"Dot connectors" can help you turn complex data into actionable insights
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And in fact, if you look at
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what connect the dots means on Wikipedia and in the dictionary, it's basically taking a massive data and showing a picture from separate pieces of evidence. So that's what you're doing when you're looking at your data.
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You probably didn't know that dot connectors were the future of business. And so, your dot connectors in your organization are your big-picture thinkers, strategic thinkers. They can see patterns and connections that other people can't see. So, you need your dot connectors, right? Taking that data, making the big picture. So maybe when you know you did connect the dots as kids,
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the skill can be in you. Still a lot of people. How many people in here love data? Like, love crunching numbers?
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So some of you, yeah, so, I love data. So, this is a lot of fun for me. And so, if you don't believe me, again, a lot of information on the Internet about connecting the dots. So, a couple of famous dot connectors. Actually, Steve Jobs, everybody knows that he revolutionized the tech industry.
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I kind of wish that BlackBerry would have had him, because maybe I'd still have my BlackBerry with the tactile keyboard, which I keep praying will come back.
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Uh, Jeff Bezos from Amazon Again. Dot Connector was able to take trends and information and come up with this incredible company that I'm sure everybody in here has ordered from Amazon.
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So you really have to be a dot connector in your organization.
The pandemic has increased benefits and absenteeism costs for employers
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So they didn't look after themselves properly.
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And so where you might have had somebody with prediabetes or symptoms of it, they weren't going to the doctor and now they have full-blown diabetes.
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You have somebody that we see people coming in with later stage cancers that maybe if they'd been in to see the doctor sooner could have been detected sooner, right? So chronic conditions weren't well managed during COVID. And so, it's just kind of gone up and up,
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compound that with treatment delays. So, this is a bit of a busy slide. But really what it comes down to is we have this huge backlog of surgeries and testing and procedures going on, a lot of orthotic issues, orthopedic issues, so a lot of like hip replacements, knee replacements, people waiting two years. So. these people are still trying to work in your organization and they're dealing with chronic pain all day long, which leads to more depression, more mental illness, and substance use issues.
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You get a lot of presenteeism in the organization, you get lower productivity and again, that's hitting your bottom line and you're going to have lower profitability.
Why should employers connect the dots to drive employee wellness?
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And so you look at this and this is just kind of connecting those dots, common sense, right? So, you've got unhealthy employees who are dealing with chronic conditions, and long wait times. You've got more absenteeism, more presenteeism, lower productivity, lower profitability, and higher cost to your payroll. You're looking at, you know, indirect costs of replacing people or paying for overtime or more mistakes. You look at workers' compensation, if any of you have that in the room in terms of when you're down
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people are feeling stressed or anxious or depressed, you have more accidents at work. So, there's a big cost to your organization of not having people engaged and healthy. So, this is really kind of that why of
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connecting the dots to drive your employee Wellness.
Consider programs that support employee mental and physical wellness
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And lastly, just in terms of why as well, this was from CLHIA, the 2023 report, some of the stats there, $650 million paid out in mental health, and mental illness support claims and that is almost double what it was in 2019.
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So that just, I think that's just crazy 43.9 million in supplementary health and disability claims. So more people going off during disability. During COVID, we saw an increase in short-term disability claims. We're seeing longer durations because of those treatment delays. So, you're seeing more costs there. Drug claims again up 8 percent, 14.3 million. We'll see what that looks like when you know we have Wegovy out for weight loss and Mounjaro coming out
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and then from the Canadian Association of Substance Use and Addictions, we have the impact COVID had on substance use and addictions. So, it equated to I think it was $49.1 billion to the Canadian economy and $589 per person per year to your organization and lost productivity because of substance use. I've had friends who have lost children through COVID to overdose and addictions. And
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yeah, lots of I'm on the fire department in my town, lots of calls for overdose, so not a good time, that's for sure.
Collecting data to determine employee health indicators
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Creating a culture of well-being. So, this slide, in fact, is a presentation all on its own. So there are seven essential steps to rolling out Wellness and creating a culture of well-being in your organization. So, you'll see two in green there, collecting your data and communicating. I think you heard from several people up here about communication and how we don't do a good job at communicating and reminding employees of what's available to them. But I'm focusing on collecting the data. I find a lot of clients will ask me; well, I don't know where to start.
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I'm planning it. Can you help me do this in mental health strategy? Can you help me, you know with this and then they haven't looked at their data to see if those health risks in your employee population. So, take the time to look at your data because it not only helps you understand where to prioritize, it also gives you a benchmark for measuring the outcomes and whether or not it's adding value.
Case study of a client using data to drive decisions
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I know when I've done this with clients before there is a just as an example. So, I had a client where they had high mental health claims. We did a bit more of a drill down and it seemed to be a demographic female 30 to 39 age band.
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Oh, and it had kind of worsened over time. So, they decided to do some focus groups just to kind of find out here, if is there something going on in the workplace, other harassment issues, anything like this. And what came out was that a lot of these women had a lot of stress around getting home to take their kids to sports and having to rush and put crappy meals on the table. And so that a lot of guilt over that. And so, they put in a hot meals program. So twice a week you could go online, you could order a meal, a nutritious meal,
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it was delivered to the workplace for 4:00. So, there's your hot meal and you took that home to your kids. So that was just alleviating a bit of stress there in terms of that population and improving the overall engagement and satisfaction. So just an example of how pulling all the data together and you can see where the issues are to drive that meaningful well-being program forward.