By Michael S. Jacobs
Throughout recent years American business leaders have been informed repeatedly how the ever worsening obesity epidemic in this country is going to impact the entire US economy, and not in a positive manner. Adult Obesity rates in the US exceeded 40% for the first time in 2020 (www.cdc.gov ). This is 26% increase in adult obesity in the USA since 2008; to the point where new categories of how many people per state are Obese needed to be created and added to CDC maps! The majority of these added costs for the impact and treatment of Obesity will be seen through commercial health plan billings or government sponsored health care programs. Employers, who often times sponsor healthcare for working age Americans (approximately 157 millions of us in 2020), are estimated to absorb in excess of $50 Billion in healthcare and lost productivity costs due to obesity annually, as of 2008 data (amount not inflation adjusted).
This is not new information, and has been built on the work of many, including two RAND researchers, health economist Roland Sturm and psychiatrist Kenneth Wells, who examined the comparative effects of obesity, smoking, and heavy drinking on health expenditures in chronic conditions (2002). This research supported not only the concept that obesity has a negative impact on individual health, but also contributed to the 2013 recognition of Obesity as a disease by the American Medical Association (AMA), which has influenced thinking surrounding the treatment of obesity in the USA since that time.
Treating Obesity has been the subject of much discussion in recent decades. The discussions and debates have ranged from “how do we address personal self-control issues” to “recognition of the importance of diet and healthier living styles” to improving access to healthy foods and places to perform physical activity (gym or outdoor settings). Even social engagement and behavioral health have been brought into the discussion and benefits (appropriately) by many professionals.
Employers, given the role of providing health care and other benefits for employees in the US, have been put into a bit of an unusual situation. Do employers support comprehensive weight loss and obesity treatments, and see the impact on medical and other expenses, or not? Employees that may not stay with the employer long enough to demonstrate a return on this investment (ROI) will be a discussion point. Or is there another reason to ensure we offer a comprehensive Obesity treatment program that can support other business challenges?
Employers are facing unprecedented business challenges at this time, partially due to COVID (WFH, engagement, preventive and safety issues), changes in the workforce demographics (retirement of Baby Boomers and the potential of not having sufficiently trained workers to replace them), IT support and other technological issues, as well as changing societal norms (WFM, social gatherings, etc.), and of course dealing with the global health concerns of each country where we do business.
Employers want to minimize business risks and concerns and get back to making and/or selling products and services. This can be accomplished by following The US Preventive Services Task Force (USPTF) recommendations for worksite programs intended to improve diet and/or physical activity behaviors based on strong evidence of their effectiveness for reducing weight among employees. [www.communityguide.org ]. Employers’ effect an employee’s lifestyle choices by providing options and opportunities for healthy choices while also providing employee benefits and discounts to programs and services. Such a benefit strategy can be very impactful and mutually beneficial. Comprehensive programs require health plans to include access for all options of treatments for Obesity, with access to properly supervised Weight Management guidance, use of Anti-Obesity Medications (AOMs), as well as clinical management programs should Bariatric Surgery be required.
Providing treatments only for those that are already obese may not be sufficient. Untreated or those not seeking help are also an issue. Employers can and are encouraged to provide comprehensive benefits that are effectively communicated. Then, employers can improve access to health lifestyles, support financial health, chronic condition management, primary prevention support and ongoing condition support to ensure that patients are not “lost” within the system.
Some employers have worked with other local community businesses that encourage healthy lifestyle choices (engaging employees and family members). These businesses commonly include local fitness centers, fitness subscriptions, smoothie shops, alternative medicine such as therapeutic massage, and food/supplement-based weight management programs. Tele-health providers improve access to offered programs and member engagement. The impact of these programs can be improved health as well as a positive impact on employee attraction and retention.
Obesity and associated chronic health care conditions, along with lost productivity, have a substantial financial impact on companies and communities as a whole. Employers who offer a comprehensive Obesity management program may not only have a competitive advantage on health care cost management, but also employee retention or recruitment.
Employer-Provider Interface Council, Fellow