A Focus Group STUDY about Worksite Wellness Programs IN OKc

1. A Focus Group STUDY about Worksite Wellness Programs IN OKc Lynn Goldberg & Eleni Tolma HPS 6453- FOCUS GROUP RESEARCH CLASS COTP MEETING MAY 9TH 2011

2. Purpose To identify barriers that small businesses face that prevent them from being engaged in health related programs such as a worksite wellness program To identify what small business in OKC think about Certified Healthy Business program

3. Background: Barriers Small businesses: challenge of implementing the program lack of awareness and understanding cost of the program lack of perceived benefits and quantifiable results for the investment not knowing where to find service providers or vendors to provide the program lack of successful role models issues facing productivity if an employee participates in the program during work hours capacity to invest in a worksite wellness program if the business does not make it a priority employee privacy concerns In the May/June 2009 issue of the American Journal of Health Promotion, article �Bringing Wellness to the Small Employer� by McPeck, Ryan, and ChapmanThese the provided a great amount of insight into barriers facing small business as they develop and implement a worksite wellness program. In contrast to barriers facing small business with developing and implementing worksite wellness programs, a search was conducted to review the barriers facing large employers. The article �Addressing Obesity in the Workplace: The Role of Employers� by Heinen, Luann, Darling, and Helen in the March, 2009, issue of Milbank Quarterly gave the employer�s perspective on the cost impact of obesity and discussed current practices in employer sponsored wellness and weight management programs. This article described a lack of employee interest and management support as barriers to worksite wellness programs. Several resources were cited such as the C. Everett Koop National Health Awards (www.healthproject.stanford.edu) and the National Business Group on Health�s Best Employers for Healthy Lifestyles awards (www.businessgrouphealth.org). This article also encouraged public and healthcare organizations to become role models for other large businesses in terms of worksite wellness. There are many barriers facing small and large businesses when developing and implementing a worksite wellness program. Many small Oklahoma businesses may face similar barriers, but it is important to get their perspectives on what keeps them from participating in a worksite wellness program and eventual participation in the Certified Healthy Business program. In the May/June 2009 issue of the American Journal of Health Promotion, article �Bringing Wellness to the Small Employer� by McPeck, Ryan, and ChapmanThese the provided a great amount of insight into barriers facing small business as they develop and implement a worksite wellness program. In contrast to barriers facing small business with developing and implementing worksite wellness programs, a search was conducted to review the barriers facing large employers. The article �Addressing Obesity in the Workplace: The Role of Employers� by Heinen, Luann, Darling, and Helen in the March, 2009, issue of Milbank Quarterly gave the employer�s perspective on the cost impact of obesity and discussed current practices in employer sponsored wellness and weight management programs. This article described a lack of employee interest and management support as barriers to worksite wellness programs. Several resources were cited such as the C. Everett Koop National Health Awards (www.healthproject.stanford.edu) and the National Business Group on Health�s Best Employers for Healthy Lifestyles awards (www.businessgrouphealth.org). This article also encouraged public and healthcare organizations to become role models for other large businesses in terms of worksite wellness. There are many barriers facing small and large businesses when developing and implementing a worksite wellness program. Many small Oklahoma businesses may face similar barriers, but it is important to get their perspectives on what keeps them from participating in a worksite wellness program and eventual participation in the Certified Healthy Business program.

4. Sampling design Two focus groups: small businesses with no or a small scale worksite wellness program Employ 50-250 employees members of the Greater OKC Chamber of Commerce self-employed, for-profit, non-profit, local or corporate chain businesses

5. Recruitment strategy Greater OKC Chamber of Commerce representative would use sampling design to recruit businesses Human Resources Chief Executive Officer Representative with decision making responsibilities regarding employee benefits

6. implementation Refinement of purpose of the focus group, sampling design Research team worked closely with Marti Ferretti, Mary Malone and Jackie Jones ( advisory committee) Development of the first discussion guide, review by Eleni, advisory committee, and pretested twice with students in the class Two focus groups conducted at United Way building April 5, 2011 Moderator: Lynn Goldberg; Note taker: Katie Smith; Note taker: Eleni Tolma April 7, 2011 Moderator: Lynn Goldberg; Note taker: Karla Finnell Incentive: $20 Gift Cards to Cool Greens provided by the Greater OKC Chamber of Commerce

7. Analysis Notes during focus group Transcription of each focus group Content Analysis of data Specific quotes of importance were cut and grouped based on similar content Overarching codes were written on post-its and grouped by theme Graphic representation of findings Analysis was done with a group of 3 students and Eleni

8. findingsDemographics 1st Focus Group: 4 participants ( 3 female), all Caucasian, all had some wellness program in place 2nd Group: 5 participants (4 female), 1 African American, one Hispanic and 3 Caucasian, only one participant had a form of wellness program in place All participants met the eligibility criterion of 50-500 employees Al l participants were either HR representatives, or CEO, very familiar with the company

9. 1. What we mean by wellness programs Group 1 Total wellness Stress reduction, massages, mental health, not only exercise and diet Group 2 Biometrics ( blood pressure tests) Education, exercise, healthy nutrition Mental health/stress reduction

10. 2. Programs already offered Group 1 Health risk appraisals, educational series, local consulting, websites, non-smoking benefits, walking programs logging miles, health saving accounts, standard benefit package, financial incentives for weight loss/smoking cessation, connect with existing programs Weight Watchers, City is going on a diet, �Wellness Wednesdays�, EAP Group 2 Standard Health benefits Some preventative health (e.g. flu shots) Some health education, screening tests EAP $250 refund of buy health related stuff ( e.g. stationary bicycle)

11. 3.Wellness/health/business Group 1 Benefits Employees have positive attitude Increase productivity Employers really care Camaraderie-employees influencing each other-positive environment Group 2 Less insurance claims Benefits-bottom line Way to attract younger employees-stress reduction Better attendance

12. 4. Barriers Group 1 Budget restraints, cost Logistics-different locations Lack of time Not decide where to focus Lack of leadership-ROI Generational differences Different motivational stages Group 2 Lack of space Cost Lack of genuine interest Lack of time Lack of upper administrative support Lack of knowledge to set up a wellness program

13. 5. facilitators Group 1 More funds to wellness programs Dedicated staff Active employee participation Design appropriate incentives More community involvement More team approach Group 2 Managerial/administrative support How better sell this idea Reward/recognition plan Design quality educational material Onsite fitness facilities Employees incentives/Tax incentives More funds allocated-innovative approaches, good timing to do such things Space

14. Certified Health business program Very little to no knowledge about Certified Healthy Business

15. findings