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4 Introduction In late August 2000, Oxford Health Plans, Inc., sponsored a nationwide survey. The goal of the survey was to determine how the modern-day work environment affects the health and quality of the lives of American workers. A related objective was to assess how the work environment supports employees’ wellness efforts. Survey results were independently collected and tabulated through Central Marketing, Inc., of New York City. Magnet Communications of New York City, an agency working with Oxford Health Plans, had the responsibility of analyzing and articulating those results, which are the subject of this report. Methodology Results of this national study were obtained by contacting 632 working adults who consider themselves the head of their household. The working sample of 632 respondents was designed to ensure proper representation of telephone households by region and by metropolitan and non- metropolitan areas. Interviews, which were conducted from August 17 through September 1, 2000, were administered by professionally-trained staff using the CATI (Computer Assisted Telephone Interview) system. The average interview was 15 minutes in length. Phone numbers were dialed electronically in a randomized sequence. For sample reliability information, refer to the Appendix of this report.

5 Summary of Key Findings Survey results suggest that a significant proportion of the American workforce feels disenfranchised and is working under circumstances that are less than healthy. Close to one in five American workers (18 percent) report company management doesn’t care about them. Close to one in five American workers (18 percent) report being too busy at work to take vacation time owed. One in five American workers (21 percent) report missing family events due to work, a problem more men (24 percent) face than women (17 percent). Close to one in five American workers (17 percent) report loss of sleep due to work, a condition that afflicts younger workers (23 percent) far more often than older workers (11 percent), who, in general, appear to be more adept at handling the pressures and demands of the workplace. Similar numbers of American workers also report having employers who make it difficult for them to attend medical appointments or to take care of medical emergencies. Close to one in five American workers (17 percent) report management policies make it difficult for them to take time off or to leave work in emergency situations. Close to one in five American workers (19 percent) report the need to show up for work even if ill or injured. Close to one in five American workers (17 percent) report not feeling free to attend medical appointments during working hours, and when they do, two out of five (41 percent) report a loss in pay, which is even more typical (50 percent) for those on the lower-end of the pay scale. A significant minority of blue collar workers report working conditions that cause them to feel some physical pain or discomfort. Overall, one-third of American workers (33 percent) report that, by the end of the workday, they experience some form of physical pain or discomfort one or more times per week, an occurrence more familiar to blue collar workers(46 percent) than to white collar workers (32 percent). –Reports of high risk of personal injury on the job are three-and-a-half times higher among blue collar workers (33 percent) than among white collar workers (9 percent).

6 Summary of Key Findings (continued) Organizations are apparently trying to improve the quality of employee well-being in terms of compensatory time options. One in two American workers (55 percent) report that, if ill or injured, they have the option of returning to work under what is known as TAD (Transitional Alternative Duty). One in two American workers (48 percent) report they have the option of working flex time. In addition: One in four American workers (29 percent) report the offer of healthy foods in the workplace. Close to one in five American workers (18 percent) report an on-premise work-out or exercise facility at their place of employment. One in ten American workers (13 percent) report a room reserved in their company for employees who feel the need to meditate during working hours.

Detailed Findings

8 A third of American workers describe their workday as non-stop. I. Signs of Job-Related Stress: Total Workers One in three American workers report having no down time at work; the same number report they generally work and eat lunch at the same time. One in three American workers report never leaving the building during the workday. One in five American workers report working in a job that is making them feel old beyond their years. Close to one in five American workers report losing sleep at night because of work.

9 About a fifth of American workers say work is so busy they have to forego vacations. II. Job Demands Take Away From Personal Time: Total Workers One in three American workers report that family and friends think they are workaholics. One in five American workers report missing personal family activities due to work. Close to one in five American workers report being too busy at work to take vacation time owed.

10 The majority of American workers credit their companies with good safety measures. III. Workplace Safety Measures vs. Risk: Total Workers Three in four American workers report that safety measures in their company are “extremely/very good,” yet for nearly one in five American workers, the risk of personal injury on the job is “extremely/very high.”

11 One in ten American workers’ job performance is affected by health problems. IV. Loss of Work Productivity Due to Illness: Total Workers One in ten American workers report the loss of ten or more work days per year due to a personal health condition or the health condition of a family member. Close to one in ten American workers report that their job performance is restricted by poor health or a disability at least one day a week.

12 A third of American workers suffer physical discomfort due to working conditions. V. Those Who Suffer With Workplace Pain or Discomfort: Total Workers One in three American workers report that, at least once a week, they are in physical pain or discomfort because of their working conditions. –For 15 percent of American workers, pain or discomfort during working hours occurs three or more times a week.

13 Exhaustion is a common complaint of American workers. VI. Those Who Suffer Physical Disorders Brought on by the Workplace: Total Workers Six in ten American workers report that, at least one or more times a week, they end their workday feeling drained. One in two American workers report that, at least one or more times a week, they end their workday feeling sluggish. To a lesser extent: –two in five American workers report having eye strain and eye fatigue –one in three American workers report having foot pain from standing most of the day –one in four American workers report having back pain –one in four American workers report having headaches –one in four American workers report having leg cramps and soreness

14 A fifth of American workers feel restricted by their job when they have to attend to medical problems. VII. Employer Pressures in Medical Situations: Total Workers Close to one in five American workers report that company policies make it difficult for them and their co-workers to take time off from work to attend medical appointments. Close to one in five American workers report that their company policies make it difficult for them and their co-workers to leave work in an emergency situation. One in ten American workers report that their company policies make it difficult for them and their co-workers to return to work after work-related injuries or illnesses. Close to one in five American workers report the need to show up for work even if ill or injured.

15 Two-fifths of American workers are financially penalized if absent from work due to a medical appointment. VIII. Paid Personal Time to Go to the Doctor: Total Workers Two in five American workers report a loss of pay for time taken away from work to attend medical appointments. Receive Participate Go Without Pay

16 One in two American workers are secure in knowing that, if faced with a medical problem, they can return to work under TAD employee status. IX. TAD or Modified Work Duties After an Illness or Injury: Total Workers One in two American workers report that employees in their company who have been ill or injured are encouraged to return to work under what’s known as TAD (Transitional Alternative Duty). –Half of those who report this practice at their company have themselves been TAD employees. Allow For Participate

17 When available, most American workers choose healthy lunch- hour food selections. X. Healthy Eating in the Workplace: Total Workers Three in ten American workers report the availability of healthy foods at work; of those workers eighty-four percent choose to consume such food. Healthy lunch/ dinner Participate in a healthy lunch/dinner Accurately Describes Offer The corporate culture at my company makes it hard for me to maintain special dietary needs or a healthy diet

18 According to American workers, acceptance on the job doesn’t require after-hours social drinking with co-workers. XI. Drinking After Working Hours: Total Workers Only one in twenty American workers report having to socialize with co-workers over drinks in order to fit in with the company’s corporate culture. Don’t know/no answer Non-committal Inaccurately describes Accurately describes

19 As a fitness incentive, one-fifth of American workers have access to on-the-job-site gyms. XII. Companies Encouraging Their Workers to Exercise: Total Workers One in three American workers report that their company encourages them and co- workers to be in good physical condition. –With one-third of companies being so inclined, close to one in five American workers report having access to an exercise facility either at their place of employment or through a company-paid health club membership program. Membership to a fitness club On-premise work-out or exercise facility Sponsor Belong Have Participate Accurately Describes

20 One in ten American workers have access to an on-site meditation room. XIII. Use of Unconventional Methods for Managing Employee Stress: Total Workers Thirteen percent of American workers report their employer provides a meditation room for employees, half of whom report meditating in the workplace. Fifteen percent of American workers report their employer allows pets in the workplace, half of whom report bringing their pets to the workplace. Six percent of American workers report their employer pays for employee massages, sixty percent of whom report having massages in the workplace. A room for meditation Massage therapy Allow Bring Have Participate Allow pets on the premises Have Participate

21 When given the option, eight out of ten American workers prefer work hours other than the regular shift. XIV. Work Schedule Flexibility: Total Workers Nearly one in two American workers report having the option of working hours other than “typical” business hours, 81 percent of whom report working flex time. Nearly one in three American workers report having the option of occasionally working from home, 78 percent of whom report taking advantage of this option. Employees can occasionally work from home Allow Participate Employees can work flex time Allow Participate

22 Overall, most American workers concede they are treated fairly by their employer. XV. Being Valued in the Workplace: Total Workers Close to two in three American workers report company management respects them and their co-workers. Similarly, six in ten American workers report company management cares for them and their co-workers. Of the remaining workers: –Close to one in five American workers characterize company management as uncaring. –Sixteen percent of American workers characterize company management as disrespectful. Management cares about employees Management is respectful of employees Non-committal Inaccurate Accurate Inaccurate Non-committal

23 Men and women report very similar experiences in the workplace, though men are more likely to be at risk of injury in their jobs. XVI. Workplace Experiences: How They Differ for Men and Women Men are more likely than women to report: a high risk of job-related injury; 2 times higher than women the need to socialize with co-workers over drinks; 2 times higher than women having to miss family activities due to work; 41 percent higher than women Women are more likely than men to report: usage of paid personal time from work to attend medical appointments; 11 percent higher than men respectful treatment from management; 13 percent higher than men an incidence of headaches at the end of their workday; 36 percent higher than men participation in employer-offered massage therapy; 2 times higher than men

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29 Younger workers (18 to 34) claim more mistreatment (perceived or real) on the part of management than older workers (55+). They also exhibit more job-related behavior that can lead to poor health. XVII. Workplace Experiences: How They Differ for Older and Younger Workers Relative to older workers, younger workers in their late teens to mid-30s are more likely to report: a loss of sleep due to work; 2 times higher than workers age 50 or older eating lunch and working at the same time; 46 percent higher than workers age 50 or older work causing them to miss family activities; two times higher than workers age 50 or older going without pay to attend medical appoints; 50 percent higher than workers age 50 or older not taking earned vacation days because of work demands; 80 percent higher than workers age 50 or older a high risk of injury on the job; two times higher than workers age 50 or older feeling physical pain or discomfort at the end of the workday; 67 percent higher than workers 50 or older In contrast to older workers, younger workers are less likely to report: management treats them with respect; 23 percent lower than workers age 50 or older management cares about them as individuals; 19 percent lower than workers age 50 or older

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31 Letters in superscript indicate significant differences between letter-assigned groups at the.95 level of confidence.

32 Letters in superscript indicate significant differences between letter-assigned groups at the.95 level of confidence.

33 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

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35 Workers without college degrees have more healthcare-related problems in the workplace than workers who have undergraduate or graduate degrees. They also report more mistreatment on the part of management and a greater likelihood of conflict between work and family obligations. XVIII. Workplace Experiences: How They Differ for College-Educated and Non-College- Educated Workers Compared to workers with college degrees, non-college grads (high school or less) are more likely to report: missing family activities due to work; 53 percent higher than college grads missing 10 or more days of work a year due to a health condition of theirs or a family member; 2½ times higher than college grads having a high risk of injury on the job; 2 times higher than college grads having problems on the job maintaining special dietary needs; 2 times higher than college grads having some type of physical pain or discomfort at the end of the workday; 58 percent higher than college grads having the threat of demotion or loss of a job if they need to take care of a sick family member; 60 percent higher than college grads having difficulty attending medical appointments during work hours; 2 times higher than college grads having difficulty taking time off or leaving work in an emergency; 2 times higher than college grads having difficulty returning to work after a work-related injury or illness; 73 percent higher than college grads Relative to college grads, they (high school or less) are less likely to report: paid personal time to go to doctors appointments; 38 percent lower than college grads the offer of flex time; 31 percent lower than college grads respectful treatment from management; 23 percent lower than college grads a management that cares about them; 20 percent lower than college grads

36 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

37 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

38 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

39 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

40 Letters in superscript indicate significant differences between letter-assigned groups at the.95 level of confidence.

41 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

42 Lower-end salary workers (under $35,000) are more likely than those who command higher salaries to report a health condition interfering with their work performance. XIX. Workplace Experiences: How They Differ for High-Salary and Low-Salary Workers Lower-end salary workers (under $35,000) are more likely than those who command higher salaries to report a health condition interfering with their work performance. Compared to other salary ranges, workers earning under $35,000 are more likely to report: missing 10 or more days of work a year due to a health condition of theirs or a family member; 2 times higher than workers who earn $55,000 or more not being able to perform their job fully on one or more days a week because of poor health or a disability; 4 times higher than workers who earn $75,000 or more Ironically, workers who earn the least who are the most likely to report a deduction in pay for attending medical appointments during working hours. Only 44 percent of workers who earn under $35,000 a year report receiving paid personal time to attend medical appointments, compared to the 63 to 57 percent of workers whose annual salaries exceed $35,000. Note: Workers on the highest end of the pay scale ($75,000 plus) are the least likely to report the necessity of working when injured or ill. However, they’re also the most likely to have the option of working from home or on flex time.

43 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

44 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

45 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

46 Letters in superscript indicate significant differences between letter-assigned groups at the.95 level of confidence.

47 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

48 Letters in superscript indicate significant differences between letter-assigned groups at the.95 level of confidence.

49 Even though white collar workers and blue collar workers share many common experiences in the workplace, blue collar workers report many more physical demands and pressures that lead to illness and injury. They also report having less flexibility in terms of work hours and working off-premise. XIX. Workplace Experiences: How They Differ for Blue Collar and White Collar Workers Compared to their white collar counterparts (those not in management posts), blue collar workers are more likely to report: loss of night time sleep due to work; 69 percent higher than white collar workers job demands making them feel older than they are; 2 times higher than white collar workers having difficulty maintaining healthy eating habits in the workplace; 91 percent higher than white collar workers job demands making it impossible for them to take all of their earned vacation time; 75 percent higher than white collar workers a high risk of personal injury on the job; 3½ times higher than white collar workers having pain or discomfort at the end of the workday; 44 percent higher than white collar workers having difficulty getting time off to attend doctor appointments; 69 percent higher than white collar workers having to show up for work even when ill or injured; 73 percent higher than white collar workers In contrast to the blue collar workers, conditions, white collar workers are more likely to report: management treats them with respect; 38 percent higher than blue collar workers management cares about them as individuals; 29 percent higher than blue collar workers having paid personal time to attend doctor appointments; 66 percent higher than blue collar workers the offer of flex time; 74 percent higher than blue collar workers the option of occasionally working from home; 4 times higher than blue collar workers

50 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

51 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

52 Letters in superscript indicate significant differences between letter-assigned groups at the.95 level of confidence.

53 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

54 Letters in superscript indicate significant differences between letter- assigned groups at the.95 level of confidence.

55 Letters in superscript indicate significant differences between letter-assigned groups at the.95 level of confidence.

Appendix

57 Reliability of Survey Percentages Results of any sample are subject to sampling variations. The magnitude of the variation is measurable and is affected by the number of interviews and the level of the percentages expressing the results. The table below shows the possible sample variation that applies to percentage results reported in this sample. The chances are 95 in 100 that a survey result does not vary, plus or minus, by more than the indicated number of percentage points from the result that would be obtained if interviews had been conducted with all persons in the universe represented by the sample. Approximate Sampling Tolerances Applicable to Percentages at or Near These Levels

58 Sampling Tolerances When Comparing Two Samples Tolerances are also involved in the comparison of results from independent parts of any one survey and in the comparison of results between two independent surveys. A difference must be of at least a certain number of percentage points to be considered statistically significant. The table below is a guide to the sampling tolerances in percentage points applicable to such comparisons, based on a 95% confidence level. Differences Required for Significance at or Near These Percentage Levels

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