building a culture of wellbeingwho is allstate? •nation’s largest publicly held personal lines...

Building a Culture of Wellbeing

M 10 2012May 10, 2012

© Allstate Insurance Company 2012 Proprietary and Confidential

Who is Allstate?

• Nation’s largest publicly held personal lines insurer

• Fortune 100 company ($133 billion in total assets)Fortune 100 company ($133 billion in total assets)

• 13 major lines of insurance, including auto, property, life and commercial; additionally, provide retirement and investment products

• Founded in 1931; became a publicly traded company in 1993

k l l d• Over 30k employees in over 100 locations countrywide

© Allstate Insurance Company 2012 Proprietary and ConfidentialMay 15, 20121

Benefits Strategy

Provide employees with meaningful choicechoice, valuevalue and competitive benefit optionsOffer innovative benefits that promote preventive care and quality health care servicesp p q yEngage employees to “own” their health, promote taking action and making informed decisions

through consumerismEmpower employees to proactively manage health care and engage in programs to improve

physical, financial, emotional and work/life wellbeing – Good Life, it’s in your handsGood Life, it’s in your handsp y g yyManage expenses for both the company and employees


Direct Contracting

• NorthShore – Northern Illinois

• Bridge Health – national medical tourismBridge Health national medical tourism

• Employer Coalition – Imagine Health

F t Sit f it llb i t• Future Sites for onsite wellbeing centers• Irving/Dallas Texas• Hudson Ohio• Charlotte North Carolina• Lincoln Nebraska• Jacksonville Florida• Roanoke Virginia

• Virtual/Telemedicine – how can we bring convenient health care to all employees and their families.


Developing a strategy for cultural changeBuilding a Culture of Wellbeing

4 strategic pillars are required to support the 4 components of well‐being:

Physical

Work Life Wellbeing

EmotionalPhysical Wellbeing

Financial Wellbeing

Emotional Wellbeing


Communication and Marketing

Our goal is to help build a “better person”

M lif ti f tiHigher purpose

More energy

More life satisfactionHigher purpose

More top performers

Better person = Better employee*

More energy

Better person = Better employee

Less absenteeism

Higher productivity

Lower turnoverLess absenteeism

Less stress Fewer injuries


Source: Rath/Harter Wellbeing, Healthways

Assessment of Current State — 2010

A strong foundation of wellness offerings:• Annual health assessment and onsite health screenings (beginning in 2010)

• Disease management and lifestyle coaching (beginning in 2010)• Wellness incentives (beginning in 2010)Wellness incentives (beginning in 2010)• Weight watchers at work, smoking cessation programs (beginning around 2000)

• Lunch and learns, annual health fair (beginning in 2006)• Annual sprint and stride (beginning in 2010)The Opportunity: Lack of EngagementThe Opportunity: Lack of Engagement• Insight gap• Unfriendly access point


First step: Understand who we are —Allstate’s segmentsAllstate s segments

In It for Fun19%

ValueIndependence

14%

Not Right Now

WellbeingBrand

Leading

I Need a Plan10%

Now36%

the Way17%

10%Get

Through the Day4%

Online Portal


4%

Results from Market Segmentation Study performed across Allstate’s employees and their families in 2010.

Second step: Build an internal Wellbeing program identity linked to ourprogram identity — linked to our employment brand


Our Wellbeing Portal

The portal is the gateway to programs and resources,to programs and resources, links, videos, and articles, all designed to help each individual find their version of the


find their version of the

Brand visibility throughout Allstate

Skyway signage

Cafeteria messaging and tactics


Strategic focus in 2011: The health basics

Primary focus: Physical well‐being• Nutrition and Movement

Why?Why?

• 40.4 % of our population exercises less than once a week1

• 31.6 % of our people have a Body Mass Index (BMI) greater p p y ( ) gthan or equal to 30

/


1. Results from Allstate’s 2010 Health/Wellbeing Assessment, 2. Mokdad AH, et al. Actual Causes of Death in the United States, 2000. JAMA. 2004: 291:1238‐1245., 3. Loeppke, R., et al. “Health and Productivity as a Business Strategy: A Multi‐Employer Study.” JOEM. 2009;51(4):411‐428.

2011: Movement and Nutrition

Cafeteria Overhaul• RFP of cafeteria service vendor

M h lth ti

Destination: You• Easy: tracker on shoe —GOA t t k t• More healthy options

• Marketing: nutritional info, signage, and promotions

• Good Choice subsidies:

• Accurate: tracks every step• Motivating: detailed charts• Fun: challenges and prizes

• Good Choice subsidies: • Discounted salad bar, fruit• $2.99 proportional healthy lunches

Energy For Life• 1 5 day free workshop focused onlunches • 1.5‐day free workshop focused on

what’s important to each employee• Energy vs. time management• Strategic nutrition and movement• Strategic nutrition and movement• Recovery from stress• Changing thinking patterns and

habits


habits

Video: Destination You


Wellbeing improved from 2010 to 2011*Matched PopulationMatched Population


*N = 6,181. p < .01.

May 15, 201214

Financial Wellbeing

Goals:

• Improve retirement readiness

Tactics:

Financial Fitness Month• Improve retirement readiness

• Increase financial literacy

• Increase employee engagement

Financial Fitness Month

Kickoff April 5thIncrease employee engagement in financial wellbeing

Kickoff April 5th

Live Seminars Nationwide:

• Planning for Retirement• Planning for Retirement

• Managing Debt

• Saving for Education

• Home Mortgage Options

Financial Wellbeing Assessment


Introducing the Good Life Wellness Center January 2012

• 5.000 square foot facility

January 2012

• Staffing: Dr, NP, P/T, Health Coach, Pharmacist

P i C A t C Ch i C• Primary Care, Acute Care, Chronic Care, lab services, pharmacy

• Open to employees, dependents,Open to employees, dependents, retirees

• Focus on holistic health, wellness and i d i i i h hprevention, and integration with other

programs and benefits


Wellness Center Marketing Materials

Banners Digital Signage Emails

Appointment Cards

Stress Balls & Magnet Clipsg


2012 and Beyond

Work closely with Global Fit to increase engagement

• New challenges focused on increasing activity no matter• New challenges focused on increasing activity no matter what the fitness level of participant

• Run rate of 1000 EFL graduates per month. Get them immediately engaged

• Explore new technology – help sustain EFL training and push out messaging from coachesout messaging from coacheseasier access

measure sleep

• Go beyond walking for those who are ready


building a culture of wellbeingwho is allstate? •nation’s largest publicly held personal lines...

Documents