1. MORE THAN MEETS THE ROI The Value of Investing in a Healthy Workforce
FERMA 2017

2. Your People Drive Your Organization
Health & Wellbeing
Engagement
Results
48%
Fewer Safety Incidences
21%
Higher Productivity
37%
Decrease in Absenteeism
22%
More Profitable
10%
Higher Customer Ratings
Source: Gallup

3. YOUNG  HEALTHY 48%* 36%* 16%* Millennials 1979–1996 Generation X
Debt
$23,332
Tobacco
Use
26.5%
Obesity
30.9%
Depression
20%
Debt
$30,039
Tobacco
Use
22.1%
Obesity
32.8%
Depression
16%
Debt
$29,317
Tobacco
Use
18%
Obesity
33.3%
Depression
16%
Ret. Bal.
$21K
Ret. Bal.
$85K
Ret. Bal.
$165K
Millennials
1979–1996
48%*
Generation X
1965–1978
36%*
Baby Boomers
1946–1964
16%*
Developed chronic disease over time of employment
Entered the workforce with chronic disease
Source: Future of Workspace Survey
* U.S. predicted split of workforce by 2020

4. Wellbeing
Wellbeing is a state of balance that consists of having the appropriate resources, opportunities and commitment needed to achieve optimal health and performance for the individual and the organization

5. Wellbeing Focus What Other Employers Are Doing—2017 Aon Health Survey
Social 54%
Physical 71%
Healthy Food 65%
Sit-to-Stand Workstations 62%
Active/Stretch Breaks 35%
Standing/Walking Meetings 31%
Team Based Challenges 56%
Social Areas 54%
Social Networking 39%
Q25 Which of the following wellbeing dimensions are built into your organization's current wellbeing strategy and which would you consider adding over the next 3-5 years?
Summary of Current Approach ( ) and planning to keep
Base: Offers active medical benefits
Count
564 31 8 23
Physical
71.30%
67.70%
37.50%
78.30%
Financial
65.80%
71.00%
75.00%
69.60%
Emotional
57.60%
54.80%
50.00%
56.50%
Social
54.40%
Environment
Wellbeing
Culture
Resource
Community
Financial 66%
Emotional 56%
Financial Wellbeing 61%
Flexible Work Time 65%
Work/Life Balance 57%
Stress/Resiliency Management 42%
2017 Aon Health Survey Results
Source: Aon’s 4 square wellbeing model, adapted from World Health Organization

6. Wellbeing Impacts Engagement Employee Perspective—2017 Aon Consumer Mindset Survey
Source: Aon 2017 Consumer Health Mindset Survey

7. What is the value of investing in wellbeing for your organization?
Discussion
What is the value of investing in wellbeing for your organization?

8. Wellbeing Supports the Aon Colleague Experience

9. Engagement Has Changed
5% more colleagues measures highly engaged than in previous studies
Survey responses were greater than 80%
Engagement scores increased 6% from previous year
Wellbeing has contributed to creating a more engaged workforce at Aon!
Over 12% of colleagues have moved from disengaged to engaged

10. More Than Meets the ROI—A Focus on the Value of Investment What Other Employers Are Doing—2017 Aon Health Survey
Employers using health care costs as a primary success measure dropped from 79% to 59% between and 2017
Participation 73%
Health Care Costs 59%
Satisfaction 56%
Q29 What areas are you using to determine the value of your investment in health/wellbeing?
Base: Offers active medical benefits
Count
564 31 8 23
Participation in programs
72.70%
77.40%
37.50%
91.30%
Health care costs
58.50%
71.00%
62.50%
73.90%
Employee satisfaction
55.90%
58.10%
56.50%
Improvements in population health/wellbeing
42.00%
38.70%
25.00%
43.50%
Workforce engagement
39.90%
25.80%
26.10%
Attraction and retention
31.90%
32.30%
34.80%
Absence and disability
22.50%
22.60%
21.70%
Workers’ compensation and safety incidences
18.40%
16.10%
12.50%
17.40%
Client and customer satisfaction
12.80%
Talent management
7.30%
9.70%
4.30%
Profitability of the organization
6.90%
6.50%
Other
4.40%
0.00%
Health Improvement 42%
Workforce Engagement 40%
Attraction & Retention 32%
Absence & Disability 23%
Workers Comp/Safety Incidence 18%
Client & Customer Satisfaction 13%
Performance 7%
Source: Aon 2017 Health Care Survey Results

11. Stronger Cultural Support Impacts Behavior Change Large Diverse Organization
Champion Sites
Locations with Champions experienced more pronounced results:
Wellbeing Assessment: 85% | 75%
Health Screening: 85% | 73%
Healthy Activity: 66% | 50%
Locations with Champions had best in class risk change: 4.7% | 3.1%
Non-Champion Sites
Average
Best in Class

12. Leveraging Free and Low Cost Resources for an Award Winning Program Pinellas County Schools
~20 years of wellness
~13 years of wellness champions
140+ champions
Volunteer positions supported by leadership
Dedicated wellness budget
Centralized support team and localized empowerment through champions
Pre-vetted list of local resources/activities
Rewards and recognition for champions
Ultimately when employees have better wellbeing it goes beyond them to impact students
Sexton Elementary, program supported by NutriBullet &Publix

13. Engagement & Connection
Employer Focus Today
Complex Chronic Care
Engagement & Connection
Employer
Focus
Emotional Fitness
Shape of the
Workforce

14. The Value of Investing in Emotional Fitness

15. An Average Week in the U.S, in 2017
5M workers will miss work due to stress
800,000 doctor visits about a mental health problem
5M prescriptions for antidepressants will be issued
4M work days will be lost due to depression
800 individuals will
commit suicide
By 2020, mental health and substance dependence disorders will surpass all physical diseases as the leading cause of disability
Depression magnified by social isolation will be the most costly disease burden in the world by 2030
Sources: Centers for Disease Control and Prevention, American Institute of Stress, U.S. Department of Health and Human Services; SAMHA, WHO

16. Discussion
To what extent do you think emotional fitness affects your organization?

17. Emotional Fitness Direct and Indirect Cost
Medical spend for an employee with depression: 48% higher than for a worker without depression
Depressed workers lose an average of 5.6 productive work hours a week
Close to 70% of BH patients have a co-occurring chronic condition
Mental Health conditions are the leading cause of short- and long‑term disability
Anxiety disorders cost the U.S. more than $42 billion a year
Each Year 1 in 4 adults will experiences a mental health disorder
Source: National Alliance on Mental Illness; Goetzel, Health Affairs, November 2012, National Institute on Mental Health, World Health Organization, HHS – U.S. Health and Human Services,

18. 1 IN 5 74% 54% TOP 3 most helpful resources from employer: 37%
Employees Are Struggling Employee Perspective—2017 Aon Consumer Mindset Survey
STRESS IS ON THE RISE
1 IN 5
Sought mental health
counseling or related
services in the past year
54%
Report high stress
37%
Report stress increase over past year
TOP 3 most helpful resources from employer:
1-on-1 assistance
Appointment flexibility
Expanded provider network
UP 5 POINTS
74%
Had 1+ obstacles
in getting treatment
UP 4 POINTS
Source: Aon 2017 Consumer Health Mindset Survey

19. Intervention Ideas Designate quiet space
Anti-Stigma campaign to educate the workforce
Gratitude station with chalkboard for employees to write what they are thankful for
Onsite music therapy
Develop “stay-at-work” and “return-to work” strategies

20. Key Points
Your people drive your organization
Address wellbeing holistically through multiple dimensions and avenues of influence
Align wellbeing success metrics with your broader organizational strategic objectives
Emotional fitness is crucial to address head-on

21. Questions?

22. Impact of Stress on Other Areas of the Business
Non-Occupational Absence
Major Health Risk
Engagement
Lost days for STD, FML and sick time
21% Absence
7% No Absence
Obese
Indemnity claims are 20% more costly when stress was identified as a factor
Workers’ Compensation
The absence group across all engagement levels have greater rates of stress
Supporting information