Employee health is an important part of an organization's success

The Case for Workplace Health & Well-being

  • Tackling Big Cost Drivers — Chronic Conditions
  • Chronic Diseases kill 41 million people each year, equivalent to over 7 out of 10 deaths worldwide
  • Globally, at least 15 million premature deaths from Chronic Conditions could be prevented each year through changes in health habits
  • Every two seconds, a person dies prematurely from an NCD
  • Healthcare spending is more towards treating people with chronic conditions – many of them preventable.
  • Spending on working adults accounts for two-thirds of healthcare costs.
  • What’s more, employees don’t know how unhealthy they are.
  • According to a recent survey conducted by the American Heart Association and Nielsen, 3/4 of employees report being in good or very good health, yet nearly half of those employees also report being diagnosed with a chronic illness
  • This isn’t just a medical and public health crisis, it is also an economic crisis.

Top 5 Chronic Health conditions driving overall healthcare costs for Employers are

Healthcare spending is more towards treating employees with chronic conditions – many of them preventable

Depression

Obesity

Back & Neck Pain

Arthritis

Anxiety

  • Our Workplace Well-bring Programs specifically focus on disease management & chronic health conditions to help employees manage these health issues.
  • Thankfully, employers increasingly view health and well-being programs as a strategic imperative rather than an added benefit.
  • The decision to invest in the health of employees has an additional benefit for their families and the communities where they live, potentially creating far-reaching benefits for the company.

Elements of healthcapita’s Comprehensive Workplace Health Program

Premature deaths from Chronic Conditions can be prevented each year through changes in health habits

Health Awareness focused on lifestyle behavior change

Supportive social and physical environments

Integration of a workplace program into an organization’s benefits

Connecting health awareness to related programs like employee health and safety

Health Risk Assessment & Biometric Screenings followed by education and counseling

Using Technology to Track & Maintain Chronic Conditions

  • To yield positive results, our workplace well-being program is not only comprehensive, it is also fully implemented and rigorously evaluated.

Employers report numerous benefits from our Workplace Well-being programs, including

Improved Employee Health

Lower Healthcare Cost Trends

Increased Employee Satisfaction

Step by Step guide for Employee Onboarding

What new members can expect

1

Employee Registration on healthcapita website

2

Quick Access to Health Card

3

Fill online Health Risk Assessment (HRA)

4

Store Digital Medical Records

Tangible Benefits of Employee Health Programs – A healthier Bottom-line

Our Workplace Well-being Programs focus on lifestyle interventions aimed at improving unhealthy behaviors

Improved Employee Health

Increased Productivity

Controlled Healthcare Costs

Reduced Absenteeism

Improved Job Satisfaction

Improved Employee Recruitment and Retention

Fewer sick leaves

Employee Engagement

  • Plus, as healthcare costs continue to increase, our Workplace Well-being Programs can save employers who self-fund their employee benefits a substantial amount of money in healthcare claims.

Intangible Benefits — Healthier Employees

Increase Productivity

Establishing a wellness program shows employees you are invested in their wellbeing, not just in their output and your bottom line

Employee Retention

It can help you attract high quality talent and keep your current employees healthy and happy

Reduce Presenteeism

Reduces the effect of presenteeism (when employees with health conditions are present At their jobs but are unable to perform at full capacity)

Reduce Sick Leaves

Reduces absenteeism, as found that it usually creates a greater drain on a company’s productivity

Not even lying

Comprehensive Workplace Well-being Program

Our Comprehensive Well-being Programs Address Modifiable Unhealthy Behaviors

Our Well-being Programs are comprehensive, meaning they address both individual and organizational health across multiple dimensions including physical, mental, social and emotional.

We take into account not just individual behaviors, but also health-related programs, policies, benefits and environmental supports.

Key elements of Our Comprehensive Well-being Program:

  1. Health Awareness, which focuses on preventing chronic conditions and lifestyle behavior change tailored toemployees’ interests and needs
  2. Supportive physical and social environments, which include organizational policies and behavioralinterventions to promote health
  3. An integrated structure that’s an integral part of how the organization thinks and operates
  4. Linkages to related programs like employee assistance programs (EAPs) and programs to help balance work and family, which support mental health
  5. Worksite screening linked to follow-up and treatment

These five elements address a full spectrum of risk factors and health conditions in a coordinated way.

Our Workplace Well-being Programs focus on lifestyle interventions aimed at improving unhealthy behaviors,
This is at the heart of our workplace health promotion initiatives.

Our Workplace Well-being Programs range from simple to robust and largely depend on the organization’s size and budget.

Our Well-being Program is implemented in two stages:

Stage 1

Measure employees’ health and identify underlying health risks using:
Health Risk Assessment (HRA) – Online Tool
Vitals health assessments, like measuring waist circumference,
checking blood pressure and calculating Body Mass Index (BMI)
More in-depth biometric screenings and lab tests, like checking blood sugar and cholesterol levels
Biometric screenings and HRAs are brief evaluations of a person’s health status or risk factors

Biometric Screenings, Health Risk Assessments and Follow-up Health Awareness

They may involve the measurement of physical characteristics such as height, weight, blood pressure, blood cholesterol and blood glucose, and they may involve a survey or questionnaire.

The value of these tools is that :

  1.  they can help guide the planning and design of workplace health promotion programs
  2.  they can help employees and their healthcare providers detect current or potential problems early on, when interventions are most likely to be most effective

The results of biometric screenings and HRAs to educate employees on their individual risk factors and ways they can use the workplace wellness program to address or change behaviors and improve their health profile.

Corporate Health Index Report is generated for the entire organization.

This report highlights overall health status of the entire Organization

Corporate Health Index Report Risk-Stratification into three categories: Low-Risk, Moderate-Risk and High-Risk.

Risk-stratification enables us to provide members with appropriate, customized care so that we can optimize positive health factors and prevent the development of Chronic Conditions

Low-Risk to Moderate-Risk:
Low- to moderate-risk members are those with a chronic medical condition that is relatively well controlled with no severe complications.

High-Risk:
High-risk members have medical problems are complex and require aggressive, high-intensity care management.

Stage 2

Customized Health Programs that help employees adopt healthy behaviors.
Chronic Conditions Management Programs
Targeted Interventions based on Risk Stratification
Health coaching through Lifestyle Modification
Onsite fitness and health education classes
Discounted gym memberships
Group challenges & activities
Smoking cessation resources
Tracking Health Risks

The difference

Reaching Vulnerable and At-Risk Employee Populations

Perhaps the most important employee groups to target are vulnerable and at-risk populations.

Employees have different risk factors and different health needs, accordigly we consider each risk group when designing our workplace well-being program to address many risk categories – smoking, diet, physical activity and stress.

Multiple modalities for delivering our Well-being Programs

Personal Coaching
Webinars
Social Media
Video
Competitions
In-Person Interventions

Importantly, creating a healthy company culture is critical to the success of initiatives.

Our Well-being Programs are highly customizable, incoporate employee feedback in program’s design and implementation, and adaptable,
to ensure they reach vulnerable and high-risk employee populations.

No Shortcuts

Why We Make Customizable Well-being Programs?

Because there is no “one size fits all” workplace program, our well-being programs are customizable to meet the current health needs and goals of your orgainization’s employees.

For example, some employees prefer face-to-face, on-site health improvement coaching, whereas others prefer online coaching or even text messaging.

Some employees prefer yoga or relaxing walks, whereas others prefer high-intensity workouts.

Some employees may prefer simple pedometers that they can clip to their belts, whereas tech-savvy individuals may be more inclined to use smartphone apps or wearables that can offer reams of information on their daily physical activity levels.

Moreover, your company’s employees may not all be equally ready to change their health behaviors.

Some may be just starting to consider adopting healthier behaviors, others may be ready to change but not sure how to go about it, and still others may be already in the midst of adopting and maintaining a healthy lifestyle.

It is important to customize programs to employees’ current readiness to change, in order to help people set appropriate goals and take appropriate actions.

Customization also includes accounting for the different circumstances and backgrounds of employees.

Our Well-customized program addresses all the health needs of employees, promote employee engagement and help maximize the positive health impact.

The difference

Boost Employee Engagement

Even a well-researched and well-planned program cannot achieve success without employee participation and active engagement.

We utilize “Smart” Incentives to Encourage Employee Participation

Incentives increase enrollment, participation and completion of wellness programs

Your employees, and your business, will not receive any benefit if employees do not think the program is meaningful for them,
personally, and believe they will gain from the experience.

Thus,we make sure to have a successful well-being program is one where employees do more than simply “participate” – they need to feel engaged in a worthy endeavor where one’s personal mission aligns with that of the organization.

We use an employee survey to:
• Help establish a baseline for comparison after the program has been implemented;
• Gather information related to the specific health needs and current behaviors of your employees;
• Collect information on features of your organization that can be used to support the program; or
• Uncover organizational barriers that may stand in the way of specific activities or goals

How we Boost Employee Engagement?
✓ Gather information from employees in a needs assessment or focus group
✓ Include leaders and representatives from many departments in your wellness committee
✓ Use appropriate incentives to encourage participation and reward success
✓ Use competitions, and allow family members to join
✓ Keep messages fresh and communicate regularly

This way, we encourage employee participation and reward results with regular Incentives

Incentives come in all shapes and sizes.

We have observed that incentives linked to employee benefits have a stronger effect on participation.

No Shortcuts

Connecting Well-being Programs to Business Goals

There is a clear and compelling connection between employee health and your company’s overall business goals.

Profitability is an extremely important goal of any business, and it can be tied directly to employee health because “people produce profit.”

Employees are responsible for innovation, product development and services, all of which produce profit.

Unhealthy and absent employees detract from the profitability of business.

For example, one study found moderately or extremely obese workers experienced a 4.2 percent health-related loss in productivity, which equated to an additional $506 in lost productivity per worker per year

another study estimated that the indirect costs of lost productivity can be between two and three times the value of direct medical costs.

Employee health also directly impacts corporate financial performance by
changing health insurance costs: employees with preventable health risks
(such as smoking, extremely high body weight or high blood
pressure) have much higher healthcare expenditures than people
without those risk factors,13,14 and employees and businesses end up bearing the brunt of these cost increases

Fortunately, research has shown that high quality workplace health promotion programs produce a positive return on investment, or cost-benefit ratio.16–20

While specific estimates of the return on investment (ROI) vary, they are often between $1.20 and $3.27 per dollar invested.10,16,21,22

Other studies have found that wellness programs reduce average healthcare costs by about $30 per member per month.23

In order to calculate your own return on investment, you should

(1) identify the diseases and conditions that are driving healthcare costs,

(2) determine the prevalence of those conditions in your workforce,

(3) calculate how much those conditions are costing your business and

(4) quantify potential cost savings if effective health management programs are in place.10

Keep in mind that wellness programs may provide value beyond what shows up in direct ROI calculations, such as in

Employee attraction and retention
Improved morale
Increased likelihood of achieving safety targets
Enhanced company loyalty

While profitability is always a core business objective, it is often not the sole objective.

These non-monetary objectives are incorporated into core business objectives by adding specific goals about employee health into the organization’s overall mission and vision statements.

The difference

Build a Culture of Health

A culture of health means that employees’ health and well-being are valued, supported and promoted
through workplace wellness programs, policies and environments.

A culture of health has been described as the soil in which the seeds of healthy
workplace initiatives are planted, underlying all health promotion efforts.

It extends beyond individual health improvement programs, becoming an integral
part of the way the organization operates.

Other important components of a culture of health include
rewards and recognition for making healthy choices
discouraging unhealthy behavior
teaching healthy skills
making people aware of all the programs and
activities that support wellness
providing and encouraging peer support and
developing wellness leaders who shape the wellness programs

This culture should be present in all aspects of company life, becoming a routine part of your business operations and aligning with overall
company goals and existing company culture.

Establish a Supportive Workplace Environment

In addition to health policies that encourage healthy lifestyles and personal responsibility, physical and social
workplace environments play a large role in employees’ health and well-being.18

No Shortcuts

Evaluation and Reporting Outcomes

We measure our Workplace Well-being Program’s progress and outcomes to maintain accountability and prove its effectiveness.

Also, sharing information about progress and setbacks adds to the evidence base for continuing our program

We follow stringent evaluation methods to maximize the impact of your findings.

Creating an evaluation plan before beginning the program
Regularly monitoring progress
Collecting data on multiple outcomes over time
Analyzing and reporting major outcomes

We use multiple methods and involve stakeholders to improve credibility and examine multiple activities and outcomes

While you want to maximize the quality and quantity of data, you must also consider the logistics
and the limits of your organization and staff (or any outside evaluators you hire).3

How we Improve Program Evaluation and Outcome Reporting
✓ Have an evaluation plan before the program is started
✓ Keep track of implementation as you go, so you can make changes as needed
✓ Assign responsibility for data collection and schedule regular reports
✓ Collect data on short-term, intermediate and long-term outcomes
✓ Keep your audience in mind when preparing reports

Workplace Well-Being Program

Choosing a Well-being Program with built-in wellness extras means you can offer some of
these programs and perks without the hassle of having to create or oversee them yourself

Fitness and weight-loss center discounts

Smoking Cessation Program

Health Coaching

Disease Management Programs

Remote Consultation - Expert Opinion & Second Opinion

A Treatment Cost Calculator to compare prices for various medical procedures

HRA, an online tool that helps members improve their health in small ways everyday with challenges and rewards

  • You can trust healthcapita to provide Comprehensive Well-being Program and top-notch Digital Health Services to your employees
  • We have a range of plans to suit your needs and your budget
  • By partnering with us, you can provide employees with great healthcare
    coverage and useful wellness programs that will help them be their best and will benefit your company in the long run with a healthier, happier and more engaged workforce

Our Services

Achieve meaningful outcome with our well-being program

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