Preliminary Efficacy and Acceptability of an Online Exercise and Nutrition Workplace Wellness Program: A Brief Report

Background Workplace wellness programs (WWP) offer physiological and psychological benefits to employees and financial and productivity benefits to employers. However, the COVID-19 pandemic has prevented in-person sessions and has required WWP’s to transition to online platforms. The purpose of this brief report was to assess the preliminary feasibility, acceptability, and efficacy of a mobile version of the Bruin Health Improvement Program (BHIP mobile) WWP. Methods Participants virtually attended (i.e., via Zoom) twice weekly physical activity sessions and a once weekly nutrition seminar for 10-weeks with the option of a 30-minute one-on-one consultation with a registered dietician. Demographics, anthropometric indices, stress, muscular endurance, and aerobic fitness were assessed at baseline and follow-up. All analyses were conducted in SPSS v. 27. Results Twenty-seven participants (96% female) enrolled and 13 (100% female) completed the 10-week program. There were significant reductions in bodyweight ( p < .01) and body mass index ( p < .02) but not stress ( p > .05), and significant increases in muscular endurance ( p < .01) but not aerobic fitness ( p > .05). Overall, BHIP mobile appears to be acceptable to participants but logistical concerns such as inconsistent internet connection was noted as potential downfalls. Conclusions/Applications to Practice Improvements in health outcome among completers of a mobile WWP were promising. Completer feedback highlighted program strengths as the flexibility and comfort of attending exercise sessions and nutrition classes from home. Future versions of the program will allocate resources to improve completion and expand appeal for men and women.

Characteristics and Circumstances Associated with Work-Related Suicides from the National Violent Death Reporting System, 2013–2017

Workplaces are critical in suicide prevention because work-related factors can be associated with suicide, and because workplaces can be effective suicide prevention sites. Understanding the circumstances associated with work-related suicides can advance worksite prevention efforts. Data from the United States Centers for Disease Control and Prevention, National Violent Death Reporting System from 2013 to 2017 were used to examine characteristics and circumstances associated with work compared with non-work suicides. Work-related suicides included those indicated as work-related on the death certificate or in which the death investigation mentioned a work problem or work crisis. Of the 84,389 suicides, 12.1% had some relation to the decedent’s work. Males, those aged 21–54, and with at least a college education, were most likely to have work-related suicides. The circumstances most strongly associated with work-related suicide were financial problems (Odds Ratio (OR) = 4.7; 95% Confidence Interval (CI) = 4.5–5.0), prior depressed mood (OR = 2.4; 95% CI = 2.3–2.5), and eviction/loss of home (OR = 1.6; 95% CI = 1.4–1.7). Suicides among healthcare practitioners and management occupations had the highest odds of being work-related. Workplace wellness programs can consider incorporating services, such as financial planning and mental health services, as potentially up-stream approaches to prevent work-related suicide.

Work Shift, Lifestyle Factors, and Subclinical Atherosclerosis in Spanish Male Workers: A Mediation Analysis

(1) Background: Working night shifts has been associated with altered circadian rhythms, lifestyle habits, and cardiometabolic risks. No information on the potential association of working shift and the presence of atherosclerosis is available. The aim of this study was to quantify the association between different work shifts and the presence of subclinical atherosclerosis objectively measured by imaging. (2) Methods: Analyses were conducted on the baseline data of the Aragon Workers Health Study (AWHS) cohort, including information on 2459 middle-aged men. Categories of shift work included central day shift, rotating morning-evening or morning-evening-night shift, and night shift. The presence of atherosclerotic plaques was assessed by 2D ultrasound in the carotid and femoral vascular territories. Multivariable logistic models and mediation analysis were conducted to characterize and quantify the association between study variables. (3) Results: Participants working night or rotating shifts presented an overall worse cardiometabolic risk profile, as well as more detrimental lifestyle habits. Workers in the most intense (morning-evening-night) rotating shift presented higher odds of subclinical atherosclerosis (odds ratio: 1.6; 95% confidence interval: 1.12 to 2.27) compared to workers in the central shift, independently of the presence of lifestyle and metabolic risk factors. A considerable (21%) proportion of this association was found to be mediated by smoking, indicating that altered sleep-wake cycles have a direct relationship with the early presence of atherosclerotic lesions. (4) Conclusions: Work shifts should be factored in during workers health examinations, and when developing effective workplace wellness programs.

A Scoping Review of Economic Evaluations of Workplace Wellness Programs

Objective Debates about the effectiveness of workplace wellness programs (WWPs) call for a review of the evidence for return on investment (ROI) of WWPs. We examined literature on the heterogeneity in methods used in the ROI of WWPs to show how this heterogeneity may affect conclusions and inferences about ROI. Methods We conducted a scoping review using systematic review methods and adhered to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. We reviewed PubMed, EconLit, Proquest Central, and Scopus databases for published articles. We included articles that (1) were published before December 20, 2019, when our last search was conducted, and (2) met our inclusion criteria that were based on target population, target intervention, evaluation method, and ROI as the main outcome. Results We identified 47 peer-reviewed articles from the selected databases that met our inclusion criteria. We explored the effect of study characteristics on ROI estimates. Thirty-one articles had ROI measures. Studies with costs of presenteeism had the lowest ROI estimates compared with other cost combinations associated with health care and absenteeism. Studies with components of disease management produced higher ROI than programs with components of wellness. We found a positive relationship between ROI and program length and a negative relationship between ROI and conflict of interest. Evaluations in small companies (≤500 employees) were associated with lower ROI estimates than evaluations in large companies (>500 employees). Studies with lower reporting quality scores, including studies that were missing information on statistical inference, had lower ROI estimates. Higher methodologic quality was associated with lower ROI estimates. Conclusion This review provides recommendations that can improve the methodologic quality of studies to validate the ROI and public health effects of WWPs.

Navigating Workplace Wellness Programs in the Age of Technology and Big Data

Workplace wellness programs come in a myriad of forms, each with the goal of improving employee health and productivity while reducing healthcare costs. In the age of big data, wearable devices are ubiquitously incorporated into workplace wellness programs. Wearable devices in wellness programs can be beneficial for employers, employees, and health insurers alike. Nevertheless, there is an increasingly complex risk landscape associated with wearable devices in wellness programs, raising profound legal and ethical concerns related to privacy, security, information abuse, and employee autonomy. This paper will discuss the benefits and challenges of wearable devices in workplace wellness programs. Part I will introduce the benefits of workplace wellness programs. Part II will discuss the incorporation of wearable technologies in workplace wellness programs. Part III will analyze the legal and ethical challenges associated with the use of wearable technologies in wellness programs. Finally, Part IV will propose soft law, or best practices, as the most efficacious governance mechanism for employers and employees to secure benefits and balance concerns associated with the use of wearable devices in workplace wellness programs.

Steering Teens Safe: translation to a workplace wellness program in the USA

Parent-based teen driving interventions have been shown to increase safe teen driving but few have been translated beyond the research setting. As employers focus more on total worker health, the workplace offers a unique opportunity to implement a safe teen driving program into a workplace wellness program. The aim of this study was to adapt the evidence-based, parent-focused teen safe driving program Steering Teens Safe (STS) into workplace wellness programs, and to evaluate the implementation process and effect on parent–teen communication. The Replicating Effective Programs framework was used to modify STS to fit the workplace setting. The implementation process of the STS workplace wellness program was measured using direct observation and recordings of parent communication trainings while the effectiveness was measured by parent questionnaires. Forty-five parent employees across three businesses participated in the study. STS trainers were skilled in training parents in effective communication, including using open-ended questions and reflections. Parents reported increased success in conversations with their teens regarding safe driving through increased affection, receptivity, trust and equality in conversations. Workplaces may play a key role in assisting parents with teaching their children about safe driving.

Commentary on the Study: “What Do Workplace Wellness Programs Do? Evidence From the Illinois Workplace Wellness Study”

Recently, several high-profile randomized clinical trials conducted with employees at the University of Illinois and BJ’s Wholesale Club have questioned the value of workplace health and well-being programs. This commentary focuses on the latest research published in The Quarterly Journal of Economics by authors Jones, Molitor, and Reif who evaluated the iThrive wellness program. The commentary challenges the study’s main finding that wellness programs (in general) do not work. Several perspectives are explored including whether the evaluated programs are well-designed, sufficiently potent, and appropriate candidates for randomized trials. The article also asks what role employers can or should play in improving the health and well-being of Americans given recent troubling statistics showing a decline in life expectancy and an increase in health risks.