Abstract
Working on Wellness: A Capacity Building Program for Massachusetts Employers
Mari Ryan, MBA, MHP, CWP1, Claire Santarelli, RD, CDE, LDN2, Laura Punnett, ScD3, Suzanne Nobrega, M.S.3 and Kathleen McCabe, MPA4
(1)AdvancingWellness, LLC, Watertown, MA, (2)Massachusetts Department of Public Health, Boston, MA, (3)University of Massachusetts Lowell, Lowell, MA, (4)Health Resources in Action, Boston, MA
APHA 2017 Annual Meeting & Expo (Nov. 4 - Nov. 8)
A healthy nation requires creating a climate of health in the place where working adults spend the largest part of their day: at work. Over the past decade federal- and state-funded programs have developed models for increasing the number of worksites adopting wellness initiatives. This presentation will highlight an innovative ‘capacity building’ model developed and managed by a state health department in partnership with a public health institute, a cadre of worksite wellness experts, and university researchers. This project is funded by the Massachusetts Prevention and Wellness Trust Fund as established by Chapter 224 of the Acts of 2012.
Supports provided to businesses in this model include seed funding, community connections and collaboration, data collection tools, an online curriculum, expert webinar series, and assistance from worksite wellness technical advisors. The methods used to teach employers the concepts and skills of building a comprehensive worksite wellness initiative will be examined.
Businesses new to implementing worksite wellness initiatives, particularly smaller businesses, experience a variety of challenges. Attendees will learn about the successes and challenges experienced by participating businesses. The presentation will examine the strengths and weaknesses of this unique, capacity-building model, as well as the approach to recruiting over 200 businesses in one year to participate in the program. Presenters will share examples of the interventions implemented across the 165 active program participants, which impact over 70,000 Massachusetts employees. Participants will learn about the extensive evaluation of the project, including the approach and results.
Chronic disease management and prevention Implementation of health education strategies, interventions and programs Occupational health and safety Planning of health education strategies, interventions, and programs Program planning Public health or related research
Abstract
Improving Access to Healthy Foods in Massachusetts Workplaces and Communities
Kevin Myers, MSPH1, Suzanne Nobrega, M.S.2, Leslee McGovern, MS, RD, LDN3, Claire Santarelli, RD, CDE, LDN4, Kathleen McCabe, MPA1, Tracey Fredricks, MPH1, Erica Pike, MS1, Lina Jew, MPH1, Mari Ryan, MBA, MHP, CWP5 and Lisa Erck, MS6
(1)Health Resources in Action, Boston, MA, (2)University of Massachusetts Lowell, Lowell, MA, (3)AdvancingWellness, LLC, Hanson, MA, (4)Massachusetts Department of Public Health, Boston, MA, (5)AdvancingWellness, LLC, Watertown, MA, (6)AdvancingWellness, LLC, Sullivan's Island, SC
APHA 2017 Annual Meeting & Expo (Nov. 4 - Nov. 8)
In Massachusetts, 60% of adults are overweight or obese and only 20% of adults consume fruits and vegetables five or more times per day (2015 MA BRFSS). In a recent poll, over half of U.S. employees say their employer provides no wellness benefits outside of health insurance. Working on Wellness (WoW), a program of the Massachusetts Department of Public Health, developed and managed in partnership with Health Resources in Action (HRiA) and Advancing Wellness, engages Massachusetts businesses to develop and implement worksite wellness initiatives to improve the health of their employees and communities. Since October 2015, WoW has enrolled over 150 businesses, representing over 70,000 employees, for its 10-month online training and technical assistance program. WoW employers follow a Program Development Cycle that provides the requisite information to build internal capacity to develop, implement and sustain a worksite wellness initiative. Employers assess employee health risks and interests, as well as their current worksite environment before planning their initiative. Results from the first year of the WoW program show 87% of surveyed employees reporting low/inadequate fruit and vegetable consumption. As a result, 58% of employers ranked improved nutrition as a top wellness program priority. Frequencies of common workplace nutrition interventions will be presented, showing a range of strategies such as awareness and education, behavior change programs, and environment and policy support initiatives. Program trends by organization size and industry will be discussed, as well as novel approaches to employer/community partnerships that enhance the food environment for employees and local community residents.
Assessment of individual and community needs for health education Chronic disease management and prevention Implementation of health education strategies, interventions and programs Occupational health and safety Planning of health education strategies, interventions, and programs Public health or related education
Abstract
Employer based stress interventions in a public health worksite wellness capacity building program
Suzanne Nobrega, M.S.1, Mary Juergens, BA1, Kevin Kane, MS2, Kevin Myers, MSPH3, Shioban Torres, DrPH4, Wenjun Li, PhD2 and Laura Punnett, ScD1
(1)University of Massachusetts Lowell, Lowell, MA, (2)University of Massachusetts Medical School, Worcester, MA, (3)Health Resources in Action, Boston, MA, (4)Massachusetts Department of Public Health, Boston, MA
APHA 2017 Annual Meeting & Expo (Nov. 4 - Nov. 8)
background
Job stress increases risk of cardiovascular disease, musculoskeletal injuries, and depression/anxiety. Primary prevention of job stress (reducing exposure to stressors) is distinct from secondary and tertiary prevention (screening, health promotion, treatment). Employers participating in a Massachusetts worksite wellness capacity-building initiative frequently selected stress as an intervention target.
methods
Baseline organizational, policy and workplace characteristics, and planned interventions were collected from all wellness program champions (n=161). Data on employee health, job characteristics, and wellness interests were obtained separately through a “Needs and Interests” (NI) survey. Data were collected November 2015 to December 2016.
results
Among NI respondents (n=17,219), 21% reported general stress interfering with their health; 59% reported interest in participating in stress reduction activities. Commonly reported work-related stressors (percent employee respondents) were: physical ergonomic stressors (25%), low schedule control (64%), low decision authority (34%), and high job demands (87%). As of March 2017, among the first 50 employers, 34 identified stress as a priority, and 12 developed stress interventions. Among the 75 interventions developed, only 8 entailed primary prevention (e.g. policy supports to address workplace stressors), 4 provided individual counseling for stress-related illness, and most (63) were secondary prevention (e.g., stress management classes, meditation spaces, social activities, and stress information).
conclusion/Discussion
Employer stress interventions focused mostly on individual stress reduction. Wellness program providers and employers need training on primary prevention strategies for organizational-level stress management, consistent with the CDC NIOSH worksite health program recommendations. Addressing job stressors is essential for effective worksite wellness programs.
Chronic disease management and prevention Implementation of health education strategies, interventions and programs Occupational health and safety Planning of health education strategies, interventions, and programs Public health or related organizational policy, standards, or other guidelines Social and behavioral sciences
Abstract
Organizational and workforce characteristics as determinants of physical activity intervention types in a worksite wellness program
Mary Juergens, BA, CPT1, Neha Sahasrabudhe, MS, MA1, Suzanne Nobrega, M.S.1, Shioban Torres, DrPH2, Melissa Wall, MA1 and Laura Punnett, ScD1
(1)University of Massachusetts Lowell, Lowell, MA, (2)Massachusetts Department of Public Health, Boston, MA
APHA 2017 Annual Meeting & Expo (Nov. 4 - Nov. 8)
background
Physical activity can prevent chronic disease and improve quality of life, yet most people do not meet the daily recommendations for physical activity. The Massachusetts Working on Wellness (MAWoW) program provided funding and assistance to employer organizations to expand physical activity opportunities to workers in Massachusetts. This study analyzed the influence of organizational factors on the types of PA programs planned for implementation.
methods
Baseline organizational and workforce characteristics were collected using employer program enrollment and environmental scan surveys. Employers reported planned wellness interventions, which were coded and analyzed to determine whether organizational characteristics influenced the types of planned PA interventions.
results
Data available to date cover 52 employer organizations. Baseline mean scores for PA policy/environmental supports were below 25% of total possible maximum values (10.3 vs 42). Frequently reported PA interventions were competitions/incentives 57%, onsite classes/equipment 56%, and general awareness information 52%. Policy changes were implemented in 37% of employers. For-profit and non-profit employers most often selected competitions (56% and 65% respectively), and on-site group exercise (56% and 62%). In contrast, government employers most often selected off-site discounts/reimbursements (67%) and general awareness information (67%). Nineteen percent of (mostly small) employers planned worksite environment changes (e.g. exercise spaces). Intervention trends by organization size, full-time vs. part-time status, and employee sedentarism will be reported.
discussion
Differences were observed in planned PA interventions based on organizational characteristics. Understanding how baseline characteristics influence employer PA interventions may help employers address facilitators and barriers in future workplace wellness programs.
Chronic disease management and prevention Implementation of health education strategies, interventions and programs Occupational health and safety Planning of health education strategies, interventions, and programs Social and behavioral sciences
Abstract
Evaluating a Statewide Worksite Wellness Program for Improving Employee Health
Kevin Kane, MS1, Wen-Chieh Lin, PhD2, Laura Sefton, BA2, Suzanne Nobrega, M.S.3, Melissa Wall, MA3, Robin Toof, EdD3, Claire Santarelli, RD, CDE, LDN4, Laura Punnett, ScD3 and Wenjun Li, PhD1
(1)University of Massachusetts Medical School, Worcester, MA, (2)University of Massachusetts Medical School, Shrewsbury, MA, (3)University of Massachusetts Lowell, Lowell, MA, (4)Massachusetts Department of Public Health, Boston, MA
APHA 2017 Annual Meeting & Expo (Nov. 4 - Nov. 8)
Introduction: The Massachusetts “Working on Wellness” (WoW) program provides training and seed funding to organizations to initiate policies and programs that promote a healthy workplace and lifestyle. Employees’ health behaviors and risks before and after program participation were compared to evaluate its effectiveness. Methods: Four cohorts of employees completed a survey at program initiation (11/2015-12/2016) and approximately one year later. The survey collects self-reported information concerning health status, risk factors, workplace wellness environment, and wellness policies and programs of interest to participants. Mixed-effects models are used to estimate the pre-post changes in health behaviors and risks, adjusting for employer-level clustering effects and employee-level confounders. Results: Among the 17,219 respondents at baseline, 62% were overweight/obese. Only 13% ate the recommended 5 servings of fruits and vegetables daily, and 26% did not exercise a minimum of 30 minutes at least 1 day per week. Additionally, 32% got less than 6 hours of sleep nightly, and 21% reported unhealthy levels of stress. Employees reported high levels of interest in exercise (68%), healthy eating (57%), and stress reduction (59%) with positive willingness to participate (63%, 44%, and 56%). Analysis of pre-post changes for cohorts with follow-up data will be performed when post-data become available this summer. Discussion and Conclusions: These data demonstrate the need for wellness programs that promote healthy eating, exercise, and stress reduction, as well as employees’ strong interest in workplace policies and programs that encourage these behaviors. Follow-up data are being collected to determine the short-term impact of the WoW program.
Chronic disease management and prevention Conduct evaluation related to programs, research, and other areas of practice Implementation of health education strategies, interventions and programs Occupational health and safety Planning of health education strategies, interventions, and programs