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Hilton New Orleans RiversideGrand Ballroom

#DMEC2016

MIND YOUR BUSINESSimproving work productivitythrough mental wellness

Monday July 18

2016

MIND YOUR BUSINESS improving work productivitythrough mental wellness

Welcome to the DMEC mental wellness preconference workshop and collaboration

event. We are pleased to bring industry stakeholders with an interest in behavioral health

and well-being in the workplace together to share their passion, learn from and collaborate

with each other and start on our collective journey to take action.

Employers, healthcare professionals and service providers are beginning to understand the

valuable role that both mental (and physical) well-being play in company productivity and

performance. In the past, employee mental illnesses were frequently undetected or under-

reported, and only recently have organizations begun to realize the effect workplace behavioral

health has on productivity. Today, employers are creating cultures of health in a variety of

ways. The goal of the preconference workshop is to better understand mental illness in the

workplace and offer insight on how to improve the behavioral health of the workforce.

Despite the challenges, many employers are addressing cultures of health and well-being

in a variety of ways to improve workforce and employee health, productivity and absence,

health and disability costs and employee engagement and experience. Today’s preconference

workshop will provide insightful case studies and solutions to address behavioral health and

well-being in the workplace. You will have a unique opportunity to participate in collaboration

sessions with industry thought leaders to advance concepts and solutions following each panel.

Make the most of this event by engaging with others and sharing ideas. We are better together.

Warmest regards,

Disability Management Employer Coalition and the preconference workshop planning

committee from Pacific Resources and Sedgwick

WELCOME

Page 1


Page 2

Welcome & overview

SESSION 1 | BUILDING THE BUSINESS CASE FOR MENTAL HEALTH

Small group discussion

Comfort break

SESSION 2 | ACKNOWLEDGING AND ADDRESSING THE ELEPHANT IN THE ROOM: MENTAL HEALTH STIGMA


Lunch on your own

SESSION 3 | EFFECTIVE PROGRAMS TO ADDRESS MENTAL HEALTH IN THE WORKPLACE


Questions & answers

9:00 am

9:15 am

10:00 am

10:45 am

11:00 am

11:45 am

12:30 pm

1:30 pm

2:15 pm

3:00 pm

AGENDA

We traditionally network with those

we know or others within our segment of

the industry. An important component of

today’s event, however, is collaboration

among attendees. We encourage you to

consider these collaboration opportunities

as small focus groups. Today presents you

with an opportunity to network across

the broad spectrum of stakeholders

representing various entities within the

behavioral health and well-being space

and the collaboration sessions allow for

sharing ideas and expanding thinking.

Page 3

COLLABORATION

Morning collaboration sessions:

The goal of these sessions is to join forces with others at your table, all of whom should

have unique backgrounds, experiences and interests.

The first table topic will be building the business case to evolve or adopt a behavioral health and well-being strategy.

The second table topic will be addressing mental health stigma in the workplace.


Page 4

SEATINGASSIGNMENTS

BY TOPIC

Afternoon collaboration session:

The afternoon collaboration session that

will take place after the third session panel

discussion will allow you to participate in a

small group discussion on a specific topic of

your choosing. Upon returning from lunch,

please sit at a table labeled with the topic of

most interest to you. The table moderators

will be leading conversations on:

Mindfulness and resilience

Advocacy

Measurements

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2

3

SESSION 1

BUILDING THE BUSINESS CASE FOR MENTAL HEALTHAbsence professionals are acutely aware that disability management and health promotion solutions require broad organizational support to ensure success. However, when it comes to mental health and well-being we are often asked, "How do I start?"

This session will build a business case for why employers should establish environments aimed at improving the mental (and physical) well-being of its workers. The panel’s thought leaders will address building the business case to evolve mental health and well-being and creating a culture of health in the workplace.

• Current research frames up the financial impact of absence attributed to mental health issues on the workforce and company performance.

• Tools that measure well-being in the workplace are a good culture barometer.

• Even with important data and trends, how does a benefit manager ensure successful implementation? We will address these topics and more.

• Experts will describe the characteristics of “a culture of health” and will share trends and statistics supporting this approach.

• We’ll also examine how an organization can measure its current well-being in the workplace and identify the steps that need to be taken to improve its culture.

• Finally, we will look at how to sell these programs and strategies to executive leadership and front-line management.

SPEAKERSDebra Lerner, PhD Director, Program on Health, Work and Productivity, Tufts Medical Center

Ron Loeppke, MD, MPH, FOCOEM, FACM Vice Chairman, US Preventive Medicine, Inc.

Thomas Parry, PhD President, Integrated Benefits Institute

Harry SpencerVP, Compensation, Benefits & Corporate Social Responsibility, JetBlue Airways


NOTES

Page 6

COLLABORATION

Each table is assigned a moderator who will lead the conversation

around the items on the next page. This session is meant to help the

audience collaborate on building a business case for mental health.

Page 7

SESSION 1


COLLABORATION

Page 8

Identify main points to building a business case:

Does your organization currently use mental health absence and cost trends in support of building a business case for your behavioral health and well-being programs?

• Where do you obtain the data?• How often is the data obtained and released?

How do you measure well-being in the workplace?

• What measurement tools do you use? How often do you measure?• How did you implement measurement tools into your program?• What do you feel is missing in the area of measuring well-being in

the workplace?

How did you "or would you" build a business case to evolve behavioral health and well-being and sell to the organization, c-suite, leadership and the front line?

• Identify main points to include in the business case.• Identify data points to include in the business case.• Who would you include in your group of stakeholders to ensure success?

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2

3

COLLABORATION

NOTES

SESSION 1


Page 10

SESSION 2

ACKNOWLEDGING AND ADDRESSING THE ELEPHANT IN THE ROOM: MENTAL HEALTH STIGMA

Mental illness, regardless of whether it is situational or chronic, is fraught with societal stigma, which stifles diagnosis, treatment, open dialogue and awareness of mental health and caring for those impacted.

• The workplace is no different, and some argue even greater stigma occurs at work among peers and leadership.

• Organizations are beginning to raise awareness of stigma and hit the topic of mental health stigma straight on.

• Because program solutions are only successful with engagement, addressing stigma is critically important to ensuring that workplace mental health and well-being programs generate meaningful outcomes.

We will discuss how the deployment of peer advocates and peer support programs are gaining traction with employers, communities, mental health programs and social media; these patient advocates have “been there, done that” and provide a meaningful opportunity for employers to tackle the elephant in the room, stigma.

SPEAKERSBryon Bass SVP of Disability and Absence Practice & Compliance, Sedgwick

Donna Hardaker, CPC Director, Wellness Works, Mental Health America of California

Heather Holladay Integrated Health Management, Pacific Gas and Electric

Rich Paul, MSW, CEAPSVP, Employer Strategy & Development, Beacon Health Options


Page 12

NOTES


around the items on the next page. During this collaboration session

we will jointly address meaningful steps employers should consider

to reduce workplace mental health stigma.

SESSION 2

COLLABORATION


COLLABORATION

Page 14

How will youIMPACT STIGMA IN yOUR ORGANIzATION?

12

43

5

Describe your organization’s approach to stigma awareness.

Review challenges to addressing stigma in the workplace and solutions for the challenges. What must an employer overcome to successfully address stigma?

What solutions are in place today and are working? What solutions have been recommended?

Are you using peer advocates today? If so, please share considerations for implementing internally or educating on options externally.

Would new vernacular and terminology for mental health, mental illness and behavioral health positively impact stigma? If so, please share examples.

COLLABORATION

NOTES

SESSION 2


Page 16

SESSION 3

EFFECTIVE PROGRAMS TO ADDRESS MENTAL HEALTH IN THE WORKPLACE

Engaging employees in their health is critically important to their well-being and productivity, and ultimately corporate success.

• What programs are available for employers to support a culture of health with an emphasis on mental health and well-being?

• How are these programs performing? What changes in regards to employee engagement and experience are driving success?

• We will address three common considerations for workforce well-being: mindfulness and resilience, advocacy and measurements.

• We’ll also discuss how organizations training the workforce or offering solutions in these areas can improve the employee experience and engagement along the way.

SPEAKERSScott Daniels, JD Director of Disability Benefits, Comcast

Adele Spallone, LMHC, LMFT VP, Business Integration & Strategies, Disability and Absence Management Services, Aetna

Jack Stoddard, MBAChief Strategy Officer, Accolade Inc.

Hyong Un, MD Chief Psychiatric Officer and Head of Aetna Employee Assistance Program, Aetna


Page 18

NOTES


around the items on the next three pages.

Attendees will participate in a focus group related to a specific topic

discussed during today’s preconference workshop and will select their

table based on areas of interest or passion, or both!

Table topics include:

• Mindfulness and resilience

• Advocacy

• Measurements

SESSION 3

Page 19

COLLABORATION


MINDFULNESS AND RESILIENCE SUGGESTED DISCUSSION IDEAS:

Does your organization address or offer mindfulness training and awareness

programs today? If so, what are the programs implemented? If not, should they

be? Why or what is the resistance?

What are the mindfulness programs available for deployment across the

workforce?

How do you successfully implement a mindfulness program and what successful

measures are used to ensure sustainability?

Are you currently or should you adopt a resilience program for your workforce?

How do you deploy resilience tools and measure if they are effective

and sustainable?

1

2

3

4

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Table topic

SESSION 3

ADVOCACy SUGGESTED DISCUSSION IDEAS:

What does employee engagement mean to your organization and partners?

Do you consider employee experience and engagement measures?

What pre-event considerations should be implemented to minimize behavioral

health absence and improve well-being?

Do you find that advocacy, concierge services and employee support are

more important with today's workforce? Why and how do you deliver this to

employees? Note: the thought here is to get beyond a yes/no answer.

1

2

3

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Table topic


Page 22

MEASUREMENTSSUGGESTED DISCUSSION IDEAS:

What are the measurement tools available to successfully assess workplace

well-being and the health of an organization?

How does an organization successfully implement measurement tools?

What data is needed for the tools to be successful? Once the output data

is available, how are organizations effectively using the data to improve

their culture of health and well-being?

1

2

3

Table topic

COLLABORATION

NOTES

SESSION 3

Page 23


Page 24

COLLABORATION

NOTES

Page 25


Page 26

BIOGRAPHIES

Bryon Bass SVP of Disability and Absence Practice & Compliance, Sedgwick

Bryon Bass is SVP, Disability and Absence Practice & Compliance with Sedgwick. In this position, he is responsible for overseeing disability and absence management product standards and compliance,

quality, and disability payroll. Previously, Bryon was the director of integrated disability management at Pacific Gas and Electric where he oversaw companywide integrated delivery of disability and absence

management services, comprised of self-insured/self-administered workers’ compensation, fitness for duty, leave of absence, accommodation and time-off programs.

Bryon has a wide range of experience in health and productivity management, both from an employer benefits role perspective as well as third party administration. His responsibilities have included client relationships, service operations and product management for disability and absence management products. Bryon has also been active as an author and seminar leader dealing with FMLA implementation, corporate health and wellness strategies, workers' compensation metrics and disability program design.

Scott Daniels, JD Director of Disability Benefits, Comcast

Scott Daniels is the Director of Disability Benefits for Comcast where he oversees disability and leave of absence programs and initiatives. Prior to joining Comcast, Scott was a practicing

attorney for nine years in the New York metropolitan area focusing predominantly on a wide range of disability claims and workers’ compensation benefits. In addition to practicing law, Scott taught

several lectures on the topic of disability benefits to attorneys across the country.

Scott has an undergraduate degree from The Ohio State University and received his Juris Doctorate from Touro Law Center in New York.


Page 28

Kimberly George Senior Vice President, Corporate Development, M&A, and Healthcare at Sedgwick

Kimberly George is a senior vice president, corporate development, M&A, and healthcare at Sedgwick. In this role, Kimberly explores and works to improve Sedgwick’s understanding of

how healthcare reform affects its business models and product and service offerings. Kimberly previously served as Sedgwick’s managed care practice lead. She joined Sedgwick in 2001 overseeing

integrated disability medical programs and later, case management services.

Prior to joining Sedgwick, Kimberly worked as a consultant within the 24-hour health and integrated disability management arena. She also held a leadership position with a large national managed care organization’s case management division. Her career has focused on creating health and productivity programs for employers, impacting quality and cost of risk. Kimberly has been a registered nurse for 20 years. Although she began her career as a neuro-trauma nurse, she quickly transitioned to the insurance and benefits arena. Her experience in the cost containment field spans nearly 20 years and includes product development, national telephonic case management and utilization review oversight, and integrated disability management.

Kimberly is an excellent speaker and a frequent presenter at national conferences and events. She is often featured in industry journals and publications and is a highly regarded authority in the managed care and workers’ compensation arena.

Donna Hardaker, CPC Director, Wellness Works, Mental Health America of California

Donna is an internationally recognized industry expert in the emerging specialized field of workplace mental health. She is an award-winning curriculum developer, advocate, public speaker,

writer, and advisor, who has leveraged her personal experience of behavioral health challenges and their impact on her employment history into a significant body of work. Donna is the Director of

Wellness Works, a workplace mental health training program of Mental Health America of California that has been evaluated as highly significant in stigma reduction, with lasting behavior and culture change. Donna is a sought-after public speaker on stigma reduction, progressive language in behavioral health, disability management, return to work and accommodation, human rights in the workplace, applied public health, and employee wellness. For over 12 years, Donna has been sharing her personal story of mental illness, addiction and recovery with acuity, thoughtfulness and passion for inclusive, holistic systemic change. Her background is in mental health policy, adult education, communication skills training, human resources management, coaching, peer support and psychology. She is from Toronto, Canada and lives in Sacramento, California.

BIOGRAPHIES

Debra Lerner, PhD Director, Program on Health, Work and Productivity, Tufts Medical Center

D r . Debra Lerner is a Senior Scientist within the Tufts Medical Center Institute for Clinical Research and Health Policy Studies (ICRHPS) and founder and Director of the Program on Health, Work and

Productivity. She is a Professor in the Departments of Medicine and Psychiatry, Tufts University School of Medicine and the Sackler Graduate School of Biomedical Sciences. Dr. Lerner also serves as

the Director of Evaluation and Tracking for Tufts Clinical and Translational Sciences Institute.

Dr. Lerner has dedicated her career to improving the health and well-being of working people and enabling them to participate fully and productively in the workplace. Dr. Lerner and her colleagues have extensive expertise in survey research and developed the Work Limitations Questionnaire (WLQ), which is used throughout the world and has become a standard of measurement. In addition, Dr. Lerner’s team has developed innovative intervention programs to enhance the functional performance and work productivity of working people with depression. Sponsorship for this research has been provided by the National Institute on Aging, the National Institute of Mental Health and the Centers for Disease Control and Prevention.

Dr. Lerner has published numerous articles on health and productivity improvement, many of which address the topic of depression in the workplace. She has served on many scientific panels and advisory boards including the Health Project, which administers the C. Everett Koop Award to for employer excellence in workplace health promotion.

Heather Holladay Integrated Health Management, Pacific Gas and Electric

As As As an Integrated Health Manager at Pacific Gas and Electric (PG&E), Heather Holladay is responsible for managing several companywide health and wellness programs. She oversees PG&E’s Employee

Assistance Program (EAP) and Peer Volunteer Program — a peer support program for alcohol and substance use disorders. She is also well-versed in employee benefits, having helped with the overhaul

of PG&E’s medical plan. Prior to joining PG&E, Heather worked in school counseling, marriage and family therapy, and university student advising. She also worked abroad teaching English as a Second Language (ESL) to university students in Latin America.


Page 30

Ron Loeppke, MD, MPH, FOCOEM, FACM Vice Chairman, US Preventive Medicine, Inc.

Ron Loeppke, MD, MPH, FACOEM, FACPM is Vice-Chairman of U.S. Preventive Medicine (USPM), and serves as co-chair of the company’s International Advisory Board. USPM provides primary,

secondary and tertiary prevention services for all size employers, health plans and government entities.

Dr. Loeppke has over 30 years of clinical and physician executive experience in the Occupational Health, Preventive Medicine and Medical Management arenas. He has given over 300 presentations nationally and internationally, as well as authored numerous articles and book chapters.

He is Board Certified in Preventive Medicine, Fellowship trained in Occupational Medicine and is a Fellow of both the American College of Occupational and Environmental Medicine (ACOEM) and the American College of Preventive Medicine, (ACPM). Dr. Loeppke is Immediate-past President of ACOEM and a member of the Board of Directors of ACOEM. He is also the Co-Chair of the International Occupational Medical Society Collaborative (IOMSC) a global initiative involving over 24 countries. He served as Co-Chairman of the ACOEM Section on Health and Productivity, which is actively involved in defining and establishing measurement criteria for research on health and productivity and best practice case studies in workplace wellness. He is also on the Workplace Health and Safety/Underwriters Lab Medical Advisory Board and Chairman of the CDC Diabetes at Work group as part of the National Institutes of Health (NIH) National Diabetes Education Program.

Thomas Parry, PhD President, Integrated Benefits Institute

Thomas Parry is President and co-founder of the Integrated Benefits Institute (IBI), a San Francisco-based independent, not-for-profit, national organization incorporated in 1995. The

Institute provides research, lost-time benchmarking, measurement/modeling tools, and educational programs to improve health, lost-time and productivity management. IBI is supported by more than

1,100 organizations employing 20 million people. Employer organizations represent 90% of IBI’s membership.

Dr. Parry serves as IBI’s President and Chief Executive Officer. In addition to directing IBI’s activities, he also continues his involvement in IBI’s research, measurement/modeling and benchmarking programs. He has directed many studies at IBI since the organization’s inception — including research analyzing the impact of medical care on disability outcomes, as well as two studies on Chief Financial Officers: the first, examining CFOs’ view of health and healthcare in their companies; the second, assessing how CFOs would link workforce health to business outcomes. He also is the chief architect of IBI’s disability/absence benchmarking and health and productivity measurement programs. Dr. Parry speaks on integrated benefits and health and productivity issues at conferences and symposia both in the United States and abroad. He also served for five years as research advisor to the Roadway Express Inc. Medical Board. Before co-founding the IBI, Dr. Parry served 11 years as Research Director at the California Workers’ Compensation Institute.

BIOGRAPHIES

Patricia Purdy Vice President of Global Employer Solutions, Pacific Resources

Patricia (Pat) Purdy is Pacific Resources’ practice leader for all core benefits, including life, disability, dental and absence and productivity. She is responsible for the development of strategic plans,

as well as enhancing productivity solutions through the creation of partnerships and programs to meet immediate and emerging client needs. Pat has a wealth of knowledge and experience in absence

management, sales management, market development and helping to create innovative employee benefit solutions. Pat also serves as a member of the executive leadership group, playing an integral role in the development and direction of the company’s overall business strategy.

Pat has more than 25 years of group insurance experience, including disability product development, sales and marketing, training and sales management. She also has a Six Sigma Green Belt certification. She was most recently assistant vice president of sales and market development at The Hartford. Prior to joining The Hartford, Pat worked at Sun Life, Genworth Financial and The Phoenix. She has served on the board for Integrated Benefits Institute (IBI) and is a National Gold sponsor for the Disability Management Employer Coalition (DMEC). In 2015, Pat was named as One of The Most Influential Women in Benefit Advising by Employee Benefit Adviser.

Rich Paul, MSW, CEAP SVP, Employer Strategy & Development, Beacon Health Options

A s As Senior Vice President of Employer Strategy & Development, Rich Paul is responsible for organizing, directing and executing Beacon Health Options’ product development and market

growth strategies supporting sales, new market entry and development, client retention, product innovation and enhancements that support enterprise performance. He serves as the company’s key

thought leader and strategist around industry trends and developments affecting workplace mental health and wellness issues, evolving customer needs and expectations, and innovative product development opportunities.

Rich is past-President and Board member of the Employee Assistance Society of North America (EASNA) and has authored dozens of articles on a variety of issues that impact productivity and organizational performance. He also serves as a Board member for the Brief Intervention Group (BIG) Initiative. He is co-editor of the book "Workplace Disaster: Preparedness, Response and Management."

He has been quoted in The Wall Street Journal, The Washington Post, The New York Times, The L.A. Times, Forbes, and Bloomberg among others and is a frequent speaker on productivity and work/life issues at such venues as the National Business Group on Health, the U.S. Senate, The Institute for Health and Productivity Management, and The Employee Assistance Professionals Association, The Employee Assistance Society of North America and the World Conference on Disaster Management.


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Adele Spallone, LMHC, LMFT VP, Business Integration & Strategies, Disability and Absence Management Services, Aetna

Adele Spallone is VP, Business Integration & Strategies for Aetna Disability and Absence Management Services. She has direct responsibility for integration of processes and products,

including oversight, development and implementation of clinical and non-clinical programs and policies. This includes Aetna’s Disability Behavioral Health Unit, a company-wide resource that

manages the complexities of psychiatric and psychological disabilities. Considered a pioneer in the development of behavioral health disability claim management, Adele is frequently asked to share her expertise at key industry conferences. Adele also provides executive oversight for new programs designed to help employees get back to work faster, product delivery, and the innovation of diverse medical and disability management integrated services that include Aetna’s Disability Vocational Rehabilitation Department, Physician Reviewers, Medical Directors, Clinical Quality Assurance, Return to Work Consultative Services and Customer Care Center.

Adele joined Aetna in 1999. She is a licensed medical health counselor (LMHC) and licensed marriage and family therapist (LMFT). Preceding her work in the behavioral health field, Adele had a career as a Certified Public Accountant for over a decade.

Harry Spencer VP, Compensation, Benefits & Corporate Social Responsibility, JetBlue Airways

A s Harry Spencer is Vice President of Compensation, Benefits & Corporate Social Responsibility at JetBlue Airways. He is responsible for the design and delivery of all total rewards and

social responsibility programs for more than 18,500 JetBlue crewmembers. Harry and his team led a benefits redesign for JetBlue that focused on bending JetBlue’s cost curve and managing for

wellness. Harry also implemented an innovative concierge benefits program called BlueCarpet that offers crewmembers specialized support. Additionally, Harry oversees pay programs spanning from the frontline through the board. Notably, his group also developed award-winning signature programs like Soar with Reading that brings books to underserved communities and Blue Horizons for Autism that helps children become acclimated to flying.

Harry has more than 20 years of leadership experience. In addition to JetBlue Airways, he has managed total rewards at such prominent organizations as Time Warner Inc. and ExxonMobil. Harry combines his passion for great programs with his finance background to identify innovative plan designs and solutions. His initiatives have delivered millions in annual savings, improved utilization, streamlined the participant experience and bolstered appreciation. Noted for their innovation and success, Harry’s programs have been recognized nationally by The Wall Street Journal and Money magazine. Harry was a board member for National Business Group on Health for 10 years and serves as its chairman for four years. He is a member of the Executive Forum of Boston College’s Center for Corporate Citizenship.

BIOGRAPHIES

Hyong Un, MD Chief Psychiatric Officer and Head of Aetna Employee Assistance Program, Aetna

Hyong Un, M.D. is the Chief Psychiatric Officer for Aetna and Head of Aetna's Employee Assistance Program. Dr. Un has been with Aetna since January 2002. In his role, Dr. Un supports the

development of behavioral healthcare strategy as well as the development of innovative behavioral health disease and care management programs that promote overall optimal health and integration

of behavioral health with medical management. Dr. Un also has strategic, programmatic, operational and financial oversight of Resources for Living, Aetna’s Employee Assistance Program.

Prior to joining Aetna in 2002, Dr. Un was the Psychiatrist-in-Chief of Friends Hospital, the nation's first private psychiatric hospital and Chief Medical Officer for Penn-Friends Behavioral Health System of the University of Pennsylvania. Dr. Un’s clinical interests and expertise include behavioral and psychosocial determinants of overall health and productivity as well as fields of neuropsychiatry and psychopharmacology. Dr. Un serves on numerous national committees including advisory board to the Director of NIMH, Workplace Mental Health Board of the APA, and National Centers of Excellence for Depression. He is a member of the American Psychiatric Association.

Dr. Un graduated from the University of Pennsylvania’s School of Medicine in 1981 and completed his residency at the Hospital of the University of Pennsylvania in 1985.

Jack Stoddard, MBA Chief Strategy Officer, Accolade Inc.

Jack Stoddard leads the development and implementation of Accolade’s business strategy. He is responsible for corporate development, M&A, competitive and market assessments, new market

entry and the ongoing refinement of corporate strategy as the market evolves. Jack also plays a critical role in supporting the company’s sales and business development activities.

Jack has worn many hats since joining Accolade in 2009, including managing day-to-day operations, leading sales and marketing, developing and improving business processes, and running new product development.

Jack has more than 20 years of operating experience in health service and Fortune 30 healthcare companies. Previously the senior vice president of Employer Solutions for OptumHealth, UnitedHealth Group’s consumer health service division, Jack had also served as vice president and national practice leader of Health Dialog. Prior to those roles, he was an executive at The Advisory Board, a Washington, D.C.-based healthcare consulting and best-practice research firm. Jack holds an MBA from Harvard Business School and earned his bachelor’s degree at Denison University with highest honors. He serves on the board of directors of the Philadelphia Outward Bound School.


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Collaboration SeSSion FaCilitatorS

Dianne arpin T-Mobile

Keith barrett Castlight Health

Jennifer beckerman Sedgwick

Susanne bruyere Cornell University

Dr. edward Crouch Liberty Mutual

Scott Daniels Comcast

Dr. robert K. Dawes Zurich Global Life

Kelly Dieppa Broadspire Services Inc.

Marlene Dines Kaiser Permanente

Karen english Spring Consulting Group

Darryl Hammann Sedgwick

Josh Hobson Pacific Resources

Claire Hoogland Sedgwick

Michelle Jackson Unum

Dr. Debra lerner Tufts Medical Center

andy lee Aetna

Dr. ron loeppke US Preventive Medicine, Inc.

Dr. bart Margoshes Pacific Resources

Hilary Mitchell Pitney Bowes

linda natansohn meQuilibrium

adrienne Paler

Dr. thomas Parry Integrated Benefits Institute

Melanie Payton Pacific Resources

Mark raderstorf PsyBar LLC

Jeff rubin Accolade Inc.

Dr. nancy Spangler Spangler Associates Inc.

Jack Stoddard Accolade Inc.

Kristin tugman Prudential

Dr. Hyong Un Aetna

Mark Walls Safety National

www.dmec.com

THANK YOU

Organized by Sedgwick and Pacific Resources on behalf of DMEC

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