Factors Influencing Participation in Worksite Wellness Programs Among Minority and Underserved Populations

Thompson, Sharon E; Smith, Brenda; Bybee, Ronald F.

doi:10.1097/00003727-200507000-00007

Cited by 53 publications

(41 citation statements)

References 8 publications

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“…There is some evidence that this targeted approach has advantages over general workplace health promotion programmes as encouragement from peer health champions can be directed at those most in need and reach and engage them effectively (17). Furthermore broad health promotion programmes at work may not reach those at highest risk (25). However, our data suggest that a targeted approach comes at a cost to PPAC motivation when encouragement to exercise is rebuffed repeatedly.…”

Section: Theme 2: Valuable Characteristics Of Ppacsmentioning

confidence: 77%

The role of peer physical activity champions in the workplace: a qualitative study

Edmunds

Clow

2015

Perspect Public Health

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Conclusions:The results indicate that it is feasible to incorporate PPACs into SME based physical activity interventions. Given the importance that participants attached to feeling part of a group of individuals with a common aim of increasing their physical activity, it is recommended that PPAC training includes suggestions for facilitating social connections between colleagues. Sensitivity is required when initiating and engaging in conversations with colleagues about increasing their 3 physical activity and therefore brief motivational interviewing training may be helpful for PPACs. Programmes should ensure PPACs themselves are provided with social support, especially from others in the same role, to help sustain motivation for their role. These findings will be useful to health-promotion

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Section: Theme 2: Valuable Characteristics Of Ppacsmentioning

confidence: 77%

The role of peer physical activity champions in the workplace: a qualitative study

Edmunds

Clow

2015

Perspect Public Health

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“…Often, the most disadvantaged workers, who have the greatest need for preventive screenings, health promotion, and/or worksite wellness programs, have the least access and are the most reluctant to participate in these programs. 142,151 The fundamental causes of vulnerability are rooted in employees' daily lives and are most often beyond the scope of public health. 152 It would be beneficial for employers to engage with nontraditional partners to consider ways to reduce health disparities in communities and improve employee well-being overall.…”

Section: Additional Researchmentioning

confidence: 99%

Worksite Wellness Programs for Cardiovascular Disease Prevention

Carnethon¹,

Whitsel²,

Franklin³

et al. 2009

Circulation

217

137

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W ith Ͼ130 million Americans employed across the United States, workplaces provide a large audience for cardiovascular disease (CVD) and stroke prevention activities. Experience has shown that workplace wellness programs are an important strategy to prevent the major shared risk factors for CVD and stroke, including cigarette smoking, obesity, hypertension, dyslipidemia, physical inactivity, and diabetes. An estimated 25% to 30% of companies' medical costs per year are spent on employees with the major risk factors listed above. 1 Employees and their families share the financial burden through higher contributions to insurance, higher copayments and deductibles, reduction or elimination of coverage, and trade-offs of insurance benefits against wage or salary increases. When programs are successful, their influence extends beyond the individual workers to immediate family members, who are often exposed to their favorable lifestyle changes. Worksite wellness programs that can reduce these risk factors can ultimately decrease the physical and economic burden of chronic diseases, including CVD, stroke, and certain cancers.The societal benefits of a healthy employed population extend well beyond the workplace. As such, comprehensive, culturally sensitive health promotion within the workplace can improve the nation's health. The Healthy People 2010 goal is for 75% of all worksites, regardless of size, to develop comprehensive wellness programming. 2 However, the development of comprehensive programs takes time and resources, especially for smaller employers. Because program development and initiation can be resource intensive, the American Heart Association (AHA) supports incremental efforts to achieve a comprehensive worksite wellness program to address CVD and stroke prevention and makes the following recommendations. Summary of Recommendations Components of Wellness Programs• A comprehensive program aimed at improving employees' cardiovascular and general health should include the following: Tobacco cessation and prevention, regular physical activity, stress management/ reduction, early detection/screening, nutrition education and promotion, weight management, disease management, CVD education that includes cardiopulmonary resuscitation and automated external defibrillator training, and changes in the work environment to encourage healthy behaviors and promote occupational safety and health.• Programming should be integrated into the organizational structure of the workplace by use of the following proven strategies: Health education that relies on existing valid sources and is focused on skill development that is consistent with employees' readiness to make behavior changes; initiatives that are incorporated into existing employee assistance programs; and voluntary worksite screening linkedThe 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 ...

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“…It has been also recognized the influence of a chronic disease on workers behavior. The ones, who are precisely affected, register fewer health promotion activities (Thompson et al 2005). This represents an important line of future research.…”

Section: Discussionmentioning

confidence: 88%

Integrated preventive care coverage effectiveness in high-risk worksites in Mexico

Rocha

Salinas-Martı́nez

Hernández

et al. 2010

Int Arch Occup Environ Health

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Overall IPC mean coverage effectiveness was 61.2% (95% CI 60.8-61.6), a value below satisfactory range limits. Results broken down by sex and age showed higher mean coverage effectiveness for adult working men than adult working women (p < 0.0001). Promotion of reproductive health was the IPC process with the lowest mean coverage effectiveness (51.8%; 95% CI 50.8-52.7), followed by the disease detection process (59.0%; 95% CI 58.4-59.6) and the disease prevention and control process (61.0%; 95% CI 60.5-61.5). Maintaining the health of the workforce poses a significant challenge for health services. Therefore, analysis of coverage effectiveness represents a useful tool for evaluating and reorganizing preventive medicine care at worksites.

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Factors Influencing Participation in Worksite Wellness Programs Among Minority and Underserved Populations

Cited by 53 publications

References 8 publications

The role of peer physical activity champions in the workplace: a qualitative study

The role of peer physical activity champions in the workplace: a qualitative study

Worksite Wellness Programs for Cardiovascular Disease Prevention

Integrated preventive care coverage effectiveness in high-risk worksites in Mexico

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