employee table of contents health 2016...the majority recognizes they feel be er when they eat right...

TableofContents

Introduc�on………………………………………………………………………………………………Method………………………………………………………………………………..……………………Execu�veSummary……………………………………………………………………………………DetailedFindings

EmployeeHealthPrograms….………………………….…………..…………………..HealthofEmployees.…………..………………………….…………..…………………..Engagement…………...…………..………………………….…………..………………….FinancialPrograms.……..……..………………………….…………..…………………..MentoringPrograms.…………..………..…………………….…………..……….…….TechnologyandHealth.…………..……………………….…………..………………….DataDonor.…………..…………………………….………….…………..………………….

SubgroupFindings Genera�onalDifferences………………………….………………………………………..Income………………………………..………………………….…………..…………………..CompanySize………………………….………………………….………….….………..…..

Conclusion..…………………………………………………….……………………..…………….…..Appendix

Firmographics……………….….…………………………………………...…………..….Demographics……………….….…………………………………………...…………..….

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1

CEO RoundtableCreating Healthy Companies

and Communities

EMPLOYEE HEALTH SURVEY2016An American Heart Association study conducted by Nielsen

TableofContents

Introduc�on………………………………………………………………………………………………Method………………………………………………………………………………..……………………Execu�veSummary……………………………………………………………………………………DetailedFindings

EmployeeHealthPrograms….………………………….…………..…………………..HealthofEmployees.…………..………………………….…………..…………………..Engagement…………...…………..………………………….…………..………………….FinancialPrograms.……..……..………………………….…………..…………………..MentoringPrograms.…………..………..…………………….…………..……….…….TechnologyandHealth.…………..……………………….…………..………………….DataDonor.…………..…………………………….………….…………..………………….

SubgroupFindings Genera�onalDifferences………………………….………………………………………Income………………………………..………………………….…………..………………….CompanySize………………………….………………………….………….….………..….

Conclusion..…………………………………………………….……………………..…………….…..Appendix

Firmographics……………….….…………………………………………...…………..…Demographics……………….….…………………………………………...…………..….

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28313233

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1

Introduc�on

The2016AmericanHeartAssocia�onEmployeeHealthSurveywasconductedtoraiseawarenessofandsupportthegoalsoftheCEORoundtable,anunprecedentedinnova�onincubatortobuildacultureofhealthintheworkplace.

Whilemanyemployersofferworkplacehealthprograms,fewhavethedatatheyneedtoknowwhatworksbest,andtheknow-howtoimplementbestprac�ces.That’swhy26CEOsfromsomeofAmerica’slargestcompanies*havejoinedtheAmericanHeartAssocia�on(AHA)toformtheAHACEORoundtable,dedicatedtodissemina�ngevidence-basedpoliciesandprogramstosupportop�malworkplacehealth.Guidedbythescien�ficexper�seoftheAHA,theseCEOsarecollec�velyengagingnearlyeightmillionemployeesandfamilymembers,alongwithcountlessothercommunitymembers,totransformthecultureofhealthinAmerica’sworkplacesandbeyond.

Bytes�ng,evalua�ng,andsharinginforma�onaboutwhatworksinworkplacehealth,theCEORoundtableishelpingtoscaleupevidence-basedstandardsandbestprac�cestohelpsupporttheAHA’sgoalofimprovingthecardiovascularhealthofallAmericans20percentby2020.

TheAHARoundtableCEOshavecollec�velypledgedto:

• Serveasrolemodelsintakingposi�vestepstowardhealthyliving• DisseminateAHAresearchandotherevidence-basedoutcomesonthescienceof workplacehealthamongemployersandemployees• Incorporateinnova�vetechnologiesthathelpemployeesbuild,maintainandmonitor healthylifestylehabits• PromoteAHA’sLife’sSimple7®asanevidence-basedcommonstandardmetricfor healthprograms• Supportana�onalawardtorecognizecompaniesthatbuildacultureofhealth andmeasurableimprovementsinhealthoutcomesforitsworkforce• Amplifyaclearcalltoac�onforotherCEOstotakeac�onintheirowncompaniesa communi�es

*ForalistofAHACEORoundtablememberspleasevisitwww.heart.org/ceoroundtable

2

Introduc�on(con�nued)

Inanefforttobothpromoteandmeasureitsini�a�ve,theAHAconductedthisresearchtobuilduponlearningsfrom2014researchandtomeetthefollowinggoals:

• Determinekeyindicatorswhichmo�vateemployeestowardpar�cipa�onand engagementinworkplacehealthandwell-beingprograms

• Iden�fytheimportanceofsleep,stress,mental,andfinancialhealthtoabroader conceptofhealthandwell-beingamongU.S.employees

• Evaluatetheimpactofseniorleadershipinmo�va�ngemployeestopar�cipatein employer-sponsoredhealthpromo�onprograms

• Discovermul�-genera�onalcommunica�onandmanagementpreferencesthat enhanceengagementandproduc�vity

• Inves�gatetheroleoftechnologyinhealthincludingconceptsof“digitaldetox” and“unplugging”

• Determinethedegreeoftrustforsharingpersonalhealthdataandtermslike “datadonor”

TheoutcomeoftheresearchprovidesemployersinsightsintothehealthofemployeesintheU.S.,theirhealthgoals,andtheimpactemployeeprogramsarehavingontheirhealth.Theresearchfindingsalsoprovideguidanceandconsidera�onsforemployersastheydesignandimplementeffortstoimprovetheiremployees’healthandengagetheirworkforce.

3

Method

TheEmployeeHealthSurveywasconductedonlineintheU.S.byNielsenonbehalfoftheAmericanHeartAssocia�onbetweenAugust10andAugust19,2016.Theresearchwasconductedamong2,009U.S.adultsaged18+whoareemployedfull�meorpart�meinanorganiza�onwith25ormoreemployeesthatoffersahealthplan.Figuresforage,sex,race/ethnicity,educa�on,region,andhouseholdincomewereweightedwherenecessarytobringthemintolinewiththeiractualpropor�onsinthepopula�on.

Allsamplesurveysandpolls,whetherornottheyuseprobabilitysampling,aresubjecttomul�plesourcesoferrorwhicharemosto�ennotpossibletoquan�fyores�mate,includingsamplingerror,coverageerror,errorassociatedwithnonresponse,errorassociatedwithques�onwordingandresponseop�ons,andpost-surveyweigh�ngandadjustments.Therefore,Nielsenavoidsthewords“marginoferror”astheyaremisleading.Allthatcanbecalculatedaredifferentpossiblesamplingerrorswithdifferentprobabili�esforpure,unweighted,randomsampleswith100%responserates.Theseareonlytheore�calbecausenopublishedpollscomeclosetothisideal.

Respondentsforthissurveywereselectedamongthosewhohaveagreedtopar�cipateinonlinesurveys.Noes�matesoftheore�calsamplingerrorcanbecalculated.

NotesonReadingtheResults

Thepercentageofrespondentshasbeenincludedforeachitem.Anasterisk(*)signifiesavalueoflessthanone-halfpercent.Adashrepresentsavalueofzero.Percentagesmaynotalwaysaddupto100%becauseofcomputerroundingortheacceptanceofmul�pleanswersfromrespondentsansweringthatques�on.Resultsfromthe2014studyhavebeenincludedwhereapplicableandsta�s�caltes�ngisshownusingle�ersformainsurveyques�ons.Pleasenotethatalthoughsta�s�caltes�nghasbeenincluded,trendsmayhavebeenimpactedduetoaddi�onalresponseitemsin2016.

4

Execu�veSummary

In2016,U.S.employeesofferamixed–andcomplicated–reportonthestateoftheirownhealth.Themajorityrecognizestheyfeelbe�erwhentheyeatrightandexerciseandalsowhentheygetmoresleep.Whiletheymayrecognizetheimportanceofhealth,manyemployeesareworkingtowardshealthgoalsincludingwan�ngtoloseweight,bemoreac�ve,eathealthier,getmoresleep,andreducestress.Therearesomeindicatorsofsuccessasemployeescurrentlypar�cipa�nginhealthandwellnessprogramsself-reportposi�vepersonalandwork-relatedoutcomesduetotheircommitmenttotheirhealthandavailabilityofprograms.However,thereisalsos�llmuchmoreworktobedone,andthe2016EmployeeHealthSurveydemonstratesthatemployers(andCEOsthemselves)haveaclearandcri�calroleinmo�va�ngemployeestofocusontheirhealthandachievetheirgoals.

Today,three-quartersofemployersofferatleastsomehealthprogramstotheiremployees,andpar�cipa�onintheseprogramsappearstobeveryhigh.Thereisstrongevidencethatavailabilityof–andpar�cipa�onin–theseprogramsma�ers.Employeeswhopar�cipateexpressmuchmoreposi�vefeelingsabouttheiremployerandtheirpar�cipa�onalsobenefitstheindividualemployee(manyofwhomfeelbe�er,exercisemoreregularly,andeathealthier)aswellasthebusinessoverall.One-thirdormoreofthosewhopar�cipateinhealthprogramssaytheya�ributetheirpar�cipa�ontobe�erproduc�vity,improvedqualityofwork,fewersickdays,andhigherjobsa�sfac�on.Thesameistrueforhealthprogramsspecifically,whicharehighlyassociatedwithimprovingworkrela�onships,jobsa�sfac�onandpercep�onsofseniorleadership.

Exerciseandnutri�onmaybethemostsalienthealthgoals,butothermeasureslikesleepandstressalsorequiresupportonthepartoftheemployer.Alargemajorityofemployeesadmittheyfeelbe�erandaremoreproduc�vewhentheysleepwell,butge�ngagoodnight’ssleepisastruggletodayformostadults.Althoughtheygetclosetotherecommendedamountofsleepeachnight(6.7hours,onaverage),onlyone-quarterfeeltheyaresleepingverywellrightnow.Today,employeestresslevelscon�nuetobehighandunrelen�ng.Morethanone-quarterofemployeessaytheyo�enoralwaysexperiencestressasaresultofwork,andfourintenemployeeswishtheiremployerswouldrecognizethestresstheyareunder.Inthisdigitalagewithtechnologywovenintoeveryaspectofprofessionallives,itiscrucialtodisconnectandunplugatleastoccasionally.Formorethanthree-quartersofemployees,unpluggingisshowntohaveaposi�veimpactontheirhealth,andalmostoneintwoemployeessayunpluggingleadstoano�ceabledropinstress.

5

Execu�veSummary(con�nued)

Thatsaid,manyemployeesdisclosethattheirjobcurrentlygetsinthewayoftheirhealth,andonlythreeinten(orevenfewer)feelthereisexplicitencouragementtotakeadvantageofhealthprogramsfromtheirCEO,humanresourcesdepartment,colleagues,orimmediatesupervisor.Thisiswhereemployerscanandshouldtakestepstopromoteacultureofhealthandwellness.Employers–andCEOsspecifically–must:

Inspire:Communica�nganddemonstra�ngleadershippar�cipa�onisessen�al.Veryfewemployeesseerolemodelsintheirownworkplace.Theyeitherdon’tbelievethat–ordon’tknowif–theirCEOpar�cipatesinanykindofprogram.Butemployeepar�cipa�onjumpssignificantlyforthosewhofeeltheirCEOfostersthiskindofac�vityintheworkplace.And,knowingaCEOpar�cipateshimselforherselfdrama�callyimprovesfeelingsthatanemployercaresabouttheiremployees’health.Guide:Mentoringprogramscanplayakeyrole.Whilemostjobs(69%)offersomesortofmentoringtoday,thereiscurrentlyaverylowlevelofpar�cipa�on.But,thepsychologicalandtangiblebenefitstomentoringareevidentonbothsides,forthementeeandthementor.Giventhelow-costoftheseendeavors,employersmustmakeaconcertedefforttoraiseawarenessandincreasepar�cipa�on.Authorize:Employersmustletemployeesknowthatitnotonlyacceptable,butimportant,tounplugatcertainpointsthroughouttheday.Today,one-thirdofemployeessayitishardtounplugathome,butfarmore(44%)sayitishardatwork.And,rightnowveryfew(onlyaboutoneinthree)saytheyaregivenanyencouragementfromtheiremployer.En�ce:Accordingtothevastmajorityofemployees,fosteringfinancialhealthcanhaveadirectposi�veimpactonoverallwell-being.Mostemployeesareoffered–andtakeadvantageof–programsattheirjob(like401Ksandre�rementplanning),andofthose,nearlynineintensaytheseprogramshaveatleastsomewhatimprovedtheirfinancialhealth.Furtherincreasingenrollmentintheseprogramsmayleadtoasecondaryboostinemployees’health,aswellastheirfinances.Educate:Knowledgema�ersandcanhelptoalleviateemployeeconcernsabouttheuseofemployeedata.Thevastmajorityofemployeesdonotrecognizetheterm“datadonor,”andmostarenotpresentlycomfortablesharingtheirpersonalinforma�on.But,whenprovidedanexplana�on,aslightmajorityrecognizethebenefitsandexpresssomewillingnesstoprovideinforma�ontohelpadvancepersonalizedhealthapproachesandsolu�ons.

Employersmusttakeac�ontomo�vatehealthyliving.But,notall(healthorfinancial)programsareu�lizedevenlybyemployeesorofferthesameimpact.Itisimportantforemployerstotake�metoevaluatewhichprogramsalignmostcloselywiththeiremployees’goalsandwhichwillbemosteffec�ve,giventheneedsanddemographicsoftheirownworkforce.Understandingthegoalsandpreferencesoftheiremployeeswillallowemployerstocreateandimplementprogramsthatproducethemostmeaningfuldifferencefortheiremployees–andtheirorganiza�onasawhole.

6

EmployeeHealthPrograms

Employeehealthprogramsareavitalwayofengagingemployeesinboththecompanyandtheirpersonalhealth.Theprogramshavethepoten�altoincreasebothemployeea�tudesandpercep�onstowardsemployers,aswellasincreaseposi�veworkandemployeehealth-relatedoutcomes.

Par�cipa�on

Threequartersofemployees(75%)saytheiremployerofferssometypeofemployeehealthprogram,onparwith2014(78%).Themostcommonlyofferedprograms,resources,ortoolsincludeflushots(39%),CPRorotheremergencyresponsetraining(23%),emailoronlineresourceswithgeneralinforma�onabouthealthylifestyles(22%),accesstoanon-sitegym,court,orrecrea�onalfacility(20%),smokingcessa�onprograms(19%),orfreeorreducedmembershiptoanoff-sitegym(19%).Amongthe75%ofemployeeswhohaveanemployeehealthprogramavailabletothem,morethanfourinfive(84%)saytheypar�cipateinatleastoneoftheprograms.Themostcommonlyusedprograms/toolsofthosewhosecompanyofferstheprogramsincludeflushots(68%),rou�nescreeningsforbloodpressure(67%),rou�nescreeningforcholesterol(66%),rou�nescreeningsforbloodsugar(65%),CPRorotheremergencyresponsetraining(55%),on-sitehealthfair(55%),andwalkingcourse(55%).Thethreeprogramsmostcommonlyselectedashavingthebiggestimpactonhealthorhealthhabitsbythosewhousetheprogramsarefreeorreducedmembershiptoanoff-sitegym(66%),flushots(63%),andaccesstoanon-sitegym,court,orrecrea�onfacili�es(63%).

7

39%

23% 22% 20% 19% 19% 19% 17% 17% 16%

Flushots

CPRorotheremergencyresponsetraining

Emailoronlineresourcewith

generalinforma�on

abouthealthylifestyles

Accesstoanon-sitegym,

courtorrecrea�onfacili�es

Newsle�erorbrochurewith

generalinforma�on

abouthealthylifestyles

Smokingcessa�onprograms

Freeorreducedmembershiptoanoff-site

gym

Nutri�oussnacksinvending

machines

Rou�nescreeningsforbloodpressure

Rou�nescreeningforcholesterol

TopTenPrograms/ResourcesOffered

BASE:ALLQUALIFIEDRESPONDENTS(n=2009)Q1045(Q605)Whichofthefollowingprogramsorresourcesareavailablethroughyouremployer?Pleaseselectallthatapply.Q1050Employersmayofferavarietyoftoolsandresourcestosupportemployeehealth.Whichofthefollowing,ifany,doesyouremployerofferormakeavailable?Pleaseselectallthatapply.

EmployeeHealthPrograms(con�nued)

8

2014 2016Flushots



Rou�nescreeningforbloodsugar*

CPRorotheremergencyresponsetraining

On-sitehealthfair

Walkingcourse

Nutri�ousfoodchoicesatmee�ngorcafeteria

Groupstretchesorwalking

Lowerhealthinsurancepremiumsformaintaininghealthynumbers

*NEWIN2016.Trendsmayhavebeenimpactedduetoaddi�onalresponseitemsin2016.BASESVARYBASEDONTHOSEOFFEREDPROGRAMSQ1055Whichoftheseprogramshaveyouused?Pleaseselectallthatapply.

68%

67%

66%

65%

55%

55%

55%

52%

51%

49%

66%

59%

61%

52%

50%

56%

50%

40%

44%

n/a

Programs/ResourcesUsed(ofthoseofferedprogram)

84%ofemployeesreportusingatleastonehealthprogramoffered

2014 2016Freeorreducedmembershiptoanoff-sitegym

Flushots

Accesstoanon-sitegym,court,orrecrea�onfacili�es

Walkingcourse

Nutri�ousfoodchoicesatmee�ngorcafeteria

Nutri�oussnacksinvendingmachines



Healthcompe��onswithincompanyorwithothercompanies

BASESVARYBASEDONTHOSEWHOHAVEUSEDPROGRAMSQ1060Oftheprogramsyoupar�cipatedinwhichtwoorthreedoyouthinkhavethebiggestimpactonyourhealthorhealthhabits?Pleaseselectuptothree,ifapplicable.

66%

63%

63%

62%

49%

48%

47%

41%

40%

76%

55%

66%

51%

49%

36%

39%

35%

44%

Programs/ResourceswithBiggestImpact(ofthosewhohaveusedprogram)


OutcomesofPar�cipa�on

Aroundthreeintenemployees(29%)saythattheircompanycaresagreatdealoralotaboutthehealthofitsemployeesandtwothirds(67%)agreetheiremployeriscommi�edtothehealthofemployees.Thosepercentagesriseto38%and76%,respec�vely,whenlookingatthosewhopar�cipateinemployeehealthprograms(vs.14%and52%ofthosewhodonotpar�cipate,respec�vely).Morethanhalfofemployeesthinktheiremployeroffersemployeehealthprogramsbecauseofthebeliefthathealthieremployeeswillresultinbe�erbusinessoutcomes(59%)orabeliefthattheworkplacehealthprogramsleadtogreateremployeeproduc�vity(57%).Theresultsofthesurveyshowed,asitdidin2014,thatpar�cipa�oninemployeehealthprogramswasrelatedtoavarietyofperceivedhealthoutcomes.Specifically,onethirdormoresaytheirpar�cipa�onintheseprogramshaveresultedinfeelingbe�er(38%),exercisingregularly(37%),andea�nghealthier(33%).

9

36% 34% 33%27%

22%18% 20%

14% 15%

5%

38% 37%33%

29% 27%23% 23% 23%

16% 15%

7%

Feelbe�er

Exerciseregularly

Eathealthier

Lostweight

Moreenergy

Sleepbe�er

Lessstress

Beingmoremindful*

Loweredcholesterol

Loweredblood

pressure

Stoppedsmoking

PerceivedHealthOutcomesA�ributedtoProgramPar�cipa�on

2014[A] 2016[B]

*NEWIN2016.Trendsmayhavebeenimpactedduetoaddi�onalresponseitemsin2016.BASE:HASUSEDWORKPLACEWELLNESSPROGRAMSAVAILABLETHROUGHEMPLOYER(2014:n=1220;2016:n=1221)Q1080(Q650)Whatspecifichealthoutcomesdoyoua�ributetoyourpar�cipa�onintheseprograms?Pleaseselectallthatapply.

n/a

A


Intermsofwork-relatedoutcomesthatcanbea�ributedtoprogrampar�cipa�on,onethirdormorereportbe�erproduc�vity(45%),improvedqualityofwork(36%),fewersickdays(36%),andhigherjobsa�sfac�on(33%);mostofwhich(withtheexcep�onoffewersickdays)haveincreasedsince2014.

Addi�onally,nearlytwoinfiveemployeeswhopar�cipateinhealthprograms(39%)sayithasimprovedtheirhealthagreatdealorafairamount.Infact,employeeswhosecompanyoffershealthprogramssaytheiravailabilityhashadastrongorverystrongimpactontheircommitmenttotheirhealth(47%)andemployer(36%),overalljobsa�sfac�on(38%),rela�onshipwiththeircolleagues(31%)andimmediatesupervisor(27%),andpercep�onoftheirCEO(30%)andseniorleadership(28%).

10

35%28%

38%

23%

45%36% 36% 33%

Be�erproduc�vity

Improvedqualityofwork

Fewersickdays

Higherjobsa�sfac�on

Work-RelatedOutcomesA�ributedtoProgramPar�cipa�on

2014[A] 2016[B]

*NEWIN2016.Trendsmayhavebeenimpactedduetoaddi�onalresponseitemsin2016.BASE:HASUSEDWORKPLACEWELLNESSPROGRAMSAVAILABLETHROUGHEMPLOYER(2014:n=1220;2016:n=1221)Q1085(Q655)Whatspecificwork-relatedoutcomesdoyoua�ributetoyourpar�cipa�onintheseprograms?Pleaseselectallthatapply.

A

A

A

Employeeswhosecompanyoffershealthprogramssaytheavailabilityhasastrong/verystrongimpactontheircommitmenttotheirhealth

(47%)andoveralljobsa�sfac�on(38%)


Communica�onPreferences

Ofthoseemployeeswhosecompanyoffersemployeehealthprograms,81%saytheywouldwanttheiremployertocommunicateabouthealthandcompanyhealthprogramsafew�mesayearormoreo�en,withnearlyonethird(31%)sayingtheywouldwantmonthlycommunica�ons.Thisisespeciallytrueofthosewhopar�cipateintheprogramswith33%preferringtoreceivemonthlycommunica�ons.Themajorityofemployeeswhosecompanyoffersprogramswouldalsoliketheiremployertocommunicateviacompany-wideemails(55%),followedbypostsonthecompany’sinternalwebsite(33%),onlinematerials(30%),orpersonalizedemails(27%).Thosewhopar�cipateinhealthprogramsaremorelikelytowantcommunica�onintheformofonlinematerialsoronlinewebinars.

Inconclusion,employeehealthprogramshaveavarietyofbenefitsforboththeemployeeandtheemployer.Themostcommonlyofferedprogramsthougharenotnecessarilythemostimpac�ultoemployees.Employersshouldconsiderthemostfrequentlyusedprogramsandtoolsandassessemployeepreferenceaswellaswhichprogramsarehavingthebiggestimpactonemployeehealthinordertomaximizeemployeepar�cipa�onandposi�vehealthoutcomes.

11

55%

33% 30% 27% 27% 25%18%

12%

Company-wideemails

Postsoncompany'sinternalwebsite

Onlinematerials

Personalizedemails

Hardcopybrochures,

commonareapostersordeskflyers

In-personmee�ngsorseminars

Onlinewebinars

Postsoncompany'ssocialmediapla�orms

DesiredWaysforEmployertoCommunicateProgramInforma�on

BASE:COMPANYOFFERSWELLNESSPROGRAMS(n=1504)Q2085Howwouldyoulikeyouremployertocommunicateinforma�onabouthealthandcompanywellnessprograms?Pleaseselectallthatapply.

HealthofEmployees

Understandingemployeesbothintermsoftheircurrenthealthandpersonalhealthgoalsisimportanttoimplemen�ngemployeehealthprograms.Knowingthehealthgoalsoftheiremployeescanguideemployerstocreateprogramsandfosterpar�cipa�onintheseprogramswhichcanresultinemployersbeingahelpinghand,notaroadblock,asemployeesworktowardstheirpersonalhealthgoals.

OverallHealth

Whenitcomestora�ngtheirownhealth,morethanhalfofemployees(55%)saytheyareinexcellentorverygoodhealthandthispercentageisevenhigherformales(60%)vs.females(48%).However,58%ofemployeesreporttheyhavebeendiagnosedwithsomechronichealthcondi�on,includinghighcholesterol(25%),highbloodpressure(24%),andarthri�s(12%).Addi�onally,4%saytheyhavehadahearta�ackorstroke(5%amongthosewhoratetheirhealthasexcellent/verygood)andanother2in5(41%)areat-riskforthesecondi�ons.*Hispanicemployees(32%)arelesslikelythanWhiteemployees(43%)andBlack/AfricanAmericanemployees(46%)andmaleemployees(43%)aremorelikelythanfemaleemployees(37%)tobeat-riskforhearta�ackorstroke.

12

*“Pa�ent”definedashavingahadahearta�ack/heartdiseaseorstroke.“At-risk”definedashavinghighbloodpressure,highcholesterol,obesity,ordiabetesandhasnothearta�ack/heartdiseaseorstroke.

ANY(NET)

PATIENT*(NET)

AT-RISK*(NET)

Highcholesterol

Highbloodpressure

Anxiety

Depression

Arthri�s

Obesity

Diabetes

Highbloodsugar

Cancer

Hearta�ack

Stroke

Noneofthese 42%2%3%4%6%

10%11%12%15%15%

24%25%

41%4%

58%

BASE:ALLQUALIFIEDRESPONDENTS(n=2009)Q1005Hasadoctor,nurse,orotherhealthprofessionalevertoldyouthatyouhadanyofthefollowing?Pleaseselectallthatapply.

ChronicHealthIssues

HealthofEmployees(con�nued)

Ea�ngRightandExercising

Theoverwhelmingmajorityofemployees(95%)agreethattheyfeelbe�erwhentheyeatrightandexercisewhichmaybewhyaroundfourintensaythatlosingweight(40%),beingmorephysicallyac�ve(40%),andea�ngmorehealthyfoods(37%)areintheirtophealthandlifestylegoals.Thismayalsohelptoexplainwhyemployeesareloggingmoremoderateintensityandvigorousintensityac�vitythaninthepast.Onaverage,employeesengageinmoderateintensityac�vity134minutesperweek(upfrom106minutesin2014)andvigorousintensityac�vity59minutesperweek(upfrom48minutesin2014).

13

40% 40% 37%

28% 28% 25%

13% 12% 10% 10%

Loseweight

Bemorephysicallyac�ve

Eatmorehealthyfoods

Improvemyfinancialhealth

Getmoresleep

Reducemystresslevels

Bemoremindful

Improvemymentalhealth

Getcholesterollevelstoa

healthylevel

Getbloodpressuretoahealthylevel

TopHealth&LifestyleGoals

BASE:ALLQUALIFIEDRESPONDENTS(n=2009)Q1020Whatwouldyousayareyourtop3healthandlifestylegoals?

Anoverwhelmingmajorityofemployees(95%)agreethattheyfeelbe�erwhentheyeatrightandexercise


Sleep

Inaddi�ontoea�ngrightandexercise,sleepisalsoimportantandessen�altoemployees’well-beingaswellastheirproduc�vity.Onaverage,employeessaytheyarege�ngclosetotherecommendedamountofsleep*pernightat6.7hours,butonlyoneinfour(25%)saythequalityofsleeptheygetisexcellentorverygood.Morethanaquarter(28%)saythatge�ngmoresleepisoneoftheirtopthreehealthandlifestylegoals.Further,themajorityofemployeessaytheyfeelbe�erwhentheygetmoresleep(95%)andtheyarelessproduc�veatworkwhentheygetlesssleep(75%).

Stress

Inaddi�ontoexerciseandsleep,stressandmentalhealthplayalargepartinemployeehealthandwell-being.Aminorityofemployeessaytheyhavebeendiagnosedwithanxiety(15%)ordepression(15%)andmorethanaquarter(28%)experiencestressasaresultofworkalways,almostalways,orveryo�en.Theseaspectsarealsocitedamongthetophealthandlifestylegoals,withoneinfouremployees(25%)sta�ngreducingtheirstresslevels,andmorethanoneintenemployeessta�ngbeingmoremindful(13%)orimprovingtheirmentalhealth(12%)isoneoftheirtopthreehealthandlifestylegoals.

Whenaskedwhattheywouldliketheiremployerstodoinordertohelpreduceormanagetheirworkplacestress,40%saytheywanttheiremployertorecognizethelevelofstressemployeesareunder,followedbyallowingforflexibilitywhentheywork(30%)orwheretheywork(26%).Muchlikesleep,par�cipa�oninemployeehealthprogramsisalsoassociatedwithimprovedperceivedemployeehealth.Nearlyonequarterofemployeeswhopar�cipateinhealthprograms(23%)saythattheyfeellessstressasaresultoftheirpar�cipa�on.Addi�onally,nearlyhalf(48%)saythattheirstresslevelsareposi�velyaffectedbyoccasionallyunpluggingordisconnec�ngfromtechnology.

14

Morethanaquarterofemployees(28%)experiencestressasaresultofworkalways,almostalways,orveryo�en

*TheNa�onalSleepFounda�onrecommendsthefollowing:7-9hoursforYoungeradults(18-25),7-9hoursforAdults(26-64),and7-8hoursforOlderadults(65+).


ProgramandToolPreferences

Whenaskedtoiden�fywaysemployerscanencouragepar�cipa�oninhealthprograms,eightintenormoreofemployeessaytheyfavorincen�vessuchasadayofforarewardprogramforachievingaspecifichealthgoal(81%),periodiccashbonusesforachievingaspecifichealthgoal(81%),incen�vessuchasadayofforarewardsprogrambasedonlevelofpar�cipa�onintheseprograms(81%),orperiodiccashbonusesbasedonlevelofpar�cipa�onintheseprograms(80%).Resultsweresimilartothe2014findings.

Themostcommonlymen�onedofferingsthatwouldmakepar�cipantsandnon-par�cipantsalikemorelikelytopar�cipateinclude:monetaryincen�ves(48%),benefitincen�ves,healthcarecostsreimbursed/loweredorextravaca�on�me(41%),freefacili�es(41%),�meduringthedaytopar�cipate(36%),andconvenientloca�ons(30%).

15

48%41% 41%

36%30%

Monetaryincen�ves

Benefitincen�veshealthcarecostsreimbursed/loweredor

extravaca�on�me

Freefacili�es

Timeduringthedaytopar�cipate

Convenientloca�ons

BASE:COMPANYOFFERSWELLNESSPROGRAMS(Total:n-=1504;Par�cipates:n=1221;Doesnotpar�cipate:n=283)Q2000(Q685)(NOTCURRENTLYPARTICIPATING):Whatwouldmakeyoumorelikelytopar�cipateintheprogramsavailabletoyouintheworkplace?Pleaseselectallthatapply.(CURRENTLYPARTICIPATING):Whatwouldmakeyoumorelikelytoincreaseyourpar�cipa�onintheprogramsavailabletoyouintheworkplace?Pleaseselectallthatapply.

ThingsThatWouldMakeEmployeesMoreLikelytoPar�cipate/IncreasePar�cipa�on


Amongemployeesnotofferedallprograms,whenaskedwhatprogramstheywouldliketheiremployertoofferthatwouldhelpthemmeettheirhealthandwellnessgoals,employeessaid:freeorreducedmembershiptoanoff-sitegym(28%),lowerhealthinsurancepremiumsformaintaininghealthynumbers(27%),weightlossprograms(22%),flexibleschedulesorextra�meinordertoexercise(18%),oraccesstoanon-sitegym,courtorrecrea�onalfacility(17%).

Eventhougharoundthreeintenemployeessaythattheircompanycaresaboutthehealthofitsemployeesagreatdealoralotandtwothirdssaythattheiremployeriscommi�edtothehealthofemployees,twoinfiveemployees(40%)saythattheirjobgetsinthewayoftheirhealth.Inordertohelpemployeesreachtheirhealthgoals,inaddi�ontoofferingprograms,employersshouldconsidertheiremployees’healthgoalsandexaminethewaystheworkplacemaybeinhibi�ngtheiremployees’pathtohealth.

28% 27%22%

18% 17% 17% 16% 15% 15% 14%

Freeorreducedmembershiptoanoff-site

gym

Lowerhealthinsurance

premiumsformaintaining

healthynumbers

Weightlossprograms

Flexibleschedulesorextra�mein

ordertoexercise

Accesstoanon-sitegym,

courtorrecrea�onfacili�es

Nutri�oussnacksinvending

machines

Designatedareasforstress

reduc�on,relaxa�on,or

napping



Nutri�ousfoodchoicesat

mee�ngorincafeteria

TopEmployeeHealthProgramsWanted

16

BASE:ALLPROGRAMSNOTOFFEREDBYEMPLOYERS(n=2009)Q1065Whatprogramswouldyoulikeforyouremployertoofferthatwouldhelpyoumeetyourhealthandwellnessgoals?

2in5employeessaythattheirjobgetsinthewayoftheirhealth

Engagement

Anengagedworkforcehasmanyposi�veself-reportedoutcomesforemployers.Whenitcomestoengagementinemployeehealthprograms,visibilityofleadersisrela�velylowbutencouragementandvisibilityisposi�velyrelatedtoemployeeengagementaswellaspercep�onsofemployers.

Aroundoneinthreesayhumanresources(30%),colleagues(29%),andimmediatesupervisor(28%)encouragepar�cipa�oninhealthprogramsextremelywellorverywell.Aroundone-quarterfeelseniormanagement(24%)andCEO(23%)encouragepar�cipa�oninhealthprogramsextremelywellorverywell.

Whenaskedaboutactualpar�cipa�oninworkplacehealthprograms,aroundaquarterorlessofemployeessaymostorallprofessionalstaff(non-management)(26%),administra�vestaff(non-management)(25%),middlemanagement(23%),andseniormanagement(22%)par�cipate.However,aroundaquarterofemployeessaytheydonotknowhowmanyemployeesfromthoselevelshavepar�cipatedintheseprograms(Range:25%-29%).WhenitcomestoCEOpar�cipa�on,25%ofemployeessaytheirCEOpar�cipatesbutmorethanhalf(56%)saytheydonotknow.Par�cipa�oninhealthprogramsishigheramongthosewhoagreetheirCEOencouragespar�cipa�on(88%)thanitisamongthosewhoseCEOdoesnotencouragepar�cipa�on(78%).

17

BASE:COMPANYOFFERSWELLNESSPROGRAMS(n=1504)Q2045(Q706)Howwelldoeachofthefollowingpeopleorgroupsencouragepar�cipa�oninwellnessprograms?

58% 61%

19% 17%

24% 23%

SeniorManagement CEO

HowWellPeople/GroupsEncourageProgramPar�cipa�on

Extremely/VeryWell

Well

SomewhatWell/NotWellAtAll

OnequarterofemployeessaytheirCEOpar�cipatesinhealthprograms

Engagement(con�nued)

Furthermore,whenaskedhowmuchtheythinktheiremployercaresabouttheirhealth,nearlythreeinten(29%)saytheiremployercaresagreatdealoralot.However,nearlytwoinfive(39%)saytheyfeeltheiremployeronlycaresali�leordoesnotcareatall.But,thosewhopar�cipateinprograms(38%)aremorelikelythanthosewhodonot(14%)tosaytheiremployercaresabouttheirhealthagreatdealoralot.Evenmore,thosewhosaytheirCEOpar�cipatesinprograms(70%)aremuchmorelikelythanthosewhosaytheirCEOdoesnotpar�cipate(12%)tosaythesameabouttheiremployer.

Encouragementfromleadership–specificallyCEOs–hasposi�veimpactsonemployeepar�cipa�oninemployeehealthprogramsbutactuallyknowingCEOpar�cipa�onseemstohaveevenmoreofaposi�veimpact.Communica�ngpar�cipa�onofleadersinprogramswilllikelyresultinmul�plebenefitstoemployersandemployeesthroughimprovingemployeepar�cipa�oninprograms,healthoutcomes,workoutcomes,andalsopercep�onsofemployers.

18

70%ofemployeeswhosaytheirCEOpar�cipatesinhealthprogramssaytheiremployercaresagreatdealoralotaboutthehealthofemployeescomparedtoonly12%foremployees

whosaytheirCEOdoesnotpar�cipate

FinancialPrograms

Foremployees,financialhealthis�edtotheiroverallhealth.Whetheremployersaremakingtheconnec�onbetweenfinancialhealthandoverallhealthornot,mostemployeessaytheyhaveatleastonefinancialprogramavailabletothemthroughtheiremployerandthemajorityofthepar�cipantsreportaposi�veimpactontheirfinancesduetopar�cipa�on.

Thevastmajorityofemployees(91%)feeltheirfinancialhealthisimportanttotheiroverallwell-being.Themajority(71%)alsoreportthattheorganiza�ontheyworkforoffersatleastonefinancialprogram.Nearlythree-quarters(72%)ofemployeeswhoareofferedatleastonefinancialprogramsaytheyhaveusedatleastoneoftheprogramsavailabletothem.Themostcommonlyreportedprogramsavailableare401Ksupport(52%)andre�rementplanningeduca�on(30%).Financialadvisors(21%),investmentadvice(18%),andhardcopymaterialsaboutfinancialplanning(16%)arelesscommonlyoffered.Asmen�oned,401Ksupportisbyfarthemostcommonlyofferedprogramanditisalsothemostlikelytobeused,withnearlytwointhree(65%)ofthosewhoareofferedtheprogramsayingtheyhaveusedthisbenefit.

19

52%

30%21% 18% 16% 13% 12% 10% 9%

65%

46%53%

38%

58%

42%48%

32%41%

401Ksupport Re�rementplanningeduca�on

Financialadvisors

Investmentadvice

Hardcopybrochures,

pamphlets,etc.aboutfinancial

planning

Individualcounseling

Webinars Taxprepara�oneduca�on

Financialliteracyprograms

FinancialProgramsOfferedandUsedThroughEmployer

Offered Used

BASE:ALLQUALIFIEDRESPONDENTS(n=2009)Q2100 Whichofthefollowingfinancialprogramsorresourcesareavailablethroughyouremployer?Pleaseselectallthatapply.BASESVARYBASEDONTHOSEOFFEREDPROGRAMSQ2105 Whichoftheseprogramshaveyouused?Pleaseselectallthatapply.

FinancialPrograms(con�nued)

Amongemployeeswhohaveusedafinancialprogramthatisavailabletothem,86%saythattheprogramhasimprovedtheirfinancialhealthatleastsomewhatwithmorethantwoinfive(43%)repor�ngithasimprovedtheirfinancialhealthagreatdealorafairamount.

Foremployees,financialhealthisaboutmorethanmoney.Mostemployeesareofferedfinancialprogramsandthefinancialhealthofthosewhoareenrolledisbeneficialtothem.However,thereareanumberoffinancialprogramsthatareofferedthatarenotwidelybeingusedbyemployees.Increasedenrollmentintheseprogramscouldleadtogreaterfinancial-andoverallhealth-foremployees.

20

Morethan2in5employeeswhohaveusedfinancialprogramssayithasimprovedtheirfinancialhealthagreatdealorafairamount

MentoringPrograms

Theavailabilityofmentoringprogramsiswidespreadbutonlyaminorityofemployeessaytheyhavepar�cipatedinthem.Ofthosewhohavepar�cipatedasamentorand/oramentee,thebenefitsarefeltbynearlyall.

Mostemployees(69%)saythereisamentoringprogramavailableattheirorganiza�on.Aroundoneinfiveemployees(19%)saytheyhavepar�cipatedinamentoringprogramattheirorganiza�onaseitheramentor(12%)and/ormentee(11%).

Nearlyallmentors(94%)andmentees(94%)saytheyexperienceatleastonebenefitasaresultoftheirpar�cipa�on.Formentors,themostcommonlyexperiencedbenefitsare:feelingmoreengagedwiththeirteam(48%),learningsomethingnew(42%),improvingmanagementand/orleadershipskills(40%),improvedproduc�vity(39%),andfeelingmoreengagedwiththeorganiza�on(36%).

21

48%

42%

40%

39%

36%

32%

31%

30%

29%

28%

28%

27%

*

6%

Ifeltmoreengagedwithmyteam

Ilearnedsomethingnew

Improvedmymanagementand/orleadershipskills

Myproduc�vityimproved

Ifeltmoreengagedwithmyorganiza�on

Itexpandedmynetworkwithintheorganiza�on

Ibecamebe�eratmyjob

Igainednewperspec�ves,ideasandapproaches

Itimprovedmyself-confidence

Igainedinsightabouthowotherpartsofthebusinesswork

IfeltlikeIwascrea�ngalegacy

Itre-energizedme

Other

Ididnotexperienceanybenefits

BenefitsFromBeingAMentor

BASE:PARTICIPATEDINMENTORINGPROGRAMASAMENTOR(n=214)Q2205Youmen�onedyoupar�cipatedinamentoringprogramatyourorganiza�onasamentor,whichofthefollowingbenefitsdidyouexperienceasaresultofyourpar�cipa�on?Pleaseselectallthatapply.

MentoringPrograms(con�nued)

Formentees,themostcommonlyreportedbenefitsexperiencedare:learningsomethingnew(45%),helpingthemtakeonmorecontrol/responsibility(41%),feelingsupported(40%),gainingnewperspec�ves,ideasandapproaches(38%),beingbe�erattheirjob(36%),andfeelingmoreengagedwiththeirteam(35%).

Regardlessifemployeespar�cipatedinmentoringprogramsasmentorsormentees,thebenefits-toemployeesaswellasandemployers-areundeniable.Manymentorsandmenteesreportedlearningsomethingnewandfeelingsupportedandengagedwiththeirteamaswellastheoverallorganiza�on.Whenlookingtoimproveengagementofemployees,offeringormakingeffortstoincreasepar�cipa�oninmentoringprogramsmaybeacost-effec�vepathforemployerstoconsider.

22

45%41%40%

38%36%35%

30%29%29%28%28%

24%22%

0%6%

Ilearnedsomethingnew

Ithelpedmetakemorecontrol/responsibility

Ifeltsupported

Igainednewperspec�ves,ideasandapproaches

Ibecamebe�eratmyjob

Ifeltmoreengagedwithmyteam

Myproduc�vityimproved

Itre-energizedme

Itimprovedmyself-confidence

Ifeltmoreengagedwithmyorganiza�on

Igainedinsightabouthowotherpartsofthebusinesswork

Itexpandedmynetworkwithintheorganiza�on

Ithelpedmeacclimatetotheorganiza�on'sculture

Other

Ididnotexperienceanybenefits

BenefitsFromBeingAMentee

BASE:PARTICIPATEDINMENTORINGPROGRAMASMENTEE(n=148)Q2210Youmen�onedyoupar�cipatedinamentoringprogramatyourorganiza�onasamentee,whichofthefollowingbenefitsdidyouexperienceasaresultofyourpar�cipa�on?Pleaseselectallthatapply.

TechnologyandHealth

Inthedigitalage,thereismuchdiscussionaboutthebenefitsof“unplugging”anddisconnec�ngfromourever-increasinglyconnectedworld.However,whetheratworkorathome,foremployees,disconnec�ngfromtechnologycanbedifficult.

Themajorityofemployeesfeelunpluggingordisconnec�ngfromtechnologyisimportanttotheirhealth(77%)andnearlyallemployees(90%)felttherewasatleastonebenefitassociatedwithunplugging.Whenaskedwhataspectstheybelieveareposi�velyaffectedbyoccasionallyunpluggingordisconnec�ngfromtechnology,themostcommonresponsesare:rela�onshipswithfamilyorfriends(49%),qualityofsleep(48%),stresslevels(48%),abilitytofocus(47%),amountofsleep(46%),andoverallmentalhealth(44%).

49% 48% 48% 47% 46% 44%

32% 30%

20% 20%

2%

Rela�onshipswithfamilyor

friends

Qualityofsleep Stresslevels AbilitytofocusAmountofsleep Overallmentalhealth

Produc�vityatwork

Qualityofwork Jobsa�sfac�on Rela�onshipswithcoworkers

Other

AspectsPosi�velyAffectedbyUnpluggingfromTechnology

BASE:ALLQUALIFIEDRESPONDENTS(n=2009)Q3050aWhichofthefollowing,ifany,doyoubelieveareposi�velyaffectedbyoccasionallyunpluggingordisconnec�ngfromtechnology?Pleaseselectallthatapply.

23

TechnologyandHealth(con�nued)

Alongwithunderstandingthebenefitsofunplugging,mostemployees(73%)saytheymakeanefforttooccasionallyunplugordisconnectfromtechnology.However,onlyaminorityofemployees(33%)saytheiremployerencouragesemployeestooccasionallyunplugfromtechnology(i.e.,notcheckemails,notbeconstantlyavailable,etc.).Whenaskedhoweasyordifficulttheyfeelitistooccasionallyunplugordisconnectonethird(33%)ofemployeessayitisdifficultorverydifficulttounplugathomeandmorethantwoinfive(44%)saidthatitisdifficultorverydifficulttounplugatwork.

Employeeswhosaytheiremployerencouragesemployeestooccasionallyunplugfromtechnologyaremorelikelythanthosewhodonottosaytheyareinverygoodorexcellenthealth(61%vs.52%).Theyarealsomorelikelytosayunpluggingordisconnec�ngfromtechnologyisimportanttotheirhealth(89%vs.71%)andtosaythatoneoftheirtopthreehealthandlifestylegoalsistobemoremindful(17%vs.12%).Further,theyaremorelikelythantheircounterpartstosaytheyfinditeasyorveryeasytodisconnectfromtechnologywhileatwork(75%vs.46%).Ofnote,femaleemployeesaremorelikelythanmaleemployeestoseethepersonalhealthbenefitsinunplugging(80%vs.74%),buttheyarelesslikelythanmentosaytheiremployersencouragesemployeestooccasionallyunplug(27%vs.38%).Femaleemployeesarealsomorelikelythanmaleemployeestosayitisverydifficulttounplugatwork(28%vs.21%)andtosayitisdifficultorverydifficult(40%vs.28%)tounplugathome.

Thoughthebenefitsofunpluggingareunderstoodbymost,notallemployeesfinditeasytodo.Thosewhoareencouragedtodoso,however,aremorelikelytooccasionallyunplugordisconnectfromtechnologymoreeasilythanthosewhoarenot-evidencethatemployersmaybeakeypartofclosingthegap.

24

Onethirdofemployeessaytheiremployerencouragesemployeestooccasionallyunplugfromtechnology

DataDonor

Intheageofelectronicmedicalrecords,non-iden�fiablepersonalhealthinforma�onofemployeescanbeusefulforemployers.Thoughemployersmaybeinterestedinpassinginforma�onontothirdpartyvendorsinordertolowerhealthcarecostsandimprovethehealthoftheiremployees,manyemployeesmaynotbefamiliarwiththeconcept–andpoten�albenefits–ofauthorizingtheiremployertosharetheirnon-iden�fiablehealthinforma�on.

Whenemployeeswereaskedhowfamiliartheyarewiththeterm“datadonor,”most(78%)saytheyarenotawareoftheterm.Only13%saytheyareextremely,very,orsomewhatfamiliarwiththetermand9%saytheyhaveheardofthetermbutarenotfamiliarwithit.

A�erbeingshownadefini�on*of“datadonor,”aroundhalfofemployees(53%)saytheyhaveaclearunderstandingofwhytheiremployerwouldwantthemtosharetheirpersonalhealthinforma�onwiththemandnearlythesamepercentage(51%)saytheyhaveaclearunderstandingofthebenefitsofsharingpersonalhealthinforma�onwiththeiremployer,yettwointhree(65%)saidtheywouldnotbecomfortablesharingtheirpersonalhealthinforma�onwiththeiremployer.

25

4%5%5%

9%

78%

FamiliaritywithTerm“DataDonor”

Extremelyfamiliar

Veryfamiliar

Somewhatfamiliar

Heardof,butnotfamiliar

Neverheardofit

Familiar(NET):13%

BASE:ALLQUALIFIEDRESPONDENTS(n=2009)Q4000aHowfamiliarareyouwiththeterm“datadonor”?

*Defini�onshown:A“datadonor”canrefertoanindividualwhoagreestosharetheirnon-iden�fiablepersonalhealthinforma�on(i.e.,biometrics,etc.)withtheiremployerorahealthandresearchins�tu�onthroughathirdparty.Thedataisnot�edtotheindividualbutsharedinaggregate.

DataDonor(con�nued)

Further,thougharoundhalfsaytheyunderstandthebenefitsofsharingtheirdata,whenaskedtochoosebetweentwostatementsdescribingopposingviewsonsharingpersonalhealthinforma�onwiththeiremployer,employeesweremostlikelytoagreethattheirconcernsaboutsharingtheirhealthinforma�onwiththeiremployeroutweighthepoten�albenefits(61%).Theremainingtwoinfive(39%)saythepoten�albenefitsofsharingtheirhealthinforma�onwiththeiremployeroutweightheirconcerns.Whenemployeeswereaskedwhatconcerns,ifany,theywouldhaveaboutsharingtheirpersonalhealthinforma�onwiththeiremployerforthepurposeofadvancingresearchandinsights,themostcommonconcernwaswan�ngpersonalhealthinforma�ontoremainprivate(60%)followedbyconcernsaboutnottrus�nghowpersonalhealthinforma�onwillbeused(50%),otherswillknowtheirpersonalhealthinforma�on(35%),andpersonalhealthinforma�onbeingmadepublic(31%).Interes�ngly,eventhoughthereisreluctancetosharetheirdatawiththeiremployer,threeinfiveemployees(60%)saytheywouldbewillingtosharetheirpersonalhealthinforma�onwithanon-profitorotherorganiza�onforthepurposesofhelpingadvancepersonalizedhealthapproachesandsolu�ons.

26

BASE:COMPANYOFFERSWELLNESSPROGRAMS(n=1504)Q4005A“datadonor”canrefertoanindividualwhoagreestosharetheirnon-iden�fiablepersonalhealthinforma�on(i.e.,biometrics,etc.)withtheiremployerorahealthandresearchins�tu�onthroughathirdparty.Thedataisnot�edtotheindividualbutsharedinaggregate.Howmuchdoyouagreeordisagreewiththefollowingstatements?

35%47% 49%

65%53% 51%

Iwouldnotbecomfortablewithsharingmypersonalhealthinforma�onwithmyemployer

Ihaveaclearunderstandingofwhymyemployerwouldwantmetosharemypersonalhealth

informa�onwiththem

Ihaveaclearunderstandingofthebenefitsofsharingpersonalhealthinforma�onwithmy

employer

A�tudesaroundSharingPersonalHealthInforma�on

Disagreestrongly/somewhat Agreestrongly/somewhat

DataDonor(con�nued)

Employeeswhosaytheyhaveaclearunderstandingofwhytheiremployerwouldwantthemtosharetheirpersonalhealthinforma�onaremorewillingthantheircounterpartstopar�cipateindatadona�on.Specifically,theyaremorelikelythanthosewhodonottosaythepoten�albenefitsofsharingtheirhealthinforma�onwiththeiremployeroutweightheirconcerns(53%vs.22%).Employeeswhosaytheyhaveaclearunderstandingaremorelikelytosaynothingconcernsthemaboutsharingtheirpersonalhealthinforma�onwiththeiremployer(16%vs.8%)andtheyaremorelikelytosaytheywouldbewillingtosharetheirpersonalhealthinforma�onwithanon-profitorotherorganiza�on(72%vs.47%).

Despitefamiliaritywiththeterm“datadonor”beinglowandmanyemployeeshavingconcernsaboutsharingtheirpersonalhealthinforma�onwiththeiremployer,manyalsosaytheyunderstandthebenefits.Coupledwiththefactthatthosewhosaytheyunderstandwhytheiremployerwouldwantthemtosharetheirpersonalhealthinforma�onaremorelikelythanthosewhodonottosaythepoten�albenefitsoutweightheirconcernscouldmeanthatmoreeduca�onaroundtheconceptofbeinga“datadonor”anditsbenefits-toemployersandemployees-couldincreaseemployees’willingnesstosharetheirpersonalhealthinforma�on.

Pleasenote,theAmericanHeartAssocia�onisfundamentallyopposedtothesellingofpersonalhealthinforma�onthatiscollectedaspartofabiometricscreeningorhealthriskassessmentwithinaworkplacewellnessprogram.Thisdoesnotnecessarilyapplytode-iden�fiedoraggregatedatathatmaybeusedforresearchorprogramevalua�onpurposes.Protec�ngprivacyandpreven�ngde-iden�fiedoraggregatedatafrombeingerrantlyorinadvertentlyre-iden�fiedrequiresqualitycontrolofdatamanagementandprocedural/internalcorporategovernance.Manylargeaccoun�ngfirms,lawfirms,healthcareconsultants,andITconsultantscanprovidethis,astheyspecializeinhealthcareinforma�on-relatedaudits.*

27

*AmericanCollegeofOccupa�onalandEnvironmentalMedicine;AmericanCouncilonExercise;AmericanHeartAssocia�on;BravoWellness;HealthEnhancementResearchOrganiza�on;HealthFitness;HealthPartners;Healthways;Interac�veHealth;Johnson&JohnsonServicesInc;Optum;PerformancepH;Popula�onHealthAlliance;StayWell;TruvenHealthAnaly�cs.AresponsetoproposedEqualEmploymentOpportunityCommissionregula�onsonemployer-sponsoredhealth,safety,andwell-beingini�a�ves.JOccupEnvironMed.2016;58(3):e103-10.

SubgroupFindings

Genera�onalDifferences

Itisimportanttounderstandthegenera�onaldifferencesthatexistamongemployeesasitrelatestotheroleofemployersinemployeehealthandwell-being.Thiscouldprovidevaluableinforma�ontoemployerswhenlookingatwaystoengageandencouragetheiremployees.

Forthepurposesofthisreport,‘YoungerMillennials’referstoemployeesaged18-26,‘OlderMillennials’referstoemployeesaged27-35,‘GenXers’referstoemployeesaged36-50,‘BabyBoomers’referstoemployeesaged51-69,and‘Matures’referstoemployeesaged70+.Pleasenote:YoungerMillennialsandMatureshavebasesizesoflessthan100.Resultsforthesegroupsaredirec�onalinnature.

EmployeeHealthPrograms

Millennials(par�cularlyOlderMillennials)aremorelikelythanallothergenera�onstopar�cipateinemployeehealthprograms(YoungerMillennials:73%,OlderMillennials:89%,GenXers:85%,BabyBoomers:82%,Matures:77%).Ofthosewhohavepar�cipatedinhealthprograms,YoungerMillennials(15%)aremorelikelythanOlderMillennials(2%),GenXers(5%),andBabyBoomers(3%)tosaythatflexibleschedulesorextra�meinordertoexercisehasbeenmostimpac�ul.OlderMillennialsaremorelikelythanallothergenera�onstostronglyorsomewhatfavoremployersencouragingpar�cipa�oninemployeehealthprogramswithperiodiccashbonusesforachievingspecifichealthgoals;manda�nghealthscreeningsforriskfactorssuchashighbloodpressureandcholesterol;andbasingemployeehealthinsurancecostsandbenefitsonemployeeslevelofpar�cipa�oninhealthprograms,employeesachievingspecificgoals,ortheirhealthstatus.

Therearealsodifferenceswhenitcomestooutcomesfrompar�cipa�onintheseprograms.Millennials,par�cularlyOlderMillennials,aremorelikelythanGenXersandBabyBoomerstosaythehealthprogramstheypar�cipateinhaveimprovedtheirhealthagreatdealorafairamount.MillennialsarealsomorelikelythanGenXersandBabyBoomerstoreportimprovedqualityofworkandhigherjobsa�sfac�onasaresultoftheirpar�cipa�oninhealthprograms.Millennials,par�cularlyOlderMillennials,aremorelikelythanGenXersandBabyBoomerstosaythattheavailabilityofhealthprogramshashadastrongorverystrongimpactontheircommitmenttotheirhealthandemployer,theiroveralljobsa�sfac�on,theirrela�onshipwithcolleaguesandimmediatesupervisor,andtheirpercep�onoftheirCEOandseniorleadership.OlderMillennials(43%)aremorelikelythanGenXers(29%),BabyBoomers(23%)andMatures(24%)tothinktheyofferprogramsbecauseofgenuinecareandconcernforthehealthoftheiremployees.

28

SubgroupFindings(con�nued)

TechnologyalsoplaysalargeroleforMillennialsandemployeehealthprograms.Millennials(67%),andOlderMillennials(71%)specifically,aremorelikelythanGenXers(45%),BabyBoomers(34%)andMatures(40%)tosaythattechnology,likeappsandtrackers,isimportanttoimprovingormaintainingtheirhealth.Further,OlderMillennialsaremorelikelythanYoungerMillennials,GenXers,andBabyBoomerstosaytheywouldbemorelikelytopar�cipate/increasepar�cipa�oniftheircompanyofferedamobileappfortheirsmartphoneortablettotracktheirprogress.Amongthosewhosecompanyoffersprograms,MillennialsaremorelikelythanGenXersandBabyBoomerstowanttheiremployerstocommunicateabouthealthprogramsviaonlinewebinarsandpostsoncompany’ssocialmediapla�orm.

HealthofEmployees

Whenlookingattheircurrenthealthstate,YoungerMillennials(22%)aremorelikelythanOlderMillennials(6%),GenXers(10%),andBabyBoomers(10%)tosaytheirhealthisfairorpoor.And,notsurprisingly,BabyBoomers(55%)andMatures(68%)aremorelikelythanbothYounger(19%)andOlder(28%)MillennialsaswellasGenXers(39%)tobeat-riskforheartdisease.

Genera�onaldifferencesarealsoapparentwhenlookingatthetophealthandlifestylegoals.YoungerMillennials(41%)aremorelikelythanOlderMillennials(23%),GenXers(26%),andBabyBoomers(28%)tosaythatge�ngmoresleepisintheirtopthreehealthandlifestylegoals.Meanwhile,OlderMillennials(32%)aremorelikelythanGenXers(23%),BabyBoomers(24%),andMatures(9%)tosaytheywanttoreducetheirstresslevels.ThismaybebecauseMillennialsaremorelikelythanallothergenera�onstoexperiencestressasaresultofworkalways,almostalways,orveryo�en.Meanwhile,GenXersandBabyBoomers(45%each)aremorelikelythanYounger(28%)andOlder(30%)Millennialstolistlosingweightasagoal.

Engagement

AlthoughMillennials(53%),andOlderMillennials(57%)specifically,aremorelikelythanGenXers(37%),BabyBoomers(32%)andMatures(5%)tosaytheirjobgetsinthewayoftheirhealth,Millennials(36%),andagainpar�cularlyOlderMillennials(39%),aremorelikelythanGenXers(27%)andBabyBoomers(24%)tosaythattheircompanycaresaboutthehealthoftheiremployeesagreatdealoralot.ThismaybebecauseMillennialswhosecompanyoffersprogramsaremorelikelythanGenXersandBabyBoomerstoperceivethattheirHRdepartment(42%vs.29%and17%,respec�vely),colleagues(43%vs.24%and18%,respec�vely),andCEO(37%vs.15%and14%,respec�vely)encouragepar�cipa�oninemployeehealthprogramsextremelywellorverywell.

29


MillennialswhosecompanyoffersprogramsarealsomorelikelythanGenXersandBabyBoomerstosaythattheyareawarethatallormostofseniormanagementhaveactuallypar�cipatedinhealthprograms(35%vs.17%and11%,respec�vely).MillennialsarealsomorelikelythanGenXersandBabyBoomerstosaythattheyknowtheirCEOactuallypar�cipatesinhealthprograms(41%vs.20%and12%,respec�vely).

RoleofTechnology/DataDonor

Althoughtechnologyplaysanimportantroleintheirhealth,Millennialsalsobelievethatdisconnec�ngfromitisalsoessen�al.OlderMillennials(84%)aremorelikelythanYoungerMillennials(71%),GenXers(75%),BabyBoomers(76%),andMatures(59%)tosaythatunpluggingordisconnec�ngfromtechnologyisimportanttotheirhealth.Millennials,andOlderMillennialsinpar�cular,aremorelikelythanallothergenera�onstosaythattheiremployerencouragesemployeestooccasionallyunplugfromtechnologyandMillennialsaremorelikelythanallothergenera�onstobelievethattheirqualityofworkisposi�velyaffectedbyunplugging.

Millennials,par�cularlyOlderMillennials,aremorelikelythanallothergenera�onstobeawareoftheterm“datadonor.”Millennialsarealsomorelikelythanallothergenera�onstohaveaclearunderstandingofwhytheiremployerwouldwantthemtosharetheirpersonalhealthinforma�onwiththemandthebenefitsassociatedwithit.Addi�onally,theyaremorelikelythanallothergenera�onstosaythatthepoten�albenefitsofsharingtheirhealthinforma�onwiththeiremployeroutweightheirconcernsandarethemostwillingtosharetheirpersonalhealthinforma�onwithanon-profitorganiza�onforthepurposesofhelpingadvancepersonalizedhealthapproachesandsolu�ons.

Overall,Millennialsseemtobethemostengagedinemployeehealthprograms.Theyarealsomorelikelytoseetheincreasedbenefitsfromtheseprograms–bothwork-relatedandtheirpercep�onsoftheiremployersandCEO.Nottoosurprisingly,healthgoalsdifferbygenera�onwithMillennialsfocusedonstressandsleep,whileoldergenera�onshavegoalsrevolvingaroundweightloss.Perhapssurprisingly,Millennialsfindmoreimportanceinunpluggingordisconnec�ngfromtechnology,whilealsoci�ngitasimportanttotheirhealth.

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Income

Thesurveyhighlightstheimportantrolethathouseholdincomehasonhealthandbehavior.Nearlyallagreethattheyfeelbe�erwhentheyeatrightandexercise,butthosewithlowerincomesarelesslikelytoreportbeingingoodhealth.Employeeswithlowerhouseholdincomesarealsoleastlikelytoreporthavingemployeehealthprogramsavailabletothemeventhoughtheymayhavethemosttogain.

Regardlessofincome,thevastmajorityofemployeessaytheyfeelbe�erwhentheyeatrightandexercise(householdincome(HHI)oflessthan$50,000ayear(92%),$50Ktolessthan$100K(94%),$100Kormore(98%)).But,thosewithaHHIoflessthan$50,000ayear,arelesslikelythanthosewithaHHIof$50Ktolessthan$100KandthosewithaHHIof$100Kormoretoratetheirhealthasexcellentorverygood(43%vs.54%and63%,respec�vely).ThosewithaHHIof$100KormorearemorelikelythanthosewithHHIsoflessthan$100Ktosaytheyfeeltheirjobgetsinthewayoftheirhealth(47%vs.34%lessthan$50Kand37%$50to<100K).

EmployeeswithaHHIoflessthan$50,000ayear,arelesslikelythanthosewithaHHIof$50Ktolessthan$100KandthosewithaHHIof$100Kormoretosaytheyfeeltheiremployeriscommi�edtothehealthofemployees(59%vs.68%and72%,respec�vely).ItispossiblethisisrelatedtothefactthatthosewithaHHIoflessthan$50,000ayear,arelesslikelythanthosewithaHHIof$50Ktolessthan$100KandthosewithaHHIof$100Kormoretoreportthattheiremployerofferssometypeofemployeehealthprogram(68%vs.73%and82%,respec�vely).Ofthosewhopar�cipate,regardlessofHHI,employeesareequallylikelytoreapthesamebenefitswithsimilarpropor�onsrepor�ngtheyfeelbe�erbecauseoftheirpar�cipa�onintheprograms(HHIoflessthan$50,000ayear(40%),$50Ktolessthan$100K(34%),$100Kormore(40%)).Infact,thosewithalowerHHImaybenefitmorefromtheseprograms.Employeeswhopar�cipatedthathaveaHHIoflessthan$50,000ayear,arelesslikelythanthosewithaHHIof$50Ktolessthan$100KandthosewithaHHIof$100Kormoretoreporttheyhadfewersickdaysasaresultoftheirpar�cipa�on(47%vs.33%and35%,respec�vely).

Inequi�esinemployercommitmenttohealthareapparentwithintheworkforce.Thoughlowerincomeworkerspoten�allyhavethemosttogainfromemployeehealthprograms,theyaretheleastlikelytoreportthattheseprogramsareavailabletothemthroughtheiremployer.Organiza�onswithlowerincomeworkforcesshouldconsiderofferinghealthprogramstohelpensurethatthebenefitsarebeingfeltbyboththeemployeesandemployers.

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CompanySize

Notsurprisingly,employeesatsmallcompanies(<1,000employees)arenotaslikelyasemployeesatmedium(1,000-9,999employees)andlarge(10,000+employees)companiestoofferemployeehealthprogramsandresources.However,CEOengagementandpar�cipa�onintheseemployeesatsmallcompaniesseemtobehigherthanemployeesatmediumandlargecompanies.

Employeesatsmallcompaniesarelesslikelythanthoseatmediumandlargecompaniestohaveemployeehealthprogramsavailable(68%vs.82%and78%,respec�vely).Theyarealsoleastlikelytohavefinancialprogramsorresourcesavailabletothem.However,employeesatsmallcompaniesaremorelikelythanemployeesatmediumandlargecompaniestosaythattheavailabilityofworkplacehealthprogramshavehadastrong/verystrongimpactontheircommitmenttotheirhealth(52%vs.43%and43%,respec�vely),theirpercep�onoftheirCEO(38%vs.29%and18%,respec�vely),andtheirrela�onshipswiththeircolleagues(39%vs.27%and22%,respec�vely)andimmediatesupervisor(34%vs.25%and20%,respec�vely).

Despitebeingmorelikelytohaveemployeehealthprogramsavailablethroughtheiremployer,employeesatlargecompaniesarelesslikelythanthoseatsmallandmediumcompaniestosaythattheprogramstheypar�cipateinhaveimprovedtheirhealthagreatdealorafairamount(25%vs.44%and44%,respec�vely).Theyarealsomorelikelythanemployeesatsmallandmediumcompaniestosaythattheyhavenotexperiencedanywork-relatedoutcomesthatcanbea�ributedtotheseprograms(33%vs.21%and23%,respec�vely).

Therearealsodifferenceswhenitcomestoseniorengagementandencouragement.Smallcompanyemployeesaremorelikelythanmediumandlargecompanyemployeestosaythatallormostofseniormanagementhaveactuallypar�cipatedintheirhealthprograms(30%vs.21%and10%,respec�vely).Employeesatlargecompaniesarelesslikelythanthoseatsmallandmediumcompaniestosaythatseniormanagement(15%vs.28%and25%,respec�vely)ortheirCEO(13%vs.27%and25%,respec�vely)encouragespar�cipa�oninemployeehealthprogramswellorextremelywell.TheyarealsoleastlikelytosaythattheirCEOactuallypar�cipatesintheiremployeehealthprograms(10%vs.31%and28%,respec�vely).

Althoughemployeesatsmallcompaniesmaynotbeabletoofferthetypesoramountofemployeehealthprogramsasthoseatmediumandlargecompanies,itseemsemployeesinthesesmallcompaniesaremostlikelytofeeltheposi�veeffectsiftheyareoffered.LargecompanyemployeesthathavetheseprogramsavailabletoemployeesmayconsidermakingseniorleadershipandCEOengagementintheseprogramsmorevisibleinordertoboostemployeeengagement.

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Conclusion

Employersarekeytocrea�ngacultureofgoodhealthandwell-being.Byofferingprograms–whethertheyarerelatedtohealth,finances,ormentorship–employerssignaltotheiremployeesthattheycareabouttheirhealth.Understandingtheirworkforceandtheirpersonalgoalsandpreferencescanhelpemployersassess,planfor,andimplementprogramsthatwillhavemeaningfulimpactonindividualemployeesaswellastheorganiza�onasawhole.

Belowareac�onsorganiza�onscantakeastheystrivetoserveasrolemodelsintakingposi�vestepstowardhealthylivingwithintheirorganiza�onandencourageleadersatotherorganiza�onstotakeac�onintheirowncompaniesandcommuni�es.

KeyTakeaways:

• Offeremployeehealthprogramsthatalignwithemployees’personalhealthgoals –crea�ngalignmenthasthepoten�alforposi�veoutcomesontheindividualand organiza�onallevel• Considergenera�onaldifferencesinprogramofferingsandcommunica�ons– employeehealthgoalsandpreferencesmayvarybasedontheirage• Encourageemployeeprogrampar�cipa�onbycommunica�nganddemonstra�ng leadershippar�cipa�on–doingsomayhelpcreateacultureofhealththroughout theorganiza�on• Increasefinancialprogramenrollment–theyhavethepoten�altohelpmorethan justemployees’financialhealth• Offerormakeeffortstoincreasepar�cipa�oninmentoringprograms–theyarea rela�velylow-costwaytoeducateandengageworkforces• Letemployeesknowitisokaytooccasionally“unplug”–employeesunderstandthe benefitsofdisconnec�ngbutmaynotfeeltheyhavepermissiontodoso• Educateemployeesabouttheconceptandpoten�albenefitsofbeingadatadonorwhile alsorecognizingemployeerightsandtheimportanceofensuringthatorganiza�onshave rigorousproceduresandgovernancerulesthatsafeguardemployeepersonalhealth informa�on.*

Theoutcomeoftheresearchandac�onpointsaboveprovideemployerswithrecommenda�onsthathavethepoten�altoincreaseemployeepar�cipa�oninhealthprograms,whichcouldimprovetheirhealth.Thoughnoorganiza�onisthesame,theresearchfindingsalsoprovideaframeworkandconsidera�onsforemployersastheydesignandimplementeffortstoimprovetheiremployees’healthandengagetheirworkforce.

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*TheAmericanHeartAssocia�onisfundamentallyopposedtothesellingofpersonalhealthinforma�onthatiscollectedaspartofabiometricscreeningorhealthriskassessmentwithinaworkplacewellnessprogram.Thisdoesnotnecessarilyapplytode-iden�fiedoraggregatedatathatmaybeusedforresearchorprogramevalua�onpurposes.Protec�ngprivacyandpreven�ngde-iden�fiedoraggregatedatafrombeingerrantlyorinadvertentlyre-iden�fiedrequiresqualitycontrolofdatamanagementandprocedural/internalcorporategovernance.Manylargeaccoun�ngfirms,lawfirms,healthcareconsultants,andITconsultantscanprovidethis,astheyspecializeinhealthcareinforma�on-relatedaudits.

Appendix:Firmographics

34

Total2014 (A)

Total2016 (B)

n= 2,004 2,009

Lessthan4 1% 1% 4-7 17% 20% 8 46% 46% 9 17% 15% 10+ 18% 18% Mean 8.5hours 8.3hours Median 8hours 8hours

BASE:ALLQUALIFIEDRESPONDENTS Q3081Onaverage,howmanyhoursadaydoyouwork?

SITTING Total2014 (A)

Total2016 (B)

n= 2,004 2,009

Lessthan4 30% 34% 4-7 54% 51% 8 9% 9% 9 3% 3% 10+ 4% 3% Mean 4.9hoursB 4.6hours Median 5hours 5hours

BASE:ALLQUALIFIEDRESPONDENTS Q3085Thinkingofatypicalworkday,howmanyhoursperdaydoyouspend…?

STANDINGORMOVINGAROUND Total2014 (A)

Total2016 (B)

n= 2,004 2,009

Lessthan4 55% 52% 4-7 32% 33% 8 7% 8% 9 2% 3% 10+ 4% 4% Mean 3.8hours 3.9hours Median 3hours 3hours

Appendix:Firmographics(con�nued)

35

Total2016 n= 2,009

Tradi�onalofficese�ng 35% Schoolorothereduca�onalins�tu�on 10% Healthcarefacility(e.g.,hospital,clinic,etc.) 9% Retailstore 9% Factory/manufacturingplant 9% Aco-workingspace(anofficeorotherworkingenvironmentusedbypeoplewhoareself-employedorworkingfordifferentemployers) 7%

Atypeoftransporta�on(e.g.,drivingacar,bus,etc.) 5% Homeoffice 5% Other 10%

BASE:ALLQUALIFIEDRESPONDENTS Q3095aNWhichofthefollowingbestdescribesyourcurrentworkloca�onwhereyouspendthemajorityofyour�me?

Total2016 n= 1,900

Func�onalworkteam 60% Directmanager 50% CEOofmycompany 17% Other/Noneofthese 29%

BASE:DONOTWORKFROMHOME Q3097Thinkingaboutthecurrentworkloca�onyouspendthemajorityofyour�me,whichofthefollowingpeople,ifany,arealsomosto�enatthatloca�on?Pleaseselectallthatapply.

Appendix:Firmographics(con�nued)

36

BASE:ALLQUALIFIEDRESPONDENTS Q1425Abouthowmanypeopleworkforyourorganiza�onatalllevelsandinallloca�onsacrosstheUnitedStates?Yourbestguesswilldo.

Total2014 Total2016 n= 2,004 2,009

1to24 - - 25to49 8% 8% 50to99 9% 9% 100to249 9% 11% 250to499 7% 7% 500to999 10% 10% 1,000to2,499 12% 11% 2,500to4,999 8% 10% 5,000to9,999 9% 8% 10,000ormore 28% 25% BASE:ALLQUALIFIEDRESPONDENTS Q1430Howmanypeopleworkforyourorganiza�onatyourloca�on?

Total2014 Total2016 n= 2,004 2,009

1to24 16% 17% 25to49 13% 13% 50to99 16% 14% 100to249 16% 18% 250to499 10% 10% 500to999 9% 9% 1,000to2,499 8% 7% 2,500to4,999 3% 3% 5,000to9,999 3% 4% 10,000ormore 6% 4%

BASE:ALLQUALIFIEDRESPONDENTS Q1455Forwhattypeoforganiza�ondoyouwork?

Total2014 Total2016 n= 2,004 2,009

For-profitorganiza�on 63% 65% Not-for-profitorganiza�on 17% 19% Local,stateorfederalgovernment 20% 16%

Appendix:Demographics

37

BASE:ALLQUALIFIEDRESPONDENTS Q1420Whatisyouremploymentstatus?Pleaseselectallthatapply.

Total2014 Total2016 n= 2,004 2,009

Employedfull�me 88% 85% Employedpart�me 14% 17% Student 5% 2% Self-employed 1% 1%

BASE:ALLQUALIFIEDRESPONDENTS Q1435Areyoucurrentlyenrolledinahealthplanofferedbyyouremployer?

Total2014 Total2016 n= 2,004 2,009

Yes,Iamcurrentlyenrolled 81% 77% No,Iamnotcurrentlyenrolledbutmycompanyoffersahealthplan 19% 23%

BASE:ALLQUALIFIEDRESPONDENTS Q1440Doyoumanageorsupervisestaff?

Total2014 Total2016 n= 2,004 2,009

Yes 35% 38% No 65% 62%

BASE:ALLQUALIFIEDRESPONDENTS Q268Gender

Total2014 Total2016 n= 2,004 2,009

Male 55% 57% Female 45% 43%

Appendix:Demographics(con�nued)

38

BASE:ALLQUALIFIEDRESPONDENTS Q280Age

Total2014 Total2016 n= 2,004 2,009

18-25 10% 8% 26-35 21% 25% 36-50 35% 34% 51-69 32% 32% 70+ 1% 2% Mean 43.6yearsold 43.8yearsold Median 44yearsold 44yearsold

BASE:ALLQUALIFIEDRESPONDENTS Q485RacialBackground

Total2014 Total2016 n= 2,004 2,009

White 69% 67% Hispanic 15% 15% Black/AfricanAmerican 12% 10% AsianorPacificIslander 2% 6% Na�veAmericanorAlaskanNa�ve * * MixedRace * * Someotherrace * * Declinetoanswer 1% 1%

BASE:ALLQUALIFIEDRESPONDENTS Q320U.S.Region

Total2014 Total2016 n= 2,004 2,009

East 19% 22% Midwest 22% 23% South 35% 31% West 23% 23% Other - *


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BASE:ALLQUALIFIEDRESPONDENTS Q434Educa�on

Total2014 Total2016 n= 2,004 2,009

HIGHSCHOOLORLESS(NET) 25% 22% Lessthanhighschool * * Completedsomehighschool 2% 2% Completedhighschool 24% 19%

ATTENDEDCOLLEGEORCOLLEGEDEGREE(NET) 53% 57% Somecollege,butnodegree 18% 18% Associatedegree 11% 12% College(suchasB.A.,B.S.) 24% 26%

ATTENDEDGRADUATESCHOOLORGRADUATEDEGREE(NET) 14% 16%

Somegraduateschool,butnodegree 2% 3% Graduatedegree(suchasMBA,MS,M.D.,Ph.D.) 12% 13%

Job-specifictrainingprogram(s)a�erhighschool 7% 6%

BASE:ALLQUALIFIEDRESPONDENTS Q462Income

Total2014 Total2016 n= 2,004 2,009

Lessthan$15,000 2% 2% $15,000tolessthan$25,000 5% 4% $25,000tolessthan$35,000 6% 7% $35,000tolessthan$50,000 11% 10% $50,000tolessthan$75,000 19% 18% $75,000tolessthan$100,000 17% 16% $100,000tolessthan$125,000 15% 14% $125,000tolessthan150,000 11% 10% $150,000tolessthan$200,000 5% 9% $200,000tolessthan$250,000 3% 2% $250,000ormore 2% 2% Declinetoanswer 6% 5%


40

BASE:ALLQUALIFIEDRESPONDENTS Q434Educa�on

Total2014 Total2016 n= 2,004 2,009

Nevermarried 25% 20% Marriedorcivilunion 55% 60% Divorced 8% 9% Separated 1% 1% Widow/Widower 2% 2% Livingwithpartner 8% 8%

employee table of contents health 2016...the majority recognizes they feel be er when they eat right...

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