Employers and their partners have spent decades equating the value of health with the costs of healthcare. We now know, of course, that to both employees and employers alike, the value of health encompasses far more – the ability to attend work, be paid a full wage, perform highly and contribute to the success of the business. The IBI-Conference Board Health & Productivity Forum will address the more holistic value proposition for health and wellbeing, and how all the various program components contribute to it and align the interests of employees and employers in a new framework.
Some of the issues we’ll be covering and questions we’ll be answering at this year’s in-person event include:
Health and wellbeing – How does poor health influence the ability of our employees to do their jobs? How do healthy workers impact medical costs, leave from work and the performance of our business? And what additional costs do we take on to avoid business losses when people don’t perform? What are proven strategies to engage employees in health and well-being improvement?
Medical, behavioral, pharmacy plan design and care – Is our health plan working for or against enrollees' efforts to become better health care consumers? What are plan designs trying to accomplish and how do co-pays, deductibles and co-insurance fit in? How do we get beyond unit costs for both care and prescription drugs, and focus on the total cost of care and resulting outcomes? How will specialty pharmaceuticals and biosimilars fit into the equation? How did the pandemic change the strategy? How will we measure delayed/avoided care and outcomes? How did the virtual care option change the landscape? Which changes will stick? How will we be ready to address the Mental Health crisis for the future?
Absence, disability and productivity – Does our plan effectively address the top drivers of illness-related lost productivity? How do other policies such as work accommodations and disability insurance mesh with the design of our health plan? How will work accommodations support employee and business needs? What are the implications of a total-absence-management policy? How do we better understand the impact of absence on our business? How did the pandemic affect these policies? How will we measure the impact of new leaves/policies?
Data, metrics and reporting – What are the data and metrics that are critical for employers to understand and how can their vendor partners help them in understanding the full array of costs and outcomes? How can data and reporting be made simpler and more understandable for employers, so that cost shifting from one program to another is reduced? How can data and reporting be linked across health and related programs rather than reflect separate initiatives? What will we want to measure in 18 or 24 months from now? How will we know if the changes that Employers made were effective, had better outcomes, or changed behaviors?
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