Making the connection: Workplace wellness programs & employee engagement

Healthy Outcomes Conference April 2008 Violette Lareau, Xerox Doug Smeall, Sun Life Financial Lori Casselman, Buffett & Company

Life’s brighter under the sun.

The ‘profits of prevention’
1. Costs follow health risks— in both directions 2. Absenteeism, presenteeism & productivity

tied to health risks 3. It pays to keep healthy people healthy 4. Even small increases in physical activity can produce results 5. Gains in employee engagement can be tied to wellness programs

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Costs follow health risks
Annual medical charges for different ages and health risk groups

Low Risk Non-P art icipant Medium Risk High Risk

High Risk Medium Risk Non-P art icipant 35-44 45-54 55-64 Low Risk 65-74 75+
Source: D. Edington. Emerging Research: A View From One Research Centre

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.63 savings per dollar invested Schultz et al. 4 .Absenteeism University of Michigan study • Workplace health promotion shown to decrease absenteeism: • 10.22 .$1.5% in first year of implemented program • 14% in second year • Translates into $1. Health promotion participation and disability. (2002) Influence of participation in a worksite health promotion program on disability days.

Overview of disease management approaches.It pays to keep healthy people healthy 6000 9000 Medical & care management opportunity 3000 Serious Disease Minor Disease No Disease Healthcare costs (USD) 6000 Health promotion opportunity 3000 Disease management opportunity Serious Dise No Disease Minor Disea 0 Q -1 2 Q -1 0 Q 4 Q 2 Q 4 Q 6 Q 8 Q 10 Q 12 Q -8 Q -6 Q -2 Q -0 Time period 0 Source: Musich. Edington (2004). Burton. Q -1 2 Q -1 0 Q 4 Q 2 Q 4 Q 6 Q 8 Q 10 Time period Q 12 Q -8 Q -6 Q -2 Q -0 5 . Schultz. Disease management and outcomes.

Even small increases in physical activity can bring results Study of walkers: • Short bout versus long bout achieved similar fitness gains in oxygen capacity • Body mass and waist circumference decreased substantially among short bout walkers Source: Murphy. AE. 6 . MH and Hardman. “Training effects of short and long bouts of brisk walking in sedentary woman”.

No.6 64.7 66.5 67. October 1990) .9 63.5 73.4 75.1 70.3 75.8 61.6 77.6 65.5 61.9 74.Gains in employee engagement and wellness programs Scale Baseline Year 1 LFL HSO Year 2 LFL HSO Organizational commitment Job involvement Growth opportunities Supervision Working conditions Job competence Respect from family.9 63.5 77.2 74.5 66. friends 74.6 71.1 65.0 66.2 76.6 7 Journal of Occupational Medicine (Volume 32.4 73.9 73.3 63.9 69.6 69.4 66.8 62.3 65.7 72.0 80.2 66.2 72.1 79.6 Relations with co-workers Pay and fringe benefits Job security 64.8 64.6 77.2 68.4 62.0 63. 10.6 76.9 72.8 67.0 71.1 63.6 62.1 79.2 74.1 63.

Working Well: A global survey of health promotion and workplace wellness strategies.Program evaluation: Impact of wellness initiatives on an organization Major impact Improved organization image organizat ion image No impact 31% 32% 30% 34% 31% 35% 28% 20% 26% 16% 25% 23% 23% 28% 40% 50% 60% 70% 80% 5% 21% 2% 21% 4% 17% 3% 32% 27% 31% 30% 32% 90% roved 23% 19% ved Improved morale / workforce morale/ job Job satisfaction sat isfact ion Reduced population P opulat ion healt h risk health risk scores ced scores Reduced employee absences duced employee absences due to sickness or disability e t o sickness or disabilit y 12% 2% 13% 2% 9% 1% 11% 0% 10% 20% mproved Improved workplace safety workplace safet y oved Improved worker productivity worker product ivit y Improved employee ncreased ret ent ion of retention (reduced turnover) oyees (reduced t urnover) 30% 100% Source: Buck Consultants (October 2007). 8 .

.The Xerox Canada journey towards a healthy workplace Life’s brighter under the sun.

About Xerox Canada • 3.800 employees located across Canada • Diverse population • Multi-generational • 35% virtual • Call centers on east coast 10 .

Wellness at Xerox: Why? (Business case) Escalating costs: • Health care benefits • Mental health issues / stress • Absenteeism / presenteeism • Aging population Productivity: 14.000 lost days in 2005! 11 .

Wellness at Xerox: Why? (Business case) • Prevention makes a lot of sense • Employer of choice necessary to attract & retain talent • Multi-generational appeal Expected ROI over time: 3:1 minimum based on published studies • Wellness is more than fitness 12 .

Xerox Cares . inexpensive steps • No time to read about it • Lack of motivation • No family doctor available for regular assessment • Hate to workout • Reduce health risks 13 .Program intentions • Create a healthy organizational • Remove barriers: • Lack of reliable information on culture to attract and retain talent • Engage employees in achieving health issues • Too much information / too wellness for themselves and their families • Encourage and support their many conflicting sources • Need accessible ways to get efforts going: small.

then what? 14 .Leadership engagement • Business case and proposal presented to small group of VPs • 3:1 ROI based on three-year program commitment • Proposal: • Assess current overall Xerox Cares portfolio.Xerox Cares . • Source best partners to add more value • Invest in pilot to assess health risk of the population • Review results and invest in three-year plan • Prepare full-blown launch of Xerox Cares • Communicate: Posters. etc. disability management. face to face and online meetings • If not wellness…. benefits. align and leverage EAP.

Leadership event • Annual business planning meeting for all Xerox VPs (17) • Interactive two-day offsite. yoga) • Resource materials (Wellness kit) & track suits • Key opportunity to: • Educate group on planned wellness approach • Engage leaders as active supporters of program activities • Gather feedback • Vital to establish support before implementing program • We gave this group regular updates 15 . given two hours to present/engage • Fitness activities built in (outdoor adventure walk.Xerox Cares .

Develop initiatives throughout the year to reduce and contain health risk in supportive environment 3.Wellness at Xerox Canada: 3 steps 1. non-threatening …and fun! 16 . Assess our population’s health risks 2. Measure success Make participation easy.

random glucose. total cholesterol. BMI and body fat • Take away: personal scores and educational info on risk factors • Participants can be re-assessed each year LifeWorks / Checkpoint HRA: • Lifestyle – comprehensive risk assessment • Can use the numbers received in the BWell assessment • Access online • Incentive / contest to get it going 17 .Step 1: Health Risk Assessment BWell Cardiovascular Risk Assessment pilot program • RN screens participants in a 15-minute appointment • Measures blood pressure.

Step 1: Health Risk Assessment • Risk factors identified year one (three pilot clinics): • Smoking (19%) • Systolic blood pressure (29%) • Diastolic blood pressure (17%) • Cholesterol (17%) • Glucose (9%) 72% fell into moderate to high risk category for body composition and/or BMI Other risks identified in EAP report and OHS: • #1 reason for STD: Psychological • #1 EAP presenting issue: Stress and work-life balance 18 .

Step 2: Develop targeted initiatives Activity BWell assessment Bwell quarterly newsletter Outcomes Cardiovascular risk established Information at their fingertips 2006 2007 Spring challenge: Fitness Fall challenge: Nutrition & wellness Weight management and nutrition clinics nutrition clinics Stress management lunch & learn Ergonomics in the office Flu shots Motivation: Fitness Create new habits in 30 days Motivation: Nutrition Create new habits in 30 days Interactive onsite info session Manage psychological stress. reduced absenteeism 19 . build resilience Better posture. less strains & pains Flu prevention.

3. Measure success  Participation  Employee engagement  Cost avoidance  Return on investment (ROI)  Direct cost containment 20 .

Measure success Participation • Challenges engaged over 40% of the population • CV assessment: 25% • Online assessment: 30% • Lunch and Learn: 15% • Website: 60% (2288 unique users) Employee engagement • 2007 Best 50 Employers Survey (Hewitt): 38th from 49th previously • Xerox 2007 EES internal survey: • • 83% would recommend Xerox as a good employer 86% are proud to work for Xerox 21 .3.

3. Measure success: Cost avoidance 2007 ROI 2:1 after only one full year into the program! • 450 repeat participants • 152 (38%) improved on four or more risk factors • Weight loss • 209 people (53%) improved • 34 moved into a healthy zone • 21 stopped smoking 22 .

00 $209.566.335.719.36  BMI / Body fat  Cholesterol  Blood glucose  Blood pressure  Smoking Cost avoidance second time participant (398) Cost avoidance third time participant (52 .227. Measure success: Cost avoidance From non-healthy to healthy zone 26 82 59 107 21 Cost avoidance $11.00 $26.65 $21.316.77 $71.East Coast) Total 23 .78 $43.563.3.865.10 $55.71 $230.868.

The emails that passed back and forth as different members shared what exercise they were doing brought us so close together that we forgot for a little while the huge geography that separates us. those „responsibilities‟ don't seem quite as important.” 24 . The BWell Fitness Challenge helped us realize this.Employee feedback “I’d like to thank Xerox for giving us the opportunity to bond together during the fitness challenge.” “We put our health on the backburner (or just take it completely off the stove) to look after other „responsibilities‟. But what’s more important than our health? When you think about it this way.

Lesson learned • Recognize you need the help • Develop a network of of experts at the outset • Build a good business case champions / coordinators • Get a commitment for at that aligns with your corporate objectives • Engage your top leaders to least three years • Engage remote locations and virtual employees early on • Make it easy: small steps actively support • Consider your culture and work • Sustaining momentum work with it and your different segments • Have a structured approach requires focus. planning and a good process and measurable outcomes 25 .

. Xerox east coast “We need to push the envelope to continue to find even more ways to bring this program to all employees.” 26 .” – Manager. as it is so valuable..” “This is really helping to engage our people in the workplace.Leadership feedback ―This was the best investment we have made.

.Two key wellness elements Life’s brighter under the sun.

BWell Wellness website • Fully-customized product developed. based on input from Xerox • One-stop-shop for health and wellness • Hosted online: • Available for family members. too • All tools related to wellness program linked through site • Excellent communication vehicle Sample BWell website 28 .

BWell Challenges Sample BWell Challenge 29 .

Thank you! Life’s brighter under the sun. .

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