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  • 1. SHRM Survey Findings:Workplace Wellness InitiativesIn collaboration with and commissioned by Alliance for aHealthier Minnesota December 6, 2012 Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota
  • 2. Definitions Worksite wellness initiatives: For the purpose of this survey, worksite wellness initiatives can be defined as a coordinated set of strategies that includes environmental supports, health benefits and workplace policies designed to meet the health and safety needs of all employees. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 2
  • 3. Key Findings How much do organizations spend on health insurance coverage for employees? Of the organizations that offer a health care plan for their employees, approximately three-fourths (76%) of organizations spend less than 25% of their organization’s operating budget on health insurance coverage for employees, whereas nearly one-fifth (19%) of organizations spend 25% to 49%. How would organizations grade their employees’ health? Over half (54%) of organizations would give their employees’ health a “B – Good” rating, whereas 38% of organizations would rate their employees’ health as “C – Fair.” How important are health-related issues in terms of overall organizational priorities? Nearly one-half (49%) of organizations indicated that health insurance costs are “extremely important to their organization.” Next on the list were decreased productivity (35%), absenteeism (30%) and workers’ compensation or disability claims (27%). What are the top health conditions that are of greatest concern to employees? Roughly one-fourth of organizations reported obesity/overweight (24%) and stress and other mental health issues (23%) as the greatest health concerns for their employees. Other health concerns include lack of exercise/fitness (15%), chronic disease (11%) and high blood pressure (10%). Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 3
  • 4. Key Findings (Continued) How do organizations feel about worksite wellness initiatives? Nearly nine out of ten (87%) organizations indicated that worksite wellness initiatives are very or somewhat beneficial. Practically all (96%) organizations reported that they strongly or somewhat agreed that the initiatives help workers develop healthier lifestyles. The majority (84%) of organizations also strongly or somewhat agree that worksite wellness initiatives lower health care costs and increase worker productivity. Do organizations offer worksite wellness initiatives? Slightly more than one-half (55%) of organizations have a worksite wellness initiative for their employees. The majority (76%) of those organizations indicated that less than 10% of their operating budget is spent on these worksite wellness initiatives. Do organizations plan to expand or improve their current worksite wellness initiative? Of the organizations that currently offer worksite wellness initiatives, 85% are very or somewhat interested in expanding or improving their current worksite wellness initiative in the next one to three years. Do organizations plan to develop worksite wellness initiatives for their employees? For organizations that do not currently offer a worksite wellness initiative, 69% of them are very or somewhat interested in developing one in the next one to three years. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 4
  • 5. Key Findings (Continued) Do organizations track the return on investment (ROI) of worksite wellness initiatives? Of the organizations that offer worksite wellness initiatives, roughly two-fifths (42%) of organizations track the return on investment (ROI) on these initiatives. What reasons may deter organizations from offering a worksite wellness initiative? About three-fifths of organizations reported the cost of the initiative (65%) and lack of employee interests/expected low levels of participation (59%) as the most common factors that may deter organizations from offering a worksite wellness initiative. What resources do organizations rely on when creating or expanding a worksite wellness initiative? Over one-half of organizations trust and value their business peers or fellow HR managers (58%), health care service providers (55%) and/or worksite wellness vendors and consultants (54%) when creating or expanding a worksite wellness initiative. Should the government become more involved in worksite wellness initiatives? Nearly one-half (47%) of organizations indicated that state and local government should be more active in helping create and expand worksite wellness initiatives, although two-fifths (40%) of organizations indicated that the federal government should not really change its level of involvement. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 5
  • 6. General Health Insurance Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 6
  • 7. Approximately what percentage of your organization’s operating budget would you say is spent on health insurance coverage for your employees? Less than 25% 76% 25 – 49% 19% 50 – 74% 4% 75% or more 1%Note: n = 267. Only respondents whose organizations offer health care plans were asked this question. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 7
  • 8. Wellness Themes Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 8
  • 9. What grade would you give your organization’s employees in terms of being healthy? A – Excellent 4% B – Good 54% C – Fair 38% D – Poor 4% F – Failing 0%n = 403 Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 9
  • 10. What grade would you give your organization’s employees in terms of being healthy?Comparisons by organization staff size• Organizations with 1 to 99 employees are more likely than organizations with 500 to 24,999 employees to grade theiremployees’ health as B – Good. Comparisons by organization staff size 500 to 2,499 employees (39%) 1 to 99 employees (67%) > 2,500 to 24,999 employees (46%)• Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 99 employees to grade theiremployees’ health as C – Fair. Comparisons by organization staff size 500 to 2,499 employees (54%) > 1 to 99 employees (23%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 10
  • 11. Rate the importance of the following issues in terms of overall organization priorities: 1 = Not 10 = Important Extremely 2 3 4 5 6 7 8 9 At All to Important to Organization OrganizationHealthinsurance 1% 1% 1% 1% 3% 3% 7% 17% 18% 49%costs(n = 404)Decreasedproductivity 1% 0% 1% 2% 5% 6% 11% 18% 20% 35%(n = 402)Absenteeism 1% 2% 2% 2% 6% 6% 11% 19% 21% 30%(n = 401)Workers’compensationor disability 2% 3% 3% 5% 9% 6% 12% 16% 15% 27%claims(n = 402) Note: Percentages may not equal 100% due to rounding. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 11
  • 12. Rate the importance of the following issues in terms of overall organization priorities:Comparisons by organization staff size• Organizations with 500 to 2,499 employees are more likely than organizations with 2,500 to 24,999 employees to ratehealth insurance costs a 9 on level of importance (1 = not important at all to organization, 10 = extremely important toorganization). Comparisons by organization staff size 500 to 2,499 employees (31%) > 2,500 to 24,999 employees (11%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 12
  • 13. Which from the list below do you consider to be the top three health conditions or areas that you feel are the greatest concern to your organization’s employees? Rank them in terms of your first, second and third choice. First Choice Second Choice Third Choice (n = 405) (n = 404) (n = 403) Obesity/overweight 24% 17% 12% Stress and other mental health issues 23% 14% 14% Lack of exercise/fitness 15% 19% 17% Chronic diseases 11% 11% 11% High blood pressure 10% 12% 12% Tobacco use 7% 3% 8% Workplace injuries 6% 2% 5% High cholesterol 1% 7% 5% Alcohol and substance abuse 1% 2% 4% Poor nutrition 1% 7% 9% Cold and flu vaccinations 1% 5% 4%Note: Percentages may not equal 100% due to rounding. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 13
  • 14. Which from the list below do you consider to be the top three health conditions or areas that you feel are the greatest concern to your organization’s employees? Rank them in terms of your first, second and third choice.Comparisons by organization staff size• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 99 employees to rankobesity/overweight as the top health concern for their employees. Comparisons by organization staff size 2,500 to 24,999 employees (34%) > 1 to 99 employees (13%)Comparisons by organization sector• Publicly owned for-profit organizations are more likely than privately owned for-profit organizations and nonprofitorganizations to rank tobacco use as the second top health concern for their employees. Comparisons by organization sector Privately owned for-profit (2%) Publicly owned for-profit (10%) > Nonprofit (1%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 14
  • 15. Worksite Wellness Initiatives Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 15
  • 16. In general, how beneficial would you say worksite wellness initiatives are to organizations like yours? Very beneficial 38% Somewhat beneficial 49% Not very beneficial 12% Not beneficial at all 1%n = 404 Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 16
  • 17. In general, how beneficial would you say worksite wellness initiatives are to organizations like yours?Comparisons by organization staff size• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 99 employees to considertheir workplace wellness initiatives as “very beneficial.” Comparisons by organization staff size 2,500 to 24,999 employees (51%) > 1 to 99 employees (26%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 17
  • 18. Perspectives on Different Viewpoints About Worksite Wellness Initiatives: Worksite wellness initiatives helpworkers develop healthier lifestyles. (n = 5% 56% 40% 400)Worksite wellness initiatives lower health care costs. (n = 401) 3% 13% 53% 31% Worksite wellness initiatives increase 2% 14% 61% 23% worker productivity. (n = 400) Worksite wellness initiatives reduce 2% 20% 59% 19% worker absenteeism. (n = 396)Worksite wellness initiatives only impact 10% 25% 47% 17% a limited number of workers. (n = 403) Worksite wellness initiatives make employees feel that their privacy is 13% 36% 44% 7% being intruded upon. (n = 400) Worksite wellness initiatives do little to improve overall worker health. 26% 48% 21% 5% (n = 401) Strongly Disagree Somewhat Disagree Somewhat Agree Strongly Agree Note: n = 396 – 403. Percentages may not equal 100% due to rounding. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 18
  • 19. Does your organization have a worksite wellness initiative? No Yes 45% 55%n = 406 Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 19
  • 20. Does your organization have a worksite wellness initiative?Comparisons by organization staff size• Organizations with 100 or more employees are more likely than organizations with 1 to 99 employees to offer worksitewellness initiatives in their organization.• Organizations with 2,500 or more employees are more likely than organizations with 100 to 499 employees to offerworksite wellness initiatives in their organization. Comparisons by organization staff size 100 to 499 employees (52%) 500 to 2,499 employees (63%) > 1 to 99 employees (27%) 2,500 to 24,999 employees (80%) 25,000 or more employees (90%) 2,500 to 24,999 employees (80%) > 100 to 499 employees (52%) 25,000 or more employees (90%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 20
  • 21. Does your organization have a worksite wellness initiative?Comparisons by organization sector• Publicly owned for-profit organizations are more likely than privately owned for-profit and nonprofit organizations tooffer worksite wellness initiatives in their organization.• Government agencies are more likely than privately owned for-profit and nonprofit organizations to offer worksitewellness initiatives in their organization. Comparisons by organization sector Privately owned for-profit (45%) Publicly owned for-profit (75%) > Nonprofit (53%) Privately owned for-profit (45%) Government (83%) > Nonprofit (53%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 21
  • 22. 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? 0% 9% Less than 10% 76% 10 - 19% 12% 20% or more 3%Note: n = 168. Only respondents whose organizations offer wellness initiatives were asked this question. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 22
  • 23. How many years ago was your organization’s worksite wellness initiative first created? Less than 1 0% year 1 year 17% 2 years 18% 3 years 11% 4 years 10% 5 or more 44% yearsNote: n = 208. Only respondents whose organizations offer wellness initiatives were asked this question. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 23
  • 24. 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 92%To reduce employee health care costs 85% To improve employee 53% productivity To improve employee morale 52% To reduce employee 49% absenteeism To reduce the costs associated 34% with disability claimsTo attract and recruit employees 26% Was requested by employees 17%Worksite wellness initiatives were part of the existing health plan 16% To reduce employee turnover 16% rates Other 3% Note: n = 225. Percentages do not equal 100% due to multiple response options. Only respondents whose organizations offer wellness initiatives were asked this question. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 24
  • 25. To the best of your knowledge, what are your organization’s reasons for offering a worksite wellness initiative?Comparisons by organization staff size• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 99 employees to indicatereducing health care costs as a reason to offer worksite wellness initiatives in their organization. Comparisons by organization staff size 2,500 to 24,999 employees (91%) > 1 to 99 employees (63%)Comparisons by organization sector• Nonprofit organizations and government agencies are more likely than privately owned for-profit organizations toindicate requested by employees as a reason to offer worksite wellness initiatives in their organization. Comparisons by organization sector Nonprofit (28%) > Privately owned for-profit (7%) Government (32%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 25
  • 26. Do employees who participate in the worksite wellness initiative receive a financial incentive? Yes No 50% 50%Note: n = 224. Only respondents whose organizations offer wellness initiatives were asked this question. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 26
  • 27. How interested is your organization in expanding or improving your current worksite wellness initiative in the next one to three years? Very interested 40% Somewhat interested 45% Not very 12% interested Not interested 4% at allNote: n = 223. Percentages do not equal 100% due to rounding. Only respondents whose organizations offer wellness initiatives were asked thisquestion. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 27
  • 28. How beneficial do you think employees find your organization’s worksite wellness initiative to be? Very beneficial 15% Somewhat beneficial 76% Not very 8% beneficial Not beneficial 2% at allNote: n = 225. Percentages do not equal 100% due to rounding. Only respondents whose organizations offer wellness initiatives were asked thisquestion. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 28
  • 29. How beneficial do you think employees find your organization’s worksite wellness initiative to be?Comparisons by organization staff size• Organizations with 500 to 2,499 employees are more likely than organizations with 100 to 499 employees to indicate thattheir employees find their organization’s worksite wellness initiatives to be very beneficial. Comparisons by organization staff size 500 to 499 employees (24%) > 100 to 499 employees (5%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 29
  • 30. How interested is your organization in developing a worksite wellness initiative in the next one to three years?Very interested 27% Somewhat interested 42% Not very 21% interested Not interested 10% at allNote: n = 179. Only respondents whose organizations do not offer wellness initiatives were asked this question. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 30
  • 31. How interested is your organization in developing a worksite wellness initiative in the next one to three years?Comparisons by organization staff size• Organizations with 1 to 99 employees are more likely than organizations with 100 to 499 employees to indicate they arenot interested at all in developing a worksite wellness initiative in the next one to three years. Comparisons by organization staff size 1 to 99 employees (18%) > 100 to 499 employees (3%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 31
  • 32. How beneficial would your employees find a worksite wellness initiative if your organization created one? Very beneficial 18% Somewhat beneficial 65% Not very 15% beneficial Not beneficial 2% at allNote: n = 178. Only respondents whose organizations do not offer wellness initiatives were asked this question. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 32
  • 33. Based on your experience, do you think that worksite wellness initiatives were effective in . . . Improving worker productivity at your 52% organization? (n = 221) Reducing your organizations health care 52% costs? (n = 222) Reducing worker absenteeism 47% at your organization? (n = 221)Note: n = 221 - 222. Only respondents whose organizations offer wellness initiatives were asked this question. Data shown reflect “yes” responses. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 33
  • 34. Business Strategy Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 34
  • 35. My organization would be interested in creating or expanding a worksite wellness initiative if: Health plans offered premium discounts or rebates for these 3% 6% 35% 56% initiatives. (n = 402)We could demonstrate a financial return on investment for these 1% 8% 37% 54% initiatives. (n = 402)The state and federal government provided tax incentives for these 7% 12% 36% 44% initiatives. (n = 397) It would help attract and retain 3% 14% 45% 40% talented employees. (n = 400)My employees actively requested 7% 19% 40% 35% such an initiative. (n = 400) There was a community initiative that recognized employers with 7% 25% 46% 22% healthy workplaces. (n = 400) Strongly Disagree Somewhat Disagree Somewhat Agree Strongly Agree Note: Percentages may not equal 100% due to rounding. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 35
  • 36. My organization would be interested in creating or expanding a worksite wellness initiative if:Comparisons by organization staff size• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 99 employees to “stronglyagree” in creating or expanding a worksite wellness initiative if financial return on these initiatives could bedemonstrated.• Organizations with 500 to 2,499 employees are more likely than organizations with 2,500 to 24,999 employees to“somewhat disagree” that creating or expanding a worksite wellness initiative would help attract and retain talentedemployees. Comparisons by organization staff size 2,500 to 24,999 employees (65%) > 1 to 99 employees (42%) 500 to 2,499 employees (20%) > 2,500 to 24,999 employees (4%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 36
  • 37. My organization would be interested in creating or expanding a worksite wellness initiative if:Comparisons by organization sector• Government agencies are more likely than privately owned for-profit organizations to “somewhat agree” in creating orexpanding a worksite wellness initiative if employees actively requested such an initiative.• Government agencies are more likely than publicly owned for-profit organizations to “somewhat disagree” in creatingor expanding a worksite wellness initiative if state and federal government provided tax incentives for these initiatives. Comparisons by organization sector Government (60%) > Privately owned for-profit (33%) Government (28%) > Publicly owned for-profit (5%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 37
  • 38. Does your organization track the return on investment (ROI) of its worksite wellness initiatives? Yes 42% No 58%Note: n = 217. Only respondents whose organizations offer wellness initiatives were asked this question. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 38
  • 39. Does your organization track the return on investment (ROI) of its worksite wellness initiatives?Comparisons by organization staff size• Organizations with 500 or more employees are more likely than organizations with 100 to 499 employees to track thereturn on investment (ROI) of its worksite wellness initiatives. Comparisons by organization staff size 500 to 499 employees (47%) 2,500 to 24,999 employees (60%) > 100 to 499 employees (16%) 25,000 or more employees (68%)Comparisons by organization sector• Publicly owned for-profit organizations are more likely than privately owned for-profit and nonprofit organizations totrack the return on investment (ROI) of its worksite wellness initiatives. Comparisons by organization sector Privately owned for-profit (36%) Publicly owned for-profit (61%) > Nonprofit (29%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 39
  • 40. 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? Very important 41% Somewhat important 43% Not very 14% important Not important at 1% allNote: n = 220. Percentages do not equal 100% due to rounding. Only respondents whose organizations offer wellness initiatives were asked thisquestion. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 40
  • 41. 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?Comparisons by organization staff size• Organizations with 500 to 24,999 employees are more likely than organizations with 100 to 499 employees to indicatehaving a measurable return on investment (ROI) one to three years from now in order to determine the value of itsworksite wellness initiatives as “very important.” Comparisons by organization staff size 500 to 499 employees (58%) > 100 to 499 employees (25%) 2,500 to 24,999 employees (50%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 41
  • 42. Implementation Issues Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 42
  • 43. 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? PercentageCost of the initiative (n = 392) 65%Lack of employee interest/expected low levels of participation (n = 392) 59%Lack of time (n = 392) 54%Management does not see the value of it (n = 392) 45%Employees do not see the value of it (n = 392) 42%Lacking expertise/staff (n = 392) 39%Lack of information/resources about how to develop and maintain an initiative (n = 392) 36%Lack of facilities (n = 392) 35%Unable to find someone who will champion the initiative (n = 392) 34%Organization is too small (n = 391) 28%Would not reduce health insurance costs (n = 392) 26%High employee turnover (n = 392) 11%Other (n = 391) 3%Note: Percentages do not equal 100% due to multiple response options. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 43
  • 44. 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?Comparisons by organization staff size• Organizations with 100 to 499 employees are more likely than organizations with 1 to 99 employees to not offer aworksite wellness initiative due to the cost of the initiative. Comparisons by organization staff size 100 to 499 employees (73%) > 1 to 99 employees (51%)• Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 99 employees to not offer aworksite wellness initiative because management does not see the value of it. Comparisons by organization staff size 500 to 2,499 employees (61%) > 1 to 99 employees (35%)• Organizations with 500 to 2,499 employees are more likely than organizations with 25,000 or more employees to notoffer a worksite wellness initiative due to lack of time. Comparisons by organization staff size 500 to 2,499 employees (63%) > 25,000 or more employees (29%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 44
  • 45. 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?Comparisons by organization staff size (continued)• Organizations with 1 to 99 employees are more likely than organizations with 100 to 24,999 employees to not offer aworksite wellness initiative because the organization is too small. Comparisons by organization staff size 100 to 499 employees (22%) 1 to 99 employees (48%) > 500 to 2,499 employees (22%) 2,500 to 24,999 employees (14%)Comparisons by organization sector• Nonprofit organizations are more likely than publicly owned for-profit organizations to not offer a worksite wellnessinitiative due to lack of time. Comparisons by organization sector Nonprofit (66%) > Publicly owned for-profit (43%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 45
  • 46. 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? PercentageBusiness peers or fellow human resource managers 58%Health care service providers 55%Worksite wellness vendors and consultants 54%Health care insurers 48%State and local health departments 39%Nonprofit health organizations 37%Online resources 34%Business organizations and trade associations 26%Other 1%Note: n = 394. Percentages do not equal 100% due to multiple response options. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 46
  • 47. 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?Comparisons by organization staff size• Organizations with 100 to 2,499 employees are more likely than organizations with 1 to 99 employees to considerworksite wellness vendors and consultants as trusted and valued sources of information when creating or expanding aworksite wellness initiative. Comparisons by organization staff size 100 to 499 employees (60%) > 1 to 99 employees (41%) 500 to 2,499 employees (66%)Comparisons by organization sector• Nonprofit organizations are more likely than publicly owned for-profit or privately owned for-profit organizations toconsider nonprofit health organizations as trusted and valued sources of information when creating or expanding aworksite wellness initiative. Comparisons by organization sector Publicly owned for-profit (32%) Nonprofit (52%) > Privately owned for-profit (32%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 47
  • 48. 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? Very likely 29% Somewhat likely 45% Somewhat 19% unlikely Very 7% unlikelyn = 393 Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 48
  • 49. Role of Government Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 49
  • 50. In your professional opinion, which one of the following best describes how your organization views the government’s involvement in worksite wellness initiatives for companies like yours?The government should not really change its level of 38% involvement in helping create and expand 40%worksite wellness initiativesThe government should be 15% less active in helping create and expandworksite wellness initiatives 20%The government should be 47% more active in helping create and expandworksite wellness initiatives 39% State and Local Government (n = 392) Federal Government (n = 388) Note: Percentages may not equal 100% due to rounding. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 50
  • 51. Demographics Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 51
  • 52. DemographicsApproximately what percentage of Approximately what percentage of youryour regular full- and part-time regular full- and part-time employees haveemployees are covered under some access to your worksite wellness initiatives?type of health care plan offered byyour organization? Mean 93%Mean 78% Median 100%Median 80% Note: n = 207. Only respondents whose organizations offer wellness initiatives were asked this question.Note: n = 356. Only respondents whose organizationsoffer health care plans were asked this question.How many years has your In what region is your organizationorganization been in operation? located?Mean 54 Midwest 34%Median 35 South 32%n = 386 West 19% Northeast 15% n = 406 Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 52
  • 53. Approximately what percentage of your regular full- and part-time employees are covered under some type of health care plan offered by your organization?Comparisons by organization sector• Regular full- and part-time employees at publicly owned for-profit organizations are more likely than those at nonprofitorganizations to be covered under some type of health care plan offered by their organization. Comparisons by organization sector Publicly owned for-profit (mean – 83%) > Nonprofit (mean – 73%)Note: Only statistically significant differences are shown. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 53
  • 54. Demographics: Organization Industry PercentageProfessional, scientific and technical services 17%Manufacturing 14%Health care and social assistance 13%Finance and insurance 8%Education 6%Transportation/communication/utilities 5%Religious, grant-making, civic professional and similar organizations 4%Retail trade 4%Accommodation and food services 3%Administrative and support and waste management and remediation services 3%Information 3%Public administration 3%Note: n = 406. Percentages do not equal 100% due to multiple response options. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 54
  • 55. Demographics: Organization Industry (continued) PercentageTransportation and warehousing 3%Arts, entertainment and recreation 2%Educational services 2%Real estate, renting and leasing 2%Agriculture, forestry, fishing and hunting 1%Construction 1%Mining 1%Repair and maintenance 1%Wholesale trade 1%Other 1%Note: n = 406. Percentages do not equal 100% due to multiple response options. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 55
  • 56. Demographics: Organization SectorPrivately owned for-profit 52% Nonprofit organization 21%Publicly owned for-profit 19% Government agency 7%Note: n = 406. Percentages do not equal 100% due to rounding. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 56
  • 57. Demographics: Organization Staff Size 1 to 99 employees 28% 100 to 499 employees 31% 500 to 2,499 employees 15%2,500 to 24,999 employees 20%25,000 or more employees 7% Note: n = 406. Percentages do not equal 100% due to rounding. Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 57
  • 58. Demographics: OtherDoes your organization have U.S.-based Is your organization a single-unit organization oroperations (business units) only, or does it a multi-unit organization?operate multinationally? Single-unit organization: anU.S.-based operations only 72% organization in which the location 36% and the organization are one and theMultinational operations 28% samen = 406 Multi-unit organization: an organization that has more than one 64% location n = 406What is the HR department/function for For multi-unit organizations, are HR policies andwhich responded throughout this practices determined by the multi-unitsurvey? headquarters, by each work location or by both?Corporate (companywide) 67% Multi-unit headquarters determines HR 52%Business unit/division 15% policies and practicesFacility/location 18% Each work location determines HR 5%n = 279 policies and practices A combination of both the work location and the multi-unit 43% headquarters determines HR policies and practices n = 279 Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 58
  • 59. SHRM Survey Findings: Workplace Wellness Initiatives In collaboration with and commissioned by Alliance for a Healthier MinnesotaSurvey Methodology• Response rate = 14%• 406 HR professional respondents from a randomly selected sample of SHRM’s membership participated in this survey• Margin of error +/- 5%• Survey fielded: June 14 – July 13, 2012 Workplace Wellness Initiatives ©SHRM 2012 Workplace Wellness Initiatives ©SHRM 2012 In collaboration with and commissioned by Alliance for a Healthier Minnesota 59 In collaboration with and commissioned by Alliance for a Healthier Minnesota