In October 2017, the Centers for Disease Control and Prevention (CDC) released its latest state and territory-specific data on adult obesity prevalence using self-reported information from its Behavioral Risk Factor Surveillance System. Numbers within the self-reported data were, frankly, alarming and indicated that the proportion of obese adults across the United States continues to remain high. In fact, not one single state reported adult obesity prevalence under 20%.
Regionally, the south continues to lead in obesity rates with Arkansas, Louisiana, Mississippi, and Alabama reporting more than 35% of adults with obesity. The heaviest state was West Virginia with a whopping 37.7%. Interestingly, Colorado came in as the leanest state with a 22.3% obesity prevalence rate, while Hawaii and Massachusetts followed closely behind.
What was even more alarming were the surprising variations in obesity rates that were broader than just region, but spanned socioeconomic status, education status, and race/ethnicity. For example, across the U.S. among non-Hispanic black and Mexican-American men, those with higher incomes were more likely to be obese, as were women without college degrees. As an employer, particularly if you have employees in multiple states, variances like these can feel overwhelming. How do you address the variations with your employee population and incent them to take action with so many different factors to consider?
Obesity puts adults at risk for serious chronic diseases and co-morbidities (more than one disease or condition at a time). These include Type 2 diabetes, cardiovascular disease, stroke, liver disease, sleep apnea, certain cancers, poorer mental health, infertility, and problems with pregnancy. It also accounts for nearly 13% of total private medical spending (1) .
According to Abby Davis, National Director of Clinical Consulting for Alliant, “The effects of obesity, without a doubt, will impact the productivity and profitability of your organization. With self-reported obesity rates this high, we know there is an issue in most employee populations whether biometric assessments are obtained or not.” The CDC’s update serves as a crucial reminder of the need for employers to analyze employee population demographics and create a plan of action that targets healthy eating and physical activity.
1. Assess your workplace policy. When was it reviewed last? How was it reviewed? It may be time to reassess. Best practice is to review your workplace policy every two years.
2. Review your data against socioeconomic factors. Differing factors require different approaches. You may be missing the mark if your wellness program isn’t considering the socioeconomic factors for your employee population, region, culture, etc. There truly is no one-size-fits-all approach that yields unilateral results.
3. Evaluate your wellness program communications. With this new information, it may be time to re-evaluate your approach and messaging around physical activity and healthy eating in the workplace. Does it align to your workplace policy and address the socioeconomic factors within your employee population and workplace culture?
Health, wellbeing, and human performance should be embraced by employers as a strategic imperative and core value of your organization. It’s critical to maximizing the performance of your business.
Sources
(1) Finkelstein EA, Trogdon JG, Cohen JW, Dietz W. Annual medical spending attributable to obesity: payer- and service specific estimates. Health Aff (Millwood). 2009; 28:w822–31.