Addressing social gaps in health care: 4 recommendations for employers

Social needs, social risks, and social determinants are impacting the health and well-being of employees and their families. To help employers address such employee-related issues as economic instability, housing, transportation, and access to health care, the National Alliance of Healthcare Purchaser Coalitions conducted a year-long learning collaborative with the Centers for Disease Control and Prevention’s Office of the Associate Director for Policy and Strategy and the National Network of Public Health Institutes.

The result is a 20-page report, titled “Learning by Example and Moving Upstream Together: A Fresh Look at Addressing Social Needs and Social Determinants of the Workforce,” that offers observations, considerations, and recommendations for employers.

“Leading coalitions and employers are increasingly examining the social factors that most impact the health and well-being of their workforces,” Margaret Rehayem, vice president of the National Alliance, said in a statement. “Bringing together community data with company data can help employers understand and address these factors in a meaningful, realistic way that supports a thriving and productive workplace.”

The project included the Kentuckiana Health Collaborative and Pittsburgh Business Group on Health and six of their employer members. The coalitions are members of the National Alliance and have been engaged in the exploration of social determinants, health equity, and racial bias. Participating employers used various tools and resources to develop an action plan that would address at least one or more social determinants impacting their workforce.

4 recommendations

The project identified five priorities: improving employee access to health care, addressing economic instability, improving community health and wellbeing, using data differently to address social risks, and addressing social risk factor challenges.

To that end, the National Alliance offers four primary recommendations for employers:

1. Gather data: Collect community data based on ZIP codes to identify potential issues and prevalence of social needs and risk; understand how correlating social risk factors can adversely affect specific populations; and use a combination of data sources to identify population health challenges and inequities.

2. Use data to assess and prioritize: Validate observations and dive deeper by using various sources of data and engage public and/or private organizations to highlight the intersection of data from the community with internal statistics and prioritize actions with the broadest impact.

3. Develop and execute a workplan: Consider a variety of health and well-being programs as potential interventions; work with health plans and other vendors to develop a work plan; and partner with community resource organizations that can look at data by location and demographic groups.

4. Measure and sustain gains: Integrate health equity into an organizational approach; establish a baseline, monitor progress, and measure outcomes; and conduct reviews to assess progress and identify opportunities for improvement.

“Given the far-reaching impact to performance, morale, and cost of care, this project found that employers were interested in their employees’ social determinants of health,” said Christa-Marie Singleton, chief medical officer for the Office of the Associate Director for Policy and Strategy at the Centers for Disease Control and Prevention. “Organizations may want to consider that many of their employees may be facing issues such as homelessness and food insecurities. When employers can address the pressing conditions in their communities, it not only benefits the broader population, but also ensures that they have a healthier and more productive workforce.”