5 mindset shifts for employers to tackle obesity and improve workplace well-being

Health is becoming an increasingly important part of strategy for businesses all over the world. This shift is being driven by the astronomical cost of ill-health to peoples' lives, economies and societal resilience.

Take, for example, overweight and its related conditions. These will reduce GDP by 3.3% in OECD countries and cut workforce participation by 54 million people per year. In the US, in 2023, employers and employees experienced an estimated $425 billion in negative economic effects attributed to obesity and overweight. These economic effects stem from higher medical costs, increased disability payments, health related absenteeism and presenteeism costs.

Investing in employee well-being, therefore, offers organizations not just a significant strategic and economic opportunity but also a public health advantage. As chronic diseases and obesity continue to escalate globally, a multifaceted approach rooted in public-private collaboration is necessary.

Employers can seize the opportunity by collaborating with the public sector, academia, and civil society to transform the way health is promoted. The World Economic Forum's Healthy Workforces initiative, in its latest insight report on promoting health and well-being, explores five mindset shifts to drive meaningful change in workplace health and well-being.

A healthy workforce is more productive, efficient and resilient. The growing burden of obesity and overweight, for example, have a significant economic impact on both labour productivity and GDP.

With up to 50% of employees’ waking hours being spent at work, employers are uniquely positioned to serve as catalysts of change. Employers have an outsized impact on the well-being of the billions of people that are formally employed, and also their families and communities.

Investing in workplace interventions targeting weight and cardiometabolic health can lead to improved productivity and reduced medical costs. Workplace interventions that effectively address weight management, fitness and coronary risk reduction can also enhance employee engagement and satisfaction. Moreover, weight health has become increasingly important to individuals, and employers offering tailored interventions can enhance their ability to attract and retain talented employees, gaining a competitive advantage and strengthening their brand reputation.

Mindful organizations prioritize the integration of well-being into every aspect of their employees' experience. It may start with implementing health-promoting initiatives, such as educational activities, supporting active-lifestyles or providing healthy meals at the office, but should in fact extend to workplace and job design.

Existing business practices and work methods can have a significant influence on employee health, productivity, engagement and morale. These practices may promote work habits and internal policies that address issues around stress and workload, enable physical activity, encourage better nutrition and foster inclusivity. Organizations, therefore, through the intentional design of work and job roles, can enable a shift towards healthier ways of working. Moreover, management style and expectations can significantly contribute to employees' ability to prioritize and take care of their own health.

Obesity is complex and multifaceted. It is linked to over 200 health conditions including cancer, cardiovascular disease, diabetes and musculoskeletal disorders, making it one of today’s most severe public health challenges.

A healthy workforce exhibits resilience in the face of crises, such as pandemics or climate disruptions, with far-reaching benefits for organizations, healthcare systems and economies. Through the COVID-19 pandemic, for example, obesity was associated with a three-times greater risk of hospitalization due to a COVID-19 infection.

The obesity crisis is too large to ignore. Approximately 1 billion people live with obesity today, and no country is on track when it comes to targets related to overweight and obesity. Addressing obesity requires an empathetic approach, recognizing the multifaceted causes of obesity and avoiding blame or stigmatization.

By prioritizing employee health, businesses can enhance their own resilience and contribute to stability, economic growth and the provision of essential goods and services, at all times — including during crises. Also, workplaces are increasingly recognized as platforms that can have a significant societal impact, in alignment with Sustainable Development Goals 3 and 8.

Employers cannot tackle the challenge of obesity alone. Strategic public-private partnerships are critical for implementing effective interventions, developing the necessary infrastructure and building the capacity to support and sustain the prevention, management and treatment of obesity.

Furthermore, employers have the ability to encourage the establishment and support of policies that aim to enhance the well-being of employees and contribute to positive public health outcomes through the creation of an environment in which healthy choices are default options.

Engagement across public and private institutions, including with international and intergovernmental organizations and civil society will strengthen the collective will, ambition and ability to address holistic health and well-being. A coordinated effort across health systems, payers, industry and beyond is needed to support the management of the disease burden holistically.

Organizations must engage in open collaboration, share best practices and contribute to a much needed, body of evidence on effective workplace interventions.

Collaboration across organizations, academia and the public sector are necessary to generate evidence, strengthen implementation research and promote the adoption of workplace well-being interventions. A strong emphasis is placed on generating robust data, as well as monitoring and evaluating the impact of workplace interventions on health outcomes. Moreover, the active involvement of the specific employee base is critical to the human-centred approach needed for workplace well-being design. This will allow for targeted investments in employee health, based on the specific needs of the workforce, including those that are harder to reach (or often marginalized).

Sharing successful interventions, learning from failures and facilitating innovative programme design will accelerate the adoption of workplace well-being interventions.

The insight report published by the World Economic Forum in collaboration with PwC sets out a step-by-step approach to inspire employers to create a healthier workforce and respond to the increasing demand for health and well-being coming from the younger generations.

Geographical and cultural differences can influence the means through which employers can support health and well-being across their workforces. Certain systemic factors including healthcare financing models, legal requirements and cultural sensitivities may alter the ways in which employers contribute to this societal challenge.

Nonetheless, by embracing these five mindset shifts, employers can play a transformative role in enhancing the well-being of their workforce and contributing to better economic and health outcomes for all. The journey towards a healthier workforce is a strategic imperative — one that also supports societal resilience, health equity and long-term public health priorities.