The numbers themselves are staggering.According to the Centers for DiseaseControl and Prevention and the National Center for Health Statistics, 60 percent ofAmericans do not exercise regularly. Twenty-five percent of the population is inactive, 60percent drink alcohol regularly and 5 percentconsider themselves heavy drinkers.
Other numbers paint a picture just as troubling. An astounding 66 percent of Americanadults are overweight, 32 percent are classified as obese and 45 percent have a chronicdisease, most commonly high blood pressure(29 percent) or diabetes (10 percent). And,despite knowing the dangers, nearly 23 percent of Americans still smoke cigarettes.
“Just think about those statistics,” saysAnnette Ruby, vice president of health services management for SummaCare, Inc. “Manypeople don’t understand how their lifestylebehaviors influence their overall health and ifthey do, it’s not always clear to them whatthey should do about it.”
These negative behaviors aren’t just affecting those suffering through them. If youremployees are living unhealthy lifestyles,your company’s productivity and bottom linewill be negatively impacted.
You can help your employees live healthierlives, however, and it starts with health riskassessments (HRAs) — tools that helpemployees learn about potential health risksrelated to their lifestyles and family histories.
Smart Business spoke to Ruby about theimportance of HRAs and how you can implement them at your company.
How do HRAs work?
HRAs collect self-reported informationfrom individuals, taking into account factorssuch as age, gender and lifestyle behaviors,including tobacco use, poor nutrition andlack of exercise, factors that are associatedwith productivity loss and increased medicalexpense. The assessments usually ask questions about the individual’s medical and family history, and some will include physiological data such as blood pressure, height,weight and cholesterol level.
Once all of the information is collected, it isanalyzed and often summarized as a riskscore. Some HRAs stop there, but a robustone goes beyond identifying overall risk, providing individualized feedback regardingmodifiable risk factors and recommending atleast one intervention to promote health orprevent disease. For example, if an employee indicates that he or she leads a sedentarylifestyle, a robust HRA will suggest activityoptions and tools, such as a walking tracker.
How can HRAs help employers managehealth care costs?
According to a Mercer study, 50 percent ofemployers are offering HRAs to their employees. Employers that recognize a link betweenhealth and productivity are incorporatingwellness into their corporate culture as abusiness strategy to control health care costs.
We know that once employees develop achronic condition, they immediately move toa higher cost plateau. HRAs help employersmanage health care costs by informingemployees of health risks and engaging themin behavior change. By promoting desirablechanges in health behavior, such as losingweight, employees reduce their health riskthereby reducing associated medical costs.
The end game is keeping healthy employees healthy, while maintaining and/or improving the health of employees withchronic conditions.
How can you get employees on board withHRAs?
First, employers can acknowledge thattheir work force is a significant asset to thecompany’s success and for this reason theyare dedicating resources and tools to keepemployees happy, healthy and productive.Healthy, motivated and productive employees in turn treat customers well, which is afundamental part of doing good business.
Second, employees need to understandthat any information gleaned from HRAs iskept strictly confidential. Employees need tounderstand the employer’s commitment totheir privacy.
Finally, many employers find that offeringincentives increases employee engagementand participation. Incentives can be used topromote learning, encourage participation inemployer-sponsored programs and asinducements to help people initiate or maintain lifestyle changes. A typical example of anincentive is a cash reward for completing anHRA.
How can HRA results be improved?
HRAs are most effective when they’reoffered as part of a comprehensive healthpromotion strategy, so it’s vital that otheroptions are available in conjunction withHRAs. A comprehensive approach offersprograms such as nutrition and exerciseclasses that teach employees how to incorporate healthy behaviors into their lives.
Once your employees know the results oftheir HRAs, show them how they can manage and alleviate issues. Make sure each andevery employee knows what his or her idealweight, blood pressure and cholesterol levelshould be, and help him or her reach thosegoals. Offer incentives to keep them on track.
Bottom line, you can have a robust healthand wellness program that’s both effectiveand affordable. You just have to do yourhomework.
ANNETTE RUBY is the vice president of health services management for SummaCare, Inc. Reach her at [email protected].SummaCare, Inc., a provider-owned health plan located in Akron, Ohio, services members in an 18 county service area through a network of over 7,000 providers and many top hospitals.
