Canadian HR Reporter

CANADIAN HR REPORTER July 10, 2017 14 FEATURES WELLNESS Coping with chronic disease Employers can tackle costs, incidence of illness through several approaches By Jennifer Elia I t's a shocking stat — more than half of the Canadian workforce is living with at least one chronic medical con- dition, according to the 2016 Sanofi Canada Healthcare Sur- vey. These long-term, often slow-progressing conditions, some physical and some psycho- logical, can have serious conse- quences on employee health, and pronounced impacts on workplace productivity and ben- efit plan costs. Unlike an acute illness that has a beginning and end, a chronic dis- ease is a condition that is ongoing and persists indefinitely. Chronic diseases are often progressive, and although many are incurable, thankfully, they are often manage- able with the right treatment and lifestyle. Although there are many types of chronic diseases, Health Can- ada identifies 10 major classes: heart disease, stroke, cancer, asthma, chronic obstructive pul- monary disease, diabetes, arthri- tis, Alzheimer's or other demen- tia, mood disorders (depression), and anxiety disorders. An aging population, improved and man- ageable treatment, and unhealthy lifestyles have one thing in com- mon — they are the reason for chronic diseases being on the rise in Canada. e link between chronic dis- ease and unhealthy lifestyles is clear. And yet, in Canada, one- quarter of adults are obese, only one in five adults are getting enough exercise each week, just four in 10 Canadians are eating enough fruits and vegetables a day, while nearly one-quarter of Canadians report a high degree of stress, according to Statistics Canada reports from 2012, 2013 and 2014. Chronic disease can't be left at home — it follows people into the workplace, and many of them do not realize the true prevalence and impact — including employ- ers. While 57 per cent of employ- ees with a health benefits plan said they are living with at least one chronic condition, employers estimated only 32 per cent of em- ployees are affected, according to the Sanofi survey. An unmanaged chronic disease is one of the big- gest cost drivers for benefits plans and the indirect costs to the Ca- nadian economy are significant, adding up to billions of dollars annually in lost productivity. Almost half of the Canadians who experience serious health issues are reporting some degree of financial hardship as well, ac- cording to a 2016 survey of 2,402 Canadians by Sun Life. Compli- cating matters further, a person's financial health has been found to have a significant impact on both mental and physical well-being. ere's a proven link between a person's financial stress and the incidences of depression and anxiety disorders, according to a 2011 U.K. study in the Mental Health Review Journal, as well as the link between financial stress and physical health. What's an employer to do? Employers have a lot to consider when it comes to chronic disease and how it affects the workplace, but the good news is chronic disease is more preventable and manageable than ever, and em- ployers are ideally positioned to support employee health. In turn, employees are looking to their employers for support. Employers can tackle the costs and incidence of chronic illness by taking a number of approach- es. A critical place to start is the early identification of the health challenges that are affecting the organization so a targeted action plan can be developed to close the gaps. is is a three-step process that includes: • an organizational health assess- ment: the most critical starting point towards the success of any workplace health program • strategic planning: the group benefits provider can be a key ally in helping to set objectives and develop a plan • targeted programming such as health, wellness and absence management programs and policies, supported by lead- ership commitment to a cul- ture of health and employee communication. One potential way of foster- ing a healthy culture is through a wellness program. e companies with the best wellness outcomes have engaged management, em- ployees who feel supported, and excellent communication, accord- ing to a 2015 study in Canada by the Ivey International Centre for Health Innovation, in alliance with Sun Life Financial Canada. And 63 per cent of those with wellness programs say their plan meets their needs extremely well, according to the Sanofi survey. In considering the implemen- tation of a wellness program, it's best to review key strategic ele- ments such as leadership commit- ment, practices and policies, and employee communications, to en- sure the foundation is strong. It's critical to begin with assessment to understand where you are to- day and set a vision for the future. e group benefits provider can often help with analyzing the data to identify the most pressing gaps and opportunities. Another approach is evaluat- ing if the employee group ben- efits plan is meeting the needs of plan members. Employees are looking for benefits plans that are flexible and meet their individual needs, addressing the spectrum of health conditions Canadians are experiencing. Using this inte- grated approach in an organiza- tional health strategy can help to ensure employees are getting tar- geted support where they need it most — and, ultimately, saving the organization and the economy in health-care costs. It's evident that workplace health and wellness needs are changing and for that reason, it's a good idea for HR to consider taking a fresh look at the com- pany plan at regular intervals, to ensure the plan design is aligned with these evolving needs. Most importantly, employees need to feel empowered. People living with a chronic disease want to learn more about their condi- tion and treatment. Seventy per cent of plan members would con- sent to receiving targeted health information based on personal claims data, up from 58 per cent just a year ago, according to the Sanofi survey. Creating a strategy to address and manage chronic disease in the workplace can be achieved through targeted edu- cation and awareness, supporting healthy lifestyles and promoting adherence to treatment. Supporting employees Despite best efforts at education and prevention, the reality is many people will be living (and working) with chronic diseases. Employers that can support these employees to manage their conditions will significantly mitigate costs related to disability, absenteeism, benefits and lost productivity. Technology is emerging as an effective means of helping em- ployees manage chronic disease, with digital health innovation and personalized medicine driv- en by behavioural science gaining momentum. The "mHealth" space, which includes mobile apps and devices that help people to live healthier lives, has exploded in recent years with apps that help people closely monitor their conditions, analyze and share data with their physi- cian, motivate healthy lifestyle changes, connect people with educational resources and access medical experts remotely. It's important to know the risk chronic disease poses to your or- ganization, and it's just as impor- tant to know this risk can be miti- gated and to support employees where they need it most. By setting clear objectives, cul- tivating a strong organizational culture of health and taking a strategic approach that targets the physical, mental and financial health risks of the organization, you can make significant strides toward securing a healthy future for employees and the business. Jennifer Elia is associate vice-president of client experience, integrated health solutions, group benefits, at Sun Life Financial Canada in Toronto. For more information, visit www.sunlife. com/ca. Despite best efforts at education and prevention, the reality is many people will be living (and working) with chronic diseases.

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