In 2006, The Dow Chemical Company introduced a series of environmental interventions at the workplace aimed at reducing obesity rates among its workers. fter one year, the company reported favorable results related to employees' weight, blood pressure, and tobacco use, as well as early signs of improvements in employee absenteeism rates.
ECA's Platinum Wellness Program has achieved very high participation rates (as high as 95%) in its 20-year history. For a company of this size (under 500 employees), ECA has developed an impressive, comprehensive, well-integrated, and strategically sound program.
IBM's Wellness for Life is a comprehensive health promotion program encompassing low-risk health maintenance, risk reduction for those at high risk, consumerism, and health plan integration. It focuses on changing the company's culture and providing employees with social supports to improve their health through online communities.
A medium-sized business with about 1,000 employees, Lincoln Industries has achieved very high participation rates in all its programs. It provides quarterly physicals to employees, a year-long physical activity challenge, health risk assessments, tobacco cessation programs, health education seminars, and wellness reimbursements.
Vanderbilt University's Go for the Gold Program is a comprehensive and integrated health management program with incentives that drive engagement and participation. It enjoys leadership support and adequate funding. The program has achieved high participation rates among employees (80%) and spouses (38%). Program participation is tied to benefit plan design. High-risk participants receive one-on-one coaching. The University has instituted several policies (e.g., campus-wide smoking ban, seat belt requirements) that support healthy lifestyles. It offers healthy food options in cafeterias and vending machines, and supports open farmer's markets. It provides walking trails for employees and permits them to use on-site fitness centers for free. A five year study by Vanderbilt University followed a cohort group of 4,512 workers for the period of 2003-2007. The study documented significant health improvements for its employees and annual cost savings estimated as $214.87 per employee.