Magellan Federal is the premier provider of Employee Assistance Program (EAP) services for military members, federal workers, and their families. EAPs provide interventions for a myriad of problems that impact employee well-being and productivity. With more than 30 years of EAP experience and covering over 1.2M families with our services, we wanted to offer innovations and insight into our unique approach in serving Federal employees, and how EAPs are evolving to serve the modern workforce.

What is an EAP?

Employee Assistance Programs (EAPs) have played a crucial role in the lives of many employees. EAPs are offered by employers to help employees deal with stressful situations in their life and work. EAPs often include free and confidential counseling, legal and financial information and resources, work/life solutions, and telephonic health coaching. EAP services are free, available to employees and household members, and available 24 hours a day, seven days a week. There are many reasons why employees may contact the EAP services: for example, employees may need help with stress, anxiety, depression, relationship marital conflicts, parenting and children, grief and loss, job stress, substance use, and balancing work/life lifestyles.

Trends in EAP

The workplace has evolved significantly in the last few years, and as a result, EAPs are changing to serve the ever-evolving work landscape. Here are a few of the trends we are seeing.

Holistic Wellbeing

Employee Assistance Programs have continuously evolved due to the modern dynamics that employees face in their daily lives. EAPs traditionally offered services that improved employees’ physical, emotional, and mental health. In modern times, EAPs have extended their services to providing financial planning assistance, fitness programs, parenting and children advice, grief and loss, and marital conflicts. EAPs have adopted a holistic approach where employees’ life issues are thoroughly dealt with. The improved EAP services have positively impacted the lives of many employees facing various challenges in life.

Digital Transformation

Due to the ever-evolving technological landscape, people use multiple means of technology to gain access to knowledge and get help in every aspect of their lives. EAPs often adopt virtual counseling, wellness apps, online resources, and telehealth services to help employees anytime, regardless of their location. Digital transformation has enabled employees who work in remote areas to acquire the help they need when they visit EAP centers physically.

Mental Health Focus

There is a growing need to address the issue of employees’ mental health in the workplace. Employees are exposed to various challenges in their workplace and lives. Employers have embraced personalized intervention programs, such as mental wellness education and resilience programs, that address employees’ mental health. Employees are encouraged to enroll in these programs to get the care they deserve. EAPs can greatly emphasize employees’ mental health, thus improving their effectiveness.

To comprehensively support employee mental health, EAPs are evolving their care to mental health by creating awareness that mental illness is real and that it can be dealt with. EAPs can provide education on the issue of mental illness, help organizations normalize conversations about mental illness, and help organizations create a supportive culture to address mental health among employees. EAPs can help reduce the stigmatization of people, heal from mental health issues, and empower them to recover swiftly and continue with their duties at their workplaces.

Cultural Sensitivity and Inclusivity

As employers prioritize hiring individuals from different cultural backgrounds, EAPs strive to tailor their programs to accommodate different backgrounds. Employees from diverse backgrounds have unique problems that need personalized assistance rather than a general approach to helping them. EAPs are becoming more inclusive by offering assistance in multiple languages and addressing the cultural challenges that might be bothering employees.

Work/Life Integration

EAPs are critical in assisting employees with proper work/life balance. Employers constantly adapt to factors that reduce workloads and ensure employees have a sustainable work/life balance. EAPs can assist organizations in continuing to foster a proper work/life balance by helping employees manage their tasks effectively. EAPs are putting a focus on ensuring that employees refrain from draining their energy on one side of work/life and leaving the other unattended. By doing this, EAPs will contribute to employee satisfaction and well-being.

Data Analytics and Personalization

Different age sets and age groups have unique needs and preferences on how they should be assisted. A successful EAP should delve into understanding these preferences and helping the employees.

Employees have unique problems depending on what is happening in their lives. EAPs can tailor their efforts to match the various needs of employees. Through data collection and analysis, EAPs can get insights into employee demographics and preferences and tailor their services to meet their needs. By leveraging feedback from employees, EAPs can enhance treatment programs.

Innovations from Magellan Federal

With our extensive EAP experience, Magellan understands how robust, effective EAP services can impact a participant’s health and happiness. Here are some innovations we have implemented in our EAP program to assist today’s modern workers.

Remote Work Initiative

During COVID-19, employees were forced to work from home to avoid spreading the contagious disease. Despite the shift of the locations where they would work, these employees found themselves facing the same life issues that they had been facing while working physically at their workplace. Magellan Federal sought to address the well-being of employees by extending their services through secured digital platforms. We partnered with various employers who had their employees working from home to assist them and increase their awareness of the program’s services. The remote work initiative by Magellan Federal was received well by employers, governmental agencies, and labor unions. Feedback suggested that employee morale and productivity levels were high and that many employees who suffered from mental health had their issues solved by the company’s experts.

Holistic Wellbeing

We know that employees’ well-being does not cover only their physical, mental, and emotional well-being but also other components that ensure that they operate well in life and at the workplace. Magellan Federal collaborates with service providers to address diverse employee issues to improve their lives. Magellan Federal’s EAP offers unique guidance searches for financial and legal services. We understand that the current economic trends can be challenging to maintain, especially due to the harsh nature of inflation and fluctuation of product prices. Magellan offers personalized assistance to individuals depending on their income status and financial ability. We are also establishing a clinical-first model that will employ additional specialized experts, increasing our service effectiveness to employees. We believe it’s important for EAPs to attend to the diverse needs of employees, promoting a holistic approach to the overall well-being.

Digital Transformation

Magellan Federal understands the critical use of technology to deliver employee services in today’s digital world. Our EAP services are delivered via secured virtual meeting spaces and telehealth services to meet the needs of our customers 24/7. Consumers today want help at their fingertips. A significant feature of our success is a live chat that is available on our EAP member portal. The chat assists employees in maneuvering difficulties they are currently experiencing and does not delay the support needed at the time, thus reducing the chance of developing adverse effects of an issue to employees. We understand that in today’s workforce, it is important to continue to provide digital innovations as technologies change.

Mental Health Resilience Program

Magellan Health partnered with several health and statistics companies, such as Gallup and Sharp Health, to gain data and help employers and organizations address the mental health of their employees. From this data, we developed a comprehensive Mental Health Resilience Program, which included workshops and online seminars to help address employee concerns. Organizations that enrolled their employees in the program gave feedback on improved mental wellness and increased employee productivity.

Adapting to Individual Needs

Magellan Federal addresses demographic issues by collaborating with industry employers to understand the various demographics of their employees. We use employee data to help our clients give the proper guidance to their employees that supports the demographic makeup of their workforce. We also employ experts who are constantly researching the various problems faced by employees from diverse demographic groups, thus offering personalized care instead of generalized care.

Ensuring Accessibility and Engagement

In our experience, some employees are hesitant to take the first step to seek assistance from EAPs. Despite the availability of numerous EAPs, employees find it difficult to reach out for help due to fear of stigma and lack of awareness. Magellan Federal has extended its services from a traditional phone call or employer access to offering services through various digital platforms that do not need assistance and are confidential. We have multiple avenues to provide support, encouraging ease of access for those seeking help and personalized assistance. We also provide our clients with engagement guidance and materials to raise awareness with their employees of the existence of EAP services and the variety of support available.

Delivering a Successful EAP

Employee wellness should be thoroughly addressed to increase workplace productivity and give employees a good work experience. EAPs should analyze market trends like digital transformations, work/life integration, proactive mental approaches, and cultural diversity to address the issues of mental illnesses among employees. EAPs should also foster collaboration with organizations and employers to get insights on how they can handle the various problems of employees from different backgrounds.

I’m proud of Magellan’s commitment to continuous EAP innovation. We are always striving to improve our services so employers can successfully help employees deal with work/life issues. At the end of the day, the goal of an EAP is to empower workers with tools and resources to support their overall well-being, and if they become more productive and satisfied with their careers along the way, we’ve done our job well.

References:

• Baskar, K., Shinde, E. M. B., & Srinivasan, D. A. (2021). Promoting mental well-being through employee assistance programs. NHRD Network Journal, 14(1), 64-82. https://journals.sagepub.com/doi/abs/10.1177/2631454120979764
• Chellam, N., & Divya, D (2022). The effect of promoting mental health through employee assistance programs. Journal of Education, Society & Multiculturalism, 3(2), 48-60. https://sciendo.com/pdf/10.2478/jesm-2022-0017
• Gallup, Inc. (2021, December 3). Magellan Health and Gallup team up to measure and increase well-being. Gallup.com. https://www.gallup.com/357767/magellan-health-gallup-team-measure-increase-wellbeing.aspx

About 1 in 36 children in the U.S. has been diagnosed with autism spectrum disorder (ASD), according to the Center for Disease Control and Prevention.[1] Getting an ASD diagnosis is a life-changing event for families that can trigger feelings of panic, fear and distress. You may be uncertain or confused about what to do next and how to navigate your new reality. Here are nine tips to help you and ensure your child lives their best life.

1. Do your homework—Learn everything you can about ASD and how it may affect your child throughout their life, including the laws and rights that you and your child have under the Individuals with Disabilities Education Act. The knowledge you gain will help you be an effective advocate for your child.
2. Become a voice for your child—As a parent, you are your child’s first, strongest and lifelong advocate. No one knows your child better than you do. You are the best qualified person to shape your child’s situation in the most caring way and speak out when it comes to their well-being and ensuring that they have the supports they need to flourish.
3. Seek help—The autism community is full of parents and professionals willing to help others in their ASD journeys. Allowing others to help can lighten your load, help you become a better advocate and protector for your child, and make the sometimes difficult journey more enjoyable. Seek out support groups, teachers, therapists, social workers and others for help.
4. Give help when you can—If you can, helping other parents on their ASD journeys can help you to put things in perspective, feel more positive about your own circumstances and create a sense of belonging. Helping others has shown to lower levels of stress and anxiety, which improves overall well–being.
5. Express yourself—As human beings, we need connection. Sharing your feelings with someone you trust, such as your partner or spouse, parents and/or siblings, can be liberating and go a long way in deepening your relationships, and improving your physical and mental well-being, making you a better person, parent and family member.
6. Make self-care a priority—Spending most of your time caregiving can quickly lead to burnout. Proper hydration, a healthy diet and sufficient sleep can help you cope best with daily challenges. Finding time for activities that are fun and fulfilling, such as going to the gym, going for walks and meeting friends, can help you recharge and be the best parent you can be.
7. Find the right providers—While it is important that your child’s providers use evidence-based practices and keep abreast of treatment options, it is also important that they are culturally aware and respect your ideas and traditions. Each cultural group has its own customs, thoughts and taboos regarding physical and mental health care. Find a doctor who not only speaks your language, but is also sensitive to your cultural, religious and personal beliefs.
8. Foster healthy eating habits—Children with ASD often experience issues such as insomnia, eczema, constipation, diarrhea, behavioral outbursts and more. If your child has any of these issues, you might want to see if it is a reaction to foods that are not good for their system or if their intestines are out of balance. Healthy eating habits can make a big difference in the lives of children with ASD.
9. Nurture your child’s strengths—Children improve faster when they work on strengths. Focusing on your child’s strengths, not weaknesses, puts them on the path to their personal best, allows them to develop and excel in things they’re good at, and can greatly improve their self-esteem and well-being. It can also foster a better parent-child relationship.

Magellan Healthcare is committed to improving all lives affected by autism. Visit our Autism Acceptance website for:

• Free resources that increase awareness, celebrate differences and support inclusion.
• Online and tech-enabled resources to help children with autism navigate daily life and empower parents, families and caregivers to support them on their journeys.

Sources:

[1] https://www.cdc.gov/ncbddd/autism/data.html

In celebration of National Doctors Day, we honor the unwavering commitment and exceptional dedication of our Magellan Health physicians. This annual observance on March 30, serves as a meaningful reminder of the invaluable contributions made by doctors worldwide in improving and safeguarding public health. We recognize the vital role our physicians play in providing compassionate care, fostering innovation, and driving positive outcomes for those we serve. We’re spotlighting two of Magellan Health’s doctors, who each explain why they chose to become physicians, and share some of the most rewarding and challenging aspects of working in this field:

• Andrew Sassani, M.D., Vice President, Magellan Health, Chief Medical Officer, California, Human Affairs International and Magellan Health Services of California
• Steven Pratt, M.D., Senior Medical Director, Magellan Healthcare

Continue reading to learn more from Drs. Sassani and Pratt:

Why did you want to become a physician?

Dr. Sassani: Interestingly, I did not set out to be a physician at first. My career plan was to become an attorney all the way through the mid-point of my junior year in college. During the Christmas/Winter break of my junior year, I decided to change course. While studying with my friends at the college library (many of whom were “Pre-Med” students), I found myself being more interested in the subjects they were studying. That led to a bit of self-reflection and questioning my career-path choices. It made me think about the impact I could (or not) have on peoples’ lives and wellbeing depending on the career choices I was making. Eventually this resulted in me changing course towards the field of medicine. Although, truth be told, my mind is still triggered occasionally to take the LSAT and enroll in a part-time (nights/weekends) law program.

Dr. Pratt: I originally wanted to be a neurogenetic researcher. I was planning on graduate school in genetics. I had a friend who was a post-doctoral student in genetics making the switch to become a physician rather than continue to work as a genetics researcher. After many long, heart to heart discussions she talked me into applying for medical school. I planned to become a human neurogenetic researcher and did get involved in human neurogenetic research while in medical school. In the end, I found I liked clinical work more than research and higher brain function more than neurology, so I chose psychiatry and have loved my career.

What is the most rewarding aspect of working in this field? 

Dr. Sassani: Although I find the field of medicine rewarding, it carries a heavy burden of responsibility and expectations which can lead to burnout in the healthcare field for so many. This was never more evident than during the pandemic. However difficult, I think it reminded us all how important and crucial healthcare providers and medical sciences are to the lives and wellbeing of all people.

Is there anything you’d like to highlight about working in this field? 

Dr. Pratt: I have been told many times by my patients that I saved their lives. Before working with me, one individual made a serious suicide attempt, coded, and was resuscitated. After I worked with them in a state hospital for about a year and they were being discharged, they gave me a card made with flowers on the cover and inside it said, “Thank you, Dr. Pratt, when I killed myself, everything went dark. There was no light I was moving toward. Now, for the first time in my life I see light thanks to you!”

What does National Doctor’s Day mean to you? 

Dr. Sassani: As clinicians, we join the field because we truly care for others and have a true desire to help those in need. Putting others first is our number one priority and we don’t focus on ourselves, much less celebrate a day of honor and recognition. I think that for many doctors we have a true calling to serve, and we share the sentiment that Doctor’s Day is just another day on the calendar.

Dr. Pratt: I am appreciative that there is a National Doctor’s Day. But the rewards that come day in and day out are more meaningful to me.

What is neurodiversity?

 Everyone’s brain is different and develops in its own way. Neurodiversity refers to diversity in the ways in which people experience the world, be it at school, at work or in social settings. Neurotypical individuals’ brain functions are considered “usual” or “expected by society.”

Understanding neurodivergence

Individuals naturally approach thinking in various ways. Neurodivergent individuals’ brains are unique and their behaviors or responses differ from what is expected socially, physically or verbally. Approximately 15-20% of the population is neurodivergent. Some of the most prevalent conditions among individuals who identify as neurodivergent are:

Myths and facts about neurodiversity

 Understanding neurodiversity and the specific challenges neurodivergent individuals face is crucial for creating inclusive and supportive environments. By educating ourselves, we can dismantle stereotypes and stigmas that inadvertently affect others.

Myth: Neurodiversity is the same as ASD.

Fact: Neurodiversity includes ASD, as well as other neurological conditions, such as ADHD, dyslexia, dyspraxia, intellectual disabilities, Tourette’s syndrome, obsessive- compulsive disorder (OCD) and other mental health conditions.

Myth: All neurodiverse individuals are the same/similar.

 Fact: All individuals, whether neurotypical or neurodiverse, are unique in their learning and experiences. Recognizing the diversity within neurodiverse individuals is key to developing inclusive environments.

Myth: Neurodivergent individuals lack communication skills. 

Fact: Like neurotypical individuals, neurodivergent individuals have diverse communication styles. Many communicate effectively in their own unique ways. Tailoring communication strategies to diverse styles fosters inclusivity and supports personal growth.

Myth: Neurodivergent individuals choose not to engage in forming relationships.

Fact: Many neurodivergent individuals genuinely desire connections with others but often feel sadness or a sense of isolation when faced with difficulties in forming those connections. Nonetheless, they can have authentic, enduring relationships, particularly when others are accepting and mindful of their differences.

Myth: Neurodivergent individuals have little chance of succeeding in school, at work or in their communities.

Fact: With equitable opportunities and tools, neurodivergent individuals can be just as successful as others.

Famous neurodivergent personalities

 Many well-known individuals are neurodivergent and have made extraordinary contributions to our world.

• Benjamin Banneker—Self-taught African American mathematician, astronomer and inventor who was appointed by President George Washington to assist in the surveying and planning of Washington, DC
• Simone Biles—African-American gymnast who has won numerous Olympic and World Championship medals and is considered one of the greatest gymnasts of all time
• Tim Burton—American filmmaker, artist, writer and animator known for his unique and imaginative film style, including “Edward Scissorhands” and “The Nightmare Before Christmas”
• Lewis Carroll— English writer, mathematician and photographer who is best known for his literary works, particularly “Alice’s Adventures in Wonderland” and “Through the Looking-Glass”
• Bill Gates—Co-founder of Microsoft and a leading figure in the development of personal computing
• Thomas Jefferson—One of the Founding Fathers of the United States, principal author of the Declaration of Independence, and third president of the United States
• Michaelangelo—Italian Renaissance sculptor, painter, architect and poet who is renowned for masterpieces like the Sistine Chapel ceiling and the statue of David
• Nikola Tesla—A Serbian-American inventor who made significant contributions to the development of alternating current (AC) electrical systems and other inventions
• Emma Watson—English actor and model known for her role as Hermione Granger in the “Harry Potter” film series and being an advocate for women’s rights

Neurodiversity involves acknowledging and valuing the diverse ways our brains work. Neurodivergent individuals experience, interact with and interpret the world in distinctive ways. When we appreciate and celebrate neurodiversity, we cultivate inclusive communities that allow neurodivergent individuals to thrive.

 How can I learn more about neurodiversity and neurodivergence?

Find more information and helpful resources at MagellanHealthcare.com/Autism-Resources, including online and tech-enabled resources to help neurodivergent individuals navigate daily life and empower parents, families and caregivers to support children on their journeys.

Sources:

• Debunking Myths About Neurodiversity in the Workplace | by Stephanie Barnes | Medium
• Debunking The Neurodiversity Myths – eLearning Industry
• Famous Neurodiverse Individuals – CASS (casscounselling.co.uk)
• Successful People with Neurodivergent Disabilities – Student News (manchester.ac.uk)

National Social Worker Month, observed every March, is a time to honor and celebrate the invaluable contributions of social workers to our communities. From empowering individuals and families to navigating complex systems, social workers embody compassion, resilience, and a steadfast commitment to fostering positive change. As we acknowledge National Social Worker Month, we not only express gratitude for their unwavering dedication but also underscore the importance of their role as champions of change! We’re spotlighting three of Magellan Health’s social workers so continue reading to learn more about their experiences:

• Erin Mason, MSW, LCSW, Licensed Care Coordinator
• Julie Mattingly, MSW, LCSW, Senior Care Manager
• Madeline Adams, MSW, LCSW, Clinical Manager, Employee Center of Excellence

Why did you become a social worker and what is the most rewarding aspect of working in this field? 

Erin: I have always really enjoyed working with people and helping others. I chose to earn a Master of Social Work specifically because it presented opportunities to influence change at the individual, group, and system level. I felt that it had the most diverse opportunities and made the best use of my different skills. I also was drawn to the ethics that guide our profession. It has been rewarding to see how those ethics drive social progress and foster individual achievement. I have been very fortunate to be a part of innovative programs that expand access to diverse populations, including the collaborative care program at Magellan Health. Whether it’s helping connect one member to care or looking at the total population served in a pilot project, seeing the results of improved access is what I find most rewarding.

Julie: I knew from early age that I would be a social worker. I used to go with my mom to visit residents of a local nursing home and deliver Meals on Wheels to the homebound. The most rewarding part of being a social worker is knowing I made a positive difference, for a person, family, or community.

Madeline: I originally wanted to be a lawyer. As I was studying pre-law at the Legal Studies Degree Program at Webster University, the more I learned about our laws and the history of oppression in America, the more I just wanted to help. I switched to a major in political science and history and began working with juvenile offenders in Missouri after graduating. My work supervising and providing treatment to juvenile offenders led me to pursue a master’s in social work. The most rewarding aspect of working in this field is when you get to see a successful outcome from an intervention you implemented.

What are some challenges you face being a social worker and how do you overcome them?

Erin: Sometimes, the sheer need of the world can be exhausting. People are not always able to make changes, or the supports they need are not available. I try to focus on what I can offer. Social workers are often the people bringing hope or comfort to a person in an otherwise difficult situation. In addition to knowledge and skills, I can offer compassion and kindness to those individuals. I can advocate for those that may not have a voice. Working closely with my peers and other team members helps me remember I am never on my own. Their experience can help me when I feel unsure of how to move forward.

Julie: Actually, earning an MSW was a challenge. I was a single mom at the time and grad school is expensive. I worked three part-time jobs my first year of grad school. Keeping up with required continuing education is vital for my growth as a social worker but it can be difficult to find challenging and new coursework that is relevant to my work.

Madeline: My biggest challenge as a social worker has always been practicing healthy boundaries with my work. Whether working for the federal government, state government, a nonprofit, or a corporation, our work is never-ending. I constantly must remind myself that everything is not urgent, some things can wait, and some things will never get done and it will be okay.  As someone who likes to cross every “T” and dot every “I”, I must constantly work at monitoring my own temperature and practicing healthy boundaries. When I’m overdoing it, I call myself crispy, and my body lets me know I’m overcooked by giving me sleepless nights, body aches, migraines and a short fuse.

Is there anything you’d like to highlight about working in this field?

Erin: For me and most of my peers, social work is not just a job, it is a set of ethics and beliefs about humanity. I am proud to be a social worker, in which we concern ourselves with the most vulnerable populations, the larger systems and the way people are impacted by their environment. It is based on a frame of reference that understands people are limited by their circumstances and values their self-efficacy.

Julie: When you ask someone what a social worker does, you’ll get different answers from different people. That’s because for a social worker, the actual job can vary widely. There are medical social workers; administrative social workers; clinical social workers; school social workers and many other social work positions.

Madeline: It’s that moment in your interaction when you have planted a seed but also get to watch it begin to grow.  When you see that little stem of energy coming out of the dirt and muck yet pointing up toward the sun in search of light, this is the reward. You can see their resilience and have steered them in the right direction during a time when they didn’t know where to turn.

What does National Social Worker Month mean to you? 

Erin: I think National Social Worker Month is a great time to reflect on my chosen profession and to celebrate my peers and our predecessors. It is a time to think about how I am applying my ethics and skills in my daily practice.

Julie: National Social Worker month started in 1984. It’s a month to celebrate where we’ve come from and where we’re going as social workers.

Madeline: National Social Work Month is a time for us to celebrate the important work we do and highlight our achievements. It’s crucial we promote the good work we do to help uplift each other and continue doing this important work.

National Healthcare Human Resources Professionals Week recognizes the indispensable contributions of human resources professionals within the healthcare sector. Celebrated the week of March 11-15, these dedicated individuals serve as the backbone of healthcare institutions. Human resources professionals navigate complex regulatory landscapes, address personnel challenges, and cultivate environments that focus on employee well-being. We’re spotlighting three of Magellan Health’s HR professionals who each explain why they chose a career in healthcare HR, and the most rewarding and challenging aspects of working in this field:

• Angela Navarro, human resources business consultant, Magellan Federal
• Angie Pinto, compensation consultant, human resources, Magellan Federal
• Kathy Fox, senior director, payroll and Workday technology, Magellan Health

Continue reading to learn more from Angela, Angie, and Kathy on their experiences as healthcare HR professionals:

Why did you want to pursue healthcare HR and what is the most rewarding aspect of working in this field? 

Angela: My family consists of nurses, doctors, and other healthcare professionals. I knew those fields were not my passion, however I still wanted to help people and make a difference. Instead of saying, “I help care for people,” I can now say, “I care for the people, who care for the people.” I find it most rewarding to see how I can assist healthcare workers and take some of the weight off their backs during their times of need.

Angie: I love helping people! Working with people, solving problems, and coming up with a resolution together is so rewarding. That combined with my love of compensation has brought me to HR.

Kathy: HR found me, and it has been great! I come from a process improvement background and then transferred to HR. Working in payroll and HR technology provided me with the opportunity to help create a positive environment for company employees through timely pay and ensuring personal data is documented and protected.

What are some challenges you face in this profession and how do you overcome them?

Angela: In every profession there are both good and bad aspects. Employee relations may have challenges, but it is up to me to find the positive aspects and propose a solution for every challenge.

Angie: There are challenges (or adventures as I sometimes call it). It could be the market and specific jobs, new business and contracts, updated policies, etc. We overcome these challenges by working with leadership and fellow HR partners collaboratively. Working in this field requires a team effort!

Kathy: Working with a diverse group of individuals can be daunting, but by truly seeking to understand and address needs, it becomes manageable. I find that listening and providing guidance or education can go a long way to resolving issues. Many times, it just comes down to a misunderstanding or lack of knowledge about how something works.

Is there anything you would like to highlight about working in healthcare HR? 

Angela: At Magellan, the highlight is that our staff cares for members of our armed forces who are fighting for our freedoms and that is something to be proud of.

Angie: Working in healthcare HR is rewarding, and we have so many groups that include compensation, payroll, benefits, etc. I truly believe we are making a positive impact for our employees and continue to strive to improve our processes to ensure the best results.

Kathy: The Magellan employees have demanding jobs. We must make sure that they have the support network to address their HR needs. If we do it right, it allows our employees to focus on their clients.

What does National Healthcare HR Professionals Week mean to you? 

Angela: It is a time we say thank you to all those employees who pour their hearts into their HR support roles in the healthcare system. It’s also a time to recognize those who promote both the organization and employees in an unbiased manner.

Angie: It gives recognition to those that work in this field a moment to be seen when many times we are working behind the scenes. I love that it gives an opportunity for HR professionals to be recognized for their work and given a spotlight to shine.

Kathy: We are recognizing individuals who are normally working behind the scenes to help support the company’s workforce in so many ways such as talent acquisition, training, compliance, payroll, staffing levels, and so many more services.

As a Performance Expert (PE) working in Japan, my mission has been to enhance the performance and resilience of U.S. Army Soldiers, civilian employees, and family members by creating customized training based on needs and availability. Master Resilience Trainer-Performance Experts (MRT-PEs) work at Army Ready and Resilient (R2) Performance Centers to help soldiers understand and enhance the mental side of performance, maximize the benefits of training, and provide skills and techniques to develop strong teams.

When I arrived at Camp Zama, Japan, I sat down with several leaders in the community, including the Garrison Commander and several Brigade-level leaders. The leaders requested our help to bridge the communication and cultural gap between the U.S. forces and local and national employees. My experience provided me with a unique perspective I’d like to share on the strategies, struggles, and successes I used to foster mutual understanding and collaboration between U.S. Army personnel and Japanese local national employees. These tactics can be used in any personal or professional situation to help you communicate more effectively across diverse backgrounds and cultures.

Identify the Challenges

One of the initial hurdles I encountered was the stark contrast in communication styles between the U.S. Army Soldiers and Japanese civilians. The direct and assertive approach of American Soldiers clashed with the Japanese employees’ more reserved and harmonious communication style. These differences often led to misunderstandings, strained relationships, and hindered collaboration.

Additionally, cultural differences permeated every aspect of work, from decision-making processes to leadership styles. U.S. Soldiers were accustomed to hierarchical structures and authoritative decision making, while Japanese civilians valued consensus and a collective approach. Bridging this gap required a comprehensive understanding of both cultures and a nuanced approach to cognitive performance enhancement. Once I had identified the challenges, I was able to employ the following strategies to help me successfully communicate and collaborate across cultures.

Strategies for Success

Cultural Immersion: I immersed myself in the daily lives and traditions of both American Soldiers and Japanese civilians to develop a deep understanding of both cultures. This involved attending social gatherings, participating in cultural activities, and engaging in open conversations to grasp the intricacies of their perspectives.

Customized Training Programs: I recognized the need for tailored solutions and designed training programs that integrated cultural empathy and cross-cultural communication skills. These programs focused on enhancing emotional intelligence, active listening, and the ability to adapt communication styles to meet the expectations of diverse audiences.

Collaborative Workshops: I organized interactive workshops that brought together U.S. Army Soldiers and Japanese civilian employees to foster mutual understanding and collaboration. Participants gained valuable insights into one another’s perspectives and developed a shared sense of purpose through facilitated discussions, role-playing exercises, and team-building activities.

Mentorship and Coaching: I embedded myself in existing mentorship and coaching programs, such as a U.S. Army cooperative education (co-op) program that partners leaders with their Japan Ground Self-Defense Force (JGSDF) counterparts. I observed how JGSDF leaders learn from their U.S. counterparts and organized facilitated workshops to introduce the JGSDF co-op program participants to U.S. Army performance and resilience training.

Continuous Evaluation and Adaptation: I recognized that cultural empathy is an ongoing journey and consistently evaluated the effectiveness of our training programs and adapted them based on participant feedback. This iterative approach ensured that our services remained impactful and relevant.

Achieving Cultural Empathy

Meeting client demands for cultural empathy training required perseverance, innovation, and a commitment to delivering tangible results. As a Cognitive Performance Enhancement Specialist, it has been an enlightening experience bridging the cultural divide between U.S. Army Soldiers and Japanese civilian employees. We successfully fostered collaboration and mutual respect through understanding, empathy, and tailored training programs. We can pave the way for harmonious and effective working relationships that benefit both individuals and organizations by recognizing the importance of cultural empathy and continuously adapting our strategies.

Together, we can bridge divides and create a future of cultural understanding and cooperation. I hope this helps you do the same.

The appearance of the Department of Defense (DoD) visual information does not apply or constitute DoD endorsement.

According to a recent Commonwealth Fund report, Americans pay more for brand-name drugs than residents of most other countries, including Japan, the United Kingdom, Australia, Germany, France, Canada and Switzerland. From January 2022 to January 2023, the prices of over 4,200 drug products rose, with nearly half exceeding the rate of inflation and an average price increase of $590 per drug product. The rising cost of prescription drug prices in the United States has created challenges for taxpayers, healthcare payers, employers and most importantly patients.

Nearly one in four Americans taking prescription medications say it’s difficult to afford them. The financial burden has led many to take cost-saving measures such as skipping or delaying filling a prescription, missing or reducing doses, or using someone else’s medication, drawing attention to the critical issue of medication adherence.

What is medication adherence?

Medication adherence is the act or extent of conforming to a provider recommendation/prescription based on timing, dosage and frequency of medication use.

 Why is medication adherence important?

Medication adherence is a primary determinant of treatment success and one of the most important things an individual can do for their health. Failing to follow prescribed medication regimens can have serious consequences for the nearly 67% of Americans who are non-adherent.

• Reduced effectiveness—Medications may not work as intended, leading to inadequate management of health conditions. Non-adherence can account for up to 50% of treatment failures.
• Worsening symptoms—Failure to adhere to prescribed treatments may result in the exacerbation of symptoms or disease progression. According to the CDC, nearly 50% of adults suffer from chronic diseases, such as diabetes and hypertension. Nearly half of these do not adhere to prescribed medication regimens. This failure to adhere is believed to contribute to a minimum of 100,000 preventable deaths and $100 billion in preventable medical costs annually.
• Complications and side effects—Skipping doses or not following medication instructions may contribute to adverse effects or complications. Appropriate medication treatment has the potential to prevent approximately 89,000 premature deaths annually among hypertensive patients.
• Lack of productivity—For chronic conditions, non-adherence may result in a decline in productivity due to increased sick days or disability. If a group of 1,000 employees with diabetes collectively improves their treatment adherence by 10 percent, it could reduce short-term disability and lost work time up to 441 workdays, resulting in potential employer savings of around $94,000.
• Decreased quality of life—Non-adherence may diminish overall wellbeing and hinder individuals’ ability to maintain a satisfactory quality of life. The risk of death due to medication non-adherence is approximately ten times higher than the risk of homicide, escalating to around 30 times for individuals over 50. Morbidity and mortality associated with poor medication adherence costs $528.4 billion annually.
• Risk of hospitalization—Lack of adherence increases the likelihood of severe health events, potentially requiring hospitalization. Twenty percent of Medicare patients are readmitted to the hospital within 30 days. Fifty percent of these are considered non-adherent. Non-adherence can be attributed to up to 25% of hospitalizations in the United States annually.
• Impact on public health—Non-adherence is recognized as a significant public health issue. It leads to poor health outcomes and increased healthcare costs, and can have broad implications for public health, especially when it comes to the management of chronic conditions. As many as 59% of individuals with mental illness inconsistently or do no take their medication. This behavior contributes to broader societal problems, including increased rates of suicide, and increased rates of unemployment and homelessness.
• Increased healthcare costs—Non-adherence can lead to more frequent doctor visits, hospitalizations, and additional medical expenses. Addressing medication adherence has the potential to reduce annual healthcare costs by $100 to $300 billion.

Research has repeatedly found that the primary factor impacting medication adherence is cost. In light of this challenge, innovative programs like Magellan Healthcare’s inforMED Pharmacy Program offer a promising solution by ensuring behavioral health and other medications are prescribed and managed effectively. Visit here to learn more about inforMED and how it reduces pharmacy spend with a 2:1 ROI and gaps in care by up to 40%.

Sources:

• 15 Frightening Stats on Medication Adherence (Plus Infographic) (pillsy.com)
• Changes in the List Prices of Prescription Drugs, 2017-2023 | ASPE (hhs.gov)
• Medication Adherence: The Elephant in the Room (uspharmacist.com)
• Medication Adherence and Compliance: Recipe for Improving Patient Outcomes – PMC (nih.gov)
• Medication Adherence Measures: An Overview – PMC (nih.gov)
• International Price Comparison of Drugs Medicare Is Negotiating (commonwealthfund.org)
• Products – Data Briefs – Number 470 – June 2023 (cdc.gov)
• The Unmet Challenge of Medication Nonadherence – PMC (nih.gov)
• The Workplace Costs of Not Taking Your Medication | The Pursuit | University of Michigan School of Public Health | Chronic Disease | Statistics | Health Informatics | Pharmaceuticals (umich.edu)