The components of a successful workplace wellness program are fairly straightforward and can be implemented within any organization committed to reaching their objectives. Executive support is a must, and having a dedicated resource monitoring the program is definitely an asset. Maintaining ongoing momentum with the program, however, can be a challenge.
You’ve probably heard of using behavioural economics to encourage people to make better investment decisions, but can it apply to health and wellness decisions, too? Eric Parmenter, vice-president, employer solutions with Evolent Health, thinks so.
Last week, three tobacco companies were ordered to pay more than $15 billion in damages to smokers in Quebec.
When employers decide to set up a workplace wellness program, they need to consider how employees’ family members and their own personal state of well-being will affect the program’s success.
Benefits Canada is proud to present editorial coverage of our 2015 Calgary Benefits Summit.
The benefits industry has been doing the same thing for a long time. “The question we need to ask,” said Peter Gove, Green Shield Canada innovation leader, health management, “is, ‘Does it meet the modern challenges faced within healthcare today?’”
Mortality from cardiovascular disease is plummeting, but heart disease is still responsible for many adverse effects on individuals and employers.
When organizational health is optimized, employee health improves and people thrive—and their workplaces do, too.
It’s critical to focus on finding prostate cancer early, in order to save lives. “Early diagnosis greatly improves survival,” said Dr. Bryan Donnelly, staff urologist with Alberta Health Services and co-founder of the Calgary Prostate Cancer Centre.
The benefits industry has seen dramatic change in recent years, with wellness now front and centre in people’s minds. According to a survey by Ceridian, leading organizations have stated a wellness strategy to be one of the most critical factors in their future success.