The good news is that type 2 diabetes can be prevented, delayed and even reversed when screenings are provided, and lifestyle change programs are implemented early before the disease has a chance to progress. The latest guidelines from the U.S. Preventive Services Task Force recommend prediabetes and type 2 diabetes screenings for asymptomatic adults (aged 35-70 years) who are overweight or have obesity. Preventive interventions are recommended for those at risk.

Employers play an important role in addressing this ongoing costly burden. So, what strategies should be implemented to mitigate the cost and impact the health and productivity of their workforce of this costly disease?

Get in front of it

Make sure your benefits plan is designed to address those who may be at risk for diabetes. Unfortunately, the opposite is true for many employers as their plan is often designed to manage and treat diabetes rather than prevent it. For example, diabetes medication is a standard covered benefit, but regular screenings and lifestyle change programs are often not covered.

Measure

Start tracking prediabetes risk by screening not only for diabetes, but for prediabetes as well. The earlier the disease is identified, the better. It's especially important to screen those with other co-morbidities including high blood pressure and high cholesterol.

Offer solutions

Work with your health plan on ways you can address this issue together. Many offer programs and resources aimed at identifying and treating prediabetes. There are many point solution providers with expertise in this area but not all are evidence-based with a proven track record. Use the National Registry of Recognized Diabetes Prevention Programs to identify programs that use a curriculum approved by the Centers for Disease Control and Prevention (CDC) and meet performance standards.

Stay the course

If your organization already provides a diabetes solution, hold your vendors accountable. Provide opportunities for vendors to collaborate and provide cross-referrals to programs/services that are the best fit for the individual; request regular updates on participation and outcomes; scrutinize data and reports to ensure you are getting what you're paying for, and consider using performance guarantees.

Employers should also consider implementing programs offered through the community, employer coalitions and federally funded programs such as the National Diabetes Prevention Program (NDPP). This evidence-based lifestyle change program is recognized by the CDC and includes interventions geared towards sustainable weight loss. Year-long support is provided by trained lifestyle coaches that teach strategies in healthy eating, stress management, physical activity and more. Outcome data suggests NDPP programs result in a:

• 58% reduction in type 2 diabetes
• 28% reduction in medication use for high blood pressure and high cholesterol
• 5% weight loss and a 0.2-point reduction in HbA1c after 12 months

Employer coalitions like MBGH offer a variety of complimentary tools and resources to assist employers in managing diabetes and prediabetes. It's always a perfect time for employers to focus on awareness and education of prediabetes.

Related: Behavioral economics related to diabetes can help employers reduce expenses, increase engagement

It's easy to be fooled by this often silent condition, but prediabetes should be given the same attention as other chronic diseases. Ignoring this all too common health condition is a missed opportunity to get in front of a costly chronic illness and smart employers realize there's a strong business case for preventing diabetes to help employees live a healthier and more productive life.

Mindy McBee, senior manager, Midwest Business Group on Health