Health risk assessments (HRAs) vary in length and the depth and breadth of the content they cover. They typically focus on objective measures that are captured via observation, tests, or physical examination, including biometrics.
Corporate Wellness Magazine recently sat with one of the graduates of the Certified Corporate Wellness Specialist Program on her thoughts about the recent shifts in the corporate wellness industry.
Shawna Bowen MA., CCWS, NBC-HWC, ACE, a recent graduate of the Certified Corporate Wellness Specialist Program.
The Corporate Wellness Magazine sat with a recent graduate of the Corporate Certified Wellness Specialist program, Michelle Lauren.
The Corporate Wellness Magazine recently sat with Michael Brantley, a graduate of the program to share insights on the current trends in corporate wellness and what to expect in the future.
In this interview, CWM speaks with Mary Toland Shaw, a leading health coach and a recent graduate of the CCWS about the future of corporate wellness.
CWM recently met with one of the graduates of the program, Susan Van Hoosen, to discuss the seismic shift disrupting the corporate wellness industry and what the future holds.
In this interview, CWM talks with Kamilah Exum, Principal Consultant of Exum Consulting and a graduate of the CCWS Program.
Corporate Wellness Magazine sat down with one of the recent graduates of the program, Kendra Julien to discuss the ongoing transformation in the corporate wellness space.
The Corporate Wellness Magazine sat with a recent graduate of the CCWS program, Carol R. Battle to talk about current trends in corporate wellness.
The Corporate Wellness Magazine sat down with a recent graduate of the CCWS program, Sahara Rose De Vore, to learn how she has benefited from the course.
A silver lining of the coronavirus pandemic has been how it disrupted healthcare systems, driving solutions to tackle disease and improve health outcomes. With the rapid adoption of digital tools during the pandemic, healthcare saw a notable merger with tech that delivered outstanding results that will revolutionize the future of workplace health and benefits for years to come.
One of the challenges employers faced in the pre-pandemic era was accessing and using data to improve healthcare decisions. However, the last few years have birthed an innovative tool for employers, a 'lockbox' that addresses many issues around data, providing employers with a plug-and-play network of resources to make better healthcare decisions for their population.
At this year's Healthcare Revolution conference, which was on April 26-28, Jonathan Edelheit, Chairman and Co-Founder of Global Healthcare Resources, spoke with Diana Dimon, former Senior Manager of Benefits at Linde, about the potential impact of Abett's data 'lockbox' on employee healthcare and benefits.
At this year's Healthcare Revolution, Super Bowl LIII MVP, Julian Edelman, discussed the importance of properly treating musculoskeletal (MSK) disorders and how to manage the blend of virtual and in-person physical therapy for maximum efficacy. Read on below to learn how to approach MSK like an NFL champion.
Question: We’re seeing an enormous focus on musculoskeletal (“MSK”) solutions in the employer healthcare space, given the costs associated with pain conditions. You have a well-document history of various injuries and pain conditions that all required rehabilitation. Do you think it’s important to have convenient access to MSK care, and do you have any advice for employers looking to implement an MSK solution?
One of the most prominent changes in healthcare has been the advent of a digital revolution in the industry. In what has been described as the "Uberization" of healthcare, key players have attempted to leverage the rapid developments in technology to disrupt patient care delivery and gain a competitive advantage. Healthcare systems and providers have now adopted electronic health records, remote monitoring systems, telemedicine, and other technologies to transform patient care. This transformation has seen health data extensively stored, shared, accessed, analyzed, and used in digital platforms, including wearable devices, smartphone apps, medical devices, and AI-driven models. Consequently, this shift has provided healthcare systems and other stakeholders access to a digital universe with large volumes of useful information that is integral to driving topline results and improving healthcare outcomes.
Just as coronavirus restrictions seemed to be easing up in early 2021, the American workforce faced severe disruption from what has now become known as 'The Great Resignation.' Millions of workers across the country quit their jobs and are not looking back. For most of these workers, it is time to say goodbye to their employers and to the conventional work model that has drained them for years.
According to data from the Bureau of Labor Statistics, resignation numbers in November 2021 hit a record high of 4.5 million people, a considerable increase from the pre-pandemic level of 3.5 million people in April 2020. The reasons are the same across the board: employees are demotivated, dissatisfied, and disgruntled by how the conventional work model has made them pawns in the corporate space, growing businesses and improving the profitability of their organizations at the expense of their well-being and health.
As your company executes on 2022 objectives, you – like many HR leaders – may find yourself asking: What can I do to improve employee retention?
In the midst of the Great Resignation, it's a vital question. Over 4 million employees have been quitting their jobs per month. With COVID becoming endemic and continuing to affect stress and burnout, it's more important than ever to let employees know they're valued. According to the Wall Street Journal, "The shift by workers into new jobs and careers is prompting employers to raise wages and offer promotions to keep hold of talent."
Beyond these go-to solutions for employers to bolster their workforce—what other creative strategies can you use in 2022 to help show employees you really care?
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DayTwoWith DayTwo, the answer is yes. What role can an algorithm play in giving you advice about your health? Can a computer program play the part of a diabetes coach? DayTwo's precision health solution was recently featured in a New York Times article exploring the role of artificial intelligence (AI) in the growing world of personalized nutrition.
In the article, author Sandeep Ravindran notes that a host of apps are offering AI-based nutrition solutions. "Instead of a traditional diet, which often has a set list of 'good' and 'bad' foods," he writes, "these programs are more like personal assistants that help someone quickly make healthy food choices. They are based on research showing that bodies each react differently to the same foods, and the healthiest choices are likely to be unique to each individual."
What does this personal AI assistance look like exactly? At DayTwo, our registered (human) dietitians are using the information provided by AI (developed with the world's largest microbiome dataset) to empower people to make better decisions about which foods or food combinations will lead to fewer spikes in blood sugar. The algorithm behind the DayTwo app uses microbiome profiling to predict how each person's blood sugar will respond to certain foods. Instead of another one-size-fits-all fad diet, the personalization based on an individual's microbiome enables customized food recommendations.
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DayTwoRegardless of which industry you’re in, mental health care has likely become one of the hottest topics in your workplace. While mental illness was a mounting global crisis before COVID-19, the pandemic has...
Employers across the globe now recognize that protecting and supporting the mental health of employees is vital to the future of their business. This newfound awareness comes as the world enters the third year of the pandemic, and little is normal about the way we live and work. In 2021, the disruptions and mental health fallout from COVID-19, economic uncertainty, and social unrest continued, affecting even more of the workforce than in 2020. Meanwhile, more employees dealt with mental health challenges over the past year, from stress and burnout to anxiety, depression, post-traumatic stress disorder (PTSD), and substance use problems.
Mental health issues like burnout have contributed to many workers’ decisions to leave their jobs, if not the workforce entirely. “The pandemic has forced people to reflect on what really matters most to them, and if their employer does not support their ability to prioritize other values outside of work, then people may look elsewhere, or they may risk becoming burned out and frustrated,” said Joe Grasso, Lyra Health’s senior director of workforce mental health.
Korea is considered an international leader in cancer treatment. Four out of the top 20 hospitals in the world for cancer treatment are based in Korea (including the fifth-ranked hospital).
The coronavirus pandemic has undoubtedly led to one of the biggest shake-ups in the corporate world in the last few decades. The workplace has been hit by endless cycles of closures and re-openings, restrictions on indoor capacity and operations, and other disruptions that have altered business in more ways than one. But, with the world gradually returning to normal, employers have met new realities in the workplace, with major paradigm shifts that are redefining business.
2021 was the year of The Great Resignation. A record-breaking 47.4 million people voluntarily left their jobs, and the numbers for 2022 are showing little relief for companies in their search to retain talent. Burnout has been cited as the number one reason employees are leaving their jobs, and it has presented itself as a hurdle that companies and HR leaders are facing, with 44% of employees saying that they are more burned out on the job. Burnout can affect not only workplace happiness and satisfaction but also have serious long-term consequences on individual health, leading to poor sleep and ultimately higher risks of heart disease, diabetes, and stroke, as well as anxiety and depression.
I think since the coronavirus pandemic, everybody who has paid attention or even has lived life during this period has probably had some sort of interaction with a virtual care experience. We've seen huge upticks in the use of telemedicine and virtual visits for seeking healthcare. I believe one good thing that came out of COVID is that we've realized that you don't necessarily always have to be in a brick-and-mortar setting in order to receive appropriate care.
We've also seen that virtual care is starting to encompass things that employers previously would call point solutions. So when you think about the different digital health companies that are focused on specific conditions or specific condition management protocols, all of that also falls into virtual care delivery. Virtual care also offers bigger, disruptive opportunities in the employer setting as it is scalable and provides wider access to more people.
Chronic condition management is a broad term that encompasses benefit programs to help people manage or reduce symptoms and control disease progression. According to the CDC, 6 in 10 Americans live with at least one chronic condition, with 40 percent of US adults having two or more conditions. Chronic conditions are the leading causes of death and disability, as well as a leading driver of health care costs. Chronic condition management helps people live happier, healthier lives while preventing unnecessary healthcare utilization.
Rosa Novo is the Employee Benefits Director at Miami-Dade County Public Schools, the 4th largest school board in America. She is the administrator of the District's self-insured healthcare plan, which provides coverage to 71,000 individuals at a value of $360 million. She has been creating strategic health and wellness programs for the school district for 31 years. Her wellness focus is to increase awareness of both benefits and personal health status while establishing and maintaining a workplace that encourages environmental and social support for a healthy lifestyle.
Digital healthcare has been a slowly growing area of healthcare since the dawn of the millennium. There had been clusters of virtual care services across the world, but the model had been largely resisted by...
The Certified Corporate Wellness Specialist (CCWS) Program, designed by the Corporate Health and Wellness Association, is a pioneering employee benefits and wellness course containing best practices from...
Nearly 200 million people around the world are feeling more stressed, and the COVID-19 pandemic has worsened this problem. Gallup’s 2020 Negative Experience Index revealed that 40% of respondents experienced...
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Ted HongNow more than ever, employees are driving a paradigm shift in the workplace, demanding greater priority for safety and wellness. This will be a key determinant of a thriving business In the post-pandemic era...
Around 1 in 5 (21%) adults experienced some form of depression in early 2021 (27 January - 7 March); this is an increase since November 2020 (19%) and more than double that observed before the pandemic.
In the last year and a half, the coronavirus pandemic disrupted work in ways we never saw coming; business executives were forced to reorganize their business models to remain in business and cushion the...
