nvironment where high-risk people are encouraged to adopt low-risk behavior, the cost savings will follow the risk” (Mason 6). The second aspect of significance is that employers will know which employees are at risk for which kinds of illnesses or stress. This will allow the wellness program to be designed to focus on the high-risk behaviors of employees who cost more in health care than low-risk people. The third aspect of significance from these assessments is that employees can be made aware of their high-risk status because of these health assessments and various health screenings, like blood pressure and cholesterol level.
The second phase of the program will be to focus on the promotion of diversity and race relations among employees and management. This is significant to the wellness program because stress is a major factor in health care costs, “The average cost of rehabilitating an employee who has been disabled because of stress is $1,925” (Worksite 2). Racial and ethnic tension creates stress. Further, different races are different when it comes to the incidence and types of illnesses they are more susceptible to, especially things like high blood pressure and coronary disease. The program will not promote awareness of people of color because diversity is a broader phenomenon than that and diversity is not about singling out differences but, instead, it is about promoting greater appreciation, tolerance and acceptance of all peoples. It will promote the unique composite of identity of different people of all types, including Anglo-Saxons, “There is such a range within each group. People assume there is a monolithic unity among Blacks, Latinos, etc.” (Adam 2).
Therefore, all areas of the wellness program will be designed to encompass the unique requirements of each group of people, both among groups and within groups. For example, improved nutritional fare in the cafeteria will include a broad r...