It starts with biometrics testing and an accelerometer (an advanced pedometer), but where the wellness program ends is really up the employee. For Stantec, an engineering, architecture and design professional services firm, employee health is important. After all, a healthy employee is an employee who is likely to be happier, more productive, and more engaged—critical factors in the current labour conditions.
The program, which is designed and administrated by third-party provider Kersh Wellness, encompasses a number of additional components, including: an online health risk appraisal, access to educational videos, literature, advice via telephone from health coaches, on-site blood pressure testing machines, and an intranet where participants can record their goals and progress. The program’s intranet also gives employees the ability to create events and invite others to join, similar to Facebook. “This program is designed to give employees the opportunity to manage their health in a proactive way,” says Drew Mackay, vice-president HR with Stantec. “It’s good for employees, and it’s good for the company because it helps keep claim costs down.”
Stantec introduced the wellness program two years ago as a pilot project to its American employees. Canadian employees had the opportunity to join this summer. In the U.S., 85% of employees participate in the program. In Canada, 42% are currently participating and the company expects that number to climb during the next enrollment period (the program operates on an annual enrollment basis.)
“Based on what we’ve seen with other programs, this is a very successful roll out,” says De Ann Clark, corporate manager of benefits with Stantec. “We’ve received a lot of calls from employees asking how they can join.” She adds that given the success of the program in the American locations, Stantec is expecting similar fiscal results in Canada.
2008 Western Canada Report |
“On the U.S. side we have had some cost savings,” says Mackay. “We’ve looked at all the statistical analysis and have found that we have avoided medical claims of over a couple of million dollars. That was sort of the catalyst [to bring it to Canada].”
And the company is serious about wanting employees to participate in the program—so serious it offers monetary rewards. For example, when program participants watch educational videos, create events, exercise and track their progress online, they are given incentive points. The points translate into contributions being made the their personal healthcare spending account.
“From a corporate perspective, we want to show employees that we care about them and their health,” says Clark. “One of the outcomes of putting a program in place, is that it does help with healthcare costs. But [the savings] come back to employees as well. If they are sharing in the cost of healthcare premiums and [the premiums] are not going up, then they are sharing in that reward.”
As the first organization in Canada to offer the Kersh program, Stantec is breaking new ground and leading the way in corporate wellness.
To comment on this story, email april.scottclarke@rci.rogers.com.