This month's Case Study features Chevron's Cardiovascular Health Program, a workplace wellness program that aims to reduce employees' overall risk for cardiovascular disease (CVD). GBCHealth members care about CVD prevention and control: In our recent member survey, 58 percent of respondents told us that CVD was “very important” or “important” to their organization.
Since CVD is the leading cause of death worldwide, many companies focus their workplace wellness programs on its prevention and control. According to the WHO, an estimated 17.3 million people worldwide died from CVD in 2008. If action is not taken, the WHO estimates that by 2030 the number will rise to about 23.6 million people.
Workplace wellness programs that target CVD typically focus on prevention and risk factor mitigation. These programs aim to reduce risk factors by promoting healthy eating habits, physical fitness, smoking cessation and stress relief.
Chevron's Cardiovascular Health Program is a comprehensive program that addresses multiple risk factors for CVD. GBCHealth hopes this case study will provide useful insights and lessons learned for GBCHealth members with CVD prevention workplace programs and for companies that plan to address CVD in the future. Future case studies will highlight how companies and organizations are addressing other non-communicable diseases (NCDs), including diabetes and cancer.
GBCHealth’s 2011 Annual Conference and Dinner featured Chevron’s Janis Davis-Street, Associate Manager for Health and Productivity, discussing the company’s CVD program. For more on the panel session, click here.
The 2012 GBCHealth conference in May will feature a Workplace Wellness session with experts from leading global wellness programs sharing insights and discussing efforts that companies are taking to improve worker health. Read more.
Case Study | Chevron's Cardiovascular Health Program
About the Program
The objectives of Chevron’s Cardiovascular Health Program are to reduce employees’ overall risk for cardiovascular disease; increase the percentage of employees at low risk for cardiovascular disease; encourage employees’ understanding that behaviors can influence long-term health; demonstrate the link between health, productivity and safety; and create a competitive advantage for Chevron with a healthy and safe workforce. The comprehensive program addresses multiple risk factors - smoking, excessive stress, poor nutrition, overweight/obesity, abnormal cholesterol/triglycerides, elevated blood pressure, diabetes and sleep issues.
This voluntary, global program is offered to employees and their adult dependents. Tools and resources educate participants about their cardiovascular disease risks and help them lower their risk levels or maintain their low risk status. Participants complete a personal assessment to determine their risks for cardiovascular disease. Based on their risks, they enroll in a program where they are offered personal counseling using either self-help materials or with a coach on the telephone (or in some locations in-person). Individuals can also participate in group activities, including training sessions to learn how to live a healthy lifestyle (topics include nutrition, exercise, smoking cessation, etc.) and join walking, stretching and other group fitness programs. Referrals may be made into the program from disease management programs and as part of occupational health visits. In addition, healthy foods are promoted at company cafeterias.
Over the past three years, the program has achieved impressive results, including:
47.5 percent of the eligible population completed the risk assessment.
10,918 participants have enrolled in risk reduction online or coach-based counseling; 6,578 of them had a follow-up evaluation.
Program participants have collectively decreased their risk of developing coronary heart disease in the next 10 years by an average of 10.6 percent (overall) and an average of 32.6 percent (in participants with an elevated baseline risk).
Satisfaction surveys and testimonials consistently demonstrate high participant satisfaction. The average annual satisfaction score is 4.5 on a scale of 1 – 5, with 1 being not satisfied and 5 being extremely satisfied.
Critical Success Factors
Culturally Tailored Resources: Resources are offered online and on paper, and are translated into multiple languages. The type of programming offered is flexible and tailored according to the location. Options include telephonic coaching from culturally competent coaches based in the U.S., in-country coaching or locally determined materials and training.
Integrate Wellness Programs: By leveraging existing health-related programs, Chevron is able to deliver a comprehensive package to employees. For example, on-site fitness facilities provide a broad range of illness and injury prevention training, health education and exercise opportunities. The company’s global walking program gives employees pedometers to help track their steps and aim for 10,000 steps per day. Chevron partners with their Employee Assistance and WorkLife Services departments to ensure that psychological health and work-life issues are addressed. Integration with these and other relevant local health programming provides a holistic approach.
It is critical to include local clinicians from global medical facilities in program planning and awareness trainings. This facilitates local program ownership and success, and guides continuous improvement and sustainability plans.
Interventions should be adapted to meet the needs of the local population location. For example, the selected coaching model, nutrition guidance and food recommendations should all align with the local context.
Don't forget to join GBCHealth for Workplace Wellness: From Global to Local at the GBCHealth conference in May. Senior experts behind best-in-class global wellness programs, including Royal Dutch Shell's Rob Donnelly, will share their insights on the issues that every health director is facing: How do companies define “wellness” in the absence of global standards? How do effective global programs translate from corporate headquarters to successful local applications, in vastly different markets? Read more