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Kimberly-Clark Tom Fariss, MD, MPH April 1, 2014.

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Presentation on theme: "Kimberly-Clark Tom Fariss, MD, MPH April 1, 2014."— Presentation transcript:

1 Kimberly-Clark Tom Fariss, MD, MPH April 1, 2014

2 Agenda Background – Global Health Services at K-C Medical Strategy / Health & Wellness Link Programs Problems with Wellness Conclusions 2

3 3

4 About Kimberly-Clark History Business and Brands 4

5 THEN: Formed in 1872 A Paper and Newsprint Company Leading the world in essentials for a better life. 5

6 NOW: Leading the World in Essentials for a Better Life 58,000 employees worldwide $21.1 Billion in Net Sales in 2012 Well-known global brands HUGGIES ® KLEENEX ® SCOTT ® KOTEX ® PULL-UPS ® DEPEND ® #1 or #2 position in more than 80 countries Nearly one-quarter of the world’s population use our products daily Leading the world in essentials for a better life. 6

7 Our Businesses Personal Care Health Care Consumer Tissue K-C Professional Leading the world in essentials for a better life. 7

8 Global Brands Leading the world in essentials for a better life. 8

9 Authentic Accountable Innovative Caring Our Culture We continue our heritage of honesty, integrity, and courageously doing the right thing We take ownership for our business and our future We are committed to new ideas that add value We respect each other and care for the communities where we live and work Values 9

10 K-C People Philosophy 10

11 K-C Health Services Mission 11 To build and sustain a culture of health, energy, and vitality, providing a competitive edge for K-C and a lifelong advantage for employees.

12 Health Services Organization 12

13 Value Proposition of Corporate Medical Dept. Access to experienced medical professionals when work impacts health and health impacts work – Personal and occupational health issues – Crisis management, emerging health issues, pandemics Occupational health compliance – Legal and regulatory requirements – Impacts employee injuries/illnesses, company reputation Health promotion and wellness – Best Place to Work, attract and retain top talent – Employee health, performance, resilience, morale – Competitive advantage for company 13

14 Occupational Health/Compliance Healthy Company Business and Policy Support Global Health Services Model Global Health Risk Appraisal General Population Risk Intervention Exercise Facilities/Programs Medical Consults/Health Advocacy Case Management Employee Assistance Program Executive Health Travel Medicine Health Screening Acute Care/Emergency Care Health Education Programs Global Assignee Health Mgmt Corporate Athlete Alcohol & Drug Policy Health Care Cost Control Crisis Management/Threat Assessments Clinical Governance of Occupational Health Function Consult to Business Units on Health-Related Issues Health Hazard/Risk Assessment Product Safety Support & New Product Development Health Risk Management and Litigation Prevention Legal & Regulatory Health Compliance Medical Surveillance Return-To-Work Programs Drug & Alcohol Testing Injury/Illness Reporting Maintenance of Health Records Pre-Employment/Fit for Duty Stress Management Programs Disability Management Ergonomics Product Toxicology Epidemiology Emergency Responder Training 14

15 K-C Health Services – Neenah, WI 15

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17 K-C Health Center – Roswell, GA 17

18 K-C Health Services - LAO Bolivia - Employee Health Checks Bolivia Peru Ecuador Costa Rica Health Fair 18

19 Medical Plan Strategy and Wellness Affordable Care Act Implications (Cadillac Tax, etc.) How to Control Medical Costs? What is the Role of Wellness and Health Promotion? Assumptions: – Medical plan design drives costs more than any other factor – Wellness programs have limited impact on overall costs – Health and wellness programs are worth doing as an adjunct to future medical plan changes 19

20 Health Promotion & Wellness LiveWell Health Programs – Health Screenings – Weight Watchers – Lose Big – Endurance Challenge – Get Up and Ride – Maintain Don’t Gain – Fox Cities Marathon – Breast Cancer Awareness Week – Blood Drives (on site) Fitness, Nutrition, Weight Management, Tobacco-Free Campuses Broad Array of Health Enhancement Tools 20

21 Live Well Challenge 2014 Wellness program designed to leverage group involvement to improve individual health and build a healthy company. 1 st & 4 th quarter health assessments – HRA & Blood Tests – Fitness Testing – Health Coaching Three Components: – Exercise – Nutrition – Sleep Fitbit Flex – Goal Setting Password: openkc 21

22 Live Well Challenge 2014 2,580 out of 6,500 employees (40%) Top Four Personal Goals Set by Category – Weight loss or changes in body composition = 49% – Cardiovascular improvements = 32% – Strength = 9% – Flexibility = 9% 22

23 Global Corporate Challenge 23

24 GCC: K-C EMEA 861 employees formed 123 teams Over the 16 week program – 63% reported losing weight – 59% decreased stress – 80% improved exercise – 88% of employees now rate their overall health as good, very good or excellent (vs. 64% pre-GCC) 24

25 NBGH Award - 2012 25

26 Problems With Wellness 1.Inadequate or Misinformed Science 2.Incentives Often Don’t Work 3.Minimal Cost Savings 4.Behavior Change is Difficult 26

27 1.Wellness is Not Science Science vs. Program Management – “If you do this, then that will happen” - Richard Feynman Bad Science = Bad Advice Screenings – Harms May Outweigh Benefits Cholesterol – The Lower the Better? Overdiagnosis 27

28 Wellness Checklist – Good Science? Drink 64 oz. Water Every Day Take Multivitamins, Fish Oil, etc. Take a Baby Aspirin Every Day Get a Mammogram (or PSA) Take Lipitor! (Shouldn’t This be in the Water Supply?) Have a Drink of Wine Every Night Get an Annual Physical (and Screening CT Scan) Eat a Low Fat (or Low Carb) Diet 28

29 2.Incentives Often Don’t Work Carrot vs. Stick Intrinsic vs. Extrinsic Motivation Can We Pay People To Be Healthy? “Health Insurance” is not Insurance, it is a Payment Plan Most Medical Costs are Paid by “Someone Else” 29

30 The Lancet – April 19, 2008 Can you pay people to be healthy? Emma Wilkinson; The Lancet - 19 April 2008 ( Vol. 371, Issue 9621, Pages 1325-1326 ) DOI: 10.1016/S0140-6736(08)60578-4 30

31 3.Minimal Cost Savings Can Medical Costs be Controlled by Wellness Programs? Impact on Costs Often Unclear ROI Always Problematic Prevention May Actually Increase Medical Costs Wellness Claims Often Not Credible “Best Practices” – Do They Exist? 31

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33 4.Behavior Change is Difficult Entitlement Mentality Without Personal Accountability Prevalence of “No Risk Factor” Group is Very Low Obesity Trends Correlate With Growth of Wellness Industry and Poor Dietary Advice Change or Die 33


35 What Motivates People to Change? Role of Leadership Policies and Legal Mandates What Everybody Else is Doing Individual Accountability for Health (Costs) – Bring Back the “Insurance” in Health Insurance Prochaska’s Stages of Change Intrinsic vs. Extrinsic Drive – 3 Elements of Motivation: – Autonomy – Mastery – Purpose 35


37 What We Believe 1.Healthy behaviors and preventable risk factors can have a profound impact on health, performance, productivity. 2.Wellness programs are problematic, often underperform, and current approaches may have little to no impact on overall medical costs (but may be worthwhile for other reasons). 3.Behavior change is difficult but can be catalyzed by many factors within the bounds of company culture 37

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