Due to the pandemic, employers had to quickly modify their benefits and wellness programs and offer the right kind of support to employees and their families during tough times. As most organizations transitioned to a remote work environment, their benefits and wellness programs needed to reflect some of the new challenges their employees battled with due to the pandemic such as financial stress, anxiety, childcare, screen fatigue, and loneliness. As a result, there has been an increased focus and emphasis on engaging employees in their behavioral, emotional, and financial well-being in addition to physical health. As we near the end of the pandemic, employers must prepare for the “new normal” and continue to reshape their wellness initiatives to ensure their employees remain engaged in their health long-term which in turn will maximize productivity, prevent burnout, and contain costs. In this webinar series, gain insight into creating holistic well-being programs that garner long-term engagement and value, discover strategies to mitigate behavioral health issues, explore approaches to measure the effectiveness of health and wellness programs, and understand how to personalize programs by leveraging digital applications.
Quit Genius is the world's first digital clinic for treating tobacco, alcohol and opioid addictions. Built on the evidence-based principle of Medication-Assisted Treatment (MAT), Quit Genius combines virtual behavioral therapy with approved medication and connected devices to help employers tackle the high cost of addiction in the workplace while improving the lives of their employees. To-date, Quit Genius has helped more than 60,000 people quit their addictions. The company integrates with health plans, pharmacy benefit managers and wellness platforms to deliver a turnkey implementation experience. Visit www.quitgenius.com for more information.
Employer Perspectives: Reengineer Health and Well-Being Programs to Meet the Needs of Today’s Workforce
In this discussion, HR executives share their insights on approaches to foster a healthy and an inclusive workplace culture and engage their employees in a virtual work environment. The panel will share their perspectives on how to identify and cater to the shifting needs of a workforce, take a holistic approach when designing health and well-being programs, and implement strategies that deliver quality care at reduced costs.
Hear from HR leaders on how they modified their wellness offerings since the pandemic
Gain insight into effective engagement strategies for remote employees
Understand the importance of whole-person care and holistic well-being
Focus on physical, financial, emotional, and mental health
Discuss strategies to customize well-being programs based on employee needs
1:00 – 2:00 pm
Solving the Addiction Problem: What Can (Should) Employers Do?
Covid-19 has caused an immense amount of stress and negatively impacted the mental health of many individuals. In particular, it has hugely affected those vulnerable to substance use and misuse. The Overdose Detection Mapping Application Program (ODMAP) data suggests a 17.59% increase in overdoses since the enactment of stay-at-home orders. Additionally, several reports indicate spikes in alcohol purchases and an increase in methamphetamine, cocaine, and fentanyl in urine samples. While these statistics are alarming, the increase in substance use during the pandemic isn’t very surprising; Covid-19 has brought several issues to the forefront including loneliness, isolation, anxiety, financial insecurities, and much more which in turn led people to use substances as a coping mechanism. How can employers take the lead in addressing mental and substance use disorders? In this session, hear how employers can play a critical role in supporting the behavioral health needs of their workforce – from removing the stigma around mental health to offering programs that help those dealing with a behavioral health condition – to improve the health and well-being of their employees, reduce overall health care expenses, and contribute to solving the addiction problem prevalent in the country today. Learn how to efficiently address behavioral health issues including SUDs while navigating challenges around timely access to resources, therapy, and treatment.
Understand the impact of substance use and addiction on an individual’s overall health and well-being
Prepare for the coming tidal wave of employer facing costs related to addiction
Discuss evidence-based, personalized, and holistic approaches to manage addiction
Leverage digital tools to support individuals dealing with substance use disorder
Yusuf Sherwani Chief Executive Officer & Co-Founder Quit Genius View Bio
Chief Executive Officer & Co-Founder Quit Genius
Yusuf Sherwani is the CEO and Co-Founder of Quit Genius, the world’s first technology-enabled digital clinic for multiple addictions. Together with his colleagues Maroof Ahmed and Sarim Siddiqui, Dr. Sherwani developed a vision for the technology driven addiction treatment platform. Today the company has helped over 60,000 people quit their addictions.
A medical doctor by training and a technology enthusiast at heart, Yusuf is seen as an innovator operating at the intersection of healthcare, technology and design. With a medical degree from Imperial College London, Yusuf has co-authored 12 peer-reviewed studies on behavioral health and substance addictions. He was featured in Forbes’ 30 Under 30 list, 2018 as well as Fast Company’s 100 Most Creative People in Business.
Kirsten John Vice President, Health Benefit Manager TD Bank View Bio
Mark R. Jones, PhD, MBA General Director Health and Medical Services Union Pacific Railroad View Bio
Vice President, Health Benefit Manager TD Bank
Kirsten currently works with benefits design and strategy for the health benefit plans for the TD active colleagues and retiree populations. Those plans span medical, dental, vision, and live insurance for approximately 30,000 active colleagues.
Kirsten was a Benefit Strategy, Sr Advisor for CVS Caremark from 2009 through 2019 where she worked on managing several complex vendors, led benefits-related mergers and acquisition activity for several deals ranging in size from several hundred to thousands, acted as lead for the Open Enrollment activities, and the benefits lead for the implementation of a new benefits administration system.
Prior to working with CVS Caremark, Kirsten was a Benefits Manager for a small company and spent some time with Cigna Healthcare where she built her foundational knowledge for healthcare and the healthcare system. In each of her roles, she has demonstrated her broad experience in health and welfare benefits management, policy development, training, and benefits harmonization.
Kirsten is passionate about her family, she is married with two children and several pets. She loves traveling and outdoor activities but when she is not working, she can most likely be found on a sports field watching her boys.
Mark R. Jones, PhD, MBA
General Director Health and Medical Services Union Pacific Railroad
Dr. Mark Jones is presently the General Director Health and Medical Services at Union Pacific Railroad (UPRR) located in Omaha, Nebraska. Prior to his current role, Jones had been the Employee Assistance Program Director at UPRR since March 2005. His duties at UPRR include overseeing a service delivery model covering 30,000 employees and their dependents.
Before to his tenure at UPRR, Jones was the vice president of Clinical Services at Maplewood Behavioral Health. Jones has also served as the clinical director of Behavioral Health programs at Father Flanagan’s Boys Home at Boys Town, Nebraska. Dr. Jones has a bachelor’s degree and MBA from Creighton University, a master’s degree in human development from the University of Kansas, and a doctorate in education from the University of Nebraska–Lincoln. He has served on the faculty at Creighton University and Bellevue University. Jones is an author of several published academic articles and has been an invited speaker at numerous national conferences.
Embracing Digital Technology to Elevate Employee Well-Being
Session and speaker TBA
3:00 – 4:00 pm
Discover Tools to Determine the Cost-Effectiveness of Benefits and Well-Being Programs
If you feel your employees are unengaged in their benefits, you are not alone. And you’re also not alone if you’ve tried to raise engagement by offering more and more “point solutions,” confusing employees and increasing your administrative burden.
But which of these solutions work and which don’t? In this session, learn about the Benefit Engagement Survey Tool (BEST) to survey and measure the engagement and value of the benefits you offer your employees. Learn how to:
Measure non-participants as well as participants
Measure the degree of participation
Determine whether participation is driven by incentives or intrinsic factors
Contrast your programs against one another, as opposed to in a vacuum
Determine which programs give you the most bang for your buck
End reliance on self-interested vendors, brokers, and consultants to “validate” their own programs
Measure less-frequently used benefits (like end-of-life and fertility) against more common ones, like wellness and health literacy
Al Lewis, JD CEO and Quizmeister-in-Chief Quizzify View Bio
Al Lewis, JD
CEO and Quizmeister-in-Chief Quizzify
As a consultant, he is widely acclaimed for his expertise in population health outcomes and strategy. In 2013, Al was named one of the "unsung heroes changing healthcare forever". As a validator of outcomes, he has been able to obtain Gold Standard certification for many of his clients, and Quizzify, from Intel’s Validation Institute. He is also one of the population health field’s most-acclaimed speakers, as well as a prolific author and interviewee on outcomes economics, having been featured in almost every major lay and healthcare publication.
Before entering the population health field, Al was a partner at Bain & Company. He holds two degrees from Harvard, where he also taught economics, and his economic policy book was made into a show on the Washington, DC NPR affiliate.
But he still can’t get his kids to clean up their rooms.