Medical Mutual of Ohio offers a comprehensive health promotion program that includes a full range of activities ranging from health assessments, biometric screenings, and environmental initiatives focused on building a healthy company culture. The Wellness for Life Program is tied to the company's benefits structure, has strong leadership support, and takes a data-driven approach to program refinement. Additionally, the company benchmarks its efforts against quality scorecards and conducts objective studies of its risk reduction programs. Over time, participation increased from 43% in 2003 to 87% in 2008. The program has demonstrated risk reduction for a cohort of 1632 employees. A cost analysis found that those who participate at a higher level in programs showed lower increases in health care costs and short-term disability.
This comprehensive program offered to approximately 26,000 Pfizer employees has achieved a 60% participation rate. Healthy Pfizer offers a full spectrum of health promotion programs that include full coverage for preventative services, visible leadership support, use of incentives for participation, and multi-channel marketing and communication. Additionally, the program is integrated into the company's benefit plan, takes a personalized data-driven approach, and has a dedicated staff focused on health promotion. Independent research has shown population-level risk reduction and a positive return-on-investment (ROI).
This long-standing, comprehensive program, begun in 2004, provides integrated health promotion program offerings and is union-endorsed. Through the use of incentives and leadership support, The Health for Life Program has achieved 80% participation in its health assessment program. Additionally, The Volvo Group works to create a healthy company culture by explicitly tying the program to the company's mission and effectively leverages research to support its efforts. The Health for Life Program has achieved risk reduction among Volvo's employees and cost savings. Absenteeism rates dropped from 2.04 days annually to 1.87 days and the company's medical cost trend was cut in half from 10% a year to 5%.