According to the Partnership to Fight Chronic Disease, “Nearly half (45 percent) of all Americans suffer from at least one chronic disease. More than two-thirds of all deaths are caused by one or more of five chronic diseases: heart disease, cancer, stroke, chronic obstructive pulmonary disease, and diabetes.” Moreover, while “treating patients with chronic diseases accounts for 75 percent of the nation’s health care spending,” “the vast majority of cases of chronic disease could be better prevented or managed.” The Milken Institute “estimates that modest reductions in unhealthy behaviors could prevent or delay 40 million cases of chronic illness per year.”

If these “modest reductions in unhealthy behaviors” became reality, not only could people improve their health and performance, companies could save money and reduce absenteeism. The unhealthy behaviors that make a difference are familiar. According  the World Health Organization, “these risk factors are modifiable and the same in men and women: unhealthy diet; physical inactivity; tobacco use." 

Employee wellness programs can improve employee productivity, reduce absenteeism and reduce healthcare costs. Businesses see the need for wellness programs and many--such as the Navy and Marine Corps--offer health advice.  Over 100 Canadian employers surveyed by Towers Perrin stated they “believe they will increasingly need to focus on strategies to support employee wellbeing as a means of ensuring the long-term sustainability of their health programs.” Most of these same company representatives went on to say that, “a critical factor in improving their plan’s performance is to help employees better understand and manage their health risks.”

So, what are some of the qualities of a successful program? BenefitsBuzz lists them as
•       “Comprehensive program design
•       Integrated incentives
•       Comprehensive communications
•       Management support
•       Dedicated onsite staff
•       Multiple program modalities
•       Health awareness programs
•       Biometrics health screenings
•       Vendor integration”

Of top importance, however, is the level of participation in the program. Are employees involved? How is your organization encouraging health and wellness for employees?

References:

BenefitsBuzz. “Do As I Say And Not As I Do When it Comes to Wellness?” [www.benefitsbuzz.net]. November 2, 2009.

Devol, Ross, Armen Bedroussian, Anita Charuworn, Anusuya Chatterjee, In Kyu Kim, Soojung Kim and Kevin Klowden. “An Unhealthy America: The Economic Burden of Chronic Disease -- Charting a New Course to Save Lives and Increase Productivity and Economic Growth” Milken Institute [www.milkeninstitute.org]. October 2007.

Lee, Jack. Ontario’s Chronic Disease Prevention and Management Framework. Ministry of Health and Long Term Care, May 30, 2006.

Navy and Marine Corps. “Healthy Living” [www-nehc.med.navy.mil]. Obtained November 13, 2009.

Partnership to Fight Chronic Disease. “About the Crisis” [www.fightchronicdisease.org]. 2009.

Towers Perrin. “2008 Health Care Cost Survey” [www.towersperrin.com]. 2008.
World Health Organization. “Chronic diseases and their common risk factors” [www.who.int]. 2005.

World Health Organization. “Diet and physical activity: a public health priority” [www.who.int]. 2009.