The Social Determinants of Health in Worksite Wellness

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The Social Determinants of Health in Worksite Wellness Happy, Healthy Employees = Productive Employees Natalie Portman Marsh Spark Policy Institute

1 The Social Determinants of Health in Worksite Wellness Happy, Healthy Employees = Productive Employees Natalie Portman Marsh Spark Policy Institute 7/20/ Worksite Wellness Inspiring and supporting employees to take responsibility Creating and promoting a supportive environment 7/20/

2 Traditional Worksite Wellness 7/20/ Happy Healthy Employees = Productive Employees 7/20/

3 Why? Good Health = Good Business 7/20/ Why? The Health Case 43% 7/20/

4 Why? The Business Case If the average healthy employee costs $3,300 per year in healthcare expenses, what does your average employee with a chronic disease cost? Over $5,000 Over $8,000 Over $12,000 And the answer is $12,900 7/20/ Why? The Business Case 7/20/

Typical is Not Working 7/20/2014 9 Click

5 Typical is Not Working 7/20/ Click Where to edit do we Master look for title new stylestrategies? Look beyond the traditional, and beyond the employer s walls. 7/20/

6 Social Determinants of Employee Health Work Environment Living & Working Conditions Discrimination Education Income Individual Lifestyle Factors / Age, Sex & Constitutional Factors Social Supports Food, Water, Housing What causes health inequalities? 7/20/ Social Determinants of Health Work Environment Living & Working Conditions Discrimination Education Social Supports Income Food, Water, Housing 7/20/

7 Stress and Health Maybe image of just the skeleton and then flows to next slide of effects. 7/20/ When the External Becomes Internal 7/20/

8 Designing Worksite Wellness through the Social Determinants of Health 7/20/ Designing a Better Worksite Wellness Program 7/20/

Worksite Wellness through a Social Determinants of Health Lens Leadership Support Evaluate Wellness Team Marketing Social Determinants of Health & Stress

9 Worksite Wellness through a Social Determinants of Health Lens Leadership Support Evaluate Wellness Team Marketing Social Determinants of Health & Stress Collect Data Implement Develop Plan 7/20/ Leadership Support Human Resources Insurers Consultants Wellness Committee Representative 7/20/

need to know what employees want and what will work.

10 Collect Data Pre and Post data is great to show success, but Talking with employees is the data you need to know what employees want and what will work. 7/20/ Tracking Change through Data 7/20/

11 Wellness Committee Image People around a meeting table or heart image (that s from some notes I had but not inspired what it means.) 7/20/ The Plan Incorporating the SDoH Perspective & Chronic Stress Get the right support Create a committee with representation from all levels Decide on data Collect data Implement 7/20/

12 Comprehensive Approach Social Determinants of Health Health Plans Environmental & Policy Organizational Wellness Individual (Knowlege, Attitudes, Skills) 7/20/ Be Well, Be Empowered, Be Engaged 7/20/2014 Traditional Wellness Programs Policy and Environmental Changes/ Benefit Design Employee Control/Influence Workday/Culturally appropriate Services/Listening Sessions Income/Education/Employment/Social Support/Discrimination/Environment Be Well Be Empowered Be Engaged Social Determinants of Health 12

Traditional Wellness Strategies Traditional Wellness Strategies Free preventative biometric screenings,

Cessation Programs Diabetes Prevention Program Screening Events and Classes Trauma Seminars Stop

premium credit for program completion for the first year and $300 in subsequent years.

Tobacco free campus Healthy vending machines and cafeterias Develop a health menu standard for all sites

13 Traditional Wellness Strategies Traditional Wellness Strategies Free preventative biometric screenings, annual check up, HRAs Webinars Smart Choices Seminar Benefits 101 Seminar Walking Program Smoking Cessation Programs Diabetes Prevention Program Screening Events and Classes Trauma Seminars Stop Diabetes Walk Mix It Up Fruit/Vegetable Promotion Program Benefit Redesign Employee Incentives $240 premium credit for program completion for the first year and $300 in subsequent years. Stress Reduction Classes 7/20/ Policy and Environmental Changes Policy and Environmental Changes Tobacco free campus Healthy vending machines and cafeterias Develop a health menu standard for all sites cafeterias Address unhealthy workplace environments, including inadequate or non functional ventilation, lighting and equipment 7/20/

Employee Control Employee Control Involvement by staff to

abuse, mental health and sexual harassment policies Time

intelligence trainings (interpersonal relationships)

expanding employee control over day to day job activities

Influence on the Workday Work with employees and managers

14 Employee Control Employee Control Involvement by staff to update discrimination, violence prevention, substance abuse, mental health and sexual harassment policies Time management training Cultural competency or emotional intelligence trainings (interpersonal relationships) Engagement of supervisors and managers to explore ways of expanding employee control over day to day job activities Financial counseling 7/20/ Employee Influence Influence on the Workday Work with employees and managers to explore alternative approaches to shift work to decrease stress for front line staff (e.g., fewer nights, shorter shift lengths) Develop and encourage use of flextime or telecommuting policies 7/20/

and vegetable distribution program On site

in Health Risk Assessments and health plan

15 Culturally Appropriate Culturally Appropriate Services Culturally appropriate stress management campaigns Culturally appropriate weight management classes Culturally appropriate mental health awareness campaigns Recreation or fitness center reimbursement/subsidy or onsite recreation facilities On site fruit and vegetable distribution program On site affordable child care Offer free or reduced priced bus passes Incorporate Social Determinants of Health indicators in Health Risk Assessments and health plan tracking data 7/20/ Next steps Communicate Implement Track Improve 7/20/

16 Activity 7/20/ Thank You! Find us on the web: Or follow us on 7/20/

CERTIFIED HEALTHY BUSINESS. Julie Dearing, MS Wellness Systems Manager Center for the Advancement of Wellness Oklahoma State Department of Health

CERTIFIED HEALTHY BUSINESS. Julie Dearing, MS Wellness Systems Manager Center for the Advancement of Wellness Oklahoma State Department of Health CERTIFIED HEALTHY BUSINESS Julie Dearing, MS Wellness Systems Manager Center for the Advancement of Wellness Oklahoma State Department of Health WHAT IS CERTIFIED HEALTHY BUSINESS? Created in 2003 to showcase