Ben never had to run his folksy wisdom through the buzz saw of a national
healthcare debate. If he had, it would have likely set off a firestorm about the
cost-effectiveness of preventive services, a subject that has major productivity
implications for U.S. businesses.
Others remain less skeptical of the ROI of preventive programs, saying that
researchers need to look at data from further back to get a longer-range view. And
some experts argue that not only does wellness/prevention pay off, but only a
relatively minor reduction in risk factors - less than 1% - is needed to reach a
positive ROI. Dr. Ron Goetzel of Cornell University has even come up with an ROI
calculator that reportedly allows him to figure out the break-even point on
wellness initiatives and to predict any savings (or losses) that might be realized
from a specific proposal.
Even as the battle over prevention and wellness programs heats up at the national
level, many corporations have adopted these ideas to some degree for their
employees. A survey by i4cp found that nearly two-thirds (62%) of participants
said their companies offered some form of wellness program. Smaller companies were
less likely to offer them, but the percentage rose to 82% among those with 5,000
to 9,999 employees and to 96% for those with more than 10,000 workers.
Of course, there are lots of different kinds of wellness and preventive services,
and sometimes we're really talking only about covering the basics. For example,
the most commonly provided wellness services are flu shots, offered by 73%, and
health information (65%). These aren't exactly high-cost/low-return initiatives.
And then there are firms, such as i4cp member company Target, that go the extra
mile in the area of wellness. Target became a founding member of the Alliance to
Make US Healthiest last May. The alliance is a non-partisan organization that,
among other things, "fosters innovative actions" designed to "spark a nationwide
social movement to make the U.S. the healthiest nation in a healthier world." At
the same time, Target announced a partnership with Redbrick Health to pilot a
wellness program that includes what Target calls advocates to help the company's
employees in all their health-related goals.
The Redbrick partnership was merely the newest component of a companywide focus on
wellness and prevention. The overall program includes such components as a 24/7
toll-free NurseLine designed to help employees decide what level of care they
might need for any medical problem, a website devoted to health and wellness with
online health coaches, a health-risk assessment tool and health information, on-
site clinics, and employee discounts at fitness centers and Weight Watchers
classes.
"We firmly believe that healthy team members create a more successful business and
vibrant communities," said Jodee Kozlak, Target's executive vice president of
human resources. "We want all team members and their families to focus on
prevention - the key to access and affordability."
Target has even provided federal legislators with a list of suggestions for
improving the U.S. healthcare system. Number 1 on the list: "Adopt specific and
meaningful cost containment measures and offer choices that focus on prevention
and wellness."