Lifetime ‘Dose’ of Excess Weight Linked to Diabetes Risk

Type 2 diabetes epidemic in the U.S. may loom even larger than previously predicted. 

By David Wetzler

President, Benefits Consultant

It's long been known that obesity increases diabetes risk, but a new study finds that the amount of excess weight someone carries -- and how long it's carried -- can make that risk even higher.

That's especially worrisome given the growing number of obese children and teens who will spend more years of their lives obese than prior generations, researchers from the University of Michigan Health System warn in a university news release.

"The relationship between weight and type 2 diabetes is similar to the relationship between smoking and the risk of lung cancer," said the study's lead author Dr. Joyce Lee, a pediatric endocrinologist at the University of Michigan C.S. Mott Children's Hospital. "The amount of excess weight that you carry, and the number of years for which you   carry it, dramatically increase your risk of diabetes."

Researchers examined information on roughly 8,000 teens and young adults and calculated how far above a certain body mass index (or BMI, a calculation based on weight and height) they were and for how long. The study found those with a BMI of 25 or higher (overweight) or 35 and higher (30 and up is obese) for a greater length of time had a higher risk of diabetes. 

For example, individuals with a body mass index of 35 for 10 years were considered to have the equivalent of 100 years of excess BMI -- a considerable cumulative "dose" of excess weight. 

What is the economic consequence to the taxpayer and employers?

The disease will cost the nation almost $3.4 trillion in the 10 years through 2021, with more than 60 percent paid for by the U.S. government, according to a study conducted by United Healthcare.  Employers will bear the brunt of the remaining costs – especially as health care reform forces employers to increase their contributions to escalating insurance premiums which will be driven in part by the rising costs of treating the disease. 

More information

The U.S. Centers for Disease Control and Prevention provides more information on the health consequences of obesity.

To help keep employees fit, SRA Benefits consultants on wellness programs for businesses.  Contact info@SRABenefits.com.

One Bright Spot in the Health Care World: Wellness Programs

by Robert Falke, Benefits Consultant

Health Care Reform is still full of uncertainty and is making many employers nervous. Some, however, are taking advantage of one bright spot: wellness.

 
As the Department of Health and Human Services (HHS) pushes out new regulations from the Patient Protection Affordable Care Act (PPACA) and we inch closer to the implementation of mandated State Health Exchanges, employers are, rightfully, concerned about their health care costs.  Without firm confidence of the exchange system, some employers are choosing to address costs by helping change employee’s habits and improving their health.

The PPACA allows employers to offer incentives to employees who participate in wellness plans and/or meet certain health standards.  While the current incentive cap is 20 percent of the cost of coverage, the law increases the reward amount beginning in 2014, when rewards may be up to 30 percent of the employee’s cost of coverage.    The participating employees see an immediate “carrot” in the form of lower monthly contributions.  The employer’s benefit will accrue over time as health claims and related expenses decrease with improved employee health. 

Now is a prime time for companies to consider wellness initiatives. Building a wellness plan, however, takes some planning and follow-through to get good return on your investment.  One important decision is how you will structure your incentive.  Some questions to ask:

• Are you going to use a carrot or a stick approach?
• What wellness attributes will be measured?
• How are you going to communicate the plan and incentive to your employees?
• How are you going to keep your employees engaged long term? 

SRA Benefits has a history of developing plans with proven results in bending the cost curve and ultimately affecting the cost of the medical plan.  We help clients take full advantage of the PPACA regulations and develop a results-based incentive program that can not only impact medical claim costs, but can impact employee satisfaction.  Aren’t those bright spots worth investigating?