It makes perfect sense to me that employers would be very enthusiastic about behavioral health as a component of their corporate wellness programs. The term is defined in the following way (see: Defining Behavioral Health):
Behavioral health is the scientific study of the emotions, behaviors and biology relating to a person’s mental well-being, their ability to function in every day life and their concept of self. “Behavioral health” is the preferred term to “mental health.” A person struggling with his or her behavioral health may face stress, depression, anxiety, relationship problems, grief, addiction, ADHD or learning disabilities, mood disorders, or other psychological concerns.
A recent article stated that behavioral health is now a major focus of employer's wellness programs (see: Employers' latest focus when it comes to wellness). Below is an excerpt from the article:
Employers looking to continue investing in their well-being programs are eyeing services targeting behavioral health and women’s health....Optum surveyed 544 employers in three size categories.....[E]mployers see wellness offerings as more than just health options, but also as tools that improve recruitment and retainment, address absenteeism and boost employee morale....[B]ehavioral and mental health is a central concern—87% of respondents said they were concerned about employee’s access to behavioral healthcare. So, they’re taking several different approaches to address the issue: 61% said they would invest in new digital tools for behavioral health, while 56% said they were examining their provider networks. In addition, 51% said they would implement virtual visits and 46% said they would offer near-term appointment scheduling....The vast majority (88%) of respondents said they plan to address mental health stigmas within the next year....There’s little evidence wellness programs work. Employers remain bullish on them anyway, survey finds (see: Defining Behavioral Health).
I can't think of a better place to start than behavioral/mental health for corporate wellness programs. First of all, such interventions could potentially help an employee be more productive at work. Secondly, they could also improve the physical health of an employee, given that a high percentage of chronic ailments like cardiovascular disease are related to lifestyle choices like smoking and lack of exercise. A better psychologically adapted person may be incented to avoid harmful behaviors. As to the process by which an employer wellness program addresses behavioral health, the answer is given in the paragraph above: digital tools (e.g., apps on a smart phone), provider networks, and virtual visits. The advantages of a virtual visit in this regard was detailed in a recent article (see: The Virtues of Virtual Behavioral Health) and below is an excerpt from it:
....[V]irtual visits occur through secure videoconferencing technology that is compliant with all provisions of the Health Insurance Portability and Accountability Act (HIPAA) and the Health Information Technology for Economic and Clinical Health Act (HITECH). On the patient side, that means someone can connect with...[a therapist] from anywhere, through their computer, smart phone or tablet, and trust that they have a safe, confidential connection. Virtual visits are convenient — no worries about driving or traffic, no need to reschedule appointments every time something comes up....Having a virtual option also gives you a broader pool of providers to choose from ....And, regardless of location, some people just feel more comfortable getting mental health services in the privacy of their home or office.
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