Obesity, diabetes, racial health equity: New guide offers strategies

Unfortunately, obesity and diabetes go hand-in-hand for many people. A person who’s obese has a greater likelihood of developing type 2 diabetes, and it causes diabetes to worsen faster. Not to mention the fact that both conditions can lead to other serious illnesses.

For Benefits pros, obesity and diabetes are major concerns for two reasons:

1. They lead to other serious illnesses, and
2. They have high direct and indirect healthcare costs.

Then there’s also the issue that people with obesity and diabetes experienced more complications and poorer outcome from COVID-19. With new strains popping up, it’s vital that employers address these conditions in their employees.

Focus on BIPOC populations

Employers can lower their healthcare costs by focusing on Black, Indigenous and people of color (BIPOC) populations. Reason: A disproportionate number of people in BIPOC populations suffer from obesity and diabetes, and have poor outcomes from COVID-19.

That’s why Northeast Business Group on Health (NEBGH) created the guide “Obesity, Diabetes and Racial Health Equity: What Employers Can Do.” The guide’s purpose is to help HR and Benefits pros develop and implement strategies aimed at achieving racial equity in obesity and diabetes prevention, treatments and outcomes.

“While effective treatments for obesity and diabetes exist, equitable access to these treatments doesn’t exist across racial and ethnic populations, including within employee populations,” said Candice Sherman, CEO NEBGH. “In some cases, benefits coverage for effective treatment may not be adequate and people may have difficulty paying for the care they need. Additionally, BIPOC employees may have trouble finding culturally competent care providers who are attuned to the impact that racism has on physical and mental health. We developed this guide to sensitize employers to these issues and provide concrete actions they can take to formulate strategies aimed at providing access to effective treatment for obesity and diabetes for all employees.”

To achieve racial equity in obesity and diabetes care for BIPOC populations, the guide suggests implementing seven strategies.

Address disparities via DEI efforts

Employers can incorporate them into their overall DEI program or as part of a broader equity plan. It’s important employees of color trust company leadership. If there’s a lack of trust that needs to be worked on. Company DEI leaders may be able to offer insight into why the mistrust exists, and how to fix it. Employers can also leverage employee resource groups to find out why health disparities exist in their employee population. And employers need to evaluate the effectiveness of their benefits based on race and ethnicity.

Offer benefits that emphasize best practices in obesity, diabetes care

Research has shown wellness programs don’t benefit people who already struggle with obesity and diabetes. These people need more targeted interventions. Helping your employees who struggle, means you’re also helping their children who are at a higher risk of developing obesity.

Improve health and benefits literacy

Obesity is a disease. The American Medical Association recognized it as one in 2013. Yet many people still believe if “these people” ate less and exercised, they could achieve a normal body weight. You can help dispel this myth by dispersing materials explaining the basis for obesity being categorized as a disease. Employers need to ensure the information they provide are culturally relevant and accessible with respect to language and health literacy. Also, Benefit pros need to make sure all employees see themselves in all the health and wellness benefits communications.

Reduce financial barriers

Did you know people with obesity have a 46% increase in inpatients costs? They also have a 27% increase in non-inpatient costs and an 80% increase in prescription medicine costs, compared to people at a normal weight. They also have more absences from work and lower productivity. But in two to four years the savings from bariatric surgery can be offset. Studies have also shown reducing financial barriers, such as high deductibles and out-of-pocket costs, can help mitigate health disparities among Black and Hispanic people.

Provide racially sensitive mental health support

To improve the health of people with obesity and diabetes, you must treat the whole person. That means providing mental health care. Experts say the risk for depression and anxiety is even higher in BIPOC populations. Reason: They deal with the stress of discrimination and racism. So, make sure you are providing racially sensitive mental health care.

Hold vendors accountable for DEI practices

Employers need to collaborate with vendors that understand and value the unique needs of a diverse employee population. Make sure your partners can break data down by race and/or ethnicity. Also find out how they incorporate DEI in their own company. It’ll reflect in their programs and materials.

Advocate and invest

Learn about laws that can help advance better healthcare for BIPOC populations. And invest in pipeline programs like Association of Black Women Physicians, the National Black Nurse Association and the National Hispanic Medical Association.

Along with the seven detailed strategies, the 32-page guide has resources on weight bias issues and a list of organizations that provide culturally sensitive health and wellness services.