When the Chrysler Corp. launched its corporate wellness program in 1985 it was considered ahead of its time for the automotive industry and among the first large employers to invest in a comprehensive program. In 1985, 56% of U.S. employers offered at least one kind of health promotion, according to a report by the federal office of disease prevention and health promotion. By 1992, that number jumped to 81% and has continued to grow.
Back then, Chrysler looked to corporate wellness as a way to curtail its escalating healthcare costs. The program convinced the large carmaker, now known as DaimlerChrysler, that it could make a difference in reducing high-risk behaviors while injecting health prevention into its corporate culture. Over the last 15 years, the program has expanded its access to 100,000 employees and become more comprehensive with risk appraisals of 13 health behaviors. On-site health educators, who provide customized follow-up and feedback, offer risk reduction programs throughout the year.
In 1997 DaimlerChrysler, in conjunction with the international union, UAW, contracted with the American Institute for Preventive Medicine (AIPM) to expand the wellness program and execute key health risk guidelines in areas like smoking cessation, weight management, high blood pressure and cholesterol. Unlike other corporate clients that provide ad hoc wellness services, DaimlerChrysler expressed a long-term commitment to a fully integrated health promotion program - which is rare, says Elaine Frank, AIPM's VP. "They recognized, before specific research proved it, that if you take care of employees' health that helps the bottom line."
Reducing Risk
Although DaimlerChrysler doesn't yet have quantitative proof that healthier employees translate into bottom line savings, the wellness program is making a difference in risk reduction, says Barbara Maddux, DaimlerChrysler's employee benefits staff specialist. For instance, there has been a 7% drop in employees with six-plus health risks, from 41% in 1998 to 34% in 1999. But while progress is being made among employees with multiple health risks there is still considerable work to be done among those in the lower risk category (less than two health risks). This is where DaimlerChrysler is noticing an increase, says Maddux.
This mixed progress is a testament to why employers must make an ongoing commitment to corporate wellness, says Frank. There are no quick fixes. To further drive this point home, Frank argues that on-site health promotion is what most effectively convinces employees that the employer is serious about creating a healthy environment, particularly where high-risk health issues are concerned. The 14 on-site health educators maximize the success of DaimlerChrysler's wellness program by:
- providing customized follow-up care for high risk employees;
- addressing the immediate health concerns of employees; and
- providing "in the trenches" feedback on ways to improve the wellness program.
Given the sizable investment DaimlerChrysler has devoted to corporate wellness over the last 15 years, it's ironic that the auto giant just recently became more aggressive about learning its ROI.
Although DaimlerChrysler would not divulge how much it spends on corporate wellness efforts, health promotion programs can range from $5 to $10 per employee, according to industry estimates. This year DaimlerChrysler is using an outside research firm to provide more quantitative information about specific cost savings its wellness programs are generating. Maddux says that one of the key reasons DaimlerChrysler had not measured the ROI of these programs sooner, is due, in large part, to the long-term commitment corporate wellness requires.
Promoting Corporate Wellness
AIPM uses several communication channels to keep employees focused on goals of health improvement and disease prevention that range from large on-site banners to group meetings. The primary goal is to keep the communications fresh and relevant, says Frank.
Employee newsletters, for instance, are customized by site to focus on the health issues that are most prevalent for a given location. Weekly contest challenges provide a fun way for employees to make lifestyle improvements. Employees can earn points toward trophies and other forms of recognition for participating in various activities from avoiding excessive television viewing to decreasing stress and boosting self-esteem. In addition, a video lending library allows employees to take educational videos home, which benefits not only employees but their families as well.
(DaimlerChrysler, Barbara Maddux, 248/512-2670; AIPM, Elaine Frank, 810/977-9336)
Corporate Wellness Fast Facts
While the health risks that plague employees tend to vary widely, researchers identified the most common risks that affect U.S. workers. For every 100 workers:
- 50 or more have high cholesterol;
- 50 don't get adequate exercise;
- 27 have cardiovascular disease;
- 26 are classified as being obese;
- 26 smoke; and
- 24 have high blood pressure.
Source: 1993 U.S. Department of Health and Human Services report