The Wide World of Workplace Wellness:Global Trends and ChallengesBarry HallWolf KirstenHealth Promotion LIVEApril 8, 2011
Overview• Global trends and challenges• WHP profiles for key countries• Key global intiatives• Q&A                        ...
Fourth Annual Global Wellness SurveyObjective:• Assess trends in employer-sponsored  wellness strategies and practicesPart...
Location of EmployeesAfrica/Middle East                        19%Asia                                                    ...
Global Prevalence of Health Promotion Programs                Source: Global Wellness Survey, November 2010               ...
GLOBALStatus of Wellness StrategyNUMBER OF YEARS WELLNESS STRATEGY HAS BEEN IN PLACE0 - 1 year                     13%    ...
Globalization of Strategy                 STRATEGY IS GLOBAL*                    (MULTINATIONAL EMPLOYERS)                ...
Globalization of StrategyREASONS FOR NOT HAVING A GLOBAL WELLNESS STRATEGY*Differing cultures, laws, and practices across ...
Employer Objectives Driving Wellness Strategy                             Africa/                                         ...
Health Issues Driving Wellness Strategy                              Africa/                                              ...
Ownership and Control                                                                                   Multinational Orga...
Prevalence of Incentive Rewards (or Penalties)                                                              Incentive rewa...
Activities For Which Incentive Rewards Are Offered                                                                        ...
U.S.Are Incentives Working?     EFFECTIVENESS OF INCENTIVE REWARDS AT INFLUENCING         BEHAVIORAL CHANGES AMONG EMPLOYE...
Measurement and Outcomes              Source: Global Wellness Survey, November 2010                                   14
Measurement and OutcomesREASONS OUTCOMES ARE NOT MEASUREDInsufficient resources to support measurement                    ...
Building a “Culture of Health”       EXTENT TO WHICH THE   ORGANIZATION CURRENTLY HAS A        CULTURE OF HEALTH          ...
Country Profiles•    Brazil•    China•    India•    France•    UK•    Finland•    South Africa•    UAE    Based on „Global...
Brazil• National health care services (SUS) are  underfunded and lack quality• National Health Agency (ANS) has implemente...
China• Major challenges remain with occupational  hazards (dusts, chemical poisoning)• Accelerated aging process• High pre...
India• Economic superpower           92% of  workforce informal sector• Vastly underfunded health care system:  public exp...
UK• Lifestyle-related conditions continue to rise  to unprecedented levels• Tax funded National Health Service (£100bn  an...
Finland• Alcohol is leading cause of death in working  population• Developed systems with sophisticated  occupational heal...
South Africa• HIV/AIDS remains a key challenge (17% are  HIV+) while chronic disease is on the rise• Universal health care...
United Arab Emirates• 20%+ have diabetes• Road traffic safety a key challenge• Major progress with healthcare infrastructu...
WHO Healthy Workplace ModelComprehensive model emphasizesfour “Avenues of Influence”   http://www.who.int/occupational_hea...
Workplace Wellness Alliance• Cross-industry consortium of companies (39)• Knowledge sharing and developing• Promoting the ...
• A global association focused on serving the  health promotion practitioner (affiliated with the  American College of Spo...
Conclusion• Global growth in workplace health promotion• Productivity is the main universal driver• Chronic disease and me...
Wolf Kirsten                 Barry Hallwk@wolfkirsten.com    barry.hall@buckconsultants.comTel: 49-30-89202277         Tel...
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Wide World of Workplace Wellness – Global Trends and Challenges

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Wide World of Workplace Wellness – Global Trends and Challenges

  1. 1. The Wide World of Workplace Wellness:Global Trends and ChallengesBarry HallWolf KirstenHealth Promotion LIVEApril 8, 2011
  2. 2. Overview• Global trends and challenges• WHP profiles for key countries• Key global intiatives• Q&A 1
  3. 3. Fourth Annual Global Wellness SurveyObjective:• Assess trends in employer-sponsored wellness strategies and practicesParticipants:• 1,248 participating employers• 47 countries• 13 million employees• All industry categoriesReports:• Global survey report• Executive summary in 10 languages• Special country reports www.BuckSurveys.com 2
  4. 4. Location of EmployeesAfrica/Middle East 19%Asia 33 %Australia 16 %Europe 34 %North America 62%Latin America 35 % Source: Global Wellness Survey, November 2010 3
  5. 5. Global Prevalence of Health Promotion Programs Source: Global Wellness Survey, November 2010 4
  6. 6. GLOBALStatus of Wellness StrategyNUMBER OF YEARS WELLNESS STRATEGY HAS BEEN IN PLACE0 - 1 year 13% 66% less than2 - 5 years 53% 5 years5 - 10 years 16%More than 10 years 14%Don‟t know 3% Source: Global Wellness Survey, November 2010 5
  7. 7. Globalization of Strategy STRATEGY IS GLOBAL* (MULTINATIONAL EMPLOYERS) No 46% Yes 54% * Covers majority of employees regardless of geography Source: Global Wellness Survey, November 2010 6
  8. 8. Globalization of StrategyREASONS FOR NOT HAVING A GLOBAL WELLNESS STRATEGY*Differing cultures, laws, and practices across 60%regionsNo global oversight for health care strategy 44%Lack of vendors who can meet our global 28%objectivesLimited availability of language- and culturally- 23%adapted tools and solutionsNot a priority in our organization 16%Other 22% Source: Global Wellness Survey, November 2010 7
  9. 9. Employer Objectives Driving Wellness Strategy Africa/ Latin United Mid East Asia Australia Canada Europe America StatesProductivity/Presenteeism 2 5 4 1 1 1 2Morale/Engagement 1 2 2 3 2 2 4Absence 5 6 3 2 4 7 3Workplace safety 2 4 1 6 6 3 6Work ability 4 1 5 4 5 4 7Org. values/mission 5 3 8 7 3 5 5Attract and retain 8 8 7 8 7 8 8Promote image/brand 7 7 6 9 10 10 9Health care costs 11 11 10 5 11 11 1Social responsibility 9 9 9 10 9 6 10Comply with legislation 9 10 11 11 8 9 11Supplement govt care 12 12 12 12 12 12 12 Source: Global Wellness Survey, November 2010 8
  10. 10. Health Issues Driving Wellness Strategy Africa/ Latin United Mid East Asia Australia Canada Europe America StatesStress 1 1 1 1 1 2 6Physical activity/exercise 4 3 3 3 2 1 1Nutrition/healthy eating 4 7 1 5 5 3 2Work/life issues 4 2 3 2 3 12 10High blood pressure 4 10 10 8 10 4 5Chronic disease 2 9 9 7 13 5 3Workplace safety 9 4 6 6 4 6 11Depression/anxiety 8 13 7 4 7 9 9High cholesterol 12 11 11 9 12 7 7Tobacco use/smoking 11 5 13 11 8 10 8Psychosocial work envir. 10 8 14 12 6 8 15Obesity 15 14 8 14 14 11 4Sleep/fatigue 16 12 5 9 11 14 14Personal safety 13 6 12 13 9 13 13Infectious diseases (HIV) 3 17 16 17 18 16 17Maternity/newborn health 18 15 18 16 16 15 12Substance abuse 14 18 15 15 15 18 16Public sanitation 17 16 17 18 17 17 18 Source: Global Wellness Survey, November 2010 9
  11. 11. Ownership and Control Multinational Organizations Single-Country Organizations 43%Centralized ownership and control 54%Centralized coordination with localized autonomy 41% 26%No centralized coordination - wellness 10%initiatives are spread throughout the organization 15% Source: Global Wellness Survey, November 2010 10
  12. 12. Prevalence of Incentive Rewards (or Penalties) Incentive rewards offered today Not offered today, but have plans to offer No plans to offerUnited States 62 % 25% 13%Asia 42 % 19% 39%Canada 41 % 30% 28%Africa/Mid East 34 % 24 % 41%Australia 29 % 24 % 47%Europe 25 % 11 % 63%Latin America 16% 38% 46% 0% 20% 40% 60% 80% 100 % Source: Global Wellness Survey, November 2010 11
  13. 13. Activities For Which Incentive Rewards Are Offered Offered today Plan to offer in next year Plan to offer in next 2-3 years Dont currently offer and no plans to offerCompleting a health risk appraisal 57% 18% 10% 14%Participation in workplace health "challenges" 50% 16% 15% 19%Completing a biometric health screening 46% 21% 15% 18%Obtaining regular preventive care examinations 37% 15% 21% 26%Refraining from tobacco use 37% 18% 18% 27%Tracking regular healthy living activities 33% 18% 19% 30%Completing educational courses (live or online) 29% 15% 21% 34%Contacting a health coach or advisor 30% 14% 16% 39%Adherence to a disease management program 25% 15% 23% 37%Achieving or maintaining health status results 23% 17% 26% 33%Adherence to a therapeutic regimen 13% 14% 22% 51% Source: Global Wellness Survey, November 2010 12
  14. 14. U.S.Are Incentives Working? EFFECTIVENESS OF INCENTIVE REWARDS AT INFLUENCING BEHAVIORAL CHANGES AMONG EMPLOYEES 31% 28% 20% 18% 15% 5% 4% Extremely Significantly Moderately Minimally Not effective Don‟t know Effective Effective Effective Effective 5 4 3 2 1 Source: Global Wellness Survey, November 2010 13
  15. 15. Measurement and Outcomes Source: Global Wellness Survey, November 2010 14
  16. 16. Measurement and OutcomesREASONS OUTCOMES ARE NOT MEASUREDInsufficient resources to support measurement 59 %Don’t know how to measure 36%No priority from leadership 33%Don’t believe there is a measurable return 13%Don’t believe the cost of measurement is justified 9% Source: Global Wellness Survey, November 2010 15
  17. 17. Building a “Culture of Health” EXTENT TO WHICH THE ORGANIZATION CURRENTLY HAS A CULTURE OF HEALTH 37% 23% 22% EXTENT TO WHICH THE 10% 8% ORGANIZATION PLANS TO PURSUE A CULTURE OF HEALTH FOR THE FUTURE5 = Very 4 3 2 1 = Not atmuch so All 54% 27% 33% 12% 6% 1% 5= 4 3 2 1 = Not at Actively All pursue 81% Source: Global Wellness Survey, November 2010 16
  18. 18. Country Profiles• Brazil• China• India• France• UK• Finland• South Africa• UAE Based on „Global Perspectives in Workplace Health Promotion“ Jones & Bartlett, 2011 17
  19. 19. Brazil• National health care services (SUS) are underfunded and lack quality• National Health Agency (ANS) has implemented regulations for private healthcare sector to include health promotion• Programs often implemented to promote ambiance or climate, little outcomes data• Active association: ABQV• Annual medical exam is mandatory by law (to be provided by employer) 18
  20. 20. China• Major challenges remain with occupational hazards (dusts, chemical poisoning)• Accelerated aging process• High prevalence of smoking in men• High demands and low control: increased stress (and suicides)• Growth of WHP programs• No link to OH inspection• Working conditions for migrant workers (precarious employment) 19
  21. 21. India• Economic superpower 92% of workforce informal sector• Vastly underfunded health care system: public expenditure only 0.9% of GDP• Workplace just being discovered as setting to fight chronic disease challenge• Fight for talent (no endless pool)• Extremely multi-cultural society• Traditional biomedical model prevalent• Stressful work environment (hierarchy) 20
  22. 22. UK• Lifestyle-related conditions continue to rise to unprecedented levels• Tax funded National Health Service (£100bn annual budget) free at point of delivery• Health, Work and Well-being as cross- Government initiative• General culture and mindset of healthcare being “free”• Growing appreciation among employers for productivity gains and reduced costs (concurrent emerging body of research) 21
  23. 23. Finland• Alcohol is leading cause of death in working population• Developed systems with sophisticated occupational health services• Main focus is to maintain work ability and increase productive working years• Government has played an active role• Well-being at work: adapting methods, content and working environment• Reduction in sick leave and pension costs 22
  24. 24. South Africa• HIV/AIDS remains a key challenge (17% are HIV+) while chronic disease is on the rise• Universal health care free to all citizens: underfunded, lack of quality• Progress has been made with workplace programs addressing HIV/AIDS (linked to CSR strategy)• Larger enterprises are expanding these to full-fledged WHP programs• Private insurances play an active role 23
  25. 25. United Arab Emirates• 20%+ have diabetes• Road traffic safety a key challenge• Major progress with healthcare infrastructure (very little focus on prevention)• Extremely diverse workforce• Lack of qualified professionals in health promotion and disease prevention• Gov„t taking the initiative: EHSMS standards in Abu Dhabi include wellness as a separate requirement 24
  26. 26. WHO Healthy Workplace ModelComprehensive model emphasizesfour “Avenues of Influence” http://www.who.int/occupational_health/healthy_workplaces/en/index.html 25
  27. 27. Workplace Wellness Alliance• Cross-industry consortium of companies (39)• Knowledge sharing and developing• Promoting the use of standardized metrics with the goal of achieving a global wellness standard• Wellness App http://alliance.weforum.org/ 26
  28. 28. • A global association focused on serving the health promotion practitioner (affiliated with the American College of Sports Medicine)• Essential resources• A vibrant community and network• Exceptional learning opportunities vital to practitioners and employers• Growing international membership base www.iawhp.org 27
  29. 29. Conclusion• Global growth in workplace health promotion• Productivity is the main universal driver• Chronic disease and mental well- being/stress a huge challenge• Need for more evaluation and measurement• Need for an integrated healthy workplace framework 28
  30. 30. Wolf Kirsten Barry Hallwk@wolfkirsten.com barry.hall@buckconsultants.comTel: 49-30-89202277 Tel: +1-617-275-8033www.wolfkirsten.com www.buckconsultants.com 29

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