healthy living

Imagine going to get your hair done and also being able to get your blood pressure checked at the same time at no extra cost. It is possible now at 15 salons and barbershops across Kansas City. The new “More Healthy Days” Barbershop and Beauty Salon Tour creates a one-stop shop for hair and health serving people living in Kansas City with limited access to care.  In partnership with the Black Health Care Coalition, Humana is tackling barriers to care like cost and accessibility at the local level. 

Earlier this month, Humana and the Black Health Care Coalition hosted a panel discussion and health screenings at Diana’s Hair Care and Styling in Kansas City. The discussion highlighted how meeting people where they are and leveraging relationships between stylists and customers encourages people to take steps toward better health.

“This initiative makes screening for a few common health issues — like high cholesterol, diabetes and hypertension — accessible for anybody in the community,” said Marvin Hill, Corporate Communications Lead for Humana.  “Improving population health is a long-term investment, so partnering with local grass-roots organizations is essential.”

This effort is part of the Bold Goal initiative and brings healthcare to people who have not always had easy access in the past. It is a step toward addressing the significant health disparities that currently exist in minority populations. Each stop on the tour will provide free medical screening and wellness resources at participating salons in the area, including biometric testing, Parkinson’s screenings, social determinants of health screening, exercise classes and more.  Part of Humana’s Bold Goal is screening 1 million people by the end of 2019.

This arm of the “More Healthy Days” campaign will also address other social determinants of health, such as social isolation and food insecurity, which are associated with adverse health outcomes. Click here to view the list of participating barber shop and beauty salon locations.

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In a series of LinkedIn Influencer blog posts, Humana President and CEO Bruce Broussard shares insights and ideas about the future of health care and discusses the importance of working together to improve the health-care system as well as our own health and well-being. His latest — A culture of well-being— is reprinted below. To see all of his blog posts, click here.

We all have heard that a life well lived is one filled with purpose. Yet getting focused and persevering toward that purpose is tough for each of us at times. Do I have the belief and optimism to commit fully? Do I have the energy to change? Do I have support from others along the way?

I continue to admire the will and the spirit of our employees, watching them work together to improve their own health and well-being, as well as that of the people they serve. It’s a purpose we share in common, and their dedication to our members and each other is inspirational.

As we’ve experienced first-hand, there is a strong link between optimism and well-being. Together, our collective spirit has fostered an internal social movement toward better health and well-being because our focus as an employer is on the whole health of our team. We work at it and stay committed. By nurturing that culture over time, lives change for the better. So does our future as a collective team committed to caring for others.

Peter, a Humana employee, is an example of a life changed for the better. He wanted me to share his personal journey to convey how much our well-being movement has meant to him.

Peter’s success story

Peter is an employee who has struggled with his weight his entire life. He got married to his high school sweetheart, whom he had known since sixth grade, and had tried to get his weight under control. Peter repeatedly set goals to lose weight…before his wedding, at the birth of his first child and his second child, but like many of us, he struggled to make it happen.

As Peter’s weight continued to grow, he eventually stopped weighing himself. That was until he and his wife sat down one day to talk about their retirement plan. You see, he was getting involved in our well-being efforts, but mostly focusing on financial well-being aspects…admittedly avoiding his physical health needs. She looked at him and said, “You’re over 300 lbs. I have to plan a contingency plan for when I retire without you.”

This struck a nerve with Peter, because it was the first time she had spoken of a future without him. It was a real moment of clarity – and also the spark he needed to change for his wife, his children and their future.

Peter started eating better and running. It wasn’t easy at first, but he grew with it and now loves to run. Peter and his wife now run together each week, and physical activity plays a central role in their lives. He knows he is still on a journey toward being his best, but he’s filled with the energy and optimism of knowing he’s living in line with his purpose.

Across the company

In addition to Peter’s story, Humana has been supporting the whole-person health and well-being of our employees, which includes financial aspects, from contributing to a 401(k) (93 percent of employees currently do) or engaging in financial education that helps strengthen their day-to-day financial security, and other aspects of their lives.

Chronic disease remains a massive challenge to workforce health and productivity. We’re engaging our employees to help them better self-manage their existing chronic conditions by providing digital-enabled tools that incorporate contextual coaching. We’re especially focused on healthier lifestyles that prevent chronic conditions. In addition, we’re deeply leveraging our Go365 wellness solution, which engages and rewards people for positive behavior changes.

On the emotional health side, the U.S. workforce is among the most stressed in the world. Building resilience is important, so we’re trying to foster a sense of belonging and purpose through our Bold Goal: improve the health of our communities 20 percent by 2020. We’ve found that employees in teams with a high sense of belonging have six times fewerUnhealthy Days.

Lastly, the workforce today is more distributed than ever. Like many companies, a portion of our employees work from home or are agile. We’re focused on providing them with virtual care, both physical and behavioral, as well as ways of keeping them deeply connected to their teams and our culture.

Never stop learning

Such stories are empowering, so we share many of them each year in our annual Well-Being Report, an interactive journey through some of the lessons we’ve learned (and are still learning) along with data-driven insights over the prior year. We share this report internally to inspire and connect our community. This year, for the first time, we’re sharing the report publicly.  

Here are a few learnings and insights that I took away from our report:

Importance of internal well-being champions – At Humana, we have a group of employees who volunteer to serve as “Well-being Champions.” They are a group of heroes who are responsible for localizing well-being initiatives and inspiring their colleagues to take action. They have played such a critical role in fostering a culture of whole-person health and well-being.

Leverage our executive team commitment – If you want to inspire change, leaders must set the tone. They must walk the walk, or you’re not going to foster a culture of health. I’m proud of how our executive team has helped foster this climate across the company. I know that we can always raise the bar, and it starts with me and my team.

Simplify the path to better outcomes – The health care industry is undergoing a significant transformation, where it’s rebuilding itself around the consumer. People need help removing barriers and finding a simpler path to their best selves. For example, we cover the cost of various preventive medications and even deliver them across campus for employees to manage their health. The report is a reminder that if we stay focused on keeping health and well-being at the heart of our culture, we can measurably improve health outcomes for our members, many of whom are living with multiple chronic conditions or are already proactively taking steps to change their lifestyles.

It’s a never-ending journey

Health and well-being is a journey for each of us – and one we don’t make alone. Much can be done to build healthier cultures today, where positive change is more often “caught than taught.” 

For us, we know that to help our members live healthier and happier lives, we must keep learning and striving in our own journey together. We need to stay focused on the whole health of our team, from financial security to behavioral health.

For more on Peter’s path to well-being and other inspirational stories, please check out the Humana Well-being: 2018 Annual Report.

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Humana employees have reached their Bold Goal of achieving 20% more Healthy Days, gaining 2.3 million more Healthy Days – or roughly an extra week of better days per year for each associate – compared to their starting point.

Employees went from an average 6.1 Unhealthy Days per month in 2012 to 4.9 Unhealthy Days in 2018.

Humana’s Bold Goal is a business and health strategy to help improve the health of the communities the company serves 20 percent by 2020 and beyond, by making it easier for people to achieve their best health. By using Healthy Days, a population health tool developed by the Centers for Disease Control and Prevention, Humana is able to measure self-reported mental and physical Unhealthy days of an individual over a 30-day period.

Determined to lead from the front, Humana employees strived to achieve the 20 percent improvement within their own workforce community. They found that the Bold Goal – with its focus on healthier living, addressing chronic conditions such as diabetes and depression, as well as the social determinants of health like food insecurity and loneliness – inspired an even greater sense of purpose in their work and teams.

The Bold Goal has further energized Humana’s already strong commitment to its employees and improving the four holistic dimensions of well-being — Purpose, Health, Belonging and Security. The result is a community of over 40,000 employees who have experienced very personal improvement in day-to-day life. They are emotionally and physically healthier, have stronger relationships and are more optimistic, creative and productive.

“We’re all incredibly proud of this achievement,” said Tim State, Senior Vice President of Associate Health and Well-being at Humana. “Working toward our Bold Goal has brought us together and quickened the pace of our well-being movement. Well-being journeys are personal, but it’s challenging to find your best health alone. We’ve been helping and inspiring one another, and along the way we’ve learned how to better help our members achieve a better mental and physical quality of life. It’s a reason to celebrate, and to keep striving.”

Fresh off the Bold Goal success with its employees, Humana renewed its commitment and set a new goal to achieve 500,000 more Healthy Days by the end of 2022. The new milestone will continue to inspire employees toward Humana’s ultimate purpose of helping people achieve lifelong well-being. And it reinforces the fact that our employees and our members are on this well-being journey together.

The new Bold Goal 2022 target for Humana employees will sustain momentum and build upon what the company has learned about Healthy Days and improving health outcomes. To get there, Humana will continue to focus on a whole-person view of health while creating and embedding population health strategies throughout the enterprise

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The Florida Times-Union in Jacksonville recently profiled the Daily Manna Serving Center, which distributes food to those in need. The pantry, founded eight years ago by Pastor Gerald Dinkins, serves about 2,500 people a month and is supported by Humana’s Bold Goal initiative.

Those who visit the pantry also receive free diabetes education and screening and take part in healthy cooking and exercise classes. Partners include St. Vincent’s HealthCare, Baptist Health and UF Health.

The success of the program is tracked with the Healthy Days metric developed by the Centers for Disease Control and Prevention. “The questionnaire asks people how many days in the past month they felt physically or mentally unhealthy and how their activity levels were affected,” the newspaper reported. “So far the results are positive.”

“It’s helping each other out, helping our neighbors,” said Bobbie Cox, a recipient and volunteer who shares his food with his neighbors. “Every little bit helps.”

Read the story here.

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Maria Hughes, Humana Senior Vice President and Chief Inclusion & Diversity Officer, has been included on the Black Enterprise list of the 2019 Most Powerful Women in Corporate Diversity.

This prestigious list – featuring only 45 women – appears in the magazine’s First Quarter 2019 issue. Read more in this news release.

Earl “Butch” Graves, Jr., President and Chief Executive Officer of Black Enterprise, called the list an “exclusive roster of the highest-ranking, most influential African American female executives at some of the nation’s largest companies.”

He said it would be “an essential listing for our readers; one that identifies women who are vital to the management of major corporations, from marketing and talent development to procurement spending and financial performance.”

“We’re proud of Maria and her team and the way they cultivate our vibrant culture at Humana,” said Tim Huval, Chief Human Resources Officer. “Inclusion and Diversity drives innovation and thought leadership at our company, meaning everyone is encouraged to speak up and be heard. We reflect our communities, which allows us to connect with our members and provide the best care possible.”

Black Enterprise (BE) “is the premier business, investing, and wealth-building resource for African Americans. Since 1970, BE has provided essential business information and advice to professionals, corporate executives, entrepreneurs, and decision makers.”

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