Four Practical SDOH Strategies for Employers & Plan Sponsors

You can’t say our clients don’t love us. On Valentine’s Day, we convened some of our top employers and industry leaders in Austin to deep dive into one of healthcare’s most difficult issues that impact costs and health outcomes: social determinants of health. It was two, half-day sessions of spirited discussions, case study exercises, exchanging challenges and successes, and exploring the many aspects of SDOH.  

One special feature of the session was having Dr. Greg Miller of Northwestern University join the collaborative as a speaker and participant. He brought a wealth of knowledge based on his research on inequalities in health in the U.S., particularly unpacking how the structural forces at play can impact disease pathogenesis in an individual. Among the many findings he shared from his research (e.g., behavioral patterns contribute more to pre-mature mortality than genetics), he also introduced a helpful term that the group quickly adopted: “eudaimonic wellbeing”. It describes the feeling someone has when they feel “in control” of their life and connected to their purpose (i.e., self-fulfillment), highlighting the role that psychosocial factors play in our overall wellbeing.

The discussions were fantastic, but like most everything we do at Artemis, the collaborative was designed to elicit actionable insights and practical strategies that participants could realistically implement at their respective organizations. For this session, the collaborative identified 4 key strategies, which are briefly summarized below:

1. Measure It: Good solutioning begins with defining the problem. Claims and eligibility data alone are helpful, but when paired with SDOH data, the data is transformed into highly contextual information that decision-makers can use to diagnose the root issue with clarity. More importantly, they have what’s needed to design impactful solutions.

2. Think Outside the Plan: High-deductible health plans can often impose unintended economic hardship on members that keep them from getting routine, non-preventive care (e.g., PT visits). Fortunately, many options exist outside of the traditional benefits plan to reduce financial barriers to care, increase provider access, and mitigate transportation gaps.

3. Get Personal: The healthcare industry is conditioned to find solutions that will work for most or all, but sometimes it’s best to deliver targeted solutions, directing attention and resources specifically where they are needed most. Leveraging SDOH factors helps organizations deliver more specialized care, at scale.

4. Stay Connected: As mentioned above, eudaimonic wellbeing is derived from feeling connected to something bigger than yourself. Employers play an incredibly important role in helping employees and their family members feel more connected to a greater mission. The good news here is that executing on this strategy does not necessarily require much capital investment. And if done right, can have outsized returns.

Want to learn more?

We’ve only scratched the surface, so send us a quick note at artemis@nomihealth.com if you would like to learn more. We can share examples of the proposed strategies and provide more detail on the key findings. Also, we would love to connect about participating in a future collaborative on emerging topics in healthcare.