Jean-Eric Tarride1, Allan Smofsky2, Priscilla Nykoliation3, Stephen Allain4, Linda Lewis-Daly5, David Satok6, Jeremy Schwartz7, Joshua Hart Pollack7, Jason Robert Guertin8, Roger S McIntyre9. 1. Department of Health Research Methods, Evidence, and Impact, McMaster University, Hamilton, Ontario, Canada; Programs for the Assessment of Technology in Health, Research Institute at St Joes, St Joseph Healthcare Hamilton, Hamilton, Canada; Center for Health Economics and Policy Analysis, McMaster University, Hamilton, Ontario, Canada. Electronic address: tarride@mcmaster.ca. 2. Smofsky Strategic Planning, Oakville, Ontario, Canada. 3. AstraZeneca Canada, Mississauga, Ontario, Canada. 4. Novagen Consulting Incorporated, Halifax, Nova Scotia. 5. Lewis-Daly & Associates, Toronto, Ontario, Canada. 6. Corporate Health Services, Rogers, Toronto, Ontario, Canada. 7. The Health Team, Toronto, Ontario, Canada. 8. Département de médecine sociale et preventive, Université Laval, Quebec City, Quebec, Canada; Axe Santé des Populations et Pratiques Optimales en Santé, Centre hospitalier universitaire de Québec, Université Laval, Quebec City, Quebec, Canada. 9. Brain and Cognition Discovery Foundation, Mood Disorders Psychopharmacolgy Unit, University Health Network, Department of Psychiatry, University of Toronto, Toronto, Ontario, Canada.
Abstract
OBJECTIVES: There is a lack of Canadian data concerning the effectiveness of diabetes interventions in the workplace. The objective of this study was to evaluate the effectiveness of Motivaction, a diabetes screening and education pilot program, in the workplace. METHODS: The Motivaction program involves a voluntary web-based diabetes health-risk assessment, the Canadian Diabetes Risk Questionnaire (CANRISK), combined with an opportunity for those eligible (i.e. having diabetes or having a CANRISK score ≥21) to attend 2 on-site biometric screening meetings with a registered nurse and 4 educational sessions by telephone with a certified diabetes educator. Biometric data, as well as information about self-efficacy, lifestyle changes, productivity, well-being, mental health and program satisfaction, were collected at baseline and at 6 months. RESULTS: Attendance at the initial and 6-month clinical visits included 293 people. At baseline, 21% were identified as having prediabetes (13%) or having diabetes (8%). Statistically significant reductions in glycated hemoglobin levels from baseline to the study's end were observed in those with prediabetes or diabetes. No statistically significant changes in glycated hemoglobin levels were observed in individuals with normal levels or in those at risk for diabetes at baseline. No statistical differences were observed in terms of productivity or mental health for the full population or across diabetes-risk categories. More than 90% of employees would recommend the Motivaction program to other employers. CONCLUSIONS: This study provides a framework for future diabetes interventions in the workplace and demonstrates that workplace interventions may reduce employees' diabetes risk levels and are valued by employees.
OBJECTIVES: There is a lack of Canadian data concerning the effectiveness of diabetes interventions in the workplace. The objective of this study was to evaluate the effectiveness of Motivaction, a diabetes screening and education pilot program, in the workplace. METHODS: The Motivaction program involves a voluntary web-based diabetes health-risk assessment, the Canadian Diabetes Risk Questionnaire (CANRISK), combined with an opportunity for those eligible (i.e. having diabetes or having a CANRISK score ≥21) to attend 2 on-site biometric screening meetings with a registered nurse and 4 educational sessions by telephone with a certified diabetes educator. Biometric data, as well as information about self-efficacy, lifestyle changes, productivity, well-being, mental health and program satisfaction, were collected at baseline and at 6 months. RESULTS: Attendance at the initial and 6-month clinical visits included 293 people. At baseline, 21% were identified as having prediabetes (13%) or having diabetes (8%). Statistically significant reductions in glycated hemoglobin levels from baseline to the study's end were observed in those with prediabetes or diabetes. No statistically significant changes in glycated hemoglobin levels were observed in individuals with normal levels or in those at risk for diabetes at baseline. No statistical differences were observed in terms of productivity or mental health for the full population or across diabetes-risk categories. More than 90% of employees would recommend the Motivaction program to other employers. CONCLUSIONS: This study provides a framework for future diabetes interventions in the workplace and demonstrates that workplace interventions may reduce employees' diabetes risk levels and are valued by employees.