Unum Group · NYSE:UNM
Unum — Conference Presentation (May 2022)
25 slides from Unum's conference presentation, May 17, 2022
Slide 1: Expanding access, improving outcomes: How behavioral health impacts business
Expanding access, improving outcomes: How behavioral health impacts business May 17, 2022 Swapnil Prabha Vice President, Digital Offerings, Unum Matthew Schrock Co-Director of Psychology Training McLean Hospital/Harvard Medical School
Slide 2: Introductions
Introductions Swapnil Prabha Dr. Matthew Schrock Vice President, Digital Offerings Co-Director of Psychology Training Unum McLean Hospital/Harvard Medical School 2
Slide 3: Agenda
Agenda • Stuck in survival mode • Barriers to care • How digital-first solutions increase access • Impact and ROI • Key takeaways • Q&A 3
Slide 4: Polling question 1
Demand will go back to pre- 1 pandemic levels 2 Demand will stay consistent with the Polling question 1: levels we’re seeing now Given where we are today, what do you 3 Demand will continue to increase think will happen with the demand for mental health support? Demand will decrease, but not go 4 ba
Slide 5: Stuck in survival mode
Stuck in wv Oo o) E To 2 c 5 Y)
Slide 6: As the pandemic recedes, new worries and a sense of loss take center stage
THE STATE OF STRESSED AMERICA • Respondents reported feeling stressed by the Russian invasion of Ukraine, rising domestic inflation and housing costs As the pandemic • Unhealthy coping mechanisms to cope with continued crises recedes, new Nearly 60% reported undesired weight changes, and almost worr
Slide 7: Employers have noticed the strain as well
Employers have noticed the Employers who say they are somewhat or strain as well1 significantly more concerned about employee mental health than last year 58% 9 out of 10 employers reported that they had added mental health benefits or enhanced existing ones, or had considered Employers who say they
Slide 8: Mental health is as big a challenge for HR as retaining and recruiting employees
MENTAL HEALTH IS A LEADING CHALLENGE Challenges in Efforts to Support Employees1 Mental health is as Ensure benefits remain affordable for employees 51% big a challenge for Providing adequate support for employee mental health & wellness needs 42% HR as retaining and Retaining / recruiting employees
Slide 9: Barriers to care
Barriers to care 9
Slide 10: Polling question 2
Location, scheduling, provider 1 availability 2 Cost Polling question 2: For employees in your organization 3 Too overwhelming to reach out who are interested in mental health treatment but have not received it, what are the main reasons? 4 Don’t know how to find a provider (Choose all that apply) 5
Slide 11: Only 1 in 5 people reported receiving mental health care during the pandemic
Only 1 in 5 people reported receiving mental health care during the pandemic. Of those For those workers who were interested in mental health who didn’t, treatment but did not receive it, their reasons were: Said they believe it Location, scheduling, provider availability 45% 35% would have been Cos
Slide 12: What are the ultimate barriers?
What are the ultimate barriers? • Stigma and lack of education/awareness • Access and cost • Lack of transparency around results 12
Slide 13: Employees don't know how or where to begin
CUTTING THROUGH THE NOISE Employees don’t know how or • What support do I need? where to begin • What’s available in my employer’s program? • Which options are right for me? • How do I get started? 13
Slide 14: Delays in getting care stop a treatment journey cold
Delays in getting care stop a treatment journey cold 1 2 3 4 5 6 Sarah asks She gets a list Sarah spends When she She considers Sarah for support of providers hours making finally finds a using an out- gives up from her but no quality calls, but most provider to see of-network employer’s information
Slide 15: One-size-fits-all fits nobody
THINKING BEYOND THE COUCH One-size-fits-all • Talk therapy is not the solution for everyone fits nobody • Employees have diverse preferences for treatment types and modalities • Treatment must fit into busy schedules — not office hours • Providers must be the right “fit” in terms of training, identi
Slide 16: Keys to a personalized approach
Keys to a personalized approach • Multimodal • Personalized pathways • Care referral • Diverse providers • Evidence-based 16
Slide 17: Digital-first tools let you do more
Digital-first tools let you do more The human touch doesn’t have to mean in person • The office is no longer as central due to remote work • Digital Cognitive Behavioral Therapy (CBT) tools can be deployed at scale at much lower cost Digital solutions meet employees where they are • Employees can ge
Slide 18: Polling question 3
1 Utilization 2 Clinical/program effectiveness Polling question 3: What utilization and impact measures 3 Impact on productivity does your organization’s behavioral health approach provide? 4 None (Choose all that apply) 5 We don’t currently have a behavioral health program in place 18
Slide 19: Impact
Impact 19
Slide 20: How do you know it's working?
IMPACT Large companies using a clinically validated method to assess behavioral health program effectiveness1 How do you know it’s working? Only 20% 1 Big Health, Three Lessons From the Biggest US Companies on Their Approach to Mental Health: How Companies Can Better Support Employee Mental Health i
Slide 21: Keys to proving impact
Keys to proving impact 1 Baselining 2 Transparent reporting of KPIs • Utilization • Engagement • Clinical improvement • Productivity gains • Healthcare/disability claim costs 3 Confidentiality and security 21
Slide 22: Key takeaways
Key takeaways
Slide 23: Questions?
Questions? 23
Slide 24: Stay connected
24 Stay connected unum.com/hr-trends unum.com/bh 24
Slide 25: Unum intends that the Behavioral Health solution be offered as an EAP excepted benefit
v Unum intends that the Behavioral Health solution be offered as an EAP excepted benefit. Whether the solution is an EAP excepted benefit will depend on how the Behavioral Health solution fits within the benefit plans offered by the implementing plan sponsor. Plan sponsors remain responsible for com