Engage – New York

According to the CDC’s National Center for Chronic Disease Prevention and Health Promotion, preventable chronic conditions are a major contributor to rising health insurance premiums and employee medical claims—both of which are at an all-time high. Consider too that four of the ten most costly health conditions for U.S. employers involve either heart disease or stroke, and that work-related stress is now increasingly viewed as a major occupational health risk. Well-structured health promotion and preventive health management programs offer the opportunity to reverse this dangerous trend and should be regarded as a strategic business priority for a more engaged and productive workforce. This opening discussion highlights how and why all mid-size and large employers should invest in workplace health promotion to contain rising costs and improve the bottom line. Learn how are leading employers engineering greater employee productivity and engagement and fostering a sustainable culture of health?

Supporting the health of one’s employees is a noble endeavor, yet many employers privately concede that the dearth of tangible evidence, or ROI, to justify the cost of such significant investment(s) can hinder the impact of workplace health promotion and preventive health management programs. How does an organization validate cost savings that are effectively preventive and may never actually be realized? This engaging session takes a deep dive into analytical methodologies that undisputedly and concretely validate measurable cost savings and positive operational ROI.

Leading organizations have long focused on the physical health of their employees regarding dangerous, high-risk conditions such as diabetes, COPD, or congestive heart failure. Yet, more recently—and thanks largely to the COVID-19 pandemic—many employers have also begun recognizing the vital role of mental health to an increasingly diverse and remote workforce. As attested by numerous high-profile public health studies, elevated cases of substance abuse, bodily harm, antisocial behavior, and even suicide underscore the profound, multigenerational impact that recent events have had on the global community. This earnest discussion highlights leading best practices and available resources for comprehensive employer mental health and substance abuse programs today.

Benjamin Franklin famously quipped that one “attract(s) more flies with a spoonful of honey, than…a gallon of vinegar.” This adage is especially fitting for workplace health promotion initiatives aimed at encouraging employees to make healthier lifestyle choices benefiting both the company, individual, and their loved ones. Truth be told, it is the employer and/or health insurer who ultimately bear the financial burden for employee health costs, and many savvy human resources or corporate people functions recognize the value of gamification or other popular wellness incentives to promote a healthier workforce and business. This discussion highlights best practices and key considerations when promoting or rewarding healthy behavioral change.

The recent proliferation of wellness technologies (“WellTech”) has afforded business entities novel and creative approaches to modern healthcare management. Indeed, thanks to ubiquitous hybrid work arrangements, technologies that accommodate a mobile and remote workforce are powerful—and ideally cost-effective—ways to spur engagement and promote healthy behavior change at both global and national employers. This closing conversation offers an important look at the benefits and risks of leading WellTech platforms currently on the market. Our panel will discuss where and with whom they’ve partnered on their employee wellness journey as well as offer advice on how each handles critical business issues such as data privacy and security among their third-party providers.

Please join us in the Mies van der Rohe Room for drinks and conversation.