Advocating Care and Compliance: Expanding Your Organization’s Culture of Health to Include Mental Well-Being

DMEC Staff@Work

mental-well-beingBy Kimberly George

SVP, Corporate Development M&A and Healthcare
Sedgwick

Last year, the planning team for the Productivity Summit of the Carter Center’s Mental Health Program identified actions and strategies to guide organizations as they build mental health into their corporate culture of health and well-being. Much of this material was presented at the 2016 DMEC Annual Conference in an interactive pre-conference session, “Mind Your Business: Improving Work Productivity Through Mental Wellness,” and a general session during the first day. Key employer strategies include the following:1

 

Measure Results

What comprises an effective mental health program? Intuitively, a strong workplace program aims to reduce the stigma associated with mental health conditions, increase awareness and access to employee assistance programs (EAPs), and create a workplace culture of health that is respectful, supportive, and mindful. However, without quantifiable results, top executives are often reluctant to invest resources to improve in these areas. Program implementations should define specific metrics and benchmarks, such as total number of claims, claim durations, relapses, and aggregate behavioral health costs.

Full content is available to DMEC members only. Please log in to view the complete resource.

If you are not a DMEC member, we encourage you to join. DMEC members have access to white papers, case studies, @Work magazine articles, free webinars, legislative updates, and much more. These resources will assist you in building an effective and compliant integrated absence management program, saving you time, resources, and money. Learn more.

If you are being asked to log in more than once, please refresh your browser.