Worksite Health Research Articles

Worksite Wellness: Culture and Controversy

dean, Jefferson College of Population Health, Thomas Jefferson University, Philadelphia, Pennsylvania For more information about the concepts in this column, contact Dr. Nash at [email protected].

Improvements in Health Behaviors, Eating Self-Efficacy, and Goal-Setting Skills Following Participation in Wellness Coaching.

Purpose . This project examined potential changes in health behaviors following wellness coaching. Design . In a single cohort study design, wellness coaching participants were recruited in 2011, data were collected through July 2012, and were analyzed through December 2013. Items in the study questionnaire used requested information about 11 health behaviors, self-efficacy for eating, and goal-setting skills. Setting . Worksite wellness center. Participants . One-hundred employee wellness center members with an average age of 42 years; 90% were female and most were overweight or obese. Intervention . Twelve weeks of in-person, one-on-one wellness coaching. Method . Participants completed study questionnaires when they started wellness coaching (baseline), after 12 weeks of wellness coaching, and at a 3-month follow-up. Results . From baseline to week 12, these 100 wellness coaching participants improved their self-reported health behaviors (11 domains, 0- to 10-point scale) from an average of 6.4 to 7.7 (p < .001), eating self-efficacy from an average of 112 to 142 (on a 0- to 180-point scale; p < .001), and goal-setting skills from an average of 49 to 55 (on a 16- to 80-point scale; p < .001). Conclusion . These results suggest that participants improved their current health behaviors and learned skills for continued healthy living. Future studies that use randomized controlled trials are needed to establish causality for wellness coaching.

Increased Physical Activity Leads to Improved Health-Related Quality of Life among Employees Enrolled in a 12 Week Worksite Wellness Program

Increased Physical Activity Leads to Improved Health-Related Quality of Life among Employees Enrolled in a 12 Week Worksite Wellness Program

Physical Activity Level Associated with Maintaining Anthropometric Improvements among Participants in a Worksite Wellness Program

Physical Activity Level Associated with Maintaining Anthropometric Improvements among Participants in a Worksite Wellness Program

Healthy Team Healthy U: A Prospective Validation of an Evidence-Based Worksite Health Promotion and Wellness Platform

To evaluate the effects of a research-tested, team-based health promotion and wellness program combined with digital technologies and implemented in a diverse worksite setting among hospital, clinic, and university employees. A prospective cohort study of employees completing biometrics and questionnaires before and after the initial 12-session wellness program and its 12-session booster, 1 year later. After both the initial intervention and booster, blood pressure and weight were reduced, with greater reductions among employees with pre-hypertension and hypertension and those with a body mass index ≥25. After both the initial intervention and booster, there was a significant increase in (1) daily intake of fruit and vegetable servings, (2) days/week of ≥30 min of exercise, (3) days/week of strength training, and (4) levels of moderately vigorous and vigorous daily physical activity. Self-reported indices of both depression and work-related stress were reduced, while participants reported increased happiness. Post booster, average sleep quality, and sleep duration increased among higher risk employees reporting ≤6 h of daily sleep. Employees reported receiving encouragement from co-workers to engage in healthful diet and physical activities, and exercised together more, and indicated that they would recommend the program to other employees. Longitudinal analysis revealed the durability of the initial intervention outcomes with further beneficial effects after the booster. A research tested, comprehensive team-based health promotion and wellness program, combined with digital technologies, improved employee health behaviors, mood, sleep, elements of co-worker cohesion, and biometrics among a diverse multi-site workforce. Positive program effects were durable, with enhanced results after the booster.

Economic Analysis of the Return-on-Investment of a Worksite Wellness Program for a Large Multistate Retail Grocery Organization.

The objective of this study is to measure the return on investment (ROI) of the Price Chopper/Golub Corporation employee population who participate in wellness programs available to them. Medical claims data, risk level, and presence of comorbidities such as diabetes and heart disease were compared in a matched retrospective cohort of participants and nonparticipants, with 2008, 2009, and 2010 serving as measurement years. Program costs and estimated savings were used to calculate an ROI of $4.33 for every dollar invested in wellness programs. Reductions in medical costs were observed at several risk and participation levels, with an average savings of $133 per participant and a 3-year savings estimate of $285,706. The positive ROI and savings estimate indicate that wellness interventions added economic value to Price Chopper/Golub Corporation.

The Unfunded Worksite Wellness Program

The Texas Medical Center Library in Houston, Texas, established a worksite wellness program using strategies from the National Network of Libraries of Medicine, South Central Region’s training course on cultivating workplace wellness. A committee guides the program with support from library leadership. Space in the building is designated as a wellness room and furnished with donated equipment. Pay-as-you-go massage therapy and yoga classes are offered on site. Donations and fundraising initiatives provide support for low-cost initiatives. The worksite wellness program was implemented without any institutional funding and contributes to the creation of a healthy workplace culture.

Adopting Healthy Habits: Nutrition Educators Expand Roles to Include Policy, Systems, and Environmental Change

ObjectiveTo identify programmatic supports necessary for professional and paraprofessional nutrition educators to expand beyond direct education and engage in policy, systems, and environmental (PSE) changes that make healthy choices easier in environments where children and adults live, learn, work, and play.Design, Setting and ParticipantsAdopting Healthy Habits (AHH), a formative, community-based participatory research study, supported 16 existing Cooperative Extension staff in seven diverse counties across New York. AHH staff translated statewide strategies (staff development, worksite wellness programs in their own and partner organizations, and engagement in local coalitions) into site-based efforts driven by local needs and opportunities.Outcome Measures and AnalysisOutput and outcome data were collected through yearly work plans, periodic focus groups and interviews with staff and partners, community readiness and other needs assessments, and monthly documentation of activities. Data analysis identified successes and challenges and programmatic supports and resources required for adoption of expanded roles.ResultsWith guidance, dedicated time, and skill development, nutrition educators can expand their roles and become agents of PSE changes. Results documented best practices for work with partners in primary sectors, i.e. schools, community organizations, and coalitions. Specific successes and challenges elucidated additional needs regarding effective evaluation tools, resources to support dedicated time for PSEs, and staff training relevant to multiple community roles undertaken by professional and paraprofessional staff.Conclusions and ImplicationsAHH outcomes illuminate opportunities within current partnerships to engage in and implement PSEs. Site-specific case studies detail contextual variation and serve as roadmaps for PSE initiation. Challenges remain and additional research is needed to develop sensitive and effective evaluation tools.FundingUSDA. ObjectiveTo identify programmatic supports necessary for professional and paraprofessional nutrition educators to expand beyond direct education and engage in policy, systems, and environmental (PSE) changes that make healthy choices easier in environments where children and adults live, learn, work, and play. To identify programmatic supports necessary for professional and paraprofessional nutrition educators to expand beyond direct education and engage in policy, systems, and environmental (PSE) changes that make healthy choices easier in environments where children and adults live, learn, work, and play. Design, Setting and ParticipantsAdopting Healthy Habits (AHH), a formative, community-based participatory research study, supported 16 existing Cooperative Extension staff in seven diverse counties across New York. AHH staff translated statewide strategies (staff development, worksite wellness programs in their own and partner organizations, and engagement in local coalitions) into site-based efforts driven by local needs and opportunities. Adopting Healthy Habits (AHH), a formative, community-based participatory research study, supported 16 existing Cooperative Extension staff in seven diverse counties across New York. AHH staff translated statewide strategies (staff development, worksite wellness programs in their own and partner organizations, and engagement in local coalitions) into site-based efforts driven by local needs and opportunities. Outcome Measures and AnalysisOutput and outcome data were collected through yearly work plans, periodic focus groups and interviews with staff and partners, community readiness and other needs assessments, and monthly documentation of activities. Data analysis identified successes and challenges and programmatic supports and resources required for adoption of expanded roles. Output and outcome data were collected through yearly work plans, periodic focus groups and interviews with staff and partners, community readiness and other needs assessments, and monthly documentation of activities. Data analysis identified successes and challenges and programmatic supports and resources required for adoption of expanded roles. ResultsWith guidance, dedicated time, and skill development, nutrition educators can expand their roles and become agents of PSE changes. Results documented best practices for work with partners in primary sectors, i.e. schools, community organizations, and coalitions. Specific successes and challenges elucidated additional needs regarding effective evaluation tools, resources to support dedicated time for PSEs, and staff training relevant to multiple community roles undertaken by professional and paraprofessional staff. With guidance, dedicated time, and skill development, nutrition educators can expand their roles and become agents of PSE changes. Results documented best practices for work with partners in primary sectors, i.e. schools, community organizations, and coalitions. Specific successes and challenges elucidated additional needs regarding effective evaluation tools, resources to support dedicated time for PSEs, and staff training relevant to multiple community roles undertaken by professional and paraprofessional staff. Conclusions and ImplicationsAHH outcomes illuminate opportunities within current partnerships to engage in and implement PSEs. Site-specific case studies detail contextual variation and serve as roadmaps for PSE initiation. Challenges remain and additional research is needed to develop sensitive and effective evaluation tools. AHH outcomes illuminate opportunities within current partnerships to engage in and implement PSEs. Site-specific case studies detail contextual variation and serve as roadmaps for PSE initiation. Challenges remain and additional research is needed to develop sensitive and effective evaluation tools.

MyPlate Celebrates 4 Years

On June 2, 2011, MyPlate was introduced to the country to communicate key recommendations from the 2010 Dietary Guidelines for Americans and provide Americans with a new way to think about their daily food choices. The US Department of Agriculture (USDA) Center for Nutrition Policy and Promotion has experienced phenomenal support for MyPlate, largely from registered dietitian nutritionists (RDNs) who are committed to improving health outcomes for individuals by encouraging healthier food and physical activity behaviors. The Guidelines are a foundation for many nutrition initiatives, and as we move forward in creating the 2015 Dietary Guidelines for Americans we will continue to strengthen our relationship with nutrition and dietetics practitioners. Your hard work has led the way in developing innovative approaches to addressing adult and childhood obesity; providing relevant counseling and education; maintaining effective nutrition and food services; and building healthier school, work, community, and home settings to encourage healthier food and physical activity choices. The USDA Center for Nutrition Policy and Promotion (CNPP) is staffed with like-minded professionals who are responsive to your needs and have worked diligently to expand ChooseMyPlate.gov to offer you more. CNPP supports the efforts of those who work to improve the health of Americans and celebrates this fourth anniversary with a few highlights from the extensive array of resources and tools available for your education and outreach efforts. The growing range of ethnicities in communities across the country requires professionals to offer health education materials in various languages. In an effort to make the Guidelines more accessible, ChooseMyPlate.gov now features the MyPlate icon and select information from the 10 Tips Nutrition Education Series translated into 18 different languages, complementing our English and Spanish versions. The translated MyPlate icons and corresponding tip sheets can be used by providers to assist Americans from diverse language backgrounds in understanding how to build a healthy plate. SuperTracker reaches more than 5 million registered users and can further support your counseling and education efforts when implemented with the SuperTracker Worksite Wellness Toolkit and SuperTracker Nutrition Lesson Plans for High School Students. Our interactive food, physical activity, and weight tracking tool was launched in December 2011 and serves as the public interface for the Guidelines. The comprehensive tool addresses themes from the 2010 Dietary Guidelines and includes features that support individual weight goals and healthy eating patterns such as self-monitoring, personalized recommendations, and customizable goal setting. Get periodic announcements about campaigns, events, and the launch of the 2015 Dietary Guidelines for Americans delivered to your inbox. More than 420,000 individuals have subscribed to stay on top of current MyPlate activities. Becoming an e-mail subscriber to ChooseMyPlate.gov is one more way to keep MyPlate in mind. Social media has exploded in popularity and generates meaningful conversations that we want to participate in. As of June 2015, @MyPlate had amassed over 78,000 followers on Twitter and the MyPlate Facebook page had established a fan base of over 55,000. These MyPlate social media platforms offer a way for consumers and health professionals alike to stay connected and receive daily reminders and tips that encourage healthy lifestyles. We are listening to you and strive to provide content that speaks to your personal and professional networks. By sharing accurate, science-based nutrition information, you too can help drive the conversation online. ChooseMyPlate.gov promotes the Guidelines by featuring actionable information that can be used with specific audiences. Examples include the latest group education resource, MyPlate for My Family Toolkit, which includes a leader’s guide and four discussion sessions to assist registered dietitian nutritionists and other professionals in delivering education to families who have limited resources. The Healthy Eating on a Budget section of ChooseMyPlate.gov also provides consumer-oriented materials to address the daily routine of planning, purchasing, and preparing appealing, budget-conscious meals and snacks. We know that part of the answer to successfully addressing the challenges of chronic disease and obesity lies in being part of your team as you work on the front lines to make an impact. CNPP is motivated to do more and think broader to make your work a little easier as we continue to create new policy, strategies, and resources. Things to come include a new look and feel for ChooseMyPlate.gov, more consumer-oriented resources, new features for SuperTracker, and enhanced communication strategies to support the 2015 Dietary Guidelines for Americans. We will continue to dialogue with you and look forward to hearing your feedback as we all work to make the future healthier with MyPlate.

Metabolic Syndrome Prevalence and Correlates in a Worksite Wellness Program.

The purpose of this study was to examine the prevalence of metabolic syndrome among faculty and staff who participated in a university wellness program. In addition, this study identified common correlates of metabolic syndrome in the participating employee population. Knowledge of behaviors and characteristics of individuals with metabolic syndrome is essential when developing health promotion strategies for them. Metabolic syndrome is unique in that it results from a clustering of risk factors that are difficult to address, and each additional risk factor increasingly affects health and well-being. A targeted, comprehensive approach is needed to counteract individual's predisposition to metabolic syndrome. This research identified the association between employees' metabolic risks and their demographic, physical, and psychosocial characteristics in an effort to determine metabolic syndrome prevalence, develop population-specific interventions, and decrease the risk of metabolic syndrome among workers.

CASE STUDY USING BEST PRACTICE DESIGN PRINCIPLES FOR WORKSITE WELLNESS PROGRAMS

LEARNING OBJECTIVES 1. Apply the IAWHP Best Practice Design Principles for Worksite Health and Wellness Programs to a case study. 2. Use the nine best practice dimensions outlined in a previous issue of ACSM’s Health & Fitness Journal®. 3. Provide lessons learned using evidence-based models of how to best approach integrating physical activity into worksite wellness.

Development and Implementation of Worksite Health and Wellness Programs: A Focus on Non-Communicable Disease

The development and implementation of worksite health and wellness programs (WHWPs) in the United States (US) hold promise as a means to improve population health and reverse current trends in non-communicable disease incidence and prevalence. However, WHWPs face organizational, economic, systematic, legal, and logistical challenges which have combined to impact program availability and expansion. Even so, there is a burgeoning body of evidence indicating WHWPs can significantly improve the health profile of participating employees in a cost effective manner. This foundation of scientific knowledge justifies further research inquiry to elucidate optimal WHWP models. It is clear that the development, implementation and operation of WHWPs require a strong commitment from organizational leadership, a pervasive culture of health and availability of necessary resources and infrastructure. Since organizations vary significantly, there is a need to have flexibility in creating a customized, effective health and wellness program. Furthermore, several key legal issues must be addressed to facilitate employer and employee needs and responsibilities; the US Affordable Care Act will play a major role moving forward. The purposes of this review are to: 1) examine currently available health and wellness program models and considerations for the future; 2) highlight key legal issues associated with WHWP development and implementation; and 3) identify challenges and solutions for the development and implementation of as well as adherence to WHWPs.

Use of Hourly Walking Breaks to Increase Daily Walking Among Inactive Office Workers

Prolonged periods of sitting can lead to increased health risks. Office workers are especially susceptible to bouts of prolonged sedentary time while at work. PURPOSE: To perform an 8-wk pilot study to examine the effects of 5-min walking breaks on physical activity (PA) levels among physically inactive office workers. METHODS: Fourteen office workers participated in the study (age, 54±5 yrs; body mass index, 36±5 kg.m−2). Eligible participants (age, 40–65 yrs; waist circumference, ≥88 cm (females) or 102 cm (males); <7,000 steps.day−1,) were randomized to either an experimental group (EXP, n=7) or control group (CON, n=7). The EXP was instructed to perform a 5-min walking break every hour during the workday for 8 wks and wore a FitBit Zip during all waking hours from baseline (PRE) to post-testing (POST) to track PA. A valid walking break was defined as a walking bout lasting 4 min or longer and accumulating at least 240 steps. Repeated measures 2x2 ANOVAs were used to assess change in outcome variables. RESULTS: From PRE to POST, the EXP significantly increased average number of daily walking bouts (PRE=2.4 vs. POST=4.1 bouts/d; p<0.05) and average daily steps (PRE=3457 vs. POST=4309 steps/d; p<0.05). There was a non-significant increase in walking bout duration, among the EXP (PRE=7.5 vs. POST=8.6 min/d) with no change among the CON (PRE=8.1 vs. POST=8.0 min/d; all p>0.05). Specific to working hours, non-significant increases were seen for the EXP in steps (PRE=2357 vs. POST=4309 steps/d), average number of walking bouts (PRE=1.7 vs. POST=3.3 bouts/d) and average duration of each walking bout (PRE=7.3 vs. POST=8.4 min/d; all p>0.05). Steps taken during the workday accounted for more than half of the total daily steps during both PRE (EXP=68% vs. CON=61%) and POST (EXP=74% vs. CON=62%). CONCLUSION: An hourly 5-min walking break prescription during the workday resulted in increased walking among the EXP. Extrapolating the bouts/d and min/bout the EXP nearly doubled their walking time from 18 min/d to 35 min/d, thus helping them meet the national PA recommendation. Future worksite wellness programs utilizing a similar PA prescription may be effective at increasing PA levels among sedentary office workers.

Predicting Objectively-Measured Exercise Participation from Motivation and Basic Needs Satisfaction

This study (a) explored whether relationships exist between objectively assessed exercise participation and both controlled extrinsic motivation and amotivation, and (b) investigated the possible mediation of the relationships between satisfaction of the basic needs and objectively assessed exercise participation. Participants (n = 162) were members of a worksite wellness program. Before beginning the program, participants completed a 33-item survey measuring the constructs of self-determination theory. Objectively assessed exercise participation was measured via attendance. Path analysis revealed that the net effect of external regulation on attendance was positive. Of the basic needs, only autonomy was a significant predictor of attendance, with no mediation of this relationship. Appealing to participants' external regulation and need for autonomy may enhance exercise participation.

Health behaviors and work-related outcomes among school employees.

To determine the association between selected health behaviors and work-related outcomes among 2398 school-based employees who voluntarily enrolled in a worksite wellness program. This study presents participants' baseline data collected from a personal health assessment used by Well-Steps, a third-party wellness company. Employees with high levels of exercise, fruit/vegetable consumption, or restful sleep exhibited higher job-performance and job-satisfaction, and lower absenteeism (p < .05). When all 3 behaviors occurred simultaneously, there was higher job-performance (Prevalence Ratio=1.09; 95% CI=1.05-1.13), job-satisfaction (Prevalence Ratio=1.53; 95% CI=1.30-1.80), and lower absenteeism (Prevalence Ratio=1.16; 95% CI=1.08-1.325). Further, number of co-occurring health behaviors influenced other satisfaction and emotional health outcomes. Selected healthy behaviors, individually or co-occurring, are associated with health outcomes potentially important at the worksite.

Policy, System, and Environment Strategies to Promote Physical Activity and Healthy Food Sources to Address Guam's Disparate Non-Communicable Disease Burden.

In 2013, the Guam Non-Communicable Disease (NCD) Consortium, Department of Public Health and Social Services, and University of Hawaii collaborated to address Guam's NCD burden. This field report describes their efforts to implement policy, system, and environmental interventions through the worksite wellness and community garden programs.

Changes in Intensity of Physical Activity and Diet During a University Incentive-Based Weight Loss Challenge

Worksite wellness programs provide a valuable service for employees which helps them control or prevent chronic diseases such as cardiovascular disease, diabetes, and obesity. Successful programs encourage employees to adopt healthy lifestyle habits that lead to improved health, diet, and body composition. PURPOSE: To determine if moderate (MPA), vigorous (VPA), and/or total physical activity (TPA) along with diet monitoring increased during a university incentivized Weight Loss Challenge (WLC). METHODS: Following the WLC, 27 participants completed a survey that evaluated PA participation and aspects about diet prior to and during the WLC. MET/MIN quantified amount of PA (MPA=4 METS, VPA=6 METS). TPA was calculated by adding MPA and VPA. The following variables were created: MET/MIN for MPA, VPA, and TPA prior to and during the WLC. To determine change in diet, participants were asked to indicate the frequency and aspects of their diet they monitored prior to and during the WLC. Additionally, change in pre-post WLC weight was calculated. A series of t-tests were conducted to compare the like intensity variables prior to and during the WLC as well as pre-post WLC weight. Another t-test was conducted to determine if the number of days participants monitored their diet changed prior to and during the WLC. Finally, the aspects of diet that were monitored were reported as frequencies, along with percent change prior to and during the WLC. RESULTS: Although MPA MET/MIN did not increase significantly (ρ=.868), VPA MET/MIN did increase significantly and TPA MET/MIN trended towards increasing significantly (ρ=.011 and ρ=.05, respectively). Additionally, the number of days participants monitored their diet increased significantly (ρ=.001) and the top five components of diet that were monitored substantially more during the WLC included alcohol (175% increase), fat (162.5% increase) calories from fat (100% increase), pop (100% increase), and sugary drinks (100% increase). Weight significantly decreased over the WLC (−7.6±7.2 lbs.). CONCLUSIONS: Overall, the trend towards TPA increasing significantly was due to the significant increase in VPA. Additionally, with the number of days participants monitored their diet during the WLC and the specific components of their diet monitored, it can be concluded that both an increase in VPA and change in dietary habits may have provided a successful combination for weight loss during this challenge.

Promoting Changes in Obesogenic Behaviors: Does Coworker Social Support Play a Role?

To examine the association between worksite social support and changes in diet, physical activity, and body mass index (BMI). Cohort analysis of an underlying randomized, controlled weight gain prevention worksite trial: Promoting Activity and Changes in Eating. The trial occurred in the greater Seattle area. Baseline and follow-up data were obtained on a nested cohort of employees (n = 958-1078) from 33 small- to medium-sized worksites. Worksite social support, diet, physical activity, and BMI measures were assessed using a self-reported questionnaire. To adjust for multilevel data and multiple time points, we used generalized estimating equations and logistic mixed models. Higher baseline worksite social support was associated with greater changes in fruit and vegetable intake (p = .001; summary food-frequency questions). This study does not support a conclusive relationship between worksite social support and health behavior change.

The National Physical Activity Plan: a call to action from the American Heart Association: a science advisory from the American Heart Association.

The health benefits of regular physical activity and the relation between physical inactivity and chronic disease morbidity and mortality are well established. Also clear is the fact that efforts to increase physical activity at the population level will require collective action by government, nongovernment, for-profit, and nonprofit entities working together at the local, state, and national levels. The US National Physical Activity Plan (NPAP), developed by the National Physical Activity Plan Alliance, of which the American Heart Association (AHA) is a member, is designed to facilitate this collective action, to help organizations from all sectors of society work together to increase physical activity in all segments of the American population. The purposes of this advisory are to summarize the data that describe the health benefits of regular physical activity and the public health burden of low levels of physical activity, to describe the NPAP and the role it will play in increasing population levels of physical activity, and to encourage readers of Circulation to join the AHA’s efforts to promote its implementation. As summarized in Table 1, there is substantial evidence supporting the benefits of regular physical activity to prevent a wide variety of disease conditions and to enhance quality of life. Interestingly, there is less of an appreciation of noncardiovascular benefits of lifestyle physical activity and structured exercise, and this is an area of great opportunity for educating the public and healthcare practitioners. View this table: Table 1. The Health Benefits of Regular Physical Activity Physical inactivity is rapidly becoming a major global concern and is the fourth leading cause of death worldwide.2,3 As noted by Kohl and colleagues, “In view of the prevalence, global reach, and health effect of physical inactivity, the issue should be appropriately described as pandemic, with far-reaching health, economic, environmental, and social consequences.”4 According …

Workplace wellness recognition for optimizing workplace health: a presidential advisory from the American Heart Association.

The workplace is an important setting for promoting cardiovascular health and cardiovascular disease and stroke prevention in the United States. Well-designed, comprehensive workplace wellness programs have the potential to improve cardiovascular health and to reduce mortality, morbidity, and disability resulting from cardiovascular disease and stroke. Nevertheless, widespread implementation of comprehensive workplace wellness programs is lacking, and program composition and quality vary. Several organizations provide worksite wellness recognition programs; however, there is variation in recognition criteria, and they do not specifically focus on cardiovascular disease and stroke prevention. Although there is limited evidence to suggest that company performance on employer health management scorecards is associated with favorable healthcare cost trends, these data are not currently robust, and further evaluation is needed. As a recognized national leader in evidence-based guidelines, care systems, and quality programs, the American Heart Association/American Stroke Association is uniquely positioned and committed to promoting the adoption of comprehensive workplace wellness programs, as well as improving program quality and workforce health outcomes. As part of its commitment to improve the cardiovascular health of all Americans, the American Heart Association/American Stroke Association will promote science-based best practices for comprehensive workplace wellness programs and establish benchmarks for a national workplace wellness recognition program to assist employers in applying the best systems and strategies for optimal programming. The recognition program will integrate identification of a workplace culture of health and achievement of rigorous standards for cardiovascular health based on Life's Simple 7 metrics. In addition, the American Heart Association/American Stroke Association will develop resources that assist employers in meeting these rigorous standards, facilitating access to high-quality comprehensive workplace wellness programs for both employees and dependents, and fostering innovation and additional research.