|
|
(HealthNewsDigest.com) – Many of us spend at least eight hours a day, five days a week at work – more time than we spend anywhere else. Pair that with recent labor statistics that show most of us spend those hours in offices sitting at desks and staring at computers all day, and it’s not hard to see why the numbers of overweight and obese adults in America have reached epidemic proportions.
With the hours racking up and, for many of us, the pounds packing on, the workplace seems to be an appropriate jumping-off point for tackling weight issues and improving our health. A survey by the STOP Obesity Alliance found that 92 percent of employers at larger companies thought weight management programs were appropriate at work and eight out of 10 employees, no matter their weight, said weight management programs belong at work.
Since both employers and employees recognize that our time at work might be better leveraged to improve our health, it might seem that we would find comprehensive workplace wellness programs more prevalent in our society. But we don’t, which begs the question of are there obstacles to these programs becoming more widely adopted?
The use of incentives, or dis-incentives, might be one of many obstacles stopping companies from taking on the issue of health in the workplace. Recently, I co-chaired the 5th Annual Obesity and Wellness Congress in Washington, D.C. and moderated a discussion entitled, “What is the Fall Out of Incentives in Health Reform?” where representatives from the American Diabetes Association, American Heart Association and the National Business Group on Health (NBGH) took an in-depth look at the pros and cons of addressing obesity at work, specifically through the use of incentives.
It’s clear that this is still a heavily debated topic with a wide gulf between opinions. Outcomes from the panel ranged from concerns that incentives are another form of workplace discrimination with insufficient data to support their efficacy, to support for incentives as a way for businesses to reward employees. And findings from a survey of large employers conducted by the NBGH earlier this year shows the number of companies that offer incentives based on health status indicators will triple in the next year.
Wellness programs can be great tools to help employees define health, determine their health status and learn how best to manage chronic conditions. But, it is important to strike the right balance between helping employees who most need it and punishing those who do not meet specific health indicators. Workplace wellness and incentives must meet the needs of all employees, regardless of health status, and help them overcome health challenges often posed by work-life balance. And premium costs are also a source of concern for both employers and employees – insurance premiums for employees have tripled over the last decade while they’ve doubled for employers.
For smaller companies, the cost of implementing and maintaining wellness programs might appear to be an expensive undertaking. But help might be on its way in the form of $200 million put forth in the new health reform legislation for small businesses to implement workplace wellness programs. Unfortunately, the money has yet to be appropriated.
The Alliance’s survey showed that most firms think workplace programs are effective, but they need more evidence on what works and what doesn’t. Presently, there is limited research demonstrating the benefit these prevention programs can have on employee outcomes – an area we hope will be developed as more employers undertake and evaluate their programs. Admittedly, it’s a tough call for employers who might want to do the right thing but uncertain of the path to take or whether the investment will prove worthwhile.
The time seems right to view work as a place to extend the conversation of how to improve the health and well-being of our country, whether it’s to protect bottom lines or keep employees healthy and productive. But employers and employees cannot do it alone. Removing barriers to progress has to be a collaborative effort. Health reform will hopefully prove a help, not hindrance, in making these programs more widespread. With plans to have the Centers for Disease Control and Prevention study the impact of workplace wellness programs and mandated coverage of preventive services for certain chronic diseases as identified by the U.S. Preventive Services Task Force, we are seeing signs of progress.
Let’s keep this conversation moving forward to really figure out how we might make small steps individually and collectively to bring wellness to our workplaces…and to our lives.
Christine Ferguson is Director of the STOP Obesity Alliance (www.stopobesityalliance.org) and Professor at The George Washington University School of Public Health and Health Services.
Professionally and personally, Christine has fought the obesity battle and knows the stigma surrounding this medical condition firsthand. She grew up playing varsity sports in a highly competitive environment and was in terrific shape before joining the work force.
As her weight climbed, she found herself more than 100 pounds overweight as the Commissioner of the Department of Public Health in Massachusetts under Governor Mitt Romney. After numerous failed attempts at weight loss programs and struggling with the conflict of needing to be a role model for healthy living, Ms. Ferguson had bariatric surgery that helped her successfully lose more than 125 pounds and tremendously improve her health and fitness.
Christine has also run the Rhode Island Department of Human Services and served as counsel and deputy chief of staff to the late U.S. Senator John H. Chafee (R-RI). Among her many accolades is recognition as one of the Most Influential Health Policymakers by Faulkner & Gray Healthcare and one of the top 25 Most Influential Working Mothers by Working Mothers Magazine.
Subscribe to our FREE Ezine and receive current Health News, be eligible for discounted products/services and coupons related to your Health. We publish 24/7.
HealthNewsDigest.com
For advertising/promotion, email: [email protected] Or call toll free: 877- 634-9180