Eric: I'm really excited about the potential in mind body connection and a lot of people say, well we all know that there is one etc. And I would agree with that and I would say that is not at all baked into how we manage health, how we incentivize health, how we pay for health and what's becoming increasingly clear is that most of the major medical conditions that drive most of the suffering and most of the cost in organizations and more broadly in society are outcomes of psychological and treatable psychological impairments or ailments. For example typically in many companies and it's true for us as well, our top claims, top high cost claims come from obesity. They come from mental health and they come from osteo related things. And in many of those there is a mind body connection. A very high incidence of depression and anxiety broadly in the culture and it's well established that those two conditions alone. Have a significant impact on the progression of heart disease and diabetes for example. And what I don't think is well established yet. And I would like to see much more rigorous work going on it is, what that connection is and how you design health plans to better treat those underlying conditions that accelerate the progression of the physical disease. I think we're regarding to see a lot of applications, a lot of programs trying to get at the problem but systemically I don't think it's well-established yet.
Anthony: Right. No, it's very interesting. Yeah, I agree with you totally. You know I started my career off working for managed mental health care company and got to see from a data perspective very early on. That connection of the mind and the body it all starts with the mind and I can imagine Eric you're like me you know you look at a lot of things like mindfulness and meditations and probably even the design around defeatist campuses on you know are there adequate spaces for you know breaking away or meditation areas and things like that. But anything along those lines, you know there's calm, there's headspace, there's yoga, there's resilience programs right, employer wellbeing programs specifically focus on resilience. Any specific programming elements or environmental things that you're seeing some promise to that maybe if you systematized them that they could amount to be something.
Eric: Sure. I mean all the things you mentioned are things that we do. So we use programming as part of our wisdom and curriculum, we call it here and the corporates mindfulness into many of our development programs. At our headquarters locations we have Zen rooms on every floor where teammates can meditate or get back to other mindfulness practices. It's core in many of the things we do we offer teammates access to applications that have meditation as an offering among other mindfulness practices. It's part of a set match the mayor and many other things. It's deep in our culture and I think that's important, it sends the right message to teammates that we value that. And I think especially in our business because the majority of our teammates are caregivers and that's very of right at times and I think we're doing all of that. And I would say the structure of how health care is provided in the United States. Is far far from treating mental health care with parity.
And so I think as an employee you do the best you can to make up for that deficit through the kinds of programming we are talking about and you can only get so much done until the system shifts and changes. When asking about the future that what I hope for the future is that there is some significant legislative and regulatory change that happens in the future to recognize the need to provide more funding and a different structure for how mental health care is provided in the US.
It's also something that's the least sort of systematized treatment of mental health. It's very regional, it's very local. You have virtually no sort of national providers of mental health services with evidence-based practices. And that's something that's that desperation like worked for or work on a board of a behavioral health provider for 15 years that specializes in evidence-based treatment of schizophrenia and bipolar disorder and what I observe firsthand when I was there is the dramatic difference in outcomes. I'm talking about really quantifiable things like hospitalization rates, high incarceration rates for example of those patients who had been through our evidence-based protocol vs. The standard protocol. And it really gave me passion about wanting everyone to have access to evidence-based treatment like that which is not the standard of care in the United States.
Anthony: It's super exciting and I definitely appreciate what you're doing and then and then obviously being in charge of people's services that obviously seems like you can get an interesting you know voice of the employee as well with other processes to understand the investment you're making in the space, not just hitting from a client's perspective. So, Eric I could probably talk to you forever. But we always want to give our listeners the morsel of the episode here says, apologies if we're going a few minutes over. But this has been very powerful. I appreciate your time. And you know one thing I always do with you know is you know for listeners out there that want to be able to engage with you or you connect with you, what's a good way for people to connect with you?
Eric: Sure. I think you can reach me at LinkedIn and it's "Eric Severson HR" LinkedIn and I look forward to engaging people there in an ongoing conversation on this topic.
Anthony: Great. Great. Eric thank you for being on this show and we love to have you back you know as you go throughout the year as you implement you know continue to grow and grow your programs and what you're doing, love to always hear about you know obviously what you're working on. Thank you for being on the show Eric.
Eric: Thanks so much Anthony. It's been an honor to participate.
Anthony: Great. Great. And to everyone out there, this is The #PopHealth Show. Thanks for listening.