Carrots, Not Sticks: Adverse Impact and Wellness Programs.
Fred S Switzer1, Janelle H Cheung, Deanna K Burns
1Department of Psychology (Drs Switzer, Cheung, Burns, Sinclair, Tyler, McCubbin); and Department of Management, Clemson University, Clemson, South Carolina (Dr Roth).
Journal of Occupational and Environmental Medicine
|March 8, 2017
Summary
Disincentive-based wellness programs risk unfairly impacting protected groups. Organizations should use incentives, not penalties, to promote health and avoid adverse effects.
Area of Science:
- Health Equity
- Occupational Health
- Public Health
Background:
- Workplace wellness programs are increasingly common.
- Concerns exist regarding potential discriminatory impacts on protected groups.
- Understanding program features that may cause adverse impact is crucial.
Purpose of the Study:
- To assess the likelihood of adverse impact from wellness programs on protected groups.
- To identify specific program features contributing to adverse impact.
Main Methods:
- Analysis of a nationally representative sample of US adults.
- Examination of health factors like weight, blood pressure, and cholesterol.
- Proportionate analysis of adverse impact across various protected groups.
Main Results:
- Disincentive-based wellness programs show a high risk of adverse impact.
- Protected groups are disproportionately selected into program categories.
- Individuals belonging to multiple protected classes face heightened risk.
Conclusions:
- Organizations must carefully evaluate wellness program types and health factors.
- Incentive-based programs are recommended over disincentive-based approaches.
- Promoting health through incentives can mitigate adverse impacts on protected groups.
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