Worksite Wellness Program Research Articles

\u201cWorking on Wellness:\u201d protocol for a worksite health promotion capacity-building program for employers

BackgroundIn the United States, worksite wellness programs are more often offered by larger employers. The Massachusetts Working on Wellness (WoW) program is an innovative, statewide capacity-building model designed to increase the number of smaller employers (200 or fewer workers) adopting health promotion initiatives. This article describes the WoW program design and approaches to recruitment, implementation, and evaluation.Methods/designWoW provides employer training, technical assistance and seed funding, utilizing a Wellness Program Development framework based on recognized good practices. For-profit employers with 200 employees or fewer are eligible for and encouraged to apply for a Massachusetts Small Business Wellness Tax Credit. During the phase described in this paper, employer organizations applied to the program and committed to designating a champion responsible for program implementation. Interventions were to include policy and environmental supports, as well as those targeting individual behavior change through raising awareness and education. Supports provided to employers included seed grants for qualifying activities (up to $10,000 with matching required), community linkages, data collection and organization-specific feedback tools, an on-line curriculum supplemented with technical assistance, and an expert webinar series. Data collection at multiple time points, from the initial application through program completion, provides information for evaluation of recruitment, planned and completed activities.DiscussionThis model is grounded in literature on good practices as well as in local knowledge about Massachusetts employers. It does not directly address the influence of working conditions, which can affect both worker participation and health behaviors. Implementation may be less successful with some organizations, such as those with many workers who are part-time or geographically distributed rather than in a centralized physical location. Program evaluation will assess the extent to which WoW achieves its goals. The data are expected to increase understanding of the needs of smaller employers and industries not traditionally implementing employee wellness programs.

Foods and Beverages Obtained at Worksites in the United States

BackgroundNutrition interventions are a common component of worksite wellness programs and have been recognized as an effective strategy to change employee dietary behaviors. However, little is known about worksite food behaviors or the foods that are obtained at workplaces at the national level. ObjectiveThe aims were to examine the frequency of and the amount of money spent obtaining foods at work among employed US adults, to determine the foods most commonly obtained at work, and to assess the dietary quality of these foods. DesignThis is a cross-sectional analysis of data from the US Department of Agriculture Food Acquisition and Purchasing Survey, a nationally representative household survey conducted from April 2012 through January 2013 on food purchases and acquisitions during a 7-day study period. ParticipantsThe study included 5,222 employed adult Americans. Main outcome measuresThe study assessed the prevalence of obtaining any foods at work overall and according to sociodemographic subgroups, number of acquisitions and calories obtained, most commonly obtained foods and leading food sources of calories, and 2010 Healthy Eating Index (HEI) scores that represent dietary quality. Statistical analyses performedPrevalence estimates of obtaining ≥1 foods at work were compared according to sociodemographic characteristic using χ2 tests. ResultsNearly a quarter (23.4%) of working adults obtained foods at work during the week, and the foods they obtained averaged 1,292 kcal per person per week. The leading food types obtained included foods typically high in solid fat, added sugars, or sodium, such as pizza, regular soft drinks, cookies or brownies, cakes and pies, and candy. HEI scores suggest that work foods are high in empty calories, sodium, and refined grains and low in whole grains and fruit. ConclusionsWorking adults commonly obtain foods at work, and the foods they obtain have limited dietary quality. Future research should examine the role worksites can play to help ensure access to and promote healthier options.

The Impact of Lifestyle Modification on Cardiometabolic Risk Factors in Health-Care Employees With Type 2 Diabetes.

Diabetes imposes a significant economic burden on employers, particularly when including productivity costs. Given the great interest on multicomponent lifestyle interventions in these individuals, we assessed the short-term and long-term efficacy of a structured lifestyle modification program, My Unlimited Potential, among employees with diabetes of Baptist Health South Florida (BHSF), a large non-for profit health-care system. This is a pre- and post-effectiveness of a workplace health promotion program. Worksite intervention at BHSF. The study analyzed the data of 93 employees with diabetes involved in a worksite wellness program after completion of a year long program. The intervention was an intense lifestyle modification program that was targeted to the individual needs of the participants. Cardimetabolic risk factors such as body mass index (BMI), weight, systolic blood pressure, diastolic blood pressure, glycated hemoglobin, total cholesterol, triglycerides, high-sensitivity C-reactive protein, low-density lipoprotein, high-density lipoprotein, and maximal oxygen consumption. Paired 2-sample t tests for means and descriptive statistics were used. A mean decrease of 0.6 percentage points was observed in HbA1c values from baseline to 12 months. Weight, BMI, blood pressure, and lipid profile improved significantly after 12 months. This study suggests worksites with existing health promotion programs, and health-care staff can effectively deliver a diabetes prevention program that appears to have a long-term impact on employee health.

Health and Wellness Coaching Implemented by Trainees: Impact in Worksite Wellness.

BackgroundLifestyle change programs have demonstrated encouraging improvements in the overall well-being of participants in clinical, worksite, and university settings. However, the majority of published research utilizes accredited, professional health coaches. This study seeks to establish the efficacy of health and wellness coaching implemented by coaching trainees in a workplace/university framework.MethodsUniversity faculty, staff, and students were recruited (n = 74) to participate in an 8-week health and wellness coaching program comprised of 3 coaching sessions. The wellness coaches were undergraduate students enrolled in a university Health and Wellness Coaching practicum course. Participants reported satisfaction in 12 wellness dimensions. Their satisfaction scores were used as proxy to encourage them to focus their behavior change within 1 or more of 12 wellness dimensions. The self-reported wellness dimension scores were recorded at baseline, and subsequent changes in the selected dimension scores were evaluated. The control group received telephonic and video conference-based coaching, while the intervention group participants were also offered face-to-face coaching and social-embedded support.ResultsParticipants most frequently selected to work on 2 of the 12-wellness dimensions. No differences between groups were found in the initial wellness scores. A statistical analysis was performed on dimensions with 20 or more responses to determine whether the intervention (social support), coaching session, and other variables had a significant impact. A mixed model adjusted on group, coaching session, coaching trainee, and participant was performed. The eating/nutrition and thinking wellness dimensions exhibited a significant positive change in wellness scores in both groups (P < .001 and P < .0143, respectively).DiscussionAn increase in eating/nutrition and thinking wellness scores in both groups suggests that the coaching trainees were effective in motivating change to boost participants’ well-being. The results justify further research to evaluate the cost-effectiveness, approaches, and efficacy of coaching trainees in worksite wellness programs.

Evaluation of Worksite Wellness Nutrition and Physical Activity Programs and Their Subsequent Impact on Participants' Body Composition.

Background Adult obesity is globally recognized as a public health concern. As adults spend most of their weekdays at work, worksite wellness programs may include topics of nutrition education and physical activity to improve an employee's body composition. However, results are inconsistent with the impact they have on employees' body composition. Objective The purpose of this systematic review was to evaluate worksite wellness nutrition and physical activity programs and their subsequent impact on participants' body composition. Methods Extraction of articles was completed through 4 databases: PubMed, CINAHL, SCOPUS, and PsycINFO using keywords such as “nutrition and physical activity interventions/programs” and “weight.” A 9-point inclusion criterion was established. Evaluation of the articles was assessed using the Academy of Nutrition and Dietetics Evidence-Based Manual. Results A total of 962 articles were identified. Twenty-three met the inclusion criterion. Seventeen studies resulted in a change in body composition (e.g., decreased BMI (kg/m2), waist circumference, and body fat percentage), and six studies did not show any changes. Programs that had professionals frequently interact with participants, regardless if the interactions were done daily, weekly, or monthly, led to a change in body composition. Additionally, programs that incorporated a motivation theory and provided content relevant to participants' needs resulted in a change in body composition. Conclusion Evidence supports that future worksite wellness programs that are designed using a motivational theory and content that is created relevant to participants' needs and that has frequent interactions with participants may result in a change in body composition.

The Relationships Between Physical Activity and Cardiometabolic Risk Factors Among Women Participating in a University-Based Worksite Wellness Program.

Associations between changes in physical activity (PA) and cardiometabolic risk factors among women with overweight/obesity enrolled in a university-based worksite wellness program (WWP) were examined. Data from 173 women who completed a 26-week WWP were analyzed retrospectively. Participants completed diet and PA assessments and received client-centered diet/lifestyle counseling at baseline, and 12 and 26 weeks thereafter. Anthropometrics, blood pressure, and total cholesterol were measured; PA was self-reported using the International Physical Activity Questionnaire-short form at each visit. Significant improvements in anthropometrics (P < 0.001), blood pressure (P < 0.001), total cholesterol (P = 0.014), and PA (P = 0.007) were found at 26 weeks. In adjusted linear regression models, a 10 metabolic-equivalent-minute increase in PA was associated with 0.01% corresponding decreases in weight and waist circumference. Among women who completed this WWP, increased PA was associated with reductions in anthropometric measures.

A qualitative study of facilitators and barriers to implementing worksite policies that support physical activity

BackgroundPhysical inactivity is associated with several chronic diseases that are costly to society, employers, and individuals. Workplaces are a common location for physical activity (PA) initiatives because of the amount of time individuals who are employed full time spend at work. This research examined a statewide worksite wellness program, the Healthiest Maryland Businesses (HMB) program, to fill an important gap regarding the facilitators for and barriers to implementing workplace policies that support PA.MethodsIndividual telephone interviews were conducted in December 2015 with six HMB Coordinators and their supervisor, and from August through October 2016 with a purposeful sample of 15 businesses of various sizes from across Maryland, to learn about the role of leadership, and successes and challenges of implementing PA programs and policies. The sample of businesses was intentionally selected to capture perspectives from a range of businesses. Interviews were recorded and professionally transcribed. Descriptive coding was used to identify dominant themes that addressed the study aims and research questions.ResultsPA was not described as a priority for several large and small businesses. To garner more support for PA, interviewees emphasized associating PA initiatives with measures the businesses care about, such as health care costs from claims data. Small businesses also described having a need for PA programming yet reported having significant resource constraints. There was a strong interest in developing guidance for implementing PA break policies, which was mentioned as a critical support for workplace PA promotion. More commitment and investment of resources from leadership, and an engaged wellness committee with company representation at all levels and roles, were identified as vital for impactful programs.ConclusionsMost businesses are implementing PA programs with limited policy supports, which was mentioned as a barrier. Successful implementation of workplace wellness programs broadly, and PA initiatives specifically, are achievable through leadership buy-in, employee input, and policy supports, along with highlighting the economic benefits for businesses.

Perceived Health Status in Rural Manufacturing Workers.

Manufacturing workers comprise 8.8% of the total U.S. workforce representing a sizable population for disease prevention and health promotion by occupational health nurses within worksite wellness programs. The purpose of this study was to examine the relationship between perceived health status and objective health status including existing chronic disease among rural manufacturing workers. Rural manufacturing workers ( n = 114) completed a general health survey and consented to a retrospective chart review. All were participants in a direct incentive wellness program with biometric data available. The majority of participants were males between the ages of 46 and 60 years, and nearly half of the sample had a college degree. A statistically significant difference was observed between number of chronic diseases and lower perceived health status. These findings have implications for occupational health nurses and other health care providers to identify workers at risk for chronic illness through self-perceived health status assessment.

The Impact of Worksite Wellness Programs by Size of Business: A 3-Year Longitudinal Study of Participation, Health Benefits, Absenteeism, and Presenteeism.

Worksite wellness programs (WWP) may positively impact employee health, medical expenditures, absenteeism, and presenteeism. However, there has been little research to assess the benefits of WWP in small businesses. The purpose of this study is to prospectively evaluate changes in health, absenteeism, and presenteeism for employees who participated in a WWP. We conducted an observational, 3-year cohort study of 5766 employees from 314 businesses of differing sizes. We followed two cohorts of employees, who completed at least two annual health risk assessments (HRA) between May 2010 and December 2014. Changes from baseline to the first and second follow-up periods were assessed for chronic and non-chronic health conditions, absenteeism, and presenteeism. Small business employees were more likely to participate in the WWP than were employees from large businesses. Changes in chronic and non-chronic health conditions varied by size of business, with small business employees showing improvements in stress, overall health, depression, smoking status, vegetable and fruit consumption, and physical activity, and in their perceptions of job health culture. In contrast, large business employees experienced improvements in stress, vegetable consumption, and alcohol use. No changes in absenteeism or presenteeism were observed. Small businesses achieve higher employee participation rates and more health improvements when compared to employees from large employers. Findings suggest that small businesses may gain the most from a WWP.

Prescription Claims According to Wellness Program Participation for an Insurance Company in the United States

Abstract Objective: To identify the number and total cost of prescription claims for a US insurance company by wellness program participation, baseline health, age, and sex. Methods: This is a retrospective analysis of 2250 individuals continuously employed from 2014 through 2016. Results: In 2014, ages ranged from 22 to 85 (M = 48.7, SD = 11.2), with 71.5% women. Program participation was 20.8% in 2014, 12% in 2015, and 27.5% in 2016, 37.2% overall. Participation was inversely related to age and greater in women (41.4% vs. 25.7%). Employees in the best and worst health at baseline went on to earn the fewest number of wellness participation points. The percent of employees filing one or more pharmacy claim was 79.9% in 2014, 82.4% in 2015, and 83.1% in 2016. Those filing a pharmacy claim were significantly older and more likely women. Number of claims and total cost of claims increased with increasing baseline medical costs. Change in the number of claims and the total cost of claims is positive, increasingly so with poorer baseline medical costs. Age, sex, and wellness program points earned are not significant in the models. Conclusion: Wellness program participation decreases with age, is higher in women, and is greatest among those with moderate baseline medical costs. Number and cost of pharmacy claims is not associated with program participation. Change in number and cost of pharmacy claims is not associated with program participation. Keywords: Biometric Screening; Health Risk Assessment; Pharmacy Claims; Worksite Wellness Program Acronyms MCSIG : Municipalities, Colleges, Schools Insurance Group M : Mean SD : Standard Deviation Pr : Probability CI : Confidence Interval

Adverse Health Outcomes Among Industrial and Occupational Sectors in Michigan.

IntroductionWe used data from the Michigan Behavioral Risk Factor Surveillance System (MIBRFSS) to estimate the prevalence of adverse health outcomes by industry and occupation and to examine the association of adverse health outcomes with industry and occupation while controlling for demographics and personal lifestyle behaviors.MethodsWe calculated the prevalence of adverse health outcomes by industry by using data from the 2013–2015 MIBRFSS. Adjusted prevalence of adverse health outcomes was calculated by industry and occupation by using logistic regression for survey design, adjusting for demographics and health behaviors, and was compared with the overall prevalence in all industries and occupations.ResultsThree industries had a significantly higher prevalence of current asthma, diabetes, and depression compared with prevalence among workers employed in all industries. After controlling for confounding factors, only Health Care and Social Assistance had significantly higher prevalence of a health outcome, depression (20.1%). Three occupations had significantly higher prevalence of chronic obstructive pulmonary disease, current asthma, depression, high blood pressure, and diabetes compared with workers employed in all occupations. After adjusting for all confounding factors, only one occupation, protective service, had a significantly higher prevalence of high blood pressure (37.3%) and diabetes (12.8%).ConclusionAdverse health outcomes varied significantly by industry and occupation in Michigan. Employers, policy makers, and health promotion practitioners can use results based on BRFSS to target and prioritize worksite wellness programs. MIBRFSS data also suggested the need for further research to identify why some industries had higher risks for diabetes, hypertension, and depression after controlling for covariates.

Improved Self-Acceptance, Quality of Life, and Stress Level from Participation in a Worksite Yoga Foundations Program: A Pilot Study.

Yoga is increasing in popularity in the United States and across the globe. However, most yoga programs are provided outside the worksite; although many companies offer worksite wellness programs, at present there is limited documentation regarding the potential benefits of participating in a worksite yoga program. Therefore, the purpose of this project was to examine the potential effect of a worksite yoga program on self-acceptance, quality of life, and perceived stress. A prospective cohort pilot study that examined a structured worksite yoga program was designed and tailored to individuals new to yoga. The 8-week Yoga Foundations program was conducted at an academic medical center's worksite wellness center with 86 subjects. Outcome measures were the 36-item Self-Acceptance Scale; a six-item quality-of-life measure that assesses overall, social, mental, physical, emotional, and spiritual well-being; and the ten-item Perceived Stress Scale. Participants demonstrated significant improvement in their overall self-acceptance ( p < 0.001), quality of life ( p < 0.001), and perceived stress ( p < 0.001) levels. They also highly rated the yoga instructors and the weekly format of the program. Participation in a Yoga Foundations program was associated with improvements in self-acceptance, quality of life and stress levels in worksite wellness center members. Future studies should use randomized designs and examine other wellness domains to learn more about the potential benefits of worksite yoga programs.

A Review of the Impacts of Different Approaches for Diabetes Prevention and a Framework for Making Investment Decisions.

This paper selectively reviews the economic research on individual (i.e., diabetes prevention programs and financial rewards for weight loss) and population-wide based diabetes prevention interventions (such as food taxes, nutritional labeling, and worksite wellness programs) that demonstrate a direct reduction in diabetes incidence or improvements in diabetes risk factors such as weight, glucose or glycated hemoglobin. The paper suggests a framework to guide decision makers on how to use the available evidence to determine the optimal allocation of resources across population-wide and individual-based interventions. This framework should also assist in the discussion of what parameters are needed from research to inform decision-making on what might be the optimal mix of strategies to reduce diabetes prevalence.

Participants’ Perspectives of a Worksite Wellness Program Using an Outcome-Based Contingency Approach

Worksite wellness programs in the U.S. are increasingly common. Social workers in healthcare and administration should familiarize themselves with the various wellness programs and the impact they have on workers and organizations. This study examined a worksite wellness outcome-based contingency approach (WWOCA). This approach bases individual employee health insurance discounts on each participant achieving biometric goals. A mixed-method explanatory approach was used. Quantitative health measures of participants (n = 397) and six focus group discussions (n = 45) were conducted using a convenience sample. Results indicate that over half of the participants met their work-based health goals (i.e., body measurements at the average or excellent rankings) with increases from 56% in year one to 87% in year two and 90% by year three. However, focus group participants expressed a high sense of failure in relation to health goal attainment, frustration with loss of the financial incentive, and stress and anxiety linked to negative feedback about their body measurements. These results suggest that many participants’ self-worth was negatively impacted when participants had difficulty conforming to worksite wellness standards. Social workers in healthcare and administration will need to advocate for worksite wellness programs that promote human dignity and avoid discriminating based on employee health status.

Effect of Health Plan Financial Incentive Offering on Employees with Prediabetes

BackgroundPrediabetes may be improved or reversed with lifestyle interventions. A worksite wellness program offering financial incentives for participation may be effective in improving the health of employees with prediabetes. We studied the effect of employee health plan financial incentives on health outcomes for employees with prediabetes. MethodsWe conducted a retrospective cohort study using electronic medical record data from January 2008 to December 2012. Our study participants were employees with prediabetes and propensity-matched non-employees with prediabetes and commercial health insurance, all receiving care within one health system. Exposures included fixed annual financial incentives for program participation and later a premium discount divided between program participation and achievement of goals. We used longitudinal linear mixed models to assess yearly changes in glycosylated hemoglobin (HbA1c), weight, and low-density lipoprotein cholesterol in employees versus non-employees. We also compared outcomes of employees by ever- versus never- program participant status. ResultsOur study population included 1005 employees and 1005 matched non-employees. The yearly reduction in HbA1c for employees versus matched non-employees did not differ in 2008-2010 but was greater in 2010-2012, when incentives were tied to program participation as well as achievement of goals (−0.10% vs −0.08 %, respectively; P for difference in change [DIC] = .01 from 2010 to 2012). Analyses from both periods showed that employees lost more weight per year than matched non-employees (−1.85 vs −0.21 lb [1 lb=0.45 kg] from 2008 to 2010; P for DIC < .001 and −2.35 vs −0.65 lb from 2010 to 2012; P for DIC < .001). Employees who participated in disease management lost more weight than those who did not (−2.14 vs 0.79 lb yearly before 2010 and −2.82 vs −0.91 after January 1, 2010, P for DIC < .01 and < .001, respectively). ConclusionA worksite wellness program offering health plan financial incentives for participation and outcomes was associated with improvements in weight and HbA1c.

Health and Nutrition-Related Characteristics of Faculty and Staff Who Received Services at the Nutrition Assessment Laboratory: Part of Ball State University's “Working Well” Worksite Wellness Program

Participants will gain an understanding of the health and nutrition characteristics of university employees engaged in a worksite wellness programs and their current stage of change for various health habits.

Association Between Employee Dental Claims, Health Risks, Workplace Productivity, and Preventive Services Compliance.

This study examined differences in health risks and workplace outcomes among employees who utilized preventive dental services compared with other employees. A retrospective observational study of employees of a large financial services corporation, with data from health risk appraisal questionnaires, medical claims, pharmacy claims, and dental claims. Employees with no dental claims were significantly more likely to have a variety of health risk factors (such as obesity and tobacco use), health conditions (such as diabetes), absenteeism, and lost on-the-job productivity, and were significantly less likely to be compliant with clinical preventive services compared with those with preventive dental claims. Employees with preventive dental claims had fewer health risks and medical conditions and better health and productivity measures. Study employees underutilized free dental care; employers should incorporate preventive dental care awareness into their worksite wellness programs.

Changes in Behaviors and Outcomes Among School-Based Employees in a Wellness Program

To examine the health behavior changes and mental-health and job-related outcomes of school-based employees over 2 years while participating in a worksite wellness program. All participants in this analysis (n = 1,873) were employees of a large public school district in the western United States and voluntarily enrolled in a comprehensive wellness program. Exercise level, fruit and vegetable consumption, restful sleep, smoking, alcohol consumption, self-rated health, mental health-related outcomes (stress, depression, life-satisfaction, and loneliness), and job-related outcomes (job performance, absenteeism, job-related satisfaction) are reported. There was an increase in days and minutes/week exercised, fruit/vegetable consumption, days per week of restful sleep, and a decrease in alcohol consumption (ps < .037) over 2 years. Among those who reported smoking, the number of days smoked increased after 1 year but then dropped below baseline levels at year 2 (p < .0001). Several mental health-related outcomes improved (ps < .033); however, job performance was slightly lower (↓ 2%), and the other job-related outcomes were unchanged. School employees may benefit from a comprehensive worksite wellness program, particularly to improve health behaviors. However, mental health and job-related outcome results were mixed over 2 years.

Goal Setting, Past Performance and Behavioral Outcomes in a Worksite Wellness Program

We examined the Walk Across TN (WAT) program, offered as a worksite wellness program for University of Tennessee (UT) Extension and Tennessee State University (TSU) Extension employees. WAT is an eight‐week virtual walk across the state, wherein participants form teams of six persons and log their physical activity as miles of walking. The objective of this study was to examine the association between goal setting, past performance in terms of physical activity level, and physical activity outcome during the first four weeks of the program. Participants were recruited from individuals who were registered in the WAT program. Physical activity level was assessed by the International Physical Activity Questionnaire, and categorized as compliers (moderate/high level), and non‐compliers (low level). Participants set their physical activity goal, at baseline, and reported their physical activity on a weekly basis, during the program. Accordingly, we calculated the percentage of the goal achieved during the program. Regression analyses were used to examine the association between weekly physical activity level, self‐set goal and past performance. Models were controlled for age and education. A total of 52 employees (90% female) participated in this study. At baseline, 25 individuals (48%) reported a low level of physical activity, i.e., non‐compliers. During the program, the reported physical activity level, as % of the baseline goal, ranged from −45% to 347% (median = 73%), with no significant difference between compilers and non‐compliers; mean (95% Confidence Interval): 66% (−7%, 140%) vs. 101% (32%, 169%), respectively, p = 0.15. In addition, participants who were compliant with physical activity guidelines at baseline vs. non‐compliers did not differ significantly in terms of the average weekly physical activity level; least‐squares mean (standard error): 18 (4.9) vs. 14 (4.5), p = 0.16. In conclusion, participants with low level of physical activity may benefit from behavioral strategies that improve their motivation, such as group support and goal setting.Support or Funding InformationUniversity of Tennessee Extension, Department of Family and Consumer Sciences

Abstract MP005: Do Worksite Wellness Programs Improve Dietary Behaviors and Adiposity? A Systematic Review and Meta-analysis

Introduction: Worksites are promising venues for promoting health, given considerable time spent at work and opportunities for environmental change. Yet, the impact of worksite wellness programs (WWPs) on diet and adiposity, as well as the most relevant WWP components, are not established. Methods: Following MOOSE and PRISMA guidelines, we conducted a systematic review and meta-analysis of the impact of multi-component WWP trials (RCT or quasi-experimental) on diet and adiposity. Data were extracted in duplicate and pooled using inverse variance random effects meta-analysis. Pre-specified sources of heterogeneity (study design, world region, worksite type, duration, WWP components) were analyzed by meta-regression and subgroup analysis. Funnel plots, Begg’s, and Egger’s tests evaluated potential publication bias. Results: From 6612 abstracts, we identified 48 studies assessing WWPs and diet or adiposity. Most were in the US (54%) or Europe (23%), with diet (64%) and exercise/weight loss (20%) as main targets. Intervention components were variable (Figure). Most common outcomes were intakes of fruits and vegetables (F&amp;V) (19 studies), total fat or fat subtypes (18), and dietary fiber (4); and BMI (35) and waist circumference (WC) (10). Median duration was 12 months (range: 1-48 mo). In pooled analyses, WWP increased intake of F&amp;V, especially fruits (Figure). Significant effects were not identified for dietary fiber, total fat, or fat subtypes. WWP also reduced BMI (Figure) and WC (-2.03 cm, 95% CI:-3.88,-0.20). Trial duration significantly modified effects on BMI (&lt;12 mo duration: -0.64 kg/m 2 ; 12+ mo: -0.16 kg/m 2 ; P-interaction=0.046); but not WC or F&amp;V intake. Additional findings for heterogeneity, including WWP components, and publication bias will be presented. Conclusions: These novel findings support effectiveness of WWP for increasing F&amp;V and reducing BMI and WC.