Fitness of the US Workforce

Pronk, Nicolaas P.

doi:10.1146/annurev-publhealth-031914-122714

Cited by 30 publications

(19 citation statements)

References 103 publications

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“…2,55–58 Activities to consider in conceptual frameworks include multi-level influences (ie, individual, group, organization, and community level), corporate vision (eg, leadership, cultural norms and values, and worker involvement), and environmental approaches including conditions of work (eg, physical environment, psychosocial factors, socioeconomic environment, and job tasks and demands). 58,59 Risk factors that have been associated with obesity among workers include social stressors, psychosocial work factors, working hours, sleep and night shift work, and sedentary behavior.…”

Section: Impact Of the Workplace On Obesitymentioning

confidence: 99%

Obesity in the Workplace

Yarborough

Brethauer

Burton

et al. 2018

Journal of Occupational &Amp; Environmental Medicine

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Objective To conduct a comprehensive literature review to develop recommendations for managing obesity among workers to improve health outcomes and to explore the impact of obesity on health costs to determine if a case can be made for surgical interventions and insurance coverage. Methods We searched PubMed from 2011–2016, and CINAHL, Scopus, and Cochrane Registry of Clinical Trials for interventions addressing obesity in the workplace. Results A total of 1,419 articles were screened, resulting in 275 articles being included. Several areas were identified that require more research and investigation. Conclusions Our findings support the use of both lifestyle modification and bariatric surgery to assist appropriate patients in losing weight.

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Section: Impact Of the Workplace On Obesitymentioning

confidence: 99%

Obesity in the Workplace

Yarborough

Brethauer

Burton

et al. 2018

Journal of Occupational &Amp; Environmental Medicine

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“…Based on a review of the literature that considered primary research on this topic 44 and insights stemming from industry reports and consensus statements, an analysis identified 44 best practices that are clustered into 9 best practice principles for program design (Table 2). 40,45 This review recognizes the 5 elements of a CWWP as defined by Healthy People 2010 6 and is informed by the Essential Elements of Effective Workplace Programs and Policies for Improving Worker Health and Wellbeing list generated by an expert panel convened by the National Institute for Occupational Safety and Health. 46 Insights from behavioral economics also indicate that, to the extent that programs involve financial incentives, recognizing triggers for judgment/assumption-based decision errors is important in designing programs to be as effective as possible.…”

Section: Framework For Cwwpsmentioning

confidence: 99%

Workplace Wellness Recognition for Optimizing Workplace Health

Fonarow¹,

Calitz²,

Arena³

et al. 2015

Circulation

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The workplace is an important setting for promoting cardiovascular health and cardiovascular disease and stroke prevention in the United States. Well-designed, comprehensive workplace wellness programs have the potential to improve cardiovascular health and to reduce mortality, morbidity, and disability resulting from cardiovascular disease and stroke. Nevertheless, widespread implementation of comprehensive workplace wellness programs is lacking, and program composition and quality vary. Several organizations provide worksite wellness recognition programs; however, there is variation in recognition criteria, and they do not specifically focus on cardiovascular disease and stroke prevention. Although there is limited evidence to suggest that company performance on employer health management scorecards is associated with favorable healthcare cost trends, these data are not currently robust, and further evaluation is needed. As a recognized national leader in evidence-based guidelines, care systems, and quality programs, the American Heart Association/American Stroke Association is uniquely positioned and committed to promoting the adoption of comprehensive workplace wellness programs, as well as improving program quality and workforce health outcomes. As part of its commitment to improve the cardiovascular health of all Americans, the American Heart Association/American Stroke Association will promote science-based best practices for comprehensive workplace wellness programs and establish benchmarks for a national workplace wellness recognition program to assist employers in applying the best systems and strategies for optimal programming. The recognition program will integrate identification of a workplace culture of health and achievement of rigorous standards for cardiovascular health based on Life's Simple 7 metrics. In addition, the American Heart Association/American Stroke Association will develop resources that assist employers in meeting these rigorous standards, facilitating access to high-quality comprehensive workplace wellness programs for both employees and dependents, and fostering innovation and additional research.

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“…It has also been associated with a 5% to 10% wage increase, 86 increased overall family earnings, 87 lower debt, and lower long-term unemployment. 88 Business-related outcomes related to employee fitness include reduced absenteeism, productivity gains, lower healthcare costs, lower turnover, decreased short-term disability, and improved employee job satisfaction and work performance. 88 The interventions have to go beyond simple programming to include workplace culture, occupational safety, active design policies for sedentary environments, leadership role modeling, and policies to promote physical activity and physical fitness.…”

Section: Increase Physical Activity Screening Policies and Active Dmentioning

confidence: 99%

“…88 Business-related outcomes related to employee fitness include reduced absenteeism, productivity gains, lower healthcare costs, lower turnover, decreased short-term disability, and improved employee job satisfaction and work performance. 88 The interventions have to go beyond simple programming to include workplace culture, occupational safety, active design policies for sedentary environments, leadership role modeling, and policies to promote physical activity and physical fitness. The AHA supports comprehensive worksite wellness programs 89,90 and will continue to respond to regulation around worksite wellness programs and health risk/biometric assessments.…”

Section: Increase Physical Activity Screening Policies and Active Dmentioning

confidence: 99%

Evidence-Based Policy Making: Assessment of the American Heart Association’s Strategic Policy Portfolio

Goldstein¹,

Antman²,

Arnett³

et al. 2016

Circulation

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Background-American Heart Association (AHA) public policy advocacy strategies are based on its Strategic Impact Goals.The writing group appraised the evidence behind AHA's policies to determine how well they address the association's 2020 cardiovascular health (CVH) metrics and cardiovascular disease (CVD) management indicators and identified research needed to fill gaps in policy and support further policy development. Methods and Results-The AHA policy research department first identified current AHA policies specific to each CVH metric and CVD management indicator and the evidence underlying each policy. Writing group members then reviewed each policy and the related metrics and indicators. The results of each review were summarized, and topic-specific priorities and overarching themes for future policy research were proposed. There was generally close alignment between current AHA policies and the 2020 CVH metrics and CVD management indicators; however, certain specific policies still lack a robust evidence base. For CVH metrics, the distinction between policies for adults (age ≥20 years) and children (<20 years) was often not considered, although policy approaches may differ importantly by age. Inclusion of all those <20 years of age as a single group also ignores important differences in policy needs for infants, children, adolescents, and young adults. For CVD management indicators, specific quantitative targets analogous to criteria for ideal, intermediate, and poor CVH are lacking but needed to assess progress toward the 2020 goal to reduce deaths from CVDs and stroke. New research in support of current policies needs to focus on the evaluation of their translation and implementation through expanded application of implementation science. Focused basic, clinical, and population research is required to expand and strengthen the evidence base for the development of new policies. Evaluation of the impact of targeted © 2016 American Heart Association, Inc.Circulation is available at http://circ.ahajournals.org DOI: 10.1161/CIR.0000000000000410The American Heart Association makes every effort to avoid any actual or potential conflicts of interest that may arise as a result of an outside relationship or a personal, professional, or business interest of a member of the writing panel. Specifically, all members of the writing group are required to complete and submit a Disclosure Questionnaire showing all such relationships that might be perceived as real or potential conflicts of interest.This policy statement was approved by the Advocacy Coordinating Committee February 23, 2016, and the American Heart Association Executive Committee on February 23, 2016. A copy of the document is available at http://professional.heart.org/statements by using either "Search for Guidelines & Statements" or the "Browse by Topic" area. To purchase additional reprints, call 843-216-2533 or e-mail kelle.ramsay@wolterskluwer.com.The American Heart Association requests that this document be cited as follows: Labarthe DR, Goldstein LB,...

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Fitness of the US Workforce

Cited by 30 publications

References 103 publications

Obesity in the Workplace

Obesity in the Workplace

Workplace Wellness Recognition for Optimizing Workplace Health

Evidence-Based Policy Making: Assessment of the American Heart Association’s Strategic Policy Portfolio

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