious employment)
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21. India
• Economic superpower 92% of
workforce informal sector
• Vastly underfunded health care system:
public expenditure only 0.9% of GDP
• Workplace just being discovered as setting
to fight chronic disease challenge
• Fight for talent (no endless pool)
• Extremely multi-cultural society
• Traditional biomedical model prevalent
• Stressful work environment (hierarchy)
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22. UK
• Lifestyle-related conditions continue to rise
to unprecedented levels
• Tax funded National Health Service (£100bn
annual budget) free at point of delivery
• Health, Work and Well-being as cross-
Government initiative
• General culture and mindset of healthcare
being “free”
• Growing appreciation among employers for
productivity gains and reduced costs
(concurrent emerging body of research)
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23. Finland
• Alcohol is leading cause of death in working
population
• Developed systems with sophisticated
occupational health services
• Main focus is to maintain work ability and
increase productive working years
• Government has played an active role
• Well-being at work: adapting methods,
content and working environment
• Reduction in sick leave and pension costs
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24. South Africa
• HIV/AIDS remains a key challenge (17% are
HIV+) while chronic disease is on the rise
• Universal health care free to all citizens:
underfunded, lack of quality
• Progress has been made with workplace
programs addressing HIV/AIDS (linked to
CSR strategy)
• Larger enterprises are expanding these to
full-fledged WHP programs
• Private insurances play an active role
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25. United Arab Emirates
• 20%+ have diabetes
• Road traffic safety a key challenge
• Major progress with healthcare infrastructure
(very little focus on prevention)
• Extremely diverse workforce
• Lack of qualified professionals in health
promotion and disease prevention
• Gov„t taking the initiative: EHSMS standards
in Abu Dhabi include wellness as a separate
requirement
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26. WHO Healthy Workplace Model
Comprehensive model emphasizes
four “Avenues of Influence”
http://www.who.int/occupational_health/healthy_workplaces/en/index.html
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27. Workplace Wellness Alliance
• Cross-industry consortium of companies (39)
• Knowledge sharing and developing
• Promoting the use of standardized metrics
with the goal of achieving a global wellness
standard
• Wellness App
http://alliance.weforum.org/
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28. • A global association focused on serving the
health promotion practitioner (affiliated with the
American College of Sports Medicine)
• Essential resources
• A vibrant community and network
• Exceptional learning opportunities
vital to practitioners and employers
• Growing international membership base
www.iawhp.org
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29. Conclusion
• Global growth in workplace health promotion
• Productivity is the main universal driver
• Chronic disease and mental well-
being/stress a huge challenge
• Need for more evaluation and measurement
• Need for an integrated healthy workplace
framework
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30. 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
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