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WORKPLACE HEALTH

IMPROVING EMPLOYEE WELL-BEING

As the pandemic continues, workplace health has expanded to include a wider range of well-being offerings, involving behaviors and tactics that can take place in an office, at employees’ homes and elsewhere. Three local executives involved with this ever-expanding topic shared their insights with Crain’s Content Studio.

How does your organization improve workplace health?

Dr. Alvia Siddiqi: At Advocate Aurora Health, our purpose is to help people live well. Guided by our values of excellence, compassion and respect, as well as by our commitment to diversity, equity and inclusion, we care for others—our patients, our communities and our own team members. We recognize that our team members are our most important asset, and that their ability to provide

consistently excellent, safe care to others depends on their own health, safety and morale. Accordingly, we’ve recently added significant investments in workplace health, with a special focus on our frontline health care workers.

Thor Thordarson: We focus on caring for the whole person, body, mind and spirit, and believe that health extends beyond the physical to include mental, spiritual and emotional well-being. Our robust

“A SUCCESSFUL WELL-BEING PROGRAM CAN LEAD TO A HEALTHIER AND MORE ENGAGED WORKFORCE, AS WELL AS INCREASED EMPLOYEE SATISFACTION, PRODUCTIVITY, RETENTION AND LOWER COSTS.” —TOM KUNST, UNITEDHEALTHCARE OF ILLINOIS

associate wellness program integrates and localizes programs formed by our national sponsors, Ascension and AdventHealth; associates can earn healthy rewards to pay for eligible healthcare expenses. We’ve also established an interdisciplinary committee to focus on coordinating resources to support our associates’ full lives.

Tom Kunst: UnitedHealthcare has considered workplace health a priority for many years as part of our commitment to helping people live healthier lives. Two examples of workplace health programs we offer are the Peloton digital membership and Sanvello digital therapy. Fitness classes delivered through Peloton app membership can help employees of all fitness levels get motivated to achieve their health goals. Through Sanvello, members can access on-demand support for stress, anxiety and depression. This includes tools from

Working Together. Building Integrity.

guided meditation to guided journeys and on demand therapy.

Julie Burke: From preventative education, company-sponsored charitable 5K and 10K walks/runs, a subsidized gym membership, weightloss support, a wellness program that includes guided meditation, healthy cooking demonstrations and workshops on handling stress, Klein & Hoffman’s focus is to create an engaged, educated and proactive approach to improving overall workplace health.

How do workplace health programs benefit employers?

Burke: In today’s market, job seekers search for companies and jobs that can cater to their personal goals and are concerned about their health.

Creating effective and mindful health programs demonstrates to employees how committed a business is to their overall well-being. Successful programs can help reduce company health costs, and participating in nonwork activities strengthens employee relationships, which can have a positive impact on the company culture.

Kunst: A successful well-being program can lead to a healthier and more engaged workforce, as well as increased employee satisfaction, productivity, retention and lower costs. We’ve seen employers take an increased interest in incentive-based well-being programs because they recognize they can support their employees’ desire to improve their health and create a happier, healthier workforce while reducing costs for employees and the company.

At Klein & Hoffman, we work collaboratively to deliver value-driven structural engineering and architectural restoration solutions.

Whether restoring the façade of a historic building, replacing the windows of a condominium, or removing columns to open up a floor plan, Klein & Hoffman is counted on to deliver every time.

150 South Wacker Drive Suite 1900 Chicago, IL 60606 +1 (312) 251-1900 kleinandhoffman.com

Thordarson: A well-managed wellness program can deliver care that improves health outcomes, increases access to appropriate care, manages costs and helps associates get back to work more quickly when sidelined with illness. And workplace health extends beyond the physical. We’ve established a clinical mission integration department, which supports the very real compassion fatigue caregivers experience--especially acute due to the current pandemic— giving them the opportunity to integrate faith into their lives and work for support.

Siddiqi: An organization’s continued success depends on motivated, productive, engaged employees. Employers need to help their employees get the right care at the right time, which will only become more important as health care costs continue to rise.

How do workplace health programs benefit employees?

Thordarson: Workplace health programs remind and encourage associates to take time to care for themselves and their own overall health. We often see our associates working so diligently on caring for their patients and their own families—especially over the past year and a half of the COVID-19 pandemic—that they forget to take the time to focus on their own care.

Well-being programs also give employees confidence that their employer cares for them, values what they bring to the organization and supports their health and happiness.

Burke: Some positive impacts are that they can boost self-esteem, selfworth and enhance physical activity, which can reduce stress. Wellness programs can provide employees and their families with tools to build a healthier lifestyle. Soliciting employees’ feedback about ways to improve on and add to current offerings is also beneficial, since they have a say in their well-being.

Siddiqi: Our workplace health programs include ways to incentivize health screenings and encourage employees to select a primary care physician with a focus on wellness visits to address care gaps. We also have incentives to encourage health screenings for our employees’ partners in an effort to improve the overall health of our employees and their families.

Kunst: The vast majority of employees want to improve their health and workplace programs can help them reach that goal. Programs can raise an individual’s awareness of his or her own health status and provide support and resources necessary to make it easier to live a healthy lifestyle. Depending on the program, participants may also benefit from financial incentives, such as reduced premiums, financial

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bringing this expertise to employers in the communities we serve. Such a partnership enables proven results with limited time and budget for the employer in creating a culture of well-being.

JULIE BURKE

Human Resources Manager Klein & Hoffman jburke@kleinandhoffman.com 312-251-1936

contributions to health savings accounts or merchant gift cards.

For example, the UnitedHealthcare Motion program enables members to earn up to $1,460 annually by completing monthly fitness challenges and beginning Nov. 1, eligible members will receive access to Peloton app membership for one year at no additional cost.

Please describe an example of a workplace health program that you’ve developed, including the objectives, components and results.

Siddiqi: Our employee assistance program, or EAP, offers customized solutions centered around counseling for stress, depression, anxiety, substance use, parenting concerns and more. It also goes far beyond these sessions to offer behavior change and wellness coaching and work-life balance resources such as financial consultations and child- and eldercare referrals. Our client companies save more than $11 million in health care claims and human capital by increasing employee retention while reducing absenteeism and people coming to work but underperforming because of illness or stress. More than 86% of individuals served did not require assistance beyond the EAP, and 76% of individuals referred to the EAP by a supervisor remained with the organization.

Burke: In 2020, we created a quarterly wellness program which was well-received and attended. We expanded the program in 2021 into a monthly wellness program online.

We’ve been working with a local

TOM KUNST

CEO UnitedHealthcare of Illinois thomas_c_kunst@uhc.com 313-348-7089

nutritionist/wellness coach to develop a rotating monthly program focused on creating a healthy mind and body.

Every three months we rotate between a guided meditation, a healthy cooking demonstration—our very own Food Network—and healthy workshops with tips on how to incorporate these ideas into everyday life. Our employees who attend enjoy the collaboration and learning new ideas, and it’s fun to do together.

Thordarson: Our associate wellness program increases an associate’s understanding of their current health status and risk factors, providing information on resources available to them, such as diabetes prevention, smoking cessation and the EAP. To take part, associates complete a biometric screening and health risk assessment, then engage in customized activities to earn points tracked online. Our last analysis compared those completing the program to those who didn’t; the participants performed better across all metrics. An analysis of the submitted health risk assessments showed a 2% increase in the number of participants classified as healthy in body fat percent. In addition, participants in our diabetes prevention program showed an average decrease of 14 points in glucose levels over two years and a favorable 9% improvement in claims expenses.

Kunst: Across our company, it’s our mission to help people live healthier lives. In an effort to also put this mission—and our expertise—to work on ourselves and each other, we launched Stride, an employee well-being initiative that

“IT’S IMPORTANT TO BE CONSISTENT, FOCUS ON WHAT EMPLOYEES REALLY WANT TO ENHANCE OR CHANGE AND CONTINUE TO BE POSITIVE AND SHOW THE BENEFITS.” —JULIE BURKE, KLEIN & HOFFMAN

ALVIA SIDDIQI, MD

VP - Enterprise Population Health Advocate Aurora Health alvia.siddiqi@aah.org 630-247-6786

helps make healthy living and weight loss easier and more accessible. Our employees have access to a wide array of resources and tools including professional guidance; videos about nutrition, workouts and healthy cooking; healthier food options available at the office; and financial incentives for taking action and living a healthier lifestyle.

What’s the number one challenge employers face in creating and implementing workplace health programs and how can it be addressed?

THOR THORDARSON

EVP, COO AMITA Health thor.thordarson@amitahealth.org 224-273-2302

Thordarson: The most daunting challenge is often the sheer amount of time and effort it takes to create a comprehensive well-being program that’s engaging and impactful yearround. Too often, programs are set up simply as an annual event, which doesn’t allow for true change and growth. We’ve found that it’s most important to engage employees when and where they are. To have the most impact, it needs to be convenient for them. We use technology they may already own—a mobile phone app or website log-in—that can be linked to show progress toward their personal goals. We’re now

Kunst: Strategy. I’d say the number one key in creating a successful wellbeing program is making sure the program is designed for that specific workforce. Instead of using a onesize-fits-all approach, an employer must first understand its workforce by reviewing past insurance claims data, employee surveys and health assessments to select wellbeing programs that address their employees’ most common health challenges. Then, the employer can outline short- and long-term objectives, budgets and expected outcomes.

Burke: The toughest challenge can be to find a cost-effective beneficial partner who will work with you to customize your program to meet the needs of your staff and business. Once you have your customized program, rolling this out to get staff buy-in and participation can be a daunting task, as it takes a lot of effort and the willingness to change. Introducing a new health and wellness program is intimidating at first. It’s important to be consistent, focus on what employees really want to enhance or change and continue to be positive and show the benefits.

Siddiqi: Caring for the whole person and not just a disease is fundamental

Leading the way to well Health plans designed to support wellness goals from start to finish. There’s no limit to what care can do.

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00444DC3 10/21

WORKPLACE HEALTH

IMPROVING EMPLOYEE WELL-BEING to managing population health. We’ve implemented innovative solutions to address these important social needs, such as a partnership with technology company NowPow to connect patients with community-based organizations that can address unmet social needs such as safe housing, nutritious food, transportation and stable employment.

What’s been the biggest impact of the COVID-19 pandemic thus far on workplace health?

Kunst: Stress levels have been rising due to the COVID-19 pandemic and the numerous disruptions in our daily lives. The American Psychological Association reported back in 2020 that we’re facing a national mental health crisis. And it’s not just adults who are feeling it. The report also revealed that our children are experiencing elevated stress. We provide members access to mental health support where they are including in-person, over the phone and digitally through services such as Sanvello.

Thordarson: Amidst the growing need for supporting physical and mental health there’s been a noticeable shift in how mental

health is perceived. “It’s OK to not be OK,” is heard often and widely.

This awakening has opened the door to powerful conversations and there’s less stigma in reaching out for help. From the very start of the pandemic, our medical and spiritual professionals went to work supporting our associates and physicians. Our behavioral health experts continue to run confidential virtual support groups several times weekly to care for our caregivers.

patient visits; by the end of 2020, that number exploded to more than one million virtual visits. We launched the LiveWell app, a first-of-its-kind digital ecosystem that combines a patient’s integrated medical record with features such as guided meditation, healthy recipes and health news—and it quickly reached more than one million downloads. Growing employer requirements for employee COVID-19 vaccination and/or testing has led to further transformation

“THE COVID-19 PANDEMIC AIMED A SPOTLIGHT ON THE CONNECTION BETWEEN EMPLOYEE HEALTH AND WELL-BEING AND OVERALL BUSINESS PERFORMANCE.” — DR. ALVIA SIDDIQI, ADVOCATE AURORA HEALTH Siddiqi: The COVID-19 pandemic aimed a spotlight on the connection between employee health and well-being and overall business performance. With organizations changing their business models and work environments to embrace more flexible solutions, traditional care delivery also continues to transform and evolve. In 2019, Advocate Aurora completed about 3,000 virtual

around workplace health. Integrative solutions to help businesses stay productive and keep health care costs contained will continue to be in demand in 2021 and beyond.

How can mental health and stress management be addressed?

Burke: By offering a variety of health and wellness programs that address

Let’s live well to work well

physical, mental and financial health, companies can create an environment that provides a happier and more productive workforce but also help relieve some stress. Organizations should first identify what the stressors are and develop techniques to manage and minimize them. Some companies include an EAP that provides direct access to mental health professionals and resources. Employees can be encouraged to talk with their managers or simply take a break or a quick walk to give themselves time to recharge and decompress from stressful situations. It’s also important for employees to utilize PTO. Kunst: It’s important to recognize that signs of stress aren’t the same for everyone. Some people get angry or depressed, while others have trouble concentrating or making decisions. The good news is that stress is manageable, but you need to learn to recognize triggers, take time for yourself to have fun, incorporate relaxation techniques and welcome support. Stress is a body’s natural defense mechanism, but being under stress for too long can have a serious negative effect on a person’s health.

And if you notice stress is becoming an issue for you, please talk with your doctor. At UnitedHealthcare, we help guide people to quality care and offer behavioral health solutions that are available, affordable and attractive to our members. Physical and mental health are intrinsically linked and it’s never been more important to take a whole-person approach to health. And people struggling with behavioral health conditions— from depression and anxiety to eating disorders to substance abuse disorders—may not always recognize when they need help. That’s why our trained advocates provide members with the right information and care options, at the right time.

Siddiqi: A first step for businesses might be to consider a voluntary EAP benefit, offering counseling support around issues such as stress, grief, family problems, psychological disorders and alcohol and substance abuse.

Better health, better safety, better bottom line Living well means getting healthier, working safely and being more productive. Together, we’ll customize a solution that’s just right for you and your employees with programs and services that provide integrated care, world-class providers and easy access to must-have virtual care. And your bottom line will be healthier, too.

Learn more at employersolutions.aah.org

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Thordarson: Managers should have regular conversations with their associates and know all the resources available. Not all mental health needs can be solved by one solution. Giving associates access to multiple tools allows them the freedom to find what works best for them individually. At AMITA Health, all of our associates and physicians are invited to join a confidential virtual support program moderated by one of our behavioral medicine specialists—we’ve hosted more than 345 virtual peer support groups with more than 1,180 participants since the beginning of

the pandemic. They can review selfpaced stress-management educational modules. They can speak with an EAP specialist, who can refer them to a qualified professional. They can speak with a chaplain for guidance.

How can employers track progress and identify gaps in their workplace health programs?

Kunst: Although many companies see value and results from their well-being programs, some other companies struggle. This may be due to a poor program design such as relying on a one-size-fits-all approach, a lack of involvement from executive leadership, poor communications (“launch and leave), choosing incentives that don’t engage employees, or forgetting to align the actual workplace with the program.

Employers need to remember to design programs with evaluation in mind, you need to be able to measure and evaluate outcomes. The program should have goal and outcomes that are measurable and achievable.

Siddiqi: Employers need to leverage their data using a population health approach, which includes harnessing the power of employee health screening assessments and claims data to stratify employees based on risk and create programs tailored for employees across the risk spectrum. To best engage employees and their families, employers need to implement population health management programs that include health outreach, care management and chronic disease management.

Thordarson: A health culture audit will provide employers with insight into how their well-being programs are perceived. The survey can be geared specifically to understanding the work environment and what potential barriers to well-being goals may exist. Results can help identify strengths of current programs and guide the actions of a wellness committee or decision-making team to redesign programming and policy to create a more supportive workplace culture. An added benefit is that feedback can be received from all levels of the organization, not just its leadership.

What recommendations do you have for employers seeking a partner for workplace health programs?

Burke: Begin by asking employees to provide feedback on current programs, or by conducting a health and wellness survey. I’ve found it helpful to partner with our benefits broker as to what programs are available through their business, and

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ABOUT THE PANELISTS JULIE BURKE is human resources manager for Klein & Hoffman, a Chicago-based firm that delivers architectural restoration and structural engineering solutions. She joined the firm in 2017 and oversees strategy for HR, culture and the firm’s employment brand. She has nearly 20 years of leadership experience developing HR strategies within the architectural, engineering, manufacturing and health care analytics industries. She holds a bachelor’s degree in communications and a professional in human resources (PHR) certificate. Away from work, she is a hospice volunteer for JourneyCare.

to check with health carriers, research online resources available and use professional networks to identify others who have set up successful programs. If you belong to a fitness studio or gym, you can reach out to learn if these facilities will partner on a three-month pilot program so you can do your own research as to what might be beneficial, cost effective and desired by your workforce. Keep the focus on what your employees are asking for and align it with your business strategy.

Siddiqi: The COVID 19 pandemic has shown that a trusted health care partner with strong population health management expertise can help employers navigate the increasingly complex workplace health environment. Health costs continue

TOM KUNST is CEO of UnitedHealthcare of Illinois, which offers the full spectrum of health benefit programs for individuals, employers and Medicare beneficiaries statewide. In his current role, he leads the sales, network and product teams in Illinois and northwest Indiana. He began his career with UnitedHealthcare in 1994 and held a variety of roles in sales and account management with increasing responsibilities, most recently as vice president for the company’s Central region. He was named the CEO in Illinois in 2019.

DR. ALVIA SIDDIQI serves as vice president population health for Advocate Aurora Health, one of the 10 largest not-for-profit health systems in the United States. She also serves as chief safety officer for enterprise population health and is an appointed member of Advocate’s health equity council. A boardcertified family medicine physician, she is past board chair and president of the Illinois Academy of Family Physicians and has served on its commission on quality and practice, and its subcommittee on health equity.

well-being programs that fit their specific workforce and produce results.

Thordarson: It’s important to choose a partner that can tailor a program specific to an organization’s goals and provide the employee population with a continuum of care personalized to their needs.

As one of the largest behavioral medicine providers in the country, we’re uniquely positioned to provide mental and emotional health support with a comprehensive array of services, including virtual visits and in-person support groups and therapy. By working directly with a health care organization, you can leverage resources to access endto-end services for seamless, costeffective workplace wellness.

Siddiqi: As the definition of “workplace” continues to evolve, employee health expectations are also evolving. These newer workplace health needs include routine testing, preventive services such as vaccinations, metabolic screenings and introducing innovative approaches to manage

Learn more at AMITAhealth.org/Wholecare

© 2021 AMITA Health CSSD-2925

Kunst: It’ crucial to work with an experienced partner who has proven results. At UnitedHealthcare, we partner with employers every day to help create and manage customized

Thordarson: Demand will certainly be greater for mental health support. Providing associates with the tools they need to access wellness and focus on what they need, when they need it, will ensure

that associate programs flourish. In addition, the future holds a greater emphasis on caring for body, mind and spirit. As we gain a better understanding of the repercussions each decision has on employee well-being, we’ll create closer ties between workplace health and human capital.

There are many sides to you. There’s your family, your work, your dreams and your health. At AMITA Health, you’ll find medical expertise and compassion for every part of who you are. We call it Wholecare. Because to us, you are more than a set of symptoms or a procedure. You’re the whole package.

And that’s how you’ll be treated here.

Always.

How do you see workplace health needs evolving in the future?

Kunst: I believe we’ll see more employers encouraging their employees to stay active during the workday. For example, employers could encourage exercise like chair yoga that can be done in any setting, encourage breaks for mindfulness and meditation to recharge and lower stress, and offer well-being seminars throughout the year or even virtual cooking demos of healthy alternatives.

remote employees’ health and wellbeing.

You’re the whole package, so we provide Wholecare

“BY WORKING DIRECTLY WITH A HEALTH CARE ORGANIZATION, YOU CAN LEVERAGE RESOURCES TO ACCESS END-TO-END SERVICES FOR SEAMLESS, COST-EFFECTIVE WORKPLACE WELLNESS.” — THOR THORDARSON, AMITA HEALTH to rise, as do employees’ cost-sharing burden, which leads to greater outof-pocket costs. Managing employee health using a population health framework can lead to reductions in total costs of care while also improving the overall experience and health outcomes for the employer’s workforce.

THOR THORDARSON is executive vice president and chief operating officer for AMITA Health, one of the largest health systems in Illinois, where he provides operational leadership. He has more than 30 years of health care industry experience, beginning as a staff nurse and nursing instructor, then later as president of consulting management companies and CEO of Indiana University Health La Porte Hospital prior to joining AMITA Health in 2016. He holds a bachelor’s degree in nursing and a master’s degree in business administration.

Many of the physicians affiliated with AMITA Health are independent practitioners and members of the medical staff at one or more AMITA Health hospitals and are neither employees nor agents of the hospitals. As a result, AMITA Health is not responsible for the care provided by these physicians.