State of Wellness: Minnesota, Policies, Systems and Environmental Changes with Allison Faricy
Worksite Wellness in Minnesota• Working adults in the United States comprise 65% of the population ages 16 years and older. Members of this population group spend at least half of their waking hours in the workplace, an environment that can be used to promote health and prevent disease.
In addition to costs associated with healthinsurance, workers’ health affects theprofitability of American companies in othersignificant ways. Poor health of employees iscorrelated with a 51% decrease in overallproductivity, with lost employee productivitydue to health issues costing companies anestimated $225.8 billion annually, or $1,685per employee per year. Employers also incurcosts associated with short- and long-termdisability and Worker’s Compensation.
For all of these reasons, comprehensive worksitewellness is an important, evidence-based SHIPstrategy that employs policy, system andenvironmental changes to improve nutrition,increase physical activity and promote smokingcessation among Minnesota workers. It is acomprehensive strategy designed to improve thehealth of employees while reducing absenteeismand the health care costs incurred by employers –one worksite at a time.http://www.uschamber.com/reports/healthy-workforce-2010-and-beyond
Rationale Studies suggest that the return on investment for worksite wellness initiatives is approximately $3 to $6 saved for every $1 spent – Reduced obesity and tobacco use – Improved productivity and lowered absenteeism – Lowered health care costs for employers and employees
Importance of PSE approach• Policy:• Changes to a law, ordinance, resolution, mandate, regulation, or rule (both formal and informal)• Systems:• Changes that impact all elements of an organization, institution, or system• Environmental:• Physical or material changes to the economic, social, or physical environment
Benton County• Coborn’s Incorporated made the decision to implement a tobacco-free worksite policy in 2009.• Coborn’s Incorporated transitioned 6500 employees at 80 locations across 6 states July 5th, 2010. As of today, policy implementation has gone smoothly.
Lincoln-Lyon-Murray Pipestone• SW/WC Service Coop had a comprehensive worksite wellness program in place. To enhance their worksite wellness program, they are in the process of implementing a healthy catering policy that will affect not only their employees, but the customers they serve as well.• Training of both staff who orders the food and training for the caterers is underway. Foods will be made and served in a healthier manner.• The policy will be sustainable by guidelines that will be in the policy and a training manual that will be provided to current and new caterers.
Meeker McLeod-Sibley• Eight worksites have identified lead individuals and an internal SHIP team to carry out the goals and objectives of their individual worksite. This group of worksites chooses to meet monthly and rotates hosting the meetings.• Meeting topics have included the following: an overview of SHIP and PSE, assessments, the role of wellness committees, goal setting, how to work with your insurance representative, health risk assessments, wellness screenings, and community walkability and bikeability. The Chamber of Commerce has been a key local champion in this intervention.
North Country• Our worksite wellness efforts have begun in three worksites in our region: TEAM Industries in Clearwater and Hubbard County; Anderson Fabrics in Beltrami County; and Lakewood Health Center in Lake of the Woods county. Through the leadership of Blue Cross Blue Shield Worksite Wellness Consultants, these employers are working toward developing wellness policies that will promote healthy worksites including limiting tobacco use and creating environmental changes such as healthy vending and increased physical activity. They have completed an assessment, convened wellness committees, and developed a vision and goal statements.
Upper Sioux• Prairies Edge Casino and Resort has been working on a worksite wellness policy that meets the needs of employees.• Barbara Anderson, Human Resources Administrative Secretary has been a valuable team player. She has work on forming a wellness committee and meeting with department managers, facilitating the ship work at this site. Our Administrative Building and Tribal Government Building have joined hands to work on, what worksite wellness means to our respective offices.• Vending have been implemented and sustained. Menu labeling is being worked on.
Cottonwood-Jackson• Working with Blue Cross Blue Shield Center for Prevention to plan and conduct the Healthy Worksite Kick-off for area employers• Development of communications and messaging of the worksite wellness initiative within each worksite.• Finding champions within each worksite; both champions are CLT members and understand the SHIP focus.• Both worksites completed the Assessment of PSE, practices, environment, employee needs and interests, and culture within timelines;• Comprehensive worksite wellness program established and sustained, targeting obesity and tobacco.
Anoka• Development of eatwellworkwell.org• This is a partnership of MIPPH, local public health and the private sector. It is a great example of collaboration as well as PSE. The website has sample policies, systems, and environmental changes.
Otter Tail Golden Start Initiative• Working on Baby-Friendly Hospital Initiatives• Rooms renovated• Pumps for use• Breaks established and communicated• Part of employee orientation
Healthy Eating by intervention 1000 900 A practice has changed 800 700 Both practice and policy 600 changed# of sites 500 A policy has changed 400 300 Environmental change 200 100 0 Intervention
Tobacco Reduction by intervention 250 200 A practice has changed 150 Both practice and# of Sites policy changed 100 A policy has changed 50 Environmental change 0 Intervention
SHIP approachThe SHIP approach to Comprehensive WorksiteWellness aims to reduce the risk of chronicdisease by supporting changes that improvenutrition, increase physical activity and supporttobacco cessation and a tobacco-freeenvironment among employees.
Objectives of SHIP 2.0Objectives are to create an organizationalculture of wellness and reduce health costs.Lessons learned from the previous two years ofSHIP (2009-2011) public-private partnerships aswell as emerging research revealed thatworksite wellness initiatives addressing thehealthy food, physical activity and tobacco-freeenvironments are most effective whenimplemented comprehensively.
SHIP strategies Vending Active Transportation Cafeteria Tobacco-Free Worksite Policies Catering Access to FacilitiesBreastfeeding Support
SHIP in Worksites: A 3-Pronged ApproachUsing environmental changes and social support to Policycomplement policy adoption and implementation is aneffective way to increase impact and achieve behaviorchange. Here’s one example for a physical activityfocus:Policy – Implement a written policy that allows andencourages staff to walk over the noon hour.Environment – Map distances and routes for walkingnear the worksite and post the distances/maps in Environment Social Supportconspicuous places.Social Support (for corporate/organizational culture change) – Conduct a six-weekwalking campaign that tracks steps or mileage.
Steps in process1. Recruit Partner Organizations• Develop a list of area employers, including small businesses, county or tribal government, schools, hospitals and health clinics. Engage existing network of partners• Contact human resources staff or community partnership specialists, if possible, to schedule in-person meetings.
2. Convene a Wellness Committee• Facilitate the formation of wellness committees at each participating worksite. Wellness committees markedly increase the success of implementation and sustainability.• The purpose of each company wellness committee is to determine priorities, provide input on the planning and implementation of strategy components, and assist with evaluation activities. Members may include (but are not limited to) an executive champion, a human resources manager, and employee representatives.
3. Conduct Baseline Assessment• Grantees will support corporate partners in conducting baseline assessments to determine: Organizational readiness to change, quality improvement culture, current policies, systems, practices, and attitudes• Conduct assessments of the current worksite environment• Analyze and share findings to determine organizational readiness to change and priority areas for health improvement related to healthy food, physical activity and smoking cessation.• Use findings to determine work plan priorities.
4. Develop Worksite Action Plans• Develop a work plan to implement changes in healthy food, physical activity and tobacco areas through organization-led actions. Be sure to include the following components: – Goals and objectives – Action steps – Persons responsible – Timeline – Technical assistance needs – Measures (e.g., budget impact assessment and projected ROI data)
Social SupportPolicy Environmental SupportP1 – Enact an E1 – Make water available throughout SS1 – Track or log foodoverarching day. intake E2 – Make kitchen equipment SS2 – Send healthy foodpolicy to provide (refrigerators, microwaves, stoves, etc.) messages to employeeshealthy food available for employee food storage and via multiple means (i.e.options in preparation. email, posters, payrollcafeteria, vending E3 – Offer local fruits and vegetables at stuffers, etc.).and snack boxes. the worksite (i.e. farmer’s market or a SS3 – Include the(Required) community-supported agriculture drop- employees’ family off point.) members in campaign E4 – Provide on-site gardening. promoting fruit and E5 – Promote healthy choices by: vegetable consumption. increasing the percentage of healthy SS4 – Provide cafeteria options that are available; using taste tests of fresh, competitive pricing to make healthier seasonal produce. choices cost less; advertise or mark healthy options so that they stand out. E6 – Offer appealing, low-cost, healthful food options, such as fruits and vegetables, juices, and low-fat dairy products in vending machines, snack bars and break rooms. E7 – Promote the consumption of fruit and vegetables in catering/cafeteria through motivational signs, posters, etc. E8 – Have on-site cafeterias follow nutritional standards that align with dietary guidelines for Americans.P3 - Offer incentives SS1 – Track or log foodfor participation in intakehealthy eating andweight managementprograms. (Optional)
Resources• Wisconsin Department of Health Services. Worksite Wellness Resource Kit. This document includes content on assessing your worksite. http://www.dhs.wisconsin.gov/health/physicalact ivity/sites/Worksite%20pdfs/2010%20Step%203. pdf• Eatwellworkwell.org