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Updated 9/1/10
Chronic Disease and End of Life Care
Why Employers Care
According to the World Health Organization, chronic diseases, such as heart disease, stroke, cancer, chronic respiratory diseases and diabetes, are by far the leading cause of mortality in the world, representing 60% of all deaths. Out of the 35 million people who died from chronic disease in 2005, half were under 70 and half were women.
Globally, chronic conditions are on the rise. Due to public health successes, populations are ageing and increasingly people are living with one or more chronic conditions for decades. Urbanization, adoption of unhealthy lifestyles, and the global marketing of health risks such as tobacco, are other factors contributing to an increase. Not only will chronic conditions be the leading cause of disability throughout the world by the year 2020; if not successfully managed, they will become the most expensive problems faced by individuals, employers, health care systems, and governments.
Chronic conditions also impact employees who are caring for their ill loved ones. Caregiving employees are more likely than other employees to go from full- to part-time status or leave the workplace altogether, and they also have higher health risk behaviors that may cost employers additional money in health care expenses or lost productivity. This is particularly relevant for those caring for a loved one who is at the end of their life and may require more intensive personal, medical and emotional support.
What Can Employers Do?
The most important risk factors for chronic disease are largely preventable and include poor diet, tobacco use, and reduced physical activity. Many employers have highly developed wellness and disease management programs to address these risk factors in their US populations and increasingly, multinational corporations are offering programs in other countries. Outside the US, organizations' top wellness priorities are to reduce absence and improve employee productivity, morale and safety. Fastest growing wellness program elements vary by region throughout the world but include health portals, onsite healthy lifestyle classes, and health fairs. Employers may also want to consider addressing the needs of their caregiving employees by utilizing their Employee Assistance Programs, offering support groups or eldercare programs, and providing work-life benefits such as flex time or telecommuting.
GHBI and Select Business Group Resources
- End of Life Care Outside the United States Report — September 1, 2010
This report covers several aspects of end of life care (health care payment structure, use of hospice/palliative care, caregiving, demographics and data on dying, regulations, and helpful resources) for each target country and includes several global resources.
- Addressing Diabetes in Mexico: A Guide to Wellness Resources — June 1, 2009
This publication outlines regional or Spanish-language resources employers can use to support wellness initiatives. This document includes links to sources for health education materials, data collection providers (Health Risk Assessment, productivity measures), and healthy food vendors. Please feel free to distribute this information within your company to anyone who might benefit from having more information about health, healthy lifestyles, diet and exercise.
- La Diabetes En México: Una Guía de Recursos de Bienestar — June 1, 2009
Este publicación enfoca en los recursos de la región empleadores pueden usar para apoyar iniciativos de bienestar. Este documento incluye conexiones a recursos de materiales de educación de salud, proveedores de colección de dato, y vendedores de comida saludable. Por favor siéntase libre de distribuir esta información dentro de su empresa a cualquier persona que podría beneficiarse de tener más información acerca de la salud, estilos de vida saludables, y dieta y ejercicio.
Other Resources
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