The state of diabetes management and prevention in employer-sponsored insurance

Brandon Batiste, MPH , a vice president on the Health Care Innovation team at Morgan Health, shares his insight into the state of diabetes in the U.S. Employers have an opportunity to reduce the impact of diabetes on the lives and health of the employees and dependents that they cover.

Why should employers be paying attention to diabetes?

Diabetes is a sweeping epidemic that affects 1 in 10 Americans. What’s perhaps more startling is that 1 in 5 people with diabetes are unaware they are living with this chronic condition. It can become overwhelmingly expensive to treat, and lead to patients being dependent on medication and drugs throughout their life. While media headlines focused on GLP-1s are capturing the cultural zeitgeist, prevention should be a primary focus for employers: encouraging employees to adopt healthy lifestyles through wellness programs, nutrition education, and fitness incentives to reduce the risk of developing diabetes. Additionally, implementing regular health screenings is essential to identify employees at risk or with prediabetes, as early detection can prevent the onset of diabetes. Providing resources and support for employees with diabetes is also crucial, and digital solutions, such as apps and wearable devices, can help people manage their health effectively.

What are some measures of success companies should be thinking about?

Measuring success in diabetes management programs should focus on health outcomes. This includes tracking improvements such as reduced A1C levels, better blood glucose control, and weight loss among patients. Moreover, evaluating engagement levels in wellness and diabetes management programs is critical; active participation in screenings, coaching and education is a positive indicator of patient empowerment and proactive health management. Success can also be assessed by reducing unnecessary hospitalizations, emergency room visits and medication expenses resulting in cost savings. Measuring employee satisfaction and collecting feedback can also provide valuable insights into the effectiveness of diabetes management programs.

Where is the diabetes landscape headed?

The future includes more personalized approaches to diabetes management, leveraging advancements in genetics and data analytics to tailor solutions to an individual's unique needs. We anticipate continued growth of telehealth and remote monitoring, as these modalities provide convenient ways for individuals to manage their diabetes while reducing the burden on health care systems. Integration of AI and machine learning will continue play a significant role in predicting and preventing complications from diabetes, offering real-time insights and care management recommendations based on an individual’s health status and behaviors. As diabetes management solutions shift towards emphasizing outcomes and cost-effectiveness, there is increasing opportunity for employers to enter into value-based arrangements.

That being said, the vendor market is saturated and highly competitive with hundreds of new entrants vying for market share with limited differentiators between their point solutions. Successful companies will be those that are capable of providing personalized solutions that connect individuals to various provider types including behavioral health, address the social determinants of health, have an intentional focus on health equity, and can produce demonstrable results related to cost and health outcomes.

How are treatments for Type 2 diabetes evolving?

Demand for GLP-1s continue to soar, often outpacing supply. Many wellness companies are adding GLP-1s as a core offering to remain competitive amidst the hype. As employers further expand coverage for GLP-1s, they are likely to develop processes to monitor access; i.e., moving away from crude utilization management and prior authorization methods to more tailored, patient- centered obesity management pathways that include but are not limited to GLP-1 agents.

What makes health equity-based solutions a challenge to implement?

Successfully delivering health equity-based solutions in diabetes management remains a challenge as many patients face socioeconomic and geographic disparities that impact an individual's ability to manage their diabetes effectively. Companies have also struggled to create a user experience that is tailored to the cultural, language and health literacy needs of populations faced with health disparities.

When it comes to diabetes, what should employers be thinking?

Employers should adopt a holistic approach to diabetes that includes prevention efforts through wellness programs, early detection through regular health screenings, and access to digital solutions and telehealth services. Fostering a culture of health and wellness within the workplace is essential to support employees in preventing or effectively managing their diabetes. As employers weigh the adoption of point solutions and covering GLP-1s, they should consider entering into value-based arrangements to ensure the strategies they invest in result in improved outcomes for their employees.