Stacey Abrams of Effectual Resolutions proposes a corporate wellness community project for New York City. The project would assess corporate needs, plan and implement wellness programs, and evaluate outcomes. Programs would address nutrition, fitness, and work-life balance. Evaluation of similar programs at Google, American Express and InVentiv Health show benefits like reduced costs, increased productivity and revenues. Funding opportunities exist from government agencies and non-profits. Regular re-assessment would ensure program effectiveness.

1. CORPORATE WELLNESS
COMMUNITY PROJECT
Presentation by Stacey Abrams
Virtual Business Consultant
Effectual Resolutions
https://www.effectualresolutions.com/
sabrams@effectualresolutions.com
347-891-5565 (office)
HQ out of Charlotte, NC 28277

2. Work-Life
Balance
Nutrition
and
Wellness
Health &
Fitness
CORE NEED AREAS
Building a Corporate Wellness Community in New York City

3. DEMOGRAPHICS OF NEW YORK CITY
Population in New York City, New York as of 2014: 8,491,079
Race Origin as of 2010: White 44%; Black 25.5%; American Indian & Alaska Native.7%; Asian 12.7%;
Native Hawaiian & Pacific Islander .1%; Hispanic or Latino 28.6%; 2 or more Races 4%.
Education (2014): High School Graduate or Higher 80.1%; Bachelor or greater 35%.
Health (2014): Persons without health insurance 15.1%; Disability <65yrs 6.6%
Employed (2015): 3,965,600 with average wages of $84,800

4. COMMUNITY & WORKFORCE OF NEW YORK CITY
 New York City is a diverse melting pot of different ethnicities and communities, ranging in size
from less than 900 acres to an estimated 15 acres. Populations range from 50,000 to more
than 200,000 residents per community area. Because of NYC diversity, recruiting and retaining
skilled workers in different areas remains critical for the success of serving New York’s various
communities.
 Work culture is fast paced and non-stop, with the following statistics in 2012 making up the
workforce: Teachers made of 21% of the work force, followed by professionals at 18%,
protective service workers 17%, paraprofessionals 14%, officials and administrative accounting
for 9%; administrative support making up 7%, while technicians made up only 4% and skilled
craft workers at 3% of workforce.

5. A NEW MODEL OF WELLNESS IN WORKPLACES
 Costs of healthcare increase with increased absences from work due to illness, etc.
 Decreased work productivity as a result of increased absences from work.
 According to Centers for Disease Control & Prevention, lack of productivity due to personal health
problems and/or family health problems cost America Employers an estimated $1685 per worker per
year, or $225.8 billion on an annual basis.
 Workforce wellness programs instill productive and happier workers.
 Wellness programs increase health knowledge while decreasing illnesses.
 Reduction in health related on-the-job exposure to hazards that cause disease and injuries.
 Successful work wellness programs save companies an estimated $2.43 for every $1 spent.
 Healthy behaviors=healthy employees = increased revenues and bottom lines for businesses.

6. STEPS IN THE PLAN
• ASSESSMENT OF CORPORATE NEED AREAS
• PLANNING AND IMPLEMENTATION OF CORPORATE WELLNESS
• EVALUATION OF CORPORATE WELLNESS PLANS
• RE-ASSESSMENT OF CORPORATE WELLNESS

7. ASSESSMENT OF CORPORATE NEEDS
• Corporate wellness programs are gaining
more attention as workers demand healthier
lifestyles incorporating work-life balance.
• Companies such as Google are trailblazers
for wellness programs instilled in the midst
of company culture, promoting & retaining
healthier and happier workers. This in turn,
promotes better performing employees and
increasing overall revenues for the company.
• Communities benefit from lower health care
costs and healthier individuals living in the
community.

8. TARGET AUDIENCE
▪ Corporations (small and large) –All Business Sectors
▪ Employees and Management Leaders
GOALS
▪ Healthier lifestyle for employees and their families, creating a work-life balance
to promote an overall approach to health and wellness.
▪ Disease prevention and/or management.
▪ Life-style management.

9. ISSUES IN COMMUNITIES LEADING TO WELLNESS PROGRAMS
• Rising healthcare costs are considered a major motivator.
• Employee demand for flexibility & work-life balance.
• Increase in competitive hiring of highly skilled employees.
• Diverse population and compensation demands in workplace.
• Factors influencing health in the workplace:
– Individual’s health behaviors (smoking, blood pressure, etc)
– Social network of influence (managers, co-workers, family)
– Organizational (leadership and management)
– Environmental (workplace setting, culture, opportunities)

10. CORPORATE WELLNESS PROGRAM NEEDS
• Reduce sick days & health costs
• Increase productivity of employees
• Increase overall revenues of company
• Develop healthy incentives for workers
• Decrease obesity with education
• Develop health wellness & fitness options
• Develop nutritious food options
• Decrease employee stress
• Eliminate negative work culture
Reduce
DevelopIncrease

11. COST REDUCTIONS - CORPORATE WELLNESS PROGRAMS
Cost Reductions
Sick Days Health Costs Worker's Compensation Claims

12. PLANNING AND IMPLEMENTATION OF CORPORATE WELLNESS
1. Assess stakeholders and budget
2. Design to include on-site medical facility, fitness center, cafeteria and vending machines.
3. Promote corporate wellness initiatives to management & employees.
4. Evaluate health care plan packages
5. Evaluate employee needs & current productivity rates
6. Applying for grants and funding for program
7. Develop design around each wellness area
a. Fitness
b. Nutrition
c. Lifestyle – work/balance
d. Health and Assessments

13. PROGRAM IMPLEMENTATION
Program Planning
1. Identifying stakeholders involved.
2. Wellness screening to identify health risks
3. Health risk assessments for employees
4. Nutritional options for employees
5. Weight loss intervention for employees
6. Lifestyle & disease management programs
7. Health promotion activities & wellness events
8. Fitness and exercise programs
9. Implementation of wellness program

14. IDENTIFYING STAKEHOLDERS
1. Employees and families
2. Company owners & management
3. Government
4. Community organizations
5. Investors
6. Suppliers
7. General public
8. Creditors
9. Shareholders
10. Health administrators and healthcare workers involved with the wellness program
11. Private and public sectors – for-profit and non-profit organizations

15. WELLNESS AND HEALTH PROGRAMS
• Complete health assessment questionnaire for all employees
• Physical fitness consultation & assessment with professional trainer
• Nutritional consultation & program layout with Registered Dietician
• Disease management for employees in need with nursing practitioner and/or doctor (on-site facility)
• Flu shots and vaccination programs available by professional clinician
• Smoking cessation & other addiction programs available with certified counselors & support groups
• Lifestyle management wellness program - available for participating employees
• Wellness events and community fundraisers
Employers found that corporate wellness programs reduce
health-care costs, reduce amount of sick days, and decrease health-related productivity issues with employees.

16. NUTRITION AND FITNESS PROGRAMS
• Cardio and fitness center on-site to utilize throughout the day.
• Initial training program consult with fitness professional (3-6 month options).
• Group training (aerobics, spin class, yoga, Pilates, weight-training, etc.).
• Group walking events for causes (cancer research, Red Cross, etc.). Sponsored walking/running marathons.
• Engaging fun team off-site events (volleyball, softball, bowling, etc.)—teams choose event of choice.
• On-site cafeteria & vending machines promoting healthy food options & advocating “clean” eating.
• Promotional incentives to stay healthy including group team incentive competitions. Competitions could
include weight-loss initiatives, 30-day juicing & clean eating, cease smoking & so on. **Winning team or
individual receives paid time off, vacation time, sweatshirts, trophy, etc.**
• Global wellness events company wide with educational and awareness seminars and workshops.
Corporate wellness is used for preventative measures, increasing employees’ productivity
while also increasing bottom line in company revenues. Healthy employees=Healthy business.

17. OTHER LIFESTYLE MANAGEMENT PROGRAMS
Lifestyle management is of concern to employers because rising medical costs increase healthcare
company costs, therefore, it is imperative that employee health issues be addressed promptly and efficiently.
✓ Blood pressure and cholesterol screenings
✓ Wellness screening with full blood panel composition
✓ Health interventions for overcoming addictions
✓ Obesity and weight management
✓ Disease management & prevention
✓ Stress management
✓ Health education
✓ Pregnancy and parenting counseling and classes

18. EVALUATION OF CORPORATE WELLNESS PROGRAMS
➢Google NYC
➢American Express NYC
➢InVentiv Health NYC

19. GOOGLE NEW YORK OFFICE
OVERVIEW
1. Google offices are the trend setter and model for corporate wellness programs.
2. On-site physicians and nurses with medical services & comprehensive coverage.
3. Travel emergency services and insurance.
4. New parents and baby given extra time off and additional spending money.
5. Reimbursement for college classes and degree programs.
6. Legal aid at no cost.
7. Cafeterias with healthy options.
8. “Play” rooms for creative thinking and scooters (NYC location) to zip around building.
9. Participation in geek street fairs that bring employees together for common cause.
https://www.google.com/about/company/facts/culture/

20. GOOGLE NEW YORK OFFICE
Evaluation
Pros
✓ Excellent medical and health benefits for employees, including massages.
✓ Creative environment (adult playground) allowing flexibility, fitness & fun at work.
✓ Cafeteria with free breakfast, lunch and dinner (organic food is chef prepared).
✓ Parenting care with extra time off and additional spending money.
✓ Gyms and swimming pools.
Cons
✓ No cons noted in reviewing the google work culture & environment. However, there is
intense competition to get into Google that eliminates the average American worker and
only caters to the smartest recruits that are college graduates (eliminating average workers).

21. AMERICAN EXPRESS
Overview
✓ On-site gym
✓ On-site café
✓ Transportation reimbursement
✓ Tuition reimbursement
✓ Retirement savings plan
✓ Health, dental, vision & life insurance
✓ Family paid leave
✓ On-site medical & dental care
✓ Use of local farms for nutritious meals
✓ Disease education via health fairs
Source: https://careers.americanexpress.com/Life

22. AMERICAN EXPRESS
Evaluation
Pros
✓ Well-rounded program with ample health and medical resource availability.
✓ Excellent use of local farming community resources to serve nutritious meals.
✓ On-site medical care that includes well woman exams & dental care.
✓ Health and safety fairs that incorporate education and involve workers & families.
✓ Earns the spot of one of the most decorated corporate wellness programs according to
American Heart Association and other organizations.
Cons
✓ No notation on obesity program or overall wellness lifestyle program.
Source: https://careers.americanexpress.com/Life

23. INVENTIV HEALTH
Overview
✓ Public relations company headquartered in NYC with 251 employees.
✓ Unlimited sick and personal days with three weeks vacation
✓ Cooking classes
✓ Free catered lunches
✓ Physical fitness activities
✓ Company-wide family functions
✓ Health programs
✓ Health fairs
✓ Pets allowed at work
✓ Chair massages
✓ Unlimited learning opportunities and personal development

24. INVENTIV HEALTH
SOURCE: HTTP://INVENTIVHEALTH-PR.COM/CAREERS
Evaluation
Pros
✓ Healthy work-life balance with excellent employee perks
✓ Free nutrition demonstrations including cooking lessons.
✓ Fitness challenges such as “fun run”.
✓ Comprehensive health packages.
✓ Flexible hours/days and extended vacation of three weeks.
✓ Excellent learning opportunities with rotation schedule for professional development.
✓ Team building and interaction.
✓ Furry friends allowed at work, no need to pay for “daycare”.
Cons
✓ No cons noted in initial research, appears to be well-balanced with a little for everyone.

25. FUNDING OPPORTUNITIES
 National Institute for Occupational Safety and Health
http://grants.nih.gov/grants/guide/pa-files/PAR-05-026.html
✓ Eligible organizations – Non-profit and not-for-profit, public or private organizations;
agencies of federal government; domestic or foreign institutions; faith-based or community-based
organizations; Native American tribal organizations.
✓ Purpose – Support community-based health promotion, disease prevention & health disparities.
 Grants.gov http://www.grants.gov/
✓ Eligible organizations – Any organization can apply for to over 26 federal grant-making
agencies. Category and agencies can be selected on-line.
✓ Purpose – Support various areas of grants from federal government.
 Robert Wood Johnson Foundation http://www.rwjf.org/en/how-we-work/grants/funding-opportunities.html
✓ Eligible organizations – Any organization in health and wellness arena.
✓ Purpose – Advance mission to improve health and health care of all Americans.

26. FUNDING OPPORTUNITIES
 Active Living Research http://activelivingresearch.org/index.php/Grant_Opportunity/250
✓ Eligible organizations – Schools, Communities, governments, private sector, advocacy group
✓ Purpose – Promote daily physical activities for a healthier community.
 U.S. Secretary of Health and Human Services http://www.hhs.gov/grants/index.html
✓ Eligible organizations – Employers with fewer than 100 employees working >25hrs per wk.
✓ Purpose – Support health awareness initiatives (health assessments, screenings); Maximize
employee engagement; seminars, online programs & self-help materials; support workplace efforts
with healthy lifestyle, eating and increased physical activity.

27. RE-ASSESSMENT OF CORPORATE WELLNESS
✓ Health assessments should be offered every 6 months to track progress.
✓ Fitness assessments should be offered every 3 months to re-evaluate & adjust.
✓ Activities should be changed up quarterly to keep employees engaged & active.
✓ New programs for health and wellness should be re-evaluated yearly.
✓ Health fairs should be put on annually to encourage education and wellness.
✓ Vendors should be reviewed quarterly to ensure quality and meeting standards.
✓ Grants and funding should be reviewed annually to ensure adequate funds.

28. References
AmericanExpress.com. (2016). American Express Global Careers. Retrieved from https://careers.americanexpress.com/Life
Cdc.gov. (2010). Healthier Worksite Initiative - HWI: Program Design: Funding Opportunities | DNPAO | CDC. Retrieved from
http://www.cdc.gov/nccdphp/dnpao/hwi/programdesign/funding.htm
Cdc.gov. (2013). CDC - Workplace Health - Assessment - Home. Centers for Disease Control & Prevention. Retrieved from
http://www.cdc.gov/workplacehealthpromotion/assessment/index.html
Census.gov. (n.d.). New York QuickFacts from the US Census Bureau. Retrieved from
http://www.census.gov/quickfacts/table/RHI225214/36,3651000
Google.com. (n.d.). Our culture – Company – Google. Retrieved from https://www.google.com/about/company/facts/culture/
Healthlawguideforbusiness.org. (2014). Financial Incentives - CA Health Law Guide for Business. Retrieved from
http://www.healthlawguideforbusiness.org/financial-incentives
Inventivhealth-pr.com. (2016). Here, The Possibilities are Infinite. Retrieved from http://inventivhealth-pr.com/careers.

29. References
Labor.ny.gov. (2015). Significant Industries, A Report to the Workforce Development System. Retrieved from
https://labor.ny.gov/stats/PDFs/Significant-Industries-New-York-City.pdf
NYC Department of City Planning. (2016). Community Portal. Retrieved from
http://www1.nyc.gov/site/planning/community/community-portal.page
Nyc.gov. (2013). Workforce Profile Report. Retrieved from
http://www.nyc.gov/html/dcas/downloads/pdf/misc/workforce_profile_report_12_30_2013.pdf
Shrm.org. (2016). #Nextchat: Does Workplace Wellness Need a Checkup? | Blog.SHRM.org. Society for Human Resource
Management. Retrieved from http://blog.shrm.org/blog/nextchat-does-workplace-wellness-need-a-checkup
Tillman, A. (2016). The Impact of Wellness Programs on America’s Workforce | The Institute for HealthCare Consumerism. The
Institute for Healthcare Consumerism. Retrieved from http://www.theihcc.com/en/media_center/editors_picks/the-impact-of-
wellness-programs-on-america%E2%80%99s-workf_h2jeegra.html