1 00:00:00,240 --> 00:00:02,720 Imagine this. You're at the Swiss Hotel in 2 00:00:02,720 --> 00:00:06,399 Chicago surrounded by top executives from leading insurance 3 00:00:06,399 --> 00:00:08,099 companies and health systems. 4 00:00:08,480 --> 00:00:12,160 Welcome to Becker's Fall Pair Issues Roundtable, November 5 00:00:12,160 --> 00:00:13,859 4th through 6, 2024. 6 00:00:14,625 --> 00:00:17,345 Picture the excitement as you gather business cards 7 00:00:17,345 --> 00:00:20,005 from over 500 executive level attendees, 8 00:00:20,545 --> 00:00:22,164 building invaluable connections. 9 00:00:22,704 --> 00:00:25,345 Feel the energy as you participate in over 10 00:00:25,345 --> 00:00:29,285 26 educational sessions led by 90 elite speakers. 11 00:00:29,769 --> 00:00:32,969 Envision yourself engaging in lively discussions about new 12 00:00:32,969 --> 00:00:36,409 health plans, hospital at home models, behavioral health, 13 00:00:36,409 --> 00:00:37,549 and price transparency. 14 00:00:38,170 --> 00:00:41,690 Now imagine being inspired by keynotes from boxing 15 00:00:41,690 --> 00:00:45,045 legend, Sugar Ray Leonard, and 4 time NBA 16 00:00:45,184 --> 00:00:47,744 All Star, Chris Webber. Their stories will leave 17 00:00:47,744 --> 00:00:50,004 you motivated and ready to innovate. 18 00:00:50,384 --> 00:00:53,024 Don't miss out on this unique opportunity. Get 19 00:00:53,024 --> 00:00:55,204 registered today. Visit beckershospital 20 00:00:55,600 --> 00:00:56,100 hospitalreview.com 21 00:00:57,199 --> 00:00:59,039 and click on the events page to find 22 00:00:59,039 --> 00:01:01,539 the conference website. That's the beckershospitalreview.com 23 00:01:03,600 --> 00:01:05,700 events page. See you in Chicago. 24 00:01:06,879 --> 00:01:09,119 Hello, everyone. This is Jacob Emerson with the 25 00:01:09,119 --> 00:01:10,900 Becker's Payor Issues podcast. 26 00:01:11,275 --> 00:01:13,114 Thrilled today to be joined by a very 27 00:01:13,114 --> 00:01:16,234 special guest. Kim Funderburk is the president of 28 00:01:16,234 --> 00:01:19,594 Cigna Health Care's government education and health system 29 00:01:19,594 --> 00:01:21,915 business. Kim, thank you so much for taking 30 00:01:21,915 --> 00:01:23,034 the time to be with me on the 31 00:01:23,034 --> 00:01:23,854 podcast today. 32 00:01:24,474 --> 00:01:25,935 Thank you for having me. 33 00:01:26,540 --> 00:01:28,380 So, Kim, before we dive into everything we 34 00:01:28,380 --> 00:01:29,819 wanna talk with you about, can you tell 35 00:01:29,819 --> 00:01:31,500 us a little bit more about yourself in 36 00:01:31,500 --> 00:01:34,219 terms of your career background in health care 37 00:01:34,219 --> 00:01:36,299 and what it is you're doing today at 38 00:01:36,299 --> 00:01:36,799 Cigna? 39 00:01:37,900 --> 00:01:40,079 Yes. I appreciate that. I am 40 00:01:40,585 --> 00:01:41,085 currently 41 00:01:41,625 --> 00:01:45,064 Cigna's health care's president of government education and 42 00:01:45,064 --> 00:01:46,765 health system business division. 43 00:01:47,385 --> 00:01:50,185 And so, for government, that is state and 44 00:01:50,185 --> 00:01:52,204 local government. For education, 45 00:01:52,505 --> 00:01:54,685 that is public k through 12 46 00:01:55,210 --> 00:01:58,250 along with colleges and universities, whether they be 47 00:01:58,250 --> 00:02:01,069 public or private, and then our hospitals, 48 00:02:01,930 --> 00:02:03,310 go across the country. 49 00:02:04,090 --> 00:02:05,310 And in my role, 50 00:02:05,850 --> 00:02:07,230 my primary responsibility 51 00:02:08,010 --> 00:02:09,150 is to drive 52 00:02:09,530 --> 00:02:10,030 strategy 53 00:02:10,625 --> 00:02:13,264 and growth in this particular segment, and we 54 00:02:13,264 --> 00:02:15,044 do that through specialization. 55 00:02:15,584 --> 00:02:18,484 So many new launches within this business. So 56 00:02:18,544 --> 00:02:21,364 it just requires that there be customization 57 00:02:21,664 --> 00:02:22,405 and recognition 58 00:02:22,864 --> 00:02:23,364 of 59 00:02:23,664 --> 00:02:24,484 these employees' 60 00:02:24,784 --> 00:02:25,764 unique needs. 61 00:02:26,780 --> 00:02:29,099 Rest of my background, I'm a native of 62 00:02:29,099 --> 00:02:30,240 Atlanta, Georgia, 63 00:02:30,780 --> 00:02:32,000 and I pride myself, 64 00:02:32,300 --> 00:02:34,960 for my deep passion for health and community 65 00:02:35,099 --> 00:02:35,599 advocacy. 66 00:02:36,460 --> 00:02:38,960 My journey to these very important 67 00:02:39,435 --> 00:02:42,235 segments that I service today really began right 68 00:02:42,235 --> 00:02:44,254 here at Cigna where I started my career. 69 00:02:44,955 --> 00:02:46,175 I served in 70 00:02:46,555 --> 00:02:49,515 many capacities. I I was once in the 71 00:02:49,515 --> 00:02:50,015 operations 72 00:02:50,955 --> 00:02:51,455 center 73 00:02:51,754 --> 00:02:54,430 and did all of the roles there in 74 00:02:54,430 --> 00:02:57,069 a management trainee program and then moved over 75 00:02:57,069 --> 00:02:58,750 to sales where I served in all the 76 00:02:58,750 --> 00:03:00,210 client facing positions. 77 00:03:00,510 --> 00:03:02,849 So from a service representative 78 00:03:03,150 --> 00:03:05,250 on up to a new business 79 00:03:05,629 --> 00:03:06,689 sales role, 80 00:03:07,310 --> 00:03:07,810 which 81 00:03:08,534 --> 00:03:10,875 is really what I would call my defining 82 00:03:11,014 --> 00:03:13,435 moment in my career. So at that time, 83 00:03:13,814 --> 00:03:16,074 there was not really this dedicated 84 00:03:16,534 --> 00:03:18,854 business division, if you will, for government and 85 00:03:18,854 --> 00:03:20,634 education that exists today. 86 00:03:21,409 --> 00:03:22,710 It was the responsibility 87 00:03:23,250 --> 00:03:25,650 then of the local markets, and I have 88 00:03:25,650 --> 00:03:27,270 been fortunate enough to 89 00:03:27,810 --> 00:03:30,450 rise to the level of large group sales. 90 00:03:30,450 --> 00:03:33,490 So many of the sales opportunities would have 91 00:03:33,490 --> 00:03:35,685 been the larger ones that we would see. 92 00:03:36,084 --> 00:03:38,905 And, obviously, when you look at local markets, 93 00:03:39,444 --> 00:03:41,544 certainly, public sector would be 94 00:03:42,004 --> 00:03:45,764 those large single site accounts. And so I 95 00:03:45,764 --> 00:03:48,104 had the opportunity to work on many large 96 00:03:48,324 --> 00:03:49,944 school systems, many 97 00:03:50,324 --> 00:03:50,824 large 98 00:03:51,129 --> 00:03:53,689 public entities, and that's really really when I 99 00:03:53,689 --> 00:03:55,229 developed a real affinity, 100 00:03:56,169 --> 00:03:58,889 for this business. And in the public, these 101 00:03:58,889 --> 00:03:59,870 servant leaders, 102 00:04:00,169 --> 00:04:02,430 it reminded me so much of my experiences 103 00:04:02,650 --> 00:04:04,634 as I was growing up. I'm a product 104 00:04:04,694 --> 00:04:05,194 myself, 105 00:04:05,574 --> 00:04:08,215 a proud product, I will say, of the 106 00:04:08,215 --> 00:04:11,735 public education system, Atlanta Public Schools, and I've 107 00:04:11,735 --> 00:04:13,354 always had that connection, 108 00:04:14,055 --> 00:04:16,535 especially to teachers. And when I look back, 109 00:04:16,535 --> 00:04:17,435 many of those, 110 00:04:17,920 --> 00:04:20,800 my early mentors and role models were the 111 00:04:20,800 --> 00:04:22,960 teachers who were at that front desk right 112 00:04:22,960 --> 00:04:23,460 there, 113 00:04:23,839 --> 00:04:25,060 in front of me. 114 00:04:25,360 --> 00:04:27,680 So it does really feel like a full 115 00:04:27,680 --> 00:04:30,800 circle moment. I did leave Cigna for a 116 00:04:30,800 --> 00:04:33,745 short while to join a competitor, but even 117 00:04:33,745 --> 00:04:34,805 during that time, 118 00:04:35,345 --> 00:04:38,324 I was focused on education and public sector. 119 00:04:38,865 --> 00:04:41,365 I can't be without this business so much 120 00:04:41,504 --> 00:04:43,264 that they do for us, and I just 121 00:04:43,264 --> 00:04:45,899 want to have an opportunity to do as 122 00:04:45,899 --> 00:04:47,579 much for them as they have done for 123 00:04:47,579 --> 00:04:48,079 me. 124 00:04:48,379 --> 00:04:48,879 So, 125 00:04:49,259 --> 00:04:51,979 the opportunity arose back here at Cigna, and 126 00:04:51,979 --> 00:04:53,599 I was happy to come back home, 127 00:04:53,979 --> 00:04:55,519 really to lead this vertical. 128 00:04:56,634 --> 00:04:58,634 Fantastic. Well, it sounds like a long and 129 00:04:58,634 --> 00:05:01,595 impactful career at Cigna thus far, Kim. And 130 00:05:01,595 --> 00:05:03,834 in that vein, I wanna talk about the 131 00:05:03,834 --> 00:05:05,855 the company's partnerships with organizations 132 00:05:06,314 --> 00:05:08,654 such as school districts and city governments, 133 00:05:09,194 --> 00:05:09,855 to support 134 00:05:10,235 --> 00:05:12,930 workers that are facing stress and burnout. 135 00:05:13,550 --> 00:05:14,910 Can you talk to us a little bit 136 00:05:14,910 --> 00:05:16,290 about the specific strategies 137 00:05:16,670 --> 00:05:19,230 or programs that you and and the company 138 00:05:19,230 --> 00:05:22,509 has found most effective in addressing these these 139 00:05:22,509 --> 00:05:24,444 top of mind issues for so many? And, 140 00:05:24,444 --> 00:05:26,764 ultimately, Kim, how do you ensure long term 141 00:05:26,764 --> 00:05:28,465 engagement with these programs? 142 00:05:29,004 --> 00:05:29,824 Yeah. Sure. 143 00:05:30,285 --> 00:05:34,444 So, certainly addressing stress and burnout among, you 144 00:05:34,444 --> 00:05:37,485 know, public sector and school district employees, it 145 00:05:37,485 --> 00:05:39,860 it really requires targeted strategies 146 00:05:40,639 --> 00:05:43,519 that, again, align with the unique demands of 147 00:05:43,519 --> 00:05:46,500 these roles. So here at Cigna, we've implemented 148 00:05:46,560 --> 00:05:48,800 programs that are focused on the whole person 149 00:05:48,800 --> 00:05:52,500 health, which integrates then physical, mental, and social 150 00:05:52,560 --> 00:05:53,060 well-being. 151 00:05:53,884 --> 00:05:54,785 Our vitality 152 00:05:55,085 --> 00:05:55,585 programs, 153 00:05:55,965 --> 00:05:59,345 they foster long term health by promoting preventive 154 00:05:59,485 --> 00:05:59,985 care, 155 00:06:00,525 --> 00:06:02,845 stress reduction techniques, and, 156 00:06:03,324 --> 00:06:07,725 lifestyle improvements, I'll say, through our on-site wellness 157 00:06:07,725 --> 00:06:08,225 coordinators. 158 00:06:08,670 --> 00:06:10,509 So that's an important piece. 159 00:06:11,310 --> 00:06:13,410 We will bring on-site resources 160 00:06:14,509 --> 00:06:17,090 to our, business partners, if you will, 161 00:06:17,550 --> 00:06:20,029 to help support them in that way. In 162 00:06:20,029 --> 00:06:22,830 addition, another program is our mental health first 163 00:06:22,830 --> 00:06:25,514 aid training. How important it is to, 164 00:06:26,214 --> 00:06:26,714 arm 165 00:06:27,095 --> 00:06:30,634 these professionals with the ability to address, 166 00:06:31,654 --> 00:06:33,974 you know, mental health crises right there on 167 00:06:33,974 --> 00:06:36,370 the spot. If you think about everything that 168 00:06:36,370 --> 00:06:38,449 goes on in the classroom, how important it 169 00:06:38,449 --> 00:06:40,289 is for a teacher to be armed with 170 00:06:40,289 --> 00:06:41,029 those resources, 171 00:06:41,569 --> 00:06:43,970 but then also, more importantly, to ensure that 172 00:06:43,970 --> 00:06:46,789 we have a panel of physicians that are 173 00:06:46,930 --> 00:06:50,225 equipped and that our members then have access 174 00:06:50,604 --> 00:06:51,665 to that understand 175 00:06:52,044 --> 00:06:53,504 everything that this, 176 00:06:54,444 --> 00:06:55,504 unique population 177 00:06:56,044 --> 00:06:57,985 faces. So these initiatives 178 00:06:58,285 --> 00:07:00,704 to me have helped employees develop resilience 179 00:07:01,084 --> 00:07:03,529 and adopt some of those sustainable habits. 180 00:07:03,990 --> 00:07:06,149 I was looking at some research actually, and 181 00:07:06,149 --> 00:07:06,889 about 44% 182 00:07:07,589 --> 00:07:08,250 of teachers 183 00:07:08,709 --> 00:07:09,209 report 184 00:07:09,750 --> 00:07:11,769 experiencing high levels of burnout. 185 00:07:12,310 --> 00:07:14,485 And then with public sector workers, they are 186 00:07:14,485 --> 00:07:16,904 facing job stress. You know, there are limited 187 00:07:17,045 --> 00:07:17,545 resources 188 00:07:18,245 --> 00:07:19,144 and that emotional 189 00:07:19,925 --> 00:07:20,425 exhaustion. 190 00:07:20,725 --> 00:07:21,225 So, 191 00:07:21,605 --> 00:07:24,904 again, through customized support, it could be behavioral 192 00:07:24,964 --> 00:07:27,204 health programs, you know, that we have employee 193 00:07:27,204 --> 00:07:28,345 assistance programs. 194 00:07:29,029 --> 00:07:31,449 And, to a point that I made earlier, 195 00:07:31,669 --> 00:07:35,289 on-site clinicians in those resources and even on-site 196 00:07:35,350 --> 00:07:35,850 clinics, 197 00:07:36,470 --> 00:07:37,370 that personalization 198 00:07:38,069 --> 00:07:38,889 then ensures 199 00:07:39,589 --> 00:07:40,410 those solutions 200 00:07:41,029 --> 00:07:42,889 fit the needs of that workforce. 201 00:07:43,785 --> 00:07:44,465 And so, 202 00:07:44,904 --> 00:07:47,965 you asked the question about longer term engagement, 203 00:07:48,504 --> 00:07:49,165 I believe. 204 00:07:49,465 --> 00:07:52,105 And so as I think about that, I 205 00:07:52,105 --> 00:07:54,444 believe it to be achieved through collaborative 206 00:07:54,745 --> 00:07:56,759 planning with our clients. 207 00:07:57,540 --> 00:08:00,680 So we rely heavily on data informing, 208 00:08:01,540 --> 00:08:04,980 our solutions, our decisions. So we're analyzing that 209 00:08:04,980 --> 00:08:08,120 data on utilization and health trends to continuously 210 00:08:08,500 --> 00:08:11,235 improve our, programs and to tailor those 211 00:08:11,634 --> 00:08:12,134 interventions. 212 00:08:12,675 --> 00:08:14,214 We also are serving, 213 00:08:14,754 --> 00:08:15,654 our employees 214 00:08:16,594 --> 00:08:17,414 to understand 215 00:08:18,115 --> 00:08:20,675 what is working, what isn't because it's an 216 00:08:20,675 --> 00:08:23,014 iterative process, and we want to ensure 217 00:08:23,394 --> 00:08:25,735 that we keep those employees engaged. 218 00:08:27,250 --> 00:08:29,089 Absolutely. And I just wanna reiterate a a 219 00:08:29,089 --> 00:08:31,250 statistic that you just mentioned there, Kim, that 220 00:08:31,250 --> 00:08:31,750 44% 221 00:08:32,129 --> 00:08:34,529 of teachers are will face burnout at some 222 00:08:34,529 --> 00:08:36,690 point in their career. It's an amazing number. 223 00:08:36,690 --> 00:08:38,450 And I think let's let's talk a little 224 00:08:38,450 --> 00:08:40,524 bit about some of these initiatives on the 225 00:08:40,524 --> 00:08:42,764 ground, real examples that have happened under your 226 00:08:42,764 --> 00:08:43,264 leadership. 227 00:08:43,884 --> 00:08:46,225 You have a recent partnership with the Chicago 228 00:08:46,284 --> 00:08:47,264 Transit Authority, 229 00:08:47,884 --> 00:08:51,085 to install workout rooms within transit hubs as 230 00:08:51,085 --> 00:08:53,970 a creative way to help keep workers active, 231 00:08:54,110 --> 00:08:56,670 especially for those that are managing chronic health 232 00:08:56,670 --> 00:08:59,470 conditions. So going back to that that measurement 233 00:08:59,470 --> 00:09:01,950 and engagement question, how do you measure the 234 00:09:01,950 --> 00:09:04,429 impact of a wellness initiative like that with 235 00:09:04,429 --> 00:09:05,170 the CTA, 236 00:09:05,629 --> 00:09:07,809 and what's some of the feedback you've received 237 00:09:07,870 --> 00:09:09,644 on the ground from these workers? 238 00:09:10,504 --> 00:09:11,325 Yeah. Absolutely. 239 00:09:11,705 --> 00:09:12,205 So, 240 00:09:12,664 --> 00:09:15,384 you know, the the program was kind of 241 00:09:15,384 --> 00:09:17,004 in its early stages. 242 00:09:17,625 --> 00:09:17,945 Right? 243 00:09:18,904 --> 00:09:20,764 So through CTA, 244 00:09:21,410 --> 00:09:23,970 we developed that partnership. We opened 2 new 245 00:09:23,970 --> 00:09:26,610 wellness fitness centers as part of that pilot 246 00:09:26,610 --> 00:09:30,049 program, and it was really aimed at helping 247 00:09:30,049 --> 00:09:33,490 those CTA employees make progress in achieving their 248 00:09:33,490 --> 00:09:34,389 fitness goals. 249 00:09:34,769 --> 00:09:36,389 So there's one facility 250 00:09:37,074 --> 00:09:39,174 that's located at CTA University, 251 00:09:39,634 --> 00:09:42,115 and then we're there's an additional one then 252 00:09:42,115 --> 00:09:43,174 at the Chicago 253 00:09:43,954 --> 00:09:45,014 Avenue garage, 254 00:09:45,475 --> 00:09:48,534 and it is available and open to CTA 255 00:09:48,595 --> 00:09:49,574 employees only 256 00:09:49,875 --> 00:09:52,375 and is equipped with all the, 257 00:09:52,940 --> 00:09:54,559 you know, current, 258 00:09:55,179 --> 00:09:58,379 I will say, workout equipment from ellipticals and 259 00:09:58,379 --> 00:10:02,139 TRX suspension trainers, so yoga mats, everything that 260 00:10:02,139 --> 00:10:02,779 they need, 261 00:10:03,740 --> 00:10:05,500 so that they can have an opportunity to 262 00:10:05,500 --> 00:10:08,264 work out given their busy schedules, if you 263 00:10:08,264 --> 00:10:12,345 will. So although in the, early stages, we're 264 00:10:12,345 --> 00:10:14,985 monitoring the usage of the centers and whether 265 00:10:14,985 --> 00:10:17,004 employees are seeing a positive impact. 266 00:10:17,384 --> 00:10:19,804 We know that the success of this partnership, 267 00:10:20,870 --> 00:10:23,049 reflects our belief that health and wellness 268 00:10:23,429 --> 00:10:26,070 must meet people where they are. So we're 269 00:10:26,070 --> 00:10:26,570 using, 270 00:10:27,590 --> 00:10:29,049 a range of data driven 271 00:10:29,509 --> 00:10:32,649 metrics, I'll say, to evaluate the impact. So 272 00:10:32,710 --> 00:10:33,850 we wanna look at 273 00:10:34,315 --> 00:10:36,175 patient rates and wellness activities. 274 00:10:36,634 --> 00:10:40,335 We are also looking at that chronic disease 275 00:10:41,115 --> 00:10:41,615 management 276 00:10:42,235 --> 00:10:44,795 process, right, and the outcomes. Are we seeing 277 00:10:44,795 --> 00:10:46,470 improved a one c levels, 278 00:10:46,949 --> 00:10:50,149 blood pressure control for those individuals who may 279 00:10:50,149 --> 00:10:52,949 be suffering from a chronic disease? We're also, 280 00:10:53,189 --> 00:10:55,029 working with the HR team. Are we seeing 281 00:10:55,029 --> 00:10:56,490 a reduction in absenteeism 282 00:10:56,949 --> 00:11:00,309 or sick days? And then, we're also looking 283 00:11:00,309 --> 00:11:00,809 at 284 00:11:01,334 --> 00:11:02,634 preventive services. 285 00:11:03,014 --> 00:11:03,514 So, 286 00:11:04,134 --> 00:11:05,735 where did we start and where are we 287 00:11:05,735 --> 00:11:08,934 now? Are we seeing engagement with preventive care 288 00:11:08,934 --> 00:11:11,654 services? And thus far, you know, the feedback 289 00:11:11,654 --> 00:11:12,554 has been positive. 290 00:11:13,174 --> 00:11:13,674 Employees 291 00:11:14,330 --> 00:11:16,590 certainly appreciate having convenient 292 00:11:17,049 --> 00:11:18,590 access to workout spaces. 293 00:11:19,370 --> 00:11:22,169 So it's allowing them to prioritize both their 294 00:11:22,169 --> 00:11:22,669 fitness 295 00:11:23,210 --> 00:11:25,389 their physical fitness and mental well-being. 296 00:11:26,325 --> 00:11:28,745 And these workout rooms are also 297 00:11:29,285 --> 00:11:32,105 providing a respite, if you will, from demanding 298 00:11:32,165 --> 00:11:35,465 work environments. So we've heard that it's improving 299 00:11:35,684 --> 00:11:37,304 morale and, as I mentioned, 300 00:11:37,605 --> 00:11:38,105 productivity. 301 00:11:39,029 --> 00:11:42,629 So more importantly, though, this program in partnership 302 00:11:42,629 --> 00:11:45,269 with CTA has encouraged these workers to take 303 00:11:45,269 --> 00:11:46,570 ownership of their health 304 00:11:47,029 --> 00:11:49,829 and supporting them with their management of their 305 00:11:49,829 --> 00:11:53,269 chronic conditions and, overall, just contributing to a 306 00:11:53,269 --> 00:11:54,329 healthier workforce. 307 00:11:55,615 --> 00:11:57,855 Wow. That's amazing, and and sounds like such 308 00:11:57,855 --> 00:12:00,254 a great program and clearly some really amazing 309 00:12:00,254 --> 00:12:02,654 results you've achieved thus far with it. So 310 00:12:02,654 --> 00:12:06,174 appreciate you detailing that for us, Kim. Let's 311 00:12:06,174 --> 00:12:08,434 switch gears for a second and talk about, 312 00:12:08,940 --> 00:12:10,779 behavioral health, which, as you know, is a 313 00:12:10,779 --> 00:12:13,019 is a major focus across the health care 314 00:12:13,019 --> 00:12:16,700 industry, across many organizations right now, including for 315 00:12:16,700 --> 00:12:18,559 Cigna and for your clients. 316 00:12:18,860 --> 00:12:20,480 Can you talk about some of the innovations 317 00:12:20,700 --> 00:12:23,384 or approaches that that the company is implementing 318 00:12:23,384 --> 00:12:26,985 to improve access and support for behavioral health 319 00:12:26,985 --> 00:12:27,485 services 320 00:12:27,865 --> 00:12:31,004 within the public sector workforce that you serve? 321 00:12:31,625 --> 00:12:32,125 Absolutely. 322 00:12:32,504 --> 00:12:33,004 So, 323 00:12:34,190 --> 00:12:35,570 yeah, we understand. 324 00:12:35,950 --> 00:12:38,049 And and and you said it well there, 325 00:12:38,750 --> 00:12:41,730 just the prevalence broadly across the country 326 00:12:42,110 --> 00:12:44,850 and the world, really, around the need for, 327 00:12:45,309 --> 00:12:47,409 behavioral health and the recognition 328 00:12:47,789 --> 00:12:50,884 that there has to be adequate access and 329 00:12:50,884 --> 00:12:52,264 services to address 330 00:12:52,725 --> 00:12:54,985 all individuals across the spectrum. 331 00:12:55,524 --> 00:12:56,024 So, 332 00:12:56,884 --> 00:12:59,625 it certainly is essential to employee well-being, 333 00:13:00,325 --> 00:13:00,825 particularly 334 00:13:01,365 --> 00:13:02,745 in these high stress 335 00:13:03,299 --> 00:13:04,679 public sector roles, 336 00:13:05,539 --> 00:13:09,559 like teaching and emergency services. So our strategy 337 00:13:09,620 --> 00:13:12,279 includes integrating behavioral health services 338 00:13:12,580 --> 00:13:15,399 with primary care to ensure that there's access 339 00:13:16,054 --> 00:13:18,695 and, you know, that there's seamless access and 340 00:13:18,695 --> 00:13:21,034 and that that stigma is reduced. 341 00:13:21,414 --> 00:13:23,034 And as you know, from the pandemic, 342 00:13:23,894 --> 00:13:27,735 there was an increase in virtual services. So 343 00:13:27,735 --> 00:13:30,820 just ensuring that we have a platform, 344 00:13:31,200 --> 00:13:33,139 which we do, a digital platform, 345 00:13:33,840 --> 00:13:36,879 which provides our members access to providers as 346 00:13:36,879 --> 00:13:39,040 well. And what has happened as the result 347 00:13:39,040 --> 00:13:40,899 of that is you've seen, 348 00:13:41,680 --> 00:13:43,954 or you may have heard of the stigma 349 00:13:44,095 --> 00:13:47,694 that's sometime associated with seeking that care. So 350 00:13:47,694 --> 00:13:48,995 this digital platform 351 00:13:49,454 --> 00:13:50,914 then allows members 352 00:13:51,294 --> 00:13:51,794 to, 353 00:13:52,174 --> 00:13:54,735 seek that care in the privacy of their 354 00:13:54,735 --> 00:13:56,674 own personal home or their car, 355 00:13:57,049 --> 00:13:59,610 wherever they see comfort, and we certainly have 356 00:13:59,610 --> 00:14:01,309 seen an increase then 357 00:14:02,089 --> 00:14:04,889 in services like that. So one thing that 358 00:14:04,889 --> 00:14:07,309 I'll speak to is our Talkspace partnership. 359 00:14:08,009 --> 00:14:10,904 So it allows employees to connect with licensed 360 00:14:11,225 --> 00:14:12,685 therapists through a convenient 361 00:14:13,065 --> 00:14:14,845 confidential digital platform 362 00:14:15,465 --> 00:14:19,565 while on-site mental health coaches provide immediate support 363 00:14:19,945 --> 00:14:21,325 for those who are experiencing 364 00:14:21,785 --> 00:14:22,764 acute stress. 365 00:14:23,079 --> 00:14:25,879 And the great news about that is, we're 366 00:14:25,879 --> 00:14:28,620 extending or looking to extend our partnership, 367 00:14:30,360 --> 00:14:30,860 specifically 368 00:14:31,240 --> 00:14:33,820 in the education space for teens, 369 00:14:34,839 --> 00:14:37,320 which is so needed as you are well 370 00:14:37,320 --> 00:14:37,820 aware. 371 00:14:38,294 --> 00:14:41,914 So it's an important it's an important partnership, 372 00:14:41,975 --> 00:14:43,595 I will say, because 373 00:14:44,375 --> 00:14:46,455 a lot of times those teens are the 374 00:14:46,455 --> 00:14:46,955 ones 375 00:14:47,414 --> 00:14:50,214 who may not seek that or the parents 376 00:14:50,214 --> 00:14:52,830 don't know how really to address that. And 377 00:14:52,830 --> 00:14:54,290 to a degree, it helps 378 00:14:54,830 --> 00:14:57,570 provide some relief in the classroom as well 379 00:14:57,950 --> 00:14:58,990 by offering these, 380 00:14:59,470 --> 00:15:03,570 these teens access to a private confidential portal, 381 00:15:04,190 --> 00:15:06,225 if you will. Another thing that we are 382 00:15:06,225 --> 00:15:08,485 doing in partnership with o two x, 383 00:15:08,865 --> 00:15:11,764 we've expanded our focus on resilience training, 384 00:15:12,305 --> 00:15:13,524 safer first responders. 385 00:15:14,225 --> 00:15:16,225 So they are a partner of ours, 386 00:15:16,545 --> 00:15:19,445 which we've collaborated with, and they specialize 387 00:15:19,985 --> 00:15:20,485 specifically 388 00:15:21,399 --> 00:15:24,460 in resilience training. So that's physical and mental 389 00:15:24,600 --> 00:15:25,740 for first responders. 390 00:15:26,200 --> 00:15:28,299 If you think about all that first responders 391 00:15:28,440 --> 00:15:30,700 have to contend with on a daily basis, 392 00:15:31,399 --> 00:15:33,720 just helping them be able to manage their 393 00:15:33,720 --> 00:15:35,740 stress in those high pressure 394 00:15:36,575 --> 00:15:37,075 environments. 395 00:15:37,615 --> 00:15:39,774 And I'd be remiss. I talked about it 396 00:15:39,774 --> 00:15:41,875 a little bit before from another question, 397 00:15:42,254 --> 00:15:45,455 but just ensuring that we are bringing forward 398 00:15:45,455 --> 00:15:46,835 those on-site resources, 399 00:15:47,455 --> 00:15:49,634 you know, clinicians that are helping 400 00:15:50,110 --> 00:15:52,509 to educate. So it could be an on-site 401 00:15:52,509 --> 00:15:53,009 behaviorist, 402 00:15:54,029 --> 00:15:56,690 that we are bringing to help reduce, 403 00:15:57,230 --> 00:15:59,410 you know, that need to go outside 404 00:15:59,870 --> 00:16:03,250 for some support. So we're providing those resources 405 00:16:03,470 --> 00:16:03,970 on-site. 406 00:16:04,455 --> 00:16:07,175 And then, we might even have an on-site 407 00:16:07,175 --> 00:16:08,235 nurse educator 408 00:16:08,615 --> 00:16:11,195 because oftentimes what you see is a comorbidity 409 00:16:11,654 --> 00:16:13,735 as it relates to mental health. So to 410 00:16:13,735 --> 00:16:16,375 the extent you're having a chronic condition, then 411 00:16:16,375 --> 00:16:19,259 there's a likelihood that you're suffering from depression 412 00:16:19,259 --> 00:16:22,480 or anxiety as well. So just ensuring, again, 413 00:16:22,620 --> 00:16:25,580 going back to the need for data and 414 00:16:25,580 --> 00:16:29,360 really understanding the unique populations of each individual 415 00:16:30,139 --> 00:16:33,100 entity and what would be required in order 416 00:16:33,100 --> 00:16:36,125 to support them. I will speak also for 417 00:16:36,125 --> 00:16:39,584 Mesa Public Schools. We implemented a comprehensive 418 00:16:39,884 --> 00:16:42,845 wellness program, and it included a whole team 419 00:16:42,845 --> 00:16:44,304 of engagement consultants 420 00:16:44,845 --> 00:16:48,544 and on-site wellness coordinators that focused on physical 421 00:16:48,684 --> 00:16:51,809 and mental health. So, here at Cigna, again, 422 00:16:51,809 --> 00:16:54,450 it isn't a cookie cutter approach. What we 423 00:16:54,450 --> 00:16:56,930 want to do is identify and understand the 424 00:16:56,930 --> 00:17:00,129 unique challenges of each population and then bring 425 00:17:00,129 --> 00:17:01,910 forward that tailored solution. 426 00:17:02,524 --> 00:17:04,525 Then we let the data inform us. Is 427 00:17:04,525 --> 00:17:07,025 it working? What should be tweaked? What additional 428 00:17:07,085 --> 00:17:09,105 things should we be adding? So, 429 00:17:09,644 --> 00:17:13,244 overall, the results have been, really strong. We've 430 00:17:13,244 --> 00:17:13,744 heard 431 00:17:14,285 --> 00:17:16,464 feedback that they have seen improvements. 432 00:17:17,309 --> 00:17:19,950 The data is reflective of that. We love 433 00:17:19,950 --> 00:17:22,349 to see that individuals are seeking the care 434 00:17:22,349 --> 00:17:23,250 that they need. 435 00:17:23,710 --> 00:17:26,349 So from our perspective, that is working for 436 00:17:26,349 --> 00:17:26,849 us. 437 00:17:27,470 --> 00:17:29,710 I think, too, I should mention that we 438 00:17:29,710 --> 00:17:33,214 place a strong emphasis on addressing health disparities 439 00:17:33,275 --> 00:17:36,154 and social determinants of health because that also 440 00:17:36,154 --> 00:17:39,115 is key when it comes to ensuring that 441 00:17:39,115 --> 00:17:39,615 someone 442 00:17:40,394 --> 00:17:41,134 is living 443 00:17:41,755 --> 00:17:43,694 a vital life, if you will. 444 00:17:43,994 --> 00:17:46,700 So we definitely look at trying to help 445 00:17:46,700 --> 00:17:48,880 our clients close some of those disparities 446 00:17:49,740 --> 00:17:52,940 and providing information around social determinants of health 447 00:17:52,940 --> 00:17:54,079 so that they can understand 448 00:17:54,460 --> 00:17:55,279 some of those 449 00:17:55,819 --> 00:17:59,125 challenges on the outside that may be affecting 450 00:17:59,125 --> 00:18:01,144 mental health while they're at work. 451 00:18:02,565 --> 00:18:04,644 Well, Kim, clearly a lot of great examples 452 00:18:04,644 --> 00:18:06,904 there and and a lot of innovative behavioral 453 00:18:07,125 --> 00:18:10,085 care strategies coming from Cigna, both virtually and 454 00:18:10,085 --> 00:18:11,785 in person across a variety 455 00:18:12,329 --> 00:18:13,069 of populations. 456 00:18:13,529 --> 00:18:15,210 And in that vein, Kim, if we were 457 00:18:15,210 --> 00:18:17,869 looking at the health insurance industry more broadly, 458 00:18:18,089 --> 00:18:20,190 how do you see the role of insurers 459 00:18:20,409 --> 00:18:20,909 evolving 460 00:18:21,210 --> 00:18:23,609 to meet the needs of diverse populations across 461 00:18:23,609 --> 00:18:26,169 the country, especially as we see an industry 462 00:18:26,169 --> 00:18:29,045 wide shift towards more preventive care and, as 463 00:18:29,045 --> 00:18:31,924 you know, more value based, care and payment 464 00:18:31,924 --> 00:18:32,424 models. 465 00:18:33,045 --> 00:18:35,285 Yeah. For sure. You know, I see the 466 00:18:35,285 --> 00:18:36,505 role of insurers 467 00:18:37,684 --> 00:18:41,225 evolving. It has to from traditional payers to 468 00:18:41,285 --> 00:18:42,184 health partners. 469 00:18:42,789 --> 00:18:44,710 That's I think you've heard me say that 470 00:18:44,710 --> 00:18:46,089 throughout our partnership. 471 00:18:47,190 --> 00:18:49,109 So you have to become a a true 472 00:18:49,109 --> 00:18:51,369 health partner with a focus on collaboration, 473 00:18:52,549 --> 00:18:53,049 customization, 474 00:18:54,230 --> 00:18:54,730 innovation, 475 00:18:55,349 --> 00:18:56,170 if you will. 476 00:18:56,684 --> 00:18:59,424 And at Cigna, we view this evolution 477 00:18:59,724 --> 00:19:02,125 through the lens of preventive care and whole 478 00:19:02,125 --> 00:19:05,664 person health, which moves beyond claims processing 479 00:19:05,964 --> 00:19:07,105 to proactively 480 00:19:07,565 --> 00:19:08,784 managing well-being. 481 00:19:09,380 --> 00:19:11,140 And as I think about what does that 482 00:19:11,140 --> 00:19:14,420 really mean as we're managing well-being, it's back 483 00:19:14,420 --> 00:19:17,220 to the data, data driven insights. So we're 484 00:19:17,220 --> 00:19:20,820 using advanced analytics to predict those risks and 485 00:19:20,820 --> 00:19:22,039 then to create 486 00:19:22,340 --> 00:19:22,840 personalized 487 00:19:23,539 --> 00:19:25,595 care plans to the individual, 488 00:19:26,454 --> 00:19:27,275 which is key. 489 00:19:27,734 --> 00:19:29,115 Our community partnerships, 490 00:19:29,414 --> 00:19:31,194 we couldn't do it without that. 491 00:19:31,494 --> 00:19:33,115 So collaborating with organizations 492 00:19:33,815 --> 00:19:36,474 to address social determinants of health, 493 00:19:36,775 --> 00:19:38,315 such as, you know, transportation 494 00:19:38,775 --> 00:19:42,339 gaps, housing, food access, access, and then health 495 00:19:42,339 --> 00:19:42,839 equity. 496 00:19:43,380 --> 00:19:45,380 I mentioned that as well. So working to 497 00:19:45,380 --> 00:19:48,039 close gaps in care and eliminate those barriers 498 00:19:48,339 --> 00:19:50,279 to access for diverse populations. 499 00:19:51,539 --> 00:19:54,440 And then our vitality and preventive care programs, 500 00:19:54,500 --> 00:19:56,335 which are aimed to 501 00:19:56,795 --> 00:19:57,295 empower 502 00:19:57,914 --> 00:20:00,174 individuals to manage their health early, 503 00:20:00,634 --> 00:20:03,295 which would then reduce the need for costly 504 00:20:03,674 --> 00:20:04,894 interventions later. 505 00:20:05,515 --> 00:20:08,875 So, for example, by integrating behavioral health support 506 00:20:08,875 --> 00:20:12,549 with chronic disease management, we're ensuring that employees 507 00:20:12,609 --> 00:20:13,349 are receiving 508 00:20:13,730 --> 00:20:17,429 comprehensive care, which is aligned with their unique 509 00:20:17,569 --> 00:20:18,069 circumstances. 510 00:20:19,329 --> 00:20:21,109 Just think here, as insurers, 511 00:20:21,649 --> 00:20:22,390 we must 512 00:20:23,265 --> 00:20:23,924 also recognize, 513 00:20:24,625 --> 00:20:25,684 right, the nuances 514 00:20:26,305 --> 00:20:29,285 of public sector, of the school workforce, whether 515 00:20:29,505 --> 00:20:30,484 it's the emotional 516 00:20:32,144 --> 00:20:33,605 labor teachers experience 517 00:20:33,904 --> 00:20:34,404 or, 518 00:20:34,945 --> 00:20:37,265 if you consider the physical demands that are 519 00:20:37,265 --> 00:20:38,460 placed on transit workers, 520 00:20:39,240 --> 00:20:41,400 and then you have to develop solutions that 521 00:20:41,400 --> 00:20:43,580 are addressing those specific challenges. 522 00:20:44,039 --> 00:20:45,900 So for me, the key is 523 00:20:46,200 --> 00:20:50,380 collaborating closely with clients to design customized solutions 524 00:20:50,440 --> 00:20:52,460 that are meeting their needs and reflect 525 00:20:52,954 --> 00:20:54,815 their organizational cultures. 526 00:20:56,634 --> 00:20:59,035 Fantastic. Well, Kim, what else are we missing? 527 00:20:59,035 --> 00:21:01,755 Any other final thoughts or final bits of 528 00:21:01,755 --> 00:21:03,994 advice you'd like to offer while you have 529 00:21:03,994 --> 00:21:05,355 the ears of a lot of health plan 530 00:21:05,355 --> 00:21:06,974 leaders all over the country? 531 00:21:07,500 --> 00:21:09,519 Yeah. Thank you. I appreciate that. 532 00:21:10,059 --> 00:21:11,039 I have covered, 533 00:21:11,420 --> 00:21:13,259 a lot of it, but, again, the future 534 00:21:13,259 --> 00:21:14,240 of health care, 535 00:21:14,619 --> 00:21:16,000 again, it lies in collaboration, 536 00:21:16,460 --> 00:21:16,960 customization, 537 00:21:17,900 --> 00:21:19,200 agility, really. 538 00:21:19,575 --> 00:21:22,694 Health plan leaders must embrace that data informed 539 00:21:22,694 --> 00:21:24,394 approach that I've spoken to, 540 00:21:25,015 --> 00:21:28,554 that supports the whole person care while also 541 00:21:28,615 --> 00:21:31,654 addressing social determinants of health, which are often 542 00:21:31,654 --> 00:21:32,634 driving disparities. 543 00:21:33,589 --> 00:21:36,410 Our experience shows that partnerships with clients 544 00:21:36,869 --> 00:21:39,349 are most effective when they are built on 545 00:21:39,349 --> 00:21:41,049 trust and those shared goals. 546 00:21:41,430 --> 00:21:42,970 It's essential to recognize 547 00:21:43,670 --> 00:21:44,970 this unique population 548 00:21:45,430 --> 00:21:48,330 in public sector employees, such as those teachers 549 00:21:48,390 --> 00:21:51,795 and first responders and just government employees in 550 00:21:51,795 --> 00:21:53,095 general, the unique, 551 00:21:53,795 --> 00:21:56,355 challenges that they are facing that require that 552 00:21:56,355 --> 00:21:59,654 till that tailored support. So this means 553 00:21:59,955 --> 00:22:02,535 understanding the emotional demands of the job, 554 00:22:02,929 --> 00:22:05,569 ensuring access to the behavioral health services that 555 00:22:05,569 --> 00:22:08,769 we spoke to, and then fostering environments that 556 00:22:08,769 --> 00:22:11,509 are promoting long term vitality and well-being. 557 00:22:12,289 --> 00:22:13,109 But, ultimately, 558 00:22:13,730 --> 00:22:14,470 our roles 559 00:22:14,769 --> 00:22:15,589 as insurers 560 00:22:15,970 --> 00:22:16,950 is to be, 561 00:22:17,755 --> 00:22:20,174 I'll call it, purpose driven partners. 562 00:22:20,474 --> 00:22:24,154 So balancing business goals with that commitment to 563 00:22:24,154 --> 00:22:26,554 improving the health of the communities that we 564 00:22:26,554 --> 00:22:27,054 serve. 565 00:22:27,355 --> 00:22:28,174 And so, 566 00:22:29,115 --> 00:22:32,095 success, I feel, will come from innovating quickly 567 00:22:32,590 --> 00:22:35,390 and listening closely to our clients. And then, 568 00:22:35,390 --> 00:22:38,509 again, just ensuring that every solution we develop 569 00:22:38,509 --> 00:22:40,910 reflects the diverse needs of the people we 570 00:22:40,910 --> 00:22:41,410 support. 571 00:22:42,590 --> 00:22:44,910 Wonderful. Well, I think that's a great place 572 00:22:44,910 --> 00:22:47,295 to leave it. Kim, thank you so much 573 00:22:47,295 --> 00:22:48,815 for taking the time to be with me 574 00:22:48,815 --> 00:22:51,054 on the podcast today and for sharing your 575 00:22:51,054 --> 00:22:53,563 insights with our listeners. We truly appreciate it. 576 00:22:54,043 --> 00:22:56,283 Thank you so much for having me. If 577 00:22:56,283 --> 00:22:58,203 you'd like to listen to more podcasts from 578 00:22:58,203 --> 00:23:00,303 Becker's Healthcare, you can visit beckershospitalreview.com.