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Workplace Wellness Efforts Help Encourage Heart Health
Posted: October 1, 2009
A new study showing the effectiveness of workplace wellness programs not only encourages spas to promote their wellness efforts to local businesses, but also urges them to implement programs in their own facilities.
Workplace wellness programs are an effective way to reduce major risk factors for heart disease, such as smoking, obesity, high blood pressure and diabetes, says a new American Heart Association policy statement.
Each year, heart disease costs the United States about $304.6 billion, the association says. Companies spend 25–30% of their annual medical costs on employees with significant health risks, mainly because of their increased likelihood of experiencing heart disease and stroke, it says. But the financial burden also falls on workers, it says, in the form of higher premiums, co-pays and deductibles, reduction or elimination of coverage and trade-offs between insurance benefits and wage or salary increases.
"Research shows that companies can save anywhere from $3–15 for every $1 spent on health and wellness within 12–18 months of implementing a [workplace wellness] program," the statement's lead author, Mercedes Carnethon, an assistant professor of preventive medicine at Northwestern University's Feinberg School of Medicine, said in a news release from the heart association. "Beyond cost savings and increased productivity, visionary employers are realizing the value of an employee's total health. An effective worksite wellness program can attract exceptional employees, enhance morale and reduce organizational conflict."
More than 130 million Americans are employed, according to the association, which means that workplace wellness programs have the potential to reach a sizable population. "We are making great strides in workplace wellness, but we also know that half of employees don't have access to these programs, mainly because they work in small companies or for employers that have a small number of employees at multiple sites," Carnethon said. "We are hoping this paper shows employers large and small the benefits these programs may provide to both their employees and their bottom line."