Using behavioral science to address prediabetes
This is a guide on how to use principles from behavioral economics to drive the specific behavior changes recommended to help those with prediabetes from progressing to type 2 diabetes.
In a 2010 report, the CDC listed diabetes as the 7th leading cause of death in America, with 69,071 death certificates listing it as the underlying cause of death, and a total of 234,051 death certificates listing diabetes as an underlying or contributing cause of death.
It’s estimated that one in three Americans currently have prediabetes. Prediabetes, also known as impaired glucose tolerance, is a condition that doesn’t have noticeable symptoms, but potentially very serious consequences if it progresses to Type 2 diabetes.Because prediabetes is usually symptomless, many do not know that they may be prediabetic and don’t get tested or diagnosed.Many of these will not even know that they were at risk until they start noticing symptoms and are diagnosed with diabetes. In fact, the CDC has found that only 11% of people with prediabetes are aware of their condition.
The good news is that with proper care and commitment to making lasting lifestyle changes and building positive habits, prediabetes can be kept from progressing to Type 2 diabetes.
We interviewed 17 companies about how they think about their employees health. This guide includes key findings from their interviews, 4 common mistakes companies make, and over 40 practical insights from behavioral economics for employers who want to design low cost solutions to improving employee health.
After you read this, you’ll be able to:
- Create a list of small, low-cost changes you can make to improve employee health
- Tweak your financial incentives to be more effective and motivating for employee
- Understand key elements required to measure the effectiveness of a new program or partner.
- Evaluate your current programs using existing research insights
Who should read this:
- People who are responsible and accountable for health improvements within a company (e.g. Chief Health Officer, Medical Director, Health & Wellbeing Director, Chief Health Scientist, etc.).
- People who are responsible for bene ts administration (e.g. Benefits Director, Benefit Analyst, Total Rewards and Benefits Director, etc.).