Employers are increasingly recognizing the importance of the Social Determinants of Health (SDOH) because they directly impact the well-being and productivity of employees. SDOH refer to the social, economic, and environmental factors that influence an individual's health outcomes. Essentially, daily burdens weighing an individual down that they bring to the workplace.
Bellin Health has embedded SDOH education, resources and referrals into our primary care protocols addressing risks through Care Team Member interactions. In addition, the Lifesaver Wellbeing Series brings awareness and education of SDOH to life through monthly educational content and live and on-demand sessions.
SDOH Risks Embedded into Bellin Health Primary Care:
- Alcohol Risk
- Daily Stress Risk
- Financial Resource Strain Risk
- Food Insecurity Risk
- Housing Risk
- Intimate Partner Violence Risk
- Physical Activity Risk
- Social Connections Risk
- Transportation Risk
Here's why employers are concerned about SDOH and how they can make an impact:
- Employee Health and Well-being: SDOH, such as access to quality healthcare, stable housing, nutritious food, and a safe environment, significantly influence an employee's health status. Employers understand that healthier employees are more likely to be productive, have fewer absences, and experience lower healthcare costs.
- Productivity and Performance: SDOH can affect an employee's ability to focus, be engaged, and perform well at work. For example, financial stress, inadequate housing, or lack of childcare can be distractions that hinder productivity. By addressing SDOH, employers can create an environment that supports employee well-being and enhances overall productivity.
- Retention and Recruitment: Companies that prioritize employee well-being and address SDOH are more likely to attract and retain top talent. Employees value employers who care about their holistic well-being and provide support beyond traditional healthcare benefits. A focus on SDOH can improve employee satisfaction and loyalty.
- Cost Containment: Addressing SDOH can help employers manage healthcare costs in the long run. By proactively investing in prevention, early intervention, and promoting healthy lifestyles, employers can reduce the need for expensive medical interventions and chronic disease management.
To make an impact on SDOH for employees, consider the following strategies:
- Comprehensive Benefits: Employers can offer robust healthcare coverage, including preventive care, mental health support, and access to wellness programs. They can also provide additional benefits like financial wellness programs, flexible work arrangements, and paid time off to address various SDOH factors.
- Health Promotion and Education: Employers can provide health education programs and resources that focus on healthy lifestyles, stress management, and financial literacy. This can empower employees to make informed choices and improve their overall well-being.
- Workplace Policies: Employers can establish supportive workplace policies that consider SDOH factors. This may include policies related to paid parental leave, flexible work schedules, accommodations for employees with disabilities, and anti-discrimination measures.
- Partnerships and Community Engagement: Employers can collaborate with community organizations, healthcare providers, and local agencies to address SDOH collectively. These partnerships can help identify and support employees' specific needs and promote community initiatives that positively impact health outcomes.
- Data Analysis: Employers can use data analytics to identify trends, patterns, and potential areas of concern related to SDOH among their employees. This data-driven approach can create targeted interventions and resource allocation to address specific social determinants.
By taking a holistic approach and considering SDOH, employers can create a healthier and more supportive work environment that positively impacts their employees' well-being, productivity, and overall satisfaction. We’re here to help.
