Why Wellness

1
Why Wellness? The Wellness Concept Dr Andrea
Huggett - AFHMS
2
What is Wellness?

• Wellness Health
• more than the absence of disease

• Programme to address as
• many factors as possible
• that impact on
• productivity
• absenteeism

3
Pillars Of Wellness
EAP
MENTAL
Sick Leave Mngmnt
People ( Key Asset)
HIV Prog
PHYSICAL
4
What is an Integrated Wellness Programme?

• Programme tailored to employer needs
• Addresses both the health wellness issues
• currently impacting on business in the 21st
• century in South Africa abroad
• Effective if well designed
• implemented must employ
• evaluation techniques

5
Why do businesses need Integrated Wellness?

• Many health wellbeing issues influence
• employees on a daily basis
• Focus on specific disease area may contribute
• to stigmatisation isolate certain groups of
• employee base
• Especially around HIV/AIDS need exists to
• expand ensure programme is integrated

6
Where to start?

• View of employees As is
• KAP survey
• Health habits
• Work environment
• Company policies

7
Stigma

powerfully irrational responses to AIDS
overshadow the epidemic even today. For stigma
a social brand that marks disgrace, humiliation
and rejection remains the most ineluctable,
indefinable, intractable problem in the epidemic.
Stigma is perhaps the greatest dread of those
who live with AIDS and HIV greater to many even
than the fear of a disfiguring, agonising and
protracted death. Edwin Cameron, Witness to
AIDS (Tafelberg, 2005).
8
Expanding Specific Disease Management Programmes

• Traditional HIV/AIDS
• Programmes reviewed
• Need to make testing
• for HIV part of everyday
• wellness
• Provider initiated / opt
• out testing

9
Education Integrated Wellness

• Normalise HIV/AIDS
• Demonstrate global risk
• factors for infection
• Incorporate the it could
• happen to me factor
• One stop shop testing
• reduce the fear

10
Factors required for Wellness

• Create awareness
• Encourage participation
• Educate to increase knowledge
• Improve attitudes through destigmatising
• Influence behaviour change
• Assist in risk reduction through counselling

11

Questions?
12
Wellness..

you have to learn to treat your people as a
resourceyou have to ask not what do they cost
but what is the yield, what they can
produce? Peter F Ducker
Questions?
13
Overview of Integrated Wellness? Anton
Engelbrecht
14
Your Employees (Human Capital)

• Hard to find
• Expensive to train
• Difficult to
• motivate keep
• productive
• Challenging to
• retain

15
Each Employee A Strategic Resource

• Addressing employee wellness to improve
• Retention
• Productivity
• Motivation
• Absenteeism

16
Integrated Wellness Consulting

17
Cost Benefit Cost Effectiveness

• CBA focus on benefit-to-cost return on
  investment
• - Rx saved for every R invested
• CEA focus on non-monetary outcomes
• - improvement in employee health, reduced risk
  factors, weight loss, stopping smoking etc.
• Tangible savings to employer by implementation
  of an integrated wellness
• Financial benefits
• Productivity and absenteeism
• Medical aid risk profile and group risk rating
  (restricted schemes)
• Insured benefits (disability and death benefits)

18
Action steps and considerations

• Review current health management
  interventions/benefits
• Identification of risks or areas of exposure
• Quantification of risks
• Identification of high risks
• Consider intervention strategy and cost
• Calculate the cost vs benefit (tangible and
  intangible)
• Decide on phased or holistic implementation
• Consider the appropriate provider (integrated)
• Monitor and continuous improvement

19

Questions?
20
Alexander Forbes Healthcare Consultants
Bring all of this together

• Linked with HMS - offer Integrated Wellness
• Programme Health_at_work
• Health_at_work includes screening, education,
• call centre, EAP, disease management,
• integration with medical scheme PMBs

health_at_work