Toward Health Equity and Diverse Engagement: How University of - - PowerPoint PPT Presentation

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Toward Health Equity and Diverse Engagement: How University of - - PowerPoint PPT Presentation

Toward Health Equity and Diverse Engagement: How University of Michigans Workplace Well-being Initiative Addresses Social Determinants of Health Ashley Weigl, MPH, MSW Karen Schmidt, MPH Director, MHealthy Associate Director, MHealthy


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Toward Health Equity and Diverse Engagement:

How University of Michigan’s Workplace Well-being Initiative Addresses Social Determinants of Health

Ashley Weigl, MPH, MSW

Associate Director, MHealthy

Karen Schmidt, MPH

Director, MHealthy

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MHealthy

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Diversity, Equity, and Inclusion at U-M

MHealthy recognizes that: – health inequities exist in our employee population; – social determinants of health significantly impact health

  • utcomes for members of our community;

– health and well-being programs must be engaging to our diverse population to ensure maximum participation.

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Equality vs. Equity

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Some Definitions

  • Health disparity/inequality

– a difference in health outcomes

  • Health inequity

– a difference in health outcomes that is avoidable, unjust, and systematic.

  • Health equity:

– achieving the highest level of health for all people

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Social Determinants of Health

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Social Determinants of Health

Conditions in the environments in which people are born, live, learn, work, play, worship, and age that affect a wide range of health, functioning, and quality-of-life

  • utcomes and risks.

SDOH are responsible for most health inequities.

https://www.healthypeople.gov/2020/topics-objectives/topic/social-determinants-of-health

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Vulnerable Populations

Low-wage earners Physical laborers High Health Risks Chronic Conditions

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Determinants of Health

Source: County Health Rankings model - University of Wisconsin Population Health Institute (2016)

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What do the data tell us about lower-wage earners and health care utilization?

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Healthcare costs for U-M full-time employees by income group, 2017 claims from Premier Care, Blue PPO, Blue CCM & HAP*

<$35,000/yr >$35,000/yr ⍙ Employees 3975 34,258 Members 7697 74,188 Mean contract size 1.94 2.17

  • 11%

Costs per member Net medical payments $4230 $4075 +4% Net pharmacy payments $885 $920

  • 4%

Net total payments $5115 $4945 +3%

Slide produced by John Ayanian, MD, Director of the Institute for Healthcare Policy and Innovation at the University of Michigan, in a March 2018 presentation to the MHealthy Advisory Committee

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Healthcare use for U-M full-time employees by income group, 2017 claims from Premier Care, Blue PPO, Blue CCM & HAP Rates per 1000 members <$35,000/yr >$35,000/y ⍙ Preventive visits 568 678

  • 16%

Other visits 3240 3117 +4% Mental health/substance visits 1341 1731

  • 23%

Emergency department visits 338 190 +78% Inpatient admissions 71 59 +20% Inpatient days 260 217 +20%

Slide produced by John Ayanian, MD, Director of the Institute for Healthcare Policy and Innovation at the University of Michigan, in a March 2018 presentation to the MHealthy Advisory Committee

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Summary of Healthcare Costs & Use by Workers’ Income

1) Lower & higher-income workers have similar total health care spending 2) Lower-income workers use fewer preventive services & visits 3) Lower-income workers use fewer mental health / substance use visits 4) Lower-income workers use substantially more emergency department visits 5) Lower-income workers use more inpatient services

Slide produced by John Ayanian, MD, Director of the Institute for Healthcare Policy and Innovation at the University of Michigan, in a March 2018 presentation to the MHealthy Advisory Committee

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Primary Areas of Focus

  • Organizational supports and messages
  • Economic Insecurity

– Meeting basic needs

  • Food Insecurity and Availability
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Organizational supports

  • Internal EAPs
  • Emergency Hardship

Fund

  • Scholarships for

exercise classes

  • Re-frame messaging
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Food Insecurity Pilot

  • Improving access to healthy

foods and beverages for shift workers

  • Expanding food sharing

cupboards in specific units

  • Regular fresh produce drop-
  • ffs and education
  • Connection to local pantry and

cooking education resources in community, including student-run

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Coaches for Well-being Pilot

  • 2 year pilot launching Q3 2019
  • Coaches connect with individuals to navigate

crisis management and address barriers to retention

  • Take a problem-solving vs. a correctional

approach

  • Adapted from Success Coaches model
  • Partnering with
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Staff Development

  • Regular dialogues
  • n diversity, equity,

and inclusion topics

  • Screening and

discussion of “Unnatural Causes”

  • Departmental

values identification

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Focused Departmental Partnerships

  • Budget counseling
  • Building trust/forming relationships
  • Tailoring interventions for the unique

needs of each population

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Community Impact: Project Healthy Schools

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Future Direction

  • Evaluation, scaling and sustainability
  • Maintain our curiosity

– What else is possible?

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Thank you!

Questions? MHealthy at the University of Michigan mhealthy.umich.edu