Daman is a leading health insurance company in the region, established in 2005, with a focus on employee health and wellness through corporate health and wellness programs (CHWPs). These programs aim to improve employee performance, reduce absenteeism, and increase job satisfaction, but there are common misconceptions about their effectiveness and implementation. HR managers must adopt comprehensive and ongoing CHWP solutions tailored to individual employee needs to foster a culture of health and improve corporate wellness outcomes.

1. Mohit Saini
National Health Insurance Company
Daman
Dispelling the Myth of Corporate
Health and Wellness Programmes

2. Introducing Daman
Our motivation to look into health and wellbeing
of employees

3. Empowering our next generation
Daman Overview
Daman today is the leading health insurance company in the region with a
clear focus on state of the art products and customer service
Key Facts
 Initially set up to be wholly government owned in
2005. Ownership is now 80% by Abu Dhabi
Government and 20% Munich Re.
 Munich Re appointed as strategic partner
responsible for the establishment and operation of
Daman.
 Specialized in health insurance with no other lines
of business (e.g. life, property, etc.)
3
2006 2007 2008 2009 2010 2011 2012 2013
1,294,000
724,000
433,000
2.5 million
________
Award Winning
Medical Insurer of the Year
2007, 6x in the years 2009 to
2014
Best Employee Benefit
Provider
2012, 2013
Marketing Campaign Award
2013

4. What is Wellness?

5. What is wellness?
Wellness means freedom from disease
The quality or state of being in
good health as a holistic pattern
taking into account:
 social,
 occupational,
 spiritual,
 intellectual,
 emotional, and
 physical well-being.
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6. Why Corporate Health and Wellness programs?
More and more companies in the region are involved in offering some kind of Corporate
Health and Wellness program (CHWP)
HR Managers have a valid reason to invest in a Corporate Health and Wellness
program
Better
performing
employees
Lower
absenteeism
Lower the rate
of growth of
healthcare costs
Improved
wellbeing and
job satisfaction
Increased
retention rates

7. What is Corporate Health and Wellness
program?

8. Healthy Lunch and Snacks

9. Gym memberships

10. Fitness class
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11. Yoga sessions
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12. Weekly Walking Club

13. Posters encouraging taking stairs

14. Participating in Annual Walking Event

15. Diabetes awareness campaign

16. Online health risk assessment

17. Preventive screenings

18. Financial incentive for reducing Cholesterol levels

19. Personalized coaching

20. Offering trackers

21. What is Corporate Health and Wellness
program?

22. Myth 1: Select any one of these
program to create your CHWP

23. Myth 1
Select any one of these program to create your CHWP
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Comprehensive solution, not based on one
vendor/provider
MEASURE – GOAL – ACT – MEASURE – GOAL – ACT
Dispensing healthy food during lunch will not
improve everyone’s health

24. Myth 2: CHWP program will reduce my
health insurance spending next year

25. Myth 4
CHWP program will reduce my health insurance spending next year
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Lower the rate of growth of healthcare costs
Small percentage of health insurance claims
constitute of lifestyle diseases, which can be directly
impacted by CHWP
Screening might increase the cost in first year

26. Myth 3: One program fits all employees

27. Myth 3
One CHWP fits all employees
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It varies from an employee to employee
Age group, Gender, Nationality, Cultural habits
Occupation type has an impact

28. Myth 4: CHWP is one-time initiative

29. Myth 2
CHWP is one-time initiative
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It’s a journey
Journey towards healthy aging
Unsuccessful One-time initiatives may discourage
employees to participate in future

30. Myth 5: CHWP
target high- and
medium-risk people

31. Myth 5
CHWP targets high- and medium-risk people
32
Risk profile changes over a period of time
High risk will become normal or stay as is
Normal risk may become high or low
Low risk may become normal or high

32. Myth 6: All employees will participate

33. Myth 6
All employees will participate
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Low participation and dropout level needs to be
managed well
There will be low participation
There will be dropouts from the program

34. Our experience from our pilot programs
We have conducted pilots for CHWP with our employees and selected corporates
 Gaining employee participation—a key ingredient to the success of
any wellness program;
 Justifying program costs by calculating the return on investment
(ROI);
 Helping employees recognize the health issues caused by being
overweight and obese;
 Combating the growing health care risk of smoking among today’s
younger workers;
 Maintaining program excitement and participation as senior
executives and program administrators create a culture of health
within an organization.
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35. Conclusion
HR Manager plays an active role in supporting employees in
maintaining and improving their health; and thereby improve
corporate health.
HR Manager need to introduce appropriate Corporate health and
wellness program within their Employee Benefit programs.
Aim must to offer a complete solution to an employee instead of any
one initiative
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36. Questions

37. Mohit Saini
Acting Director
Product and Business Development
National Health Insurance Company - Daman
P.O. Box 128888, Abu Dhabi, U.A.E.
Direct: +971 2 614 9889
Fax: +971 2 614 9884
Email: mohit.saini@damanhealth.ae
www.damanhealth.ae
Your contact