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Your New #1 Priority: What You Need to Know About Tackling Behavioral Health Issues - Castlight Health

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Your New #1 Priority: What You Need to Know About Tackling Behavioral Health Issues - Castlight Health

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This presentation was given at a workshop for HR and benefits leaders at Castlight Health's 2015 Enterprise Healthcare Summit.

Title: Your New #1 Priority: What You Need To Know About Tackling Behavioral Health Issues

Speakers:
- Thomas Parry, Ph.D., President, Integrated Benefits Institute
- Dr. Jennifer Schneider, Chief Medical Officer, Castlight Health

This presentation was given at a workshop for HR and benefits leaders at Castlight Health's 2015 Enterprise Healthcare Summit.

Title: Your New #1 Priority: What You Need To Know About Tackling Behavioral Health Issues

Speakers:
- Thomas Parry, Ph.D., President, Integrated Benefits Institute
- Dr. Jennifer Schneider, Chief Medical Officer, Castlight Health

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Your New #1 Priority: What You Need to Know About Tackling Behavioral Health Issues - Castlight Health

  1. 1. Your New #1 Priority: What You Need to Know about Tackling Behavioral Health Issues Jenny Schneider, M.D., M.S. Chief Medical Officer Castlight Health Brian Gifford, Ph.D. Director, Research & Development Integrated Benefits Institute
  2. 2. Hillary Clinton Promises to Tackle ‘Quiet Epidemic of Substance Abuse _____________________ ____ ____________________ Germanwings Crash: Lubitz Told Lufthansa in 2009 of ‘Severe Depression’ _____________________ ____ ____________________ Demi Lovato Launches New Mental Health Awareness Campaign, “Be Vocal: Speak Up for Mental Health NFL Player Brandon Marshall Speaks out on Tackling Stigma of Mental Illness _____________________ ____ ____________________ Crystal Lake Speakers Talk Heroin Epidemic in Chicago Suburbs, Tips to Fight Drug Abuse ________________________________________________ _________________ _________________ _________________ _________________
  3. 3. Behavioral health disorders among most prevalent. Most of those suffering go untreated 25% of employees have a diagnosable mental health issue Sources: National Study on Drug Use and Health, OAS, SAMHSA, HHS, 2009. Workplace Mental Health, The Standard, 2013.
  4. 4. Sources: National Study on Drug Use and Health, OAS, SAMHSA, HHS, 2009. Workplace Mental Health, The Standard, 2013. Behavioral health disorders among most prevalent. Most of those suffering go untreated >70%of impacted employees go untreated
  5. 5. What employees are searching for Primary care for adults Obstetrics and Gynecologic Care Dermatologist Visit Eye Doctor Visit Psychological and Psychiatric Care4 1 2 3 5
  6. 6. Stress Substance abuse Caregivers DepressionComorbid conditions
  7. 7. What Behavioral Health Means to EmployersBrian Gifford, Ph.D. Director, Research & Development Integrated Benefits Institute
  8. 8. About IBI National, not-for-profit organization representing 1,100 organizations with 20 million employees • Business value of workforce health Linking absence, employee performance and productivity to business metrics. • Better measurement Providing practical measurement strategies for linking employee health, care delivery and business outcomes. • Modeling tools To give employers a way to estimate the economic burden of illness when they don’t have all the data. • Practical evidence Using case studies to show employers what leading employers have done and how they’ve done it.
  9. 9. A New Employer Setting •ACA: Transition from tactics to strategy •Show the C-suite the value of improved workforce health •Dead end: attempting to control claims costs in separate program silos •Looking for new strategies to improve workforce health, reduce lost time, enhance productivity and impact business •Limited data, time and dollars
  10. 10. What I’ll cover • What’s at risk for employers: the economic impact of poor health • Behavioral health issues from the employee’s view • The productivity impact of behavioral health
  11. 11. What’s at Risk Economically for Employers?
  12. 12. Modeling the Economic Impact of Poor Health Employer: 10,000 Life Hospital System
  13. 13. Model data sources Nicholson, Pauly, Polsky, et al.
  14. 14. Case profile Professionals Service WorkersFemale Age 35-54 Employer: 10,000 life hospital system
  15. 15. 63,600 Days of Illness-Related Absence 0 5 10 15 20 25 30 35 Sick days Short Term Disability Long Term Disability Workers' Comp FMLA (stand alone) Thousands Unpaid absences - 23.0K days Paid absences - 40.6K days
  16. 16. Employers Incur Lost Productivity Costs for Each Absence • Wage replacement payments • Lost revenues and excess compensation costs to the extent that: • It is difficult to find equivalent substitutes for absent employees • Employees have time sensitive outputs • Team productivity depends on an employee who is absent • For hospitals, additional costs are about 45% higher than daily wages ** Source: Sean Nicholson, Mark Pauly, et al., "Measuring the Effects of Work Loss on Productivity with Team Production," Health Economics 15: 111-123 (2006).
  17. 17. Wage replacements and lost productivity for illness-related absences cost almost $21M $0 $2 $4 $6 $8 $10 $12 Sick days Short Tem Disability Long Term Disability Workers' Comp FMLA (stand alone) Millions Productivity lost - $8.1M Wage replacement payments - $12.8M
  18. 18. What about reduced performance? 79% of this workforce is estimated to have at least one of 26 chronic illnesses. 2.3% of each workday is lost to underperformance for chronically-ill employees, compared to employees with no chronic illness. $16.3 million in lost productivity due to presenteeism of chronically-ill employees. On top of $20.9 million for absence lost productivity
  19. 19. 100% 22% 14%Medical/pharmacy Wage replacements Distribution of costs for employees: Healthcare as silo bv
  20. 20. Distribution of costs for employees: Adding payments to absent workers 73% 27% 14%Medical/pharmacy Wage replacements
  21. 21. Distribution of costs for employees: Adding absence lost productivity 62% 23% 15% Medical/pharmacy Wage replacements Absence lost productivity
  22. 22. Distribution of costs for employees: Including reduced performance 48% 18% 11% 23% Medical/pharmacy Wage replacements Absence lost productivity Performance lost productivity
  23. 23. The bottom line for this employer 63,600 illness-related absences per year $20.9 million in resources are unavailable for productive use because of illness-related absences $16.3 million in reduced performance – presenteeism $1.08 in lost productivity costs for every dollar spent on medical and Rx treatments
  24. 24. Behavioral Health Issues from the Employee’s View
  25. 25. Self-Reported Conditions in HPQ/HPQ-Select Depression Chronic fatigue Anxiety Allergies/hay fever Chronic back/neck pain Obesity Heartburn/GERD Chronic sleeping problems Irritable bowel disorder Headaches Migraine Chronic pain Arthritis High cholesterol Hypertension Urinary/bladder issues Asthma Diabetes Cancer Coronary heart disease Ulcer Bronchitis/emphysema COPD
  26. 26. Behavioral Health Issues are Common 43% 17% 34% 40% 7% 2% 5% 2% 9% 12% 10% 4% 16% 14% 16% 6% Depression 57% untreated Chronic Fatigue 83% untreated Anxiety 66% untreated Chronic sleeping problems 61% untreated %ofallemployees Untreated In treatment 57% untreated 83% untreated 66% untreated 61% untreated
  27. 27. Behavioral Health Issues are Complex 5.1 5.5 4.8 5.9 0 1 2 3 4 5 6 Depression Chronic fatigue Anxiety Chronic sleeping problems #ofadditionalconditions
  28. 28. Behavioral Health Issues are Costly $0 $2 $4 $6 $8 $10 $12 Millions Absence Performance
  29. 29. IBI Condition Profiles
  30. 30. $0 $20,000 $40,000 $60,000 $80,000 $100,000 Metabolic syndrome Depression Heart conditions Low back pain Cancer Costs per 100 EEs Comparing Chronic Conditions Depression Sick Days Performance Short Term Disability Days Long Term Disability Days Workers’ Compensation Medical Treatments
  31. 31. How Can HR & Benefits Professionals Make the Case?  Communicate the prevalence of behavioral health issues in your workforce  Especially from the employee’s perspective  Understand corporate leaders’ strategic vision  What metrics do they value?  How does high-performing human capital fit in?  Get condition-specific reports form your vendors on the same basis  Make a business case for your need to integrate data across programs at the employee level
  32. 32. Questions?
  33. 33. Thank You

Hinweis der Redaktion


  • Top 5 Education Page Views:

    1) Behavioral Health Conditions – Anxiety, Depression, Psychological & Psychiatric Care
    2) Adult Primary Care
    3) Referenced Based Benefits
    4) Pricing
    5) Lower Back Pain
  • Slide: Prevalence
    Castlight has been interested in behavioral health for a couple of years now, and there are a few reasons for this.
    First, BH is one of the most prevalent conditions for the employee population. About one in four employees has a diagnosable MHSA condition and 70% of those employees are undiagnosed and untreated
    What gets less attention, but is just as impactful is the prevalence of your members who are dealing with extreme levels of stress, which ultimately contribute to health problems and lost productivity at work. In fact, the American Psychological Association found that 33% of Americans are living with extreme stress. Overall, 44% of Americans stated that they need help managing their stress. When we take this broader view of behavioral health, it’s a disorder that is affecting nearly 50% of your population.
    2) As we’ll see in a couple of slides, the spend associated with BH conditions is massive.
    3) A third reason is that BH conditions lend themselves to being addressed by new technologies. The core of BH care is therapy, which is a conversation, and exercises. All of that can be done remotely. Much of it can even be done successfully without a face to face provider – sometimes even more successfully.
    4) Finally, we know that our users are looking to us for help in Castlight already. Typically engagement is the big barrier for BH vendors. In our platform, psych/psych care is already the fifth most searched service. Anxiety is our number 1 most viewed clinical education page. Depression is our 5th most viewed clinical educational page. Our users feel that CL is a trusted and confidential place to learn about care for sensitive conditions.
    In addition, most of those employees who need help are not getting it. Some of the key barriers to care, including access, cost, awareness, and mindset. We’ll come back to these barriers a few times today.
  • Our users are voting with their searches and clicks.

    Psychological and Psychiatric Care is actually the fourth most common search from a count perspective. (It's 10th most common if you look at distinct users.)
  • Technologies have been proven to help with BH issues.
    This CBT video demonstrates the possibilities of using BH technology.

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