As obesity levels continue to rise, Kieran McHugh warns that the problem is also one for employers
With obesity cases on the increase, life insurers are now beginning to factor in obesity when pricing insurance. But increasingly employers need to be aware of the problem as its prevalence among individuals, and consequently in the workforce, continues on an upward trajectory.
In just five years between 1995 and 2000 there was a 50 per cent increase in the number of obese adults worldwide, rising from 200 million in 1995 to 300 million in 2000. In Europe, an average of 10 per cent of European adults were categorised as obese in 1999. In the UK, the rate is 20 per cent of the adult population while in the US, 30.5 per cent of the population is classified as obese.
Research supports the belief that obese people get sick more frequently and may die earlier than people of a healthy weight. Obesity increases people's chances of cardiovascular disease, arthritis, gallbladder, cancer, diabetes and kidney disease.
A US study also showed that obese women were twice as likely to be absent from work through illness when compared to women who were considered to be of a normal, healthy weight. And in the UK, 18 million workdays are lost each year through obesity-related health problems. While figures for Ireland are not available, the magnitude of the problem is considerable.
But the debate so far has not focused on the implications for the workplace. Employers need to be aware of implications of obesity under the areas of litigation, productivity and responsibility.
Europe, following the trend set in the US, is becoming increasingly litigious with more and more individuals seeking some kind of compensation from their employer for a workplace-related incident. Along with discrimination issues, employers now need to consider the potential for compensation claims directly related to employee obesity.
Additionally, the physiological traits of obese individuals can cause real distress to other workers or an obese worker may be subject to intimidation at work. Failure to implement appropriate training, guidelines and workplace policies could result in an employer ending up in court defending a claim resulting from a workplace incident.
The European Agency for Safety and Health at Work points out that the "crutches" that stressed out workers often lean on include fatty foods, tobacco and alcohol, all closely associated with ill health and obesity.
Could there come a time when an obese worker receives massive compensation from an employer, having successfully shown that an unresolved problem at work, led to stress, in turn leading to over-eating, and then obesity and the associated health and psychological problems that come with it?
For an employer obesity in the workforce translates into increased medical and disability costs, the costs of sick leave, re-staffing, workflow disruption and productivity drops. Employers have ultimate responsibility for the workplace environment and in this increasingly obese world they must be properly informed if they are to develop appropriate human resource (HR) policy and strategy.
Some commentators in the US are already suggesting that companies serving food should display information about nutritional, energy and fat values with every product for sale, thus giving the buyer clear information relating to health.
On the positive side, the employer has possibly the greatest opportunity of all to influence and educate staff on aspects of diet and lifestyle. Apart from helping to address and prevent obesity, a proactive approach of this kind has the potential to enhance a company's reputation in the wider community.
In that context, here is a four-step action plan to help employers possibly reduce the potential risk of insurance claims arising from obesity:
1. Identify areas of weakness or gaps in awareness with regard to environment, workforce, facilities, health, diet and lifestyle issues.
2. Make it easier for workers to make healthy choices (e.g. are there adequate facilities for people to cycle to work?)
3. Be proactive and educate employees on health and lifestyle (e.g. initiate social activity, such as charity walks.)
4. Look at stress in the workplace and introduce solutions that address the root of the cause not just the symptoms. This may involve new work schedules to increase flexibility or cultural changes that encourage fairness and openness.
Kieran McHugh is deputy chief executive with risk and insurance services firm, Marsh Ireland.