Workplace Wellness - States of Wellness 2012 National Survey

Made possible with funding from the Centers for Disease Control and Prevention. Sponsored by the Minnesota Department of Health.

December 6, 2012

http://www.healthiermn.com

SLIDE 2

§  The Society of Human Resource Management (SHRM) conducted this survey in collaboration with and commissioned by Alliance for a Healthier Minnesota; Public Opinion Strategies was instrumental in the design of the survey questionnaire and analysis of the data. SHRM is the world’s largest association devoted to human resource management, representing more than 250,000 members.

§  This is a national survey: 406 HR professional respondents from a randomly selected sample of SHRM’s membership participated in this survey

§  Survey fielded via email: June 14 – July 13, 2012 §  Margin of error +/- 5% §  Response rate = 14%

§  For more survey/poll findings, visit www.shrm.org/surveys

http://www.shrm.org/surveys

THE STATE OF WORKPLACE WELLNESS IN AMERICA SLIDE 4

4% 6% 2% 4%

54%

67%

55%

45% 38%

23%

39% 47%

4% 4% 4% 4%

Overall Have 1-99 Employees

Have 100-499 Employees

Have 500+ Employees

A B C D/F

Most organizations give themselves a “B” rating, the larger the organization, the lower the rating.

“What grade would you give your organization’s employees in terms of being healthy?”

THE STATE OF WORKPLACE WELLNESS IN AMERICA SLIDE 5 THE STATE OF WORKPLACE WELLNESS IN AMERICA SLIDE 5

49%

35%

30%

27%

84%

73%

69%

58%

Health insurance costs top the list of issues impacted by employee health and behavior.

“Below are some issues that may be impacted by employee health behaviors and conditions. Please rate the importance of these issues in terms of overall organization priorities. (1 = Not

Important At All To Your Organization; 10 = Extremely Important To Your Organization)”

Absenteeism

Health Insurance Costs

Decreased Productivity

Workers Compensation or Disability Claims 10

8-10


24%

23%

15%

10%

11%

7%

1%

6%

1%

1%

1%

52%

51%

51%

34%

33%

18%

17%

14%

13%

10%

7%

Obesity, stress and a lack of exercise are seen as the top health conditions facing employees.

“Which from the list do you consider to be the top three health conditions or areas that you feel are the greatest concern to your employees?”

Obesity/Overweight

Stress & Other Mental Health Issues

Lack of Exercise/Fitness

Chronic Diseases

High Blood Pressure

Tobacco Use

Workplace Injuries

High Cholesterol

Alcohol & Substance Abuse

Poor Nutrition

Cold & Flu Vaccinations First Choice Top 3 Choices


Obesity weighs heavier among larger organizations. Top Five Health Conditions by Organization Size (Combined Choice)

Have 1-99 Employees

Have 100-499 Employees

Have 500+ Employees

Top Condition


54%

Obesity/Overweight 54%


Second Condition

Stress & Mental Health Issues

48%


50%


54%

Third Condition



50%


49%

Fourth Condition

Chronic Diseases 31%

High Blood Pressure

34%

High Blood Pressure

36%

Fifth Condition

High Blood Pressure

30%




Stress/mental health is the top condition out West. Top Five Health Conditions by Region (Combined Choice)

Northeast South Midwest West

Top Condition


57%

Obesity/ Overweight

53%

Obesity/ Overweight

55%


57%

Second Condition

Obesity/ Overweight

51%


49%


53%


51%

Third Condition


46%


44%


53%

Obesity/ Overweight

47%

Fourth Condition

Chronic Diseases

39%

High Blood Pressure

42%

High Blood Pressure

32%

Chronic Diseases

32%

Fifth Condition

High Blood Pressure

33%

Chronic Diseases

32%

Chronic Diseases

32%

High Blood Pressure

24%


55% 45%

75%

61%

45% 55%

25%

39%

Overall Privately Owned For-Profit

Publicly Owned For-Profit

Nonprofit/ Government

Yes No

Over half the organizations interviewed say they have a worksite wellness initiative in place.

“Does your organization have a worksite wellness initiative? By a worksite wellness initiative, we mean a coordinated set of strategies that includes environmental supports, health benefits, and

workplace policies that are designed to meet the health and safety needs of all employees.”


27%

52%

76%

28% 36%

53%

71% 73%

48%

24%

72% 64%

47%

29%

Have 1-99 Employees

Have 100-499

Employees

Have 500+ Employees

Been 0-10 Years in

Operation

Been 11-20 Years in

Operation

Been 21-50 Years in

Operation

Been 51+ Years in

Operation

Yes No

Worksite wellness initiatives are more common at large and longstanding organizations.

Worksite Wellness Initiatives by Organization Size & Years in Operation


Eight out of ten organizations spend 5% or less of their budget on these initiatives.

46%

38%

15%

0-1% 2-5% 6+%

“Approximately what percentage of your organization’s operating budget would you say is spent on worksite wellness initiatives that are

separate from health insurance coverage?”

17% 18%

11% 10%

44%

1 2 3 4 5+

“How many years ago was your organization’s worksite wellness initiative first created?”


21%

14% 15% 19%

12%

22%

13% 10% 9% 10% 8%

11%

37%

56%

43%

Privately Owned For-Profit Publicly Owned For-Profit Nonprofit/Government

1 2 3 4 5+

Public and non-profit/governmental organizations tend to have a longer history with these initiatives.

Years Since Creation of Wellness Initiative by Profit Status


50%

37% 46%

55% 50%

63% 54%

45%

Overall Have 1-99 Employees

Have 100-499

Employees

Have 500+ Employees

Yes No

Overall, there is no difference between wellness initiative participants’ and non-participants’ health

insurance premiums and deductibles “Do employees who participate in the worksite wellness initiative receive a financial incentive,

such as paying a smaller share of their health insurance premium, having a smaller deductible, or contributing to a Health Savings Account, than employees who do not participate?”

THE STATE OF WORKPLACE WELLNESS IN AMERICA SLIDE 15

Organizations place high value on whether or not initiatives have any return on investment.

42%

58%

Yes No

% Important

Very 41%

Somewhat 43%

Not Very 14%

Not At All 1%

“Does your organization track the return on investment (ROI) of its worksite wellness

initiatives? “

“How important is it to your organization to have a measureable ROI (return on

investment) one to three years from now in order to determine the value of worksite

wellness initiatives?”


Nearly nine out of ten organizations see the benefit of having worksite wellness initiatives in place.

“In general, how beneficial would you say worksite wellness initiatives are to organizations like yours?”

% Beneficial

Very Beneficial 38%

Somewhat Beneficial 49%

Not Very Beneficial 12%

Not Beneficial at All 1%


92% 81%

93% 96% 94%

8% 19%

7% 4% 6%

With Wellness Initiative

Without Wellness Initiative

5+ Years in Operation

Financial Incentive

Employee Access to Initiative: 85%+

Beneficial Not Beneficial

Employers who provide worksite wellness initiatives are more inclined to recognize their benefits.

Benefits of Worksite Wellness Initiatives

50% Very

Beneficial 23%

46%

51%

51%


95% 84% 84%

78%

5% 17% 16%

22%

Help workers develop healthier lifestyles

Increase worker productivity

Lower health care costs

Reduce worker absenteeism

Total Agree Total Disagree

There is widespread belief they help both the employees and the company’s waistline.

“Below are a series of different viewpoints on worksite wellness initiatives. For each one, please select if you AGREE or DISAGREE with a particular position.”


65%

51%

26% 35%

49%

74%

Only impact a limited number of workers

Make employees feel their privacy is being intruded upon

Do little to improve overall worker health


Some agree that wellness initiatives impact only a limited number and might impact privacy.

“Below are a series of different viewpoints on worksite wellness initiatives. For each one, please select if you AGREE or DISAGREE with a particular position.”


91%

85%

53%

52%

49%

34%

26%

17%

16%

16%

Employers’ primary objective is to keep employees healthy.

“To the best of your knowledge, what are your organization’s reasons for offering a worksite wellness initiative?”

To improve the overall health of employees

To reduce employee health care costs

To improve employee productivity

To improve employee morale

To reduce employee absenteeism

To reduce the costs associated with disability claims

To attract and recruit employees

Was requested by employees

To reduce employee turnover rates

Were part of the existing health plan


65%

59%

54%

45%

42%

39%

36%

35%

34%

28%

26%

11%

The cost of the initiatives is also a main concern. “Regardless of whether you have a worksite wellness initiative at your

organization or not, what are some of the reasons why organizations like yours often decide NOT to offer a worksite wellness initiative?”

Cost of the initiative

Lack of employee interest/expected low levels of participation

Lack of time

Management does not see the value of it

Employees do not see the value of it

Lacking expertise/staff

Lack of information/resources about how to develop and maintain an initiative

Lack of facilities

Would not reduce health insurance costs

Unable to find someone who will champion the initiative

Organization is too small

High employee turnover


52%

43% 49%

55% 48%

57% 51%

45%

Overall Worksite Wellness Initiative 1-2 Years in

Operation

Worksite Wellness Initiative 3-4 Years in

Operation

Worksite Wellness Initiative 5+ Years in

Operation

Yes No

They are longitudinally capable of reducing health care costs.

“Based on your experience, over the last year do you think that worksite wellness initiatives were effective in reducing your organization’s health care costs?”


42%

54%

65% 58%

46%

35%

Worksite Wellness Initiative 0-1% of Operating Budget


Worksite Wellness Initiative 6%+ of Operating Budget

Yes No

Almost seven out of ten organizations believe that their larger investments in wellness initiatives help

keep health care costs low. Effectiveness in Reducing Health Care Costs by % Operating Budget


63%

40%

66%

41% 37%

60%

34%

59%

Worksite Wellness Initiative Provides Financial Incentive

Worksite Wellness Initiative Does Not Provide Financial

Incentive

Worksite Wellness Initiative Has Return on

Investment

Worksite Wellness Initiative Has No Return

on Investment

Yes No

Those that offer financial incentives have higher return on investment.

Effectiveness in Reducing Health Care Costs by Financial Incentive & Return On Investment


46% 38% 37%

53% 54% 62% 63%

47%

Overall Worksite Wellness Initiative 1-2 Years in

Operation

Worksite Wellness Initiative 3-4 Years in

Operation

Worksite Wellness Initiative 5+ Years in

Operation Yes No

But they don’t seem to reduce overall worker absenteeism.

“Based on your experience, do you think that worksite wellness initiatives are effective in reducing worker absenteeism at your organization?”


37%

49%

58% 63%

51%

42%



Worksite Wellness Initiative 6%+ of Operating Budget

Yes No

Organizations that have recently added wellness initiatives to their worksites don’t see the employee

absenteeism rates falling. Effectiveness in Reducing Worker Absenteeism by % Operating Budget


53%

39%

56%

76%

47%

61%

44%

24%

Overall Worksite Wellness Initiative 0-1%

of Operating Budget

Worksite Wellness Initiative 2-5%

of Operating Budget

Worksite Wellness Initiative 6%+

of Operating Budget

Yes No

But they do see positive changes in productivity in the workplace.

“Based on your experience, do you think that worksite wellness initiatives are effective in improving worker productivity at your organization?”


“How interested is your organization in expanding or improving your current worksite

wellness initiative in the next one to three years?”

“How interested is your organization in developing a worksite wellness initiative in the

next one to three years?”

85%

69%

15%

31%

Wellness Initiative Expansion Wellness Initiative Development

Total Interested Total Not Interested

There is high interest in launching initiatives at new organizations and improving existing ones.

39% Very Interested

27% Very Interested


62%

74% 77%

66% 65%

78%

38%

26% 23%

34% 35%

22%

Have 1-99 Employees

Have 100-499

Employees

Have 500+ Employees

Privately Owned

For-Profit

Publicly Owned For-Profit

Nonprofit/ Government

Total Interested Total Not Interested

Nonprofits and government agencies show the most interest in wellness initiatives.

Wellness Initiative Development Interest by Organization Size & Profit Status


“How beneficial do you think employees find your organization’s worksite wellness initiative

to be?”

“How beneficial would your employees find a worksite wellness initiative if your organization

created one?”

90% 83%

10% 17%

Organizations with Wellness Initiatives Organizations without Wellness Initiatives

Total Beneficial Total Not Beneficial

Employees see them as beneficial to their health.

15% Very Beneficial

18% Very Beneficial


92% 91% 80%

8% 9% 20%

Health plans offered premium discounts or rebates for these

initiatives.

We could demonstrate a financial return on investment for these

initiatives.

The state and federal government provided tax incentives for these

initiatives.


If subsidies or financial incentives existed, organizations would be more willing to establish

wellness programs. “Please select if you AGREE or DISAGREE with the following statements. My organization

would be interested in creating or expanding a worksite wellness initiative if…”


84% 74%

68%

16% 26%

32%

It would help attract and retain talented employees.

My employees actively requested such an initiative.

There was a community initiative that recognized employers with

healthy workplaces. Total Agree Total Disagree

But they also would invest in initiatives to fulfill their employees’ needs.

“Please select if you AGREE or DISAGREE with the following statements. My organization would be interested in creating or expanding a worksite wellness initiative if…”


58%

55%

54%

48%

39%

37%

34%

26%

Human resource professionals look at other businesses’ experience with initiatives.

“Which of the following would you consider to be TRUSTED and VALUED sources of information about creating or expanding a worksite wellness initiative for your organization?”

Business peers or fellow human resource managers

Health care service providers

Worksite wellness vendors and consultants

Health care insurers

State and local health departments

Non-profit health organizations

Business organizations and trade associations

Online resources


74% 81%

65%

26% 19%

35%

Overall Organization With Worksite Wellness Initiative

Organization Without Worksite Wellness Initiative

Total Likely Total Unlikely

They are willing to learn more through community networking.

“If there was a network in your community for business leaders to learn about issues related to worksite wellness initiatives and to share information, how likely is it that someone from

your organization would join this network?”

29% Very Likely

36% Very Likely

20% Very Likely


“In your professional opinion, which one of the following best describes how your organization views

the state and local government's involvement in worksite wellness initiatives for companies like yours?”

“In your professional opinion, which one of the following best describes how your organization views the federal government's involvement in worksite wellness initiatives for companies like

yours?”

47%

39%

15% 20%

38% 40%

State & Local Government Involvement Federal Government Involvement

Should Be More Active Should Be Less Active Should Not Really Change

Organizations, overall, think there should be more government involvement in wellness initiatives.


51%

43%

13% 18%

36% 39%

State & Local Government Involvement Federal Government Involvement

Should Be More Active Should Be Less Active Should Not Really Change

…even more so among those organizations that already have worksite wellness initiatives in place.

Government Involvement Among Organizations With Worksite Wellness Initiatives

SLIDE 39 MASSACHUSETTS’S 6TH CONGRESSIONAL DISTRICT SURVEY

State of Workplace Wellness in America 2012 National Survey

The Alliance for a Healthier Minnesota 800 Nicollet Mall Suite 2690 Minneapolis, MN 55402 www.statesofwellness.com www.healthiermn.com

http://www.statesofwellness.com

http://www.healthiermn.com

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Workplace Wellness - States of Wellness 2012 National Survey

Health & Medicine