liveWELL 20 Year Impact Report (2026)

UI WELLNESS • UI EAP • UI WORK-LIFE

liveWELL IMPACT REPORT Celebrating 20 years of liveWELL For 20 years, well-being has been part of how the University of Iowa works. What began with prevention, health assessment, and health coaching has grown into a campus-wide commitment shaped by people, partnerships, data, and lived experience. The story of liveWELL is the story of a university learning, year after year, how to care for the people who make its mission possible.

WELL-BEING AT IOWA:

A 20-YEAR STORY OF PARTNERSHIP, PROGRESS, AND PURPOSE In the earliest years, liveWELL helped employees pause, reflect, and take action through a health assessment and health coaching. Those first touchpoints created a trusted entry point for prevention and behavior change. Over time, the work expanded to meet evolving employee needs.

Mental health, financial well-being, caregiving, chronic condition support, culture-building tools, and local wellness leadership became part of a broader strategy to support the whole person.

The growth of liveWELL was possible because well-being never belonged to one program alone. Together, these partnerships built the foundation for a more coordinated system of care.

Data helped identify needs and guide investment. Local leaders helped bring programs to life inside departments.

Wellness Ambassadors, Wellness Heroes, Wellness Grants, team challenges, gratitude practices, and accessible movement activities translated institutional strategy into everyday moments of connection, encouragement, and support.

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This story also helps explain the business impact. The past year’s results reflect a mature well-being system built over time. Strong Personal Health Assessment (PHA) participation, sustained supervisor and environmental support, reduced productivity barriers, growth in local wellness leadership, cost avoidance, and UI EAP savings all drive positive value on investment. They are signs that Iowa has built a foundation where trusted support, local leadership, and shared responsibility strengthen workforce capacity.

As liveWELL looks ahead, our goal is to further integrate well-being into workforce strategy, so that it is visible in how Iowa recruits, retains, supports, and develops the people who make its mission possible.

Erin Litton Senior Director Well-Being Services University Human Resources

2026 IMPACT REPORT

Taking care of people is what has guided liveWELL for the last 20 years. It is also the foundation for where we go next.

2026 IMPACT REPORT

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TABLE OF CONTENTS History of liveWELL

6

Business Case: VOI

8

Personal Health Assessment

10

Partnerships

12

Research and Awards

14

Promoting Population Health: Supporting the Whole Person

16

Mental Health

18

Promoting Population Health

20

Health Behavior Change

22

Chronic Condition Management

24

Financial Well-Being

26

Local Culture

28

Caregiving

30

Thank you

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. . . s r a e y 0 2 t s a l e h t r e v O 2007: 7,660 PHA Participants

2006-2007 | Presenting liveWELL

2008-2009 | Increased Reach

Launched in April

• Added office at Employee Health Clinic in UI Health Care

• $30 incentive to take the Personal Health Assessment (PHA) • $30 charge for Health Coaching

• Smoke-Free Campus • Post-Flood Recovery Support with EAP • PHA Incentive increased to $50 1st year & $65 subsequent years

2018-2019 | Sustainability

2016-2017 | 10 Y

• Discontinue PHA cash incentive

• 2016 & 2017: 13,000+ PHA Participants

• Expanded outreach resources for campus well-being

• Sustained PHA participation

• Launch digital weight management, Wondr Health with Wellmark 2019: 11,736 PHA Participants (60%)

• External Review of Well-Being Programs • LivWell Seniors supports elder caregiving for campus

2020-2021 | Caring for Campus

2022-2023 | Campus Strategy

• COVID-19 Campus Support

• Well-being included in University of Iowa Strategic Plan

• Wellness Grants support Health Care (950 self-care packages) • Respite Room funding • Weeks of Wellness Launch • Diabetes Prevention Program begins • Emergency Hardship Fund starts • Childcare support for frontline Health Care employees

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• Increase to expand Health Coach services

• Start of Well-Being and Mental Health Campus Collaborative • ReCharge+ available to campus • UI Support and Crisis Line access 24/7 Mental Health Support

2021: 8,656 PHA Participants (45%)

2026 IMPACT REPORT

Every chapter of this journey was built on the foundation of the one before it. Guided by data, informed by evidence, and strengthened through collaboration, liveWELL has continuously evolved over the past 20 years to meet the changing needs of the University of Iowa workforce.

2011: 11,209 PHA Participants (70%)

2010-2011 | New Space

2012-2013 | Return on Investment

• Campus Recreation and Wellness Center opens with Wellness Suite

• Return on Investment study by Truven on liveWELL participants • ROI of 2.37 • Health Care Cost Containment: $307 reduced claims cost per participant • Risk migration from 1.43 to 1.24 behavioral risk factors

• Health Coach Participant Data Evaluation: • Positive risk factor migration occurred 66% of time for coaching clients • Medical and drug cost trend was 4 points lower • Recreational Membership Incentive Program begins

• Mobile App pilot program to support high blood pressure management

• Added Sleep questions to PHA

Year Anniversary

2014-2015 | Expanding Access • Access to Healthy Living Center resource library

2013: 12,185 PHA Participants (73%)

• New PHA questions on Supervisor and Physical Environment support for wellness • On-site Health Coaching at Iowa River Landing • UI named Tobacco-Free Campus

2024-2025 | Population Health • Return group Health Coach Service • Partner with Hills Bank for financial services

2026 | 20 Years Later: Same Values

• Launch Wellbeing@Iowa website

• Data-driven, evidence based approach

• R U OK? Peer support program

• Value on Investment

• New healthcare space at Main Campus-Downtown

• PHA participation goal > 50% • Services supported

by UI EAP, UI Work-Life, UI Wellness

• Expand evaluation of campus connection with Iowa-B • Positive Risk Migration for CY24 from PHA data • Expand targeted marketing and engagement

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• Expand coaching services at Main Campus-North Liberty

2024: 10,089 PHA Participants (48%)

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DELIVERING VALUE ON INVESTMENT (VOI) AT THE UNIVERSITY OF IOWA Investing in People. Advancing Performance.

For nearly two decades, the University of Iowa has taken a population health approach to employee well-being— using data, research, and strategic partnerships to support employees while advancing organizational goals.

Our Value on Investment (VOI) framework measures the broader value well-being creates for employees, departments, and the institution.

Measure Use the Personal Health Assessment and other validated campus data sets to identify trends and risks.

Evaluate Assess outcomes using health risks, productivity indicators, satisfaction, participation, and cost avoidance measures.

AN EVIDENCEBASED APPROACH

Understand Identify health, workplace, financial, and social drivers affecting employee outcomes.

Act Deliver evidence-based programs and services.

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2026 IMPACT REPORT

VALUE DELIVERED 2026 Workforce Reach • 23,322 engagements (over 13,000 unique participants) impacted by liveWELL services (UI Wellness, UI EAP, UI Work-Life) • 94% of employees reported improved well-being after using liveWELL services.

• 2,365 counseling sessions, supporting 1,001 people by the UI Employee Assistance Program • 1,223 health coaching sessions and 110 group sessions, supporting 668 people by liveWELL Health Coaches.

• 617 employees completed R U OK? training across the institution • 183 employees completed QPR suicide prevention training • 117 student families received support from the Childcare Subsidy Program • 95% of respondents indicated the Childcare Subsidy Program improved their commitment to Iowa • 71 people utilized financial well-being services through Hills Bank partnership • 263 people participated in YNAB (You Need A Budget) for improved financial well-being • 254 ergonomics assessments and departmental projects completed • 91% of participants reported improved sleep, through the UI's partnership with Sleepio

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CAMPUS IMPACT (2024-2026) Productivity Gains • From 2024 to 2025, employees reported meaningful improvement in key productivity barriers Financial stress: 39.1% → 30.5% Physical health condition: 26.8% → 19.1% Lack of resources: 20.5% → 16.7% Too much to do: 55.4% → 50.1% Taking care of someone else: 30.7% → 24.9%

• These leading indicators are associated with improved workplace effectiveness, employee experience, and organizational performance.

Population Health Profile • Compared with state and national benchmarks, University of Iowa employees report: • Lower obesity rates than Iowa residents • Lower physical inactivity rates than Iowa and national averages • Extremely low tobacco use • Better nutrition and physical activity profiles than state averages in several measures.

Financial Stewardship • The liveWELL budget has remained stable while serving a growing employee population, highlighting the focus on scalable solutions to maximize program efficiency.

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THE VALUE OF THE PERSONAL HEALTH ASSESSMENT Twenty Years of Measurement. Better Population Health. Stronger Employee Outcomes.

Twenty years of PHA data gives the University of Iowa the ability to understand population health trends, target resources effectively, and demonstrate the value of well-being as a business strategy.

When employees engage, risks decrease. Healthy behaviors increase.

Prevention improves. Thriving grows.

As people participate in the PHA over time, higher rates of preventative care, including blood pressure screening, diabetes screening, cancer screenings, flu vaccination, and other evidence-based prevention activities. These patterns show that repeated engagement with the PHA is associated with healthier behaviors, lower risk, stronger prevention, and improved overall well-being.

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2026 IMPACT REPORT

WHAT THE DATA SHOWS Employees with sustained PHA engagement associated with stronger health and well-being outcomes: 2.54

BEHAVIOR RISKS DECREASE

Average # of behavioral risks

2.36 2.19

1.79

Average cups of fruits/vegetables per day

1 PHA

FRUIT & VEGETABLE INTAKE INCREASES

6-9 PHAs

10-19 PHAs

20+ PHAs

3.15 2.90

52% higher fruit and

2.57

vegetable intake among employees completing

2.20

20 or more PHAs. 2-5 PHAs

6-9 PHAs

10-19 PHAs

20+ PHAs

55.1%

55.2%

15% greater

% Thriving

51.2%

likelihood of thriving among employees completing 20 or more PHAs.

48.8% 48.0%

1 PHA

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2-5 PHAs

risks among employees completing 20 or more PHAs compared to those completing only one PHA.

3.34

1 PHA

THRIVING INCREASES

30% fewer behavior

2.04

2-5 PHAs

6-9 PHAs

10-19 PHAs

20+ PHAs

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PARTNERSHIPS MADE THIS POSSIBLE liveWELL’s 20-year story has never been the work of one program, one office, or one team alone. Its strength has come from the people and partnerships across the University of Iowa who believe that employee well-being belongs within the culture, systems, and daily experience of campus life. These collaborations have helped move well-being from a set of services to a shared institutional practice-embedded in campus strategy— one rooted in care, evidence, access, and collective responsibility.

HUMAN RESOURCES anchored liveWELL within the employee experience, positioning well-being as a core commitment to the people who power the University. Through benefits, policy, and leadership alignment, HR enabled liveWELL’s evolution into a strategic workforce well-being model.

UNIVERSITY COMMUNITY made well-being visible and actionable by integrating programs, spaces, and incentives across campus. Their partnership transformed well-being into an everyday experience, reinforcing the University’s investment in campus vitality and connection.

Wellness Ambassadors • Division of Student Life • Student Wellness • UI Food Pantry • Office of Sustainability • Facilities Management • Student Counseling Services • Office of the Ombuds • UI Staff Council • Recreational Services • University Book Store • Office of Student Financial Aid • University Billing Office • Office of Strategic Communications • Campus Planning • UI Faculty Senate • Office of the Provost • UI Printing • Family Issues Charter Committee • Funded Retirement and Investment Committee • Office of General Counsel • University Shared Services

UNIVERSITY OF IOWA HEALTH CARE advanced well-being by aligning care delivery, access, and communication for employees in high-demand environments. Their leadership underscores that supporting caregivers strengthens patient care and expands access to critical mental health resources.

University Employee Health Clinic • Marketing and Communications • UI Spiritual Services • UI Health Care Human Resources • Food and Nutrition Services • UI Safety Store • UI Pharmacy • Patient Access Center • Weight Management • Department of Nursing

RESEARCH AND ACADEMIC PARTNERSHIPS elevated liveWELL to an evidence-informed strategy grounded in data and academic expertise. These collaborations strengthened impact, refined direction, and positioned liveWELL as a model for applied workforce well-being.

Tippie College of Business • Master of Clinical Nutrition Program • College of Public Health • Health, Sport, and Human Physiology • College of Pharmacy

COMMUNITY PARTNERSHIPS have provided access to services beyond the institution to support well-being for campus. These partnerships support local expertise while ensuring the community and campus support well-being.

TIAA • Iowa Sports Foundation • 4Cs of Johnson County • Aperture • LivWell Seniors • Hills Bank • Healthiest State Initiative • Wondr Health • Handicare, Inc • YNAB-You Need a Budget • ProChange Behavior Solutions 12

2026 IMPACT REPORT

“ Our longstanding partnership with liveWELL, UI Health Care Food and Nutrition Services, and the UI Master of Clinical Nutrition (MCN) program has strengthened campus wellness through innovative nutrition initiatives. Over the years, we've worked together to engage employees with programs such as the UCHOOSE nutrition guidance labeling program, health fairs, and food demonstrations that promote healthier food choices and lifelong wellness."

Laurie Kroymann MBA, RDN, LD Director, Master of Clinical Nutrition Program Associate Director, Food and Nutrition Services University of Iowa Health Care

“ liveWELL has always reflected the simple idea that well-being should be part of how an institution supports its people, and partnerships are what make that happen.

We see it in thousands of individual stories of healthier habits and steady support. When faculty and staff know their university is invested in them, it shows in their energy, their engagement, and their work, and the University of Iowa is stronger for it.”

“Over the past two decades, liveWELL has been a valued partner in advancing a healthier University of Iowa community by connecting evidence-based well-being initiatives with the needs of faculty and staff. Through its commitment to collaboration and prevention, liveWELL has helped foster a culture where well-being is recognized as an essential component of personal and organizational success.

I am proud of the long-standing partnership between liveWELL and the Department Health, Sport, and Human Physiology and the positive impact it has had on campus well-being."

Lucas Carr, PhD Associate Professor, Behavioral Medicine Lab Director,

Mike Kaplan

Community Health Collaborative

Assistant Vice President,

Director, Department of Health,

Human Resources

Sport, & Human Physiology

“liveWELL’s work over 20-years has helped shape our Iowa ecosystem into one where well-being is a part of every conversation about our institutional priorities. This can only happen when well-being is approached in boundary-spanning ways - through deep partnership and collaboration. Student Life has been a willing and grateful partner in difference making projects like the UI Food Pantry, and partnerships between liveWELL, Student Wellness, and Recreational Services. "

Sarah Hansen Vice President for Student Life, University of Iowa

2026 IMPACT REPORT

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s d r a w A & h c Resear Recognition and discovery have been important milestones throughout liveWELL's journey.

Over the past 20 years, national and state awards have recognized the University of Iowa's commitment to building a nationally recognized well-being program, while research partnerships have advanced new knowledge that strengthens both our campus and the broader field of workforce well-being. Together, these achievements reflect a commitment not only to improving employee well-being, but also to helping shape what comes next.

Current Research: • Employee Engagement and Well-Being, Tippie College of Business • Health Plan Economics of GLP-1 Medication, College of Public Health • Recovery Friendly Workplace Certification, College of Public Health

Historical Awards

Historical Research

• Well Workplace Gold Award, Wellness Council of America (2007)

• Evaluating Healthcare Disparities, Truven Health Analytics (2011)

• Well Workplace Gold Award, Wellness Council of America (2011)

• UI Health Coaching Program Evaluation, Truven Health Analytics (2012)

• CUPA-HR Best Practices Award, CUPA (2012)

• Mobile App Development on High Blood Pressure, UI Faculty (2012)

• Fit Friendly Gold Workplace, American Heart Association (2012)

• Engagement and Well-Being, Tippie College of Business (2015)

• Corridor Worksite Wellness Award (2013)

• Health Coach Participant Outcomes, College of Public Health (2017)

• C. Everett Koop Award, Honorable Mention, The Health Project (2015)

• Iowa-B; Validated Belonging Questionnaire, ProChange (2024)

• Blue Zones Worksite, Wellmark (2015) • Platinum Award, American Heart Association (2015) • Healthy Iowa Award, Healthiest State Initiative (2023)

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2026 IMPACT REPORT

EMPLOYEE ENGAGEMENT AND WELL-BEING Data from University of Iowa employees show that employees who report greater engagement in work also report experiencing less depression and anxiety, as well as greater well-being and belonging. Engaged employees also tend to exercise more, use social media less, and perform better in their jobs, though these associations are smaller.

These results were found in a data-sharing partnership between the University of Iowa and University Human Resources, who matched and completely de-identified data from administrations of the Personal Health Assessment and Working at Iowa Surveys from 2021-2025, and researchers in the Management and Entrepreneurship Department in the Tippie College of Business, who analyzed the anonymous data.

Correlations with Employee Engagement -0.17

Depression

-0.13

Anxiety Social Media (Minutes)

-0.07

Exercise (Moderate/ Vigorous)

0.04

High Performance

0.05 0.22

Wellbeing

0.26

Belonging

–0.2

–0.1

0.0

0.1

0.2

0.3

“ A data sharing partnership like this not only demonstrates the University of Iowa’s seriousness in improving the wellbeing of its employees, but also illustrates the University’s commitment to advancing the research mission by providing data to scholars who can improve our knowledge of engagement and wellbeing in the broader world of work,” – Eean Crawford, associate professor of management and entrepreneurship, who is analyzing the data along with fellow management and entrepreneurship associate professor Daniel Newton and doctoral student Riley Cooney.

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PROMOTING POPULATION HEALTH:

SUPPORTING THE WHOLE PERSON The programs and services offered by liveWELL translate the 20-year well-being strategy into practice. Each area highlights an investment to support employee capacity, reduce barriers to work, and strengthen the conditions that help people perform, stay, and thrive.

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Program Category

Programs

Support Provided

Mental Health

UI EAP, Doc on Demand, ReCharge+, Crisis Line

Emotional well-being, access to care, and resilience

Population Health

PHA, Health Coaching, Live Healthy Iowa, BreatheWELL, Online Challenge Programs

Awareness, prevention, and healthy routines

Chronic Condition Management

Group Health Coaching, Diabetes Prevention Program, GLP-1 Pilot

Ongoing support for sustained health improvement

Financial Well-Being

YNAB, Savi, Hills Bank, Emergency Hardship, UI Food Pantry, Retirement Modernization

Financial stability, planning, and crisis support

Culture and Environment

Well-being Toolbox, Wellness Grants, Wellness Ambassadors

Supportive workplaces, belonging, and daily well-being

Caregiving

Childcare Subsidy, LivWell Seniors, Lactation Rooms

Flexibility, caregiving support, and workforce retention

2026 IMPACT REPORT

" I love the resources available through liveWELL and the University of Iowa that support employee wellbeing. As healthcare professionals, we spend so much time caring for others, and these programs remind us to invest in ourselves as well. Supporting wellbeing helps us bring our best selves to work, our teams, and our patients."

Molly Kucera MBAHC, BSN, RN, CNAMB(E), CNOR, Associate Director, Ambulatory Surgery Center, University of Iowa Health Care

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h lt a e H l a t n Me Mental health programs are an essential infrastructure for workforce resilience. They help employees access support earlier, navigate periods of strain, and maintain capacity during demanding times. Departments strengthen impact when they normalize help-seeking, reinforce supervisor readiness, and make mental health resources consistently visible.

KEY THEMES Normalize support.

Employees are more likely to use services when mental health resources are treated as routine and appropriate.

Improve access to multiple levels of care.

A strong portfolio includes counseling, digital support, crisis response, and supervisor education.

Build a supportive work context.

Culture, workload, and supervisor behavior all influence whether employees can recover and function well.

PROGRAMS • Employee Assistance Program provides free, confidential counseling, consultation and practical support for a range of personal and work-related concerns.

• Doc on Demand expands access to mental health support free of charge, free of copay, through virtual care (Accessed through the Health Plan) • ReCharge+ offers restorative support and recovery-oriented resources.

• Crisis Line provides immediate support during urgent moments.

• Supervisor Mental Health Training helps leaders recognize concerns, respond supportively, and refer employees appropriately.

• R U OK? encourages colleagues to spot signs of concern, start a conversation about how someone is doing, and connect them with appropriate resources.

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2026 IMPACT REPORT

SUPPORTING A CULTURE OF CARE The University of Iowa is proud to promote R U OK?, a program designed to help people recognize when someone may be struggling and feel confident starting a supportive conversation.

In FY26 over 617 people participated in an R U OK? workshop. Additionally, during Iowa Health Care Week the liveWELL team shared stickers and resources with the 1000+ faculty and staff members that visited their table.

To further embed a culture of care, Wellness Ambassadors now get trained annually and the Department of Nursing integrates R U OK? training into their Nurse Residency Program.

“ I wanted to say that I found myself asking a direct report yesterday how they are doing and realized this is R U OK?. The conversation followed the ALEC steps naturally and listening was critical.”

- Department Supervisor

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h lt a e H n o i t a l u p o P g n i t o m o Pr The University of Iowa's population health strategy extends beyond programs and services—it creates a culture where well-being is visible, accessible, and reinforced through communication, outreach, and engagement opportunities. By meeting employees where they are, liveWELL helps employees connect with resources, build healthy habits, and strengthen their connection to the university community.

Creating a culture of well-being requires more than programs—it requires visible, accessible, and repeated opportunities for employees to connect, participate, and thrive.

KEY THEMES Drive consistent participation.

Long-term engagement produces stronger outcomes.

Keep prevention visible.

Department reminders and leader endorsement help normalize participation in screenings, coaching, and challenges.

Offer multiple entry points.

Employees are more likely to engage when programs match different interests, readiness levels, and work routines.

13,000+ Employees Reached Annually Through outreach campaigns, communications, wellness challenges, campus events, fairs, presentations, and departmental partnerships, liveWELL promotes awareness, connection, prevention, and healthy behaviors across the University of Iowa community in FY26.

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2026 IMPACT REPORT

BUILDING AWARENESS, CONNECTION, AND HEALTHY HABITS ACROSS CAMPUS Campus Well-Being Impact • 10,000+ employees: Completed the Personal Health Assessment in 2025

Outreach • 1,304 employees engaged: Through the 2026 UI Health Care Week outreach activities across multiple health care locations.

• 8,000+ interactions: Between over 1,000 employees and campus/ community well-being partners at the 2025 Health & Well-Being Fair.

• 90% of attendees: Reported their well-being improved or would improve because of what they learned at the Fair.

• 300 preventive health screenings: Provided through blood pressure, cholesterol, and blood glucose testing.

Flu Campaign: • 11,982 flu vaccinations in the 2025-2026 flu campaign across campuses

Wellness Challenge Activities: • 19+ million activity minutes: Logged by University of Iowa participants through Live Healthy Iowa since 2016.

• 94%: Enjoyed participating in a team-based wellness challenge • 97%: Learned something new about campus through the Campus Wellness Scavenger Hunt, strengthening connection and belonging.

Monthly Updates: • 50% email open rate: For Monthly Wellness Updates, demonstrating continued employee engagement with well-being communications.

Together, these efforts reflect a core principle of population health: keeping healthy people healthy through prevention, participation, and supportive environments.

2026 IMPACT REPORT

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e g n a h C r o i v Health Beha For 20 years, health coaching has been a core part of the University of Iowa’s population health strategy.

Health coaching helps employees move from awareness to action by turning intentions into realistic, sustainable habits. Delivered by National Board-Certified Health and Wellness Coaches, the service supports employees in building confidence, setting meaningful goals, overcoming barriers, and creating lasting behavior change. Whether the focus is nutrition, physical activity, stress management, sleep, or overall well-being, coaching provides personalized support that helps employees take the next step in their health journey.

97% of health coaching participants report improved well-being. Employee feedback consistently highlights the value of having a supportive partner who listens, encourages progress, and helps translate goals into practical daily actions.

KEY THEMES Turn awareness into action.

Health coaching helps employees translate Personal Health Assessment insights and health goals into realistic, sustainable behavior change.

Build skills and confidence.

Coaching focuses on small, meaningful steps that help employees develop lasting habits rather than short-term solutions.

Connect employees with the right support. Coaches help employees navigate liveWELL and campus resources that align with their individual needs and goals.

PROGRAMS • Individual Health Coaching provides personalized support for employees.

Coaching conversations focus on realistic goal setting, self-reflection, accountability, and behavior change strategies tailored to everyone.

• Group Health Coaching combines the evidence-based coaching model with peer learning and shared accountability. Participants benefit from practical skill-building, social support, and encouragement from colleagues working toward similar goals.

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2026 IMPACT REPORT

COACHING SUPPORTS HEALTH BEHAVIOR CHANGE In a 20-year review of health coach participation and 2025 PHA responses, data suggests that as coaching participation increases, health behaviors improve. Analysis of employee health data found consistent relationship between coaching participation and positive health behaviors:

Healthy Behavior (Report meeting healthy behavior criteria)

No Coaching

1 Coaching Session

2+ Coaching Sessions

Manages stress

78%

81%

84%

Eats enough fruits & vegetables

16%

20%

21%

Healthy sleeping habits

68%

70%

70%

Depression prevention indicators

90%

92%

92%

Key takeaway: Employees who participated in two or more coaching sessions were more likely to report healthy behaviors, better stress management, healthier eating patterns, and stronger well-being indicators than employees who did not participate in coaching.

Jess Berding-Wheat, a University of Iowa Health Care nursing practice leader, partnered with liveWELL health coach Jenny Fitzpatrick to focus on nutrition, physical activity, and sustainable lifestyle changes.

Through coaching, reflection became action, helping build confidence and healthier daily routines.

“ Jenny has helped me reflect on the progress I’ve made so far and remind me of what I’ve accomplished and why I’m doing this.”

Jess Berding-Wheat Health Coach and Personal Training participant

2026 IMPACT REPORT

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n o i t i d n o C c i Chron Management Chronic condition management is an essential part of a comprehensive well-being strategy for the University of Iowa campus. By pairing evidence-based programs with accessible behavior-change support, liveWELL helps employees move from awareness to action—building skills that support nutrition, physical activity, weight management, diabetes prevention, energy, confidence, sleep, and overall quality of life. Current research also reinforces that low-level weight loss below 5% can contribute to meaningful improvements in cardiovascular, metabolic, inflammatory, anthropometric, and quality-of-life outcomes1, while short-term nutrition and physical activity interventions can produce weight loss that may reduce chronic disease risk.

Chronic condition management is not simply a health benefit; it is a measurable investment in employee well-being, prevention, resilience, and long-term campus vitality.

KEY THEMES Move from awareness to action. Programs should help employees translate risk identification into sustained next steps.

Support ongoing behavior change. Employees managing chronic conditions often need structure, accountability, and repeated touchpoints.

Strengthen capacity over time. The goal is to help employees maintain health and reduce disruption, not simply respond to crisis.

PROGRAMS • Diabetes Prevention Program supports employees who are working to reduce risk and prevent progression to chronic disease.

• GLP-1 Pilot reflects a more targeted strategy for employees with complex weight-related or metabolic health needs.

• Wondr Health is a 100% digital weight management program that focuses on lifestyle behavior changes to meet the needs of employees with on-the-go lifestyles and a 24/7 work environment. This program can be done anytime, anywhere.

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2026 IMPACT REPORT

IN 2025: Wondr Health enrolled 421 participants • 89% successfully completing averaging 5.9% body weight loss • 62% achieved at least 3% body weight loss The GLP-1 Pilot enrolled 439 participants

" The DPP program has been an amazing experience. Joining gave me the motivation to prioritize my health and wellness. Our UI Wellness coach, Melanie, is always positive, supportive, and encouraging. The weekly meetings are very helpful and informative and provide positive support from peers.

Brenda Scott UI DPP Participant

• 96% successfully completed, averaging body weight loss of 12.5% • 78% achieved at least 3% body weight loss.

The Diabetes Prevention Program enrolled 165 participants • 93% successful completion rate, averaging 4.1% body weight loss • 52% achieving at least 3% body weight loss • 37% met CDC diabetes risk-reduction criteria • 69% averaged 150 minutes of physical activity per week during the program

GLP-1 WEIGHT MANAGEMENT PILOT The University of Iowa's GLP-1 Pilot Program demonstrates how employee well-being strategies can address complex chronic conditions through coordinated, evidence-informed benefit design.

By combining medication management with clinical oversight, health coaching, Wondr Health programming, annual health assessments, and ongoing follow-up, the pilot creates a structured and financially sustainable model for weight management within the university's self-funded health plan. This integrated approach aligns with emerging evidence that GLP-1 therapies are most effective when paired with lifestyle, behavioral, and clinical support.

“ The (GLP-1) Group Health Coaching was great. I liked that I could talk to a group of people going through the same experience as me and that it was led by professional staff with expertise in nutrition, exercise, sleep, etc."

GLP-1 Pilot Participant

1 Dhar, D., Packer, J., Michalopoulou, S. et al. Assessing the evidence for health benefits of low-level weight loss: a systematic review. Int J Obes 49, 254–268 (2025). https://doi.org/10.1038/s41366-024-01664-7

2026 IMPACT REPORT

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g n i e B l l e W Financial Financial stress is one of the most persistent barriers to employee well-being and work performance.

Financial well-being programs support the full continuum of need, from everyday budgeting and planning to urgent assistance during times of strain. When departments normalize help-seeking and make resources visible, employees are better able to stabilize day-to-day needs, reduce distraction, and sustain work capacity.

KEY THEMES Support the continuum of need. Employees benefit from a mix of preventive, educational, and crisisoriented resources rather than a single point solution.

Reduce friction and stigma.

Clear promotion and simple access increase the likelihood that employees will use support before financial stress escalates.

Connect financial well-being to work capacity. Reduced financial strain supports focus, stability, and retention.

PROGRAMS • YNAB supports budgeting habits and everyday money management.

• Hills Bank supports financial education and planning resources.

• Savi supports student loan education and repayment navigation.

• Employee Emergency Hardship grant and the UI Campus Food Pantry partnership provide more immediate support when employees are facing acute financial strain.

• Retirement Modernization helps employees prepare for longer-term financial security.

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2026 IMPACT REPORT

FINANCIAL STRESS AS A PRODUCTIVITY BARRIER PHA Question: During the past 4 weeks (28 days), how often have you been at work but had trouble concentrating or doing your best because of financial stress/concerns?

Financial stress increased from 29.0% in 2021 to a five-year high of 39.1% in 2024, before declining to 30.5% in 2025. The improvement in 2025 is encouraging, however nearly one in three employees continues to report financial stress which reinforces the need for accessible financial resources.

Megan Wiebersch, COPE team chaplain in Spiritual Services, reached out for financial guidance hoping simply for someone to help her sort through a few overwhelming questions. She found that support in Hills Bank coach Cayla Kiene, whose clarity, quick follow up, and genuine care made the experience feel easy and reassuring. Cayla not only answered Megan’s questions but also helped navigate those beyond her role, even reaching out on Megan’s behalf.

The process left Megan feeling more confident and better informed about her financial options.

" One of the things I value most about Hills Bank is the convenience of having a bank right here in the hospital, along with access to one-on-one coaching”.

Megan Wiebersch Clinical Interfaith Chaplain, COPE Chaplain 2026 IMPACT REPORT

You Need a Budget (YNAB), offered by liveWELL, is an evidence-based, eight-week financial well-being program that helps faculty and staff build sustainable spending and saving habits.

Participation in the program includes free access to the YNAB platform and app, as well as optional support from a liveWELL health coach.

" I love YNAB and its philosophy. It has made it easy for me to improve my financial well-being without sacrificing things that bring me joy.”

YNAB Participant

98% of participants who completed

the 8-week course reported their financial well-being improved or will improve because of participating in the program.

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t r o p p u S d n a e Local Cultur Over the past 20 years, the liveWELL program has developed a well-being strategy grounded in partnership. Its purpose is clear: work alongside departments, supervisors, and leaders to make wellbeing practical, visible, and easier to sustain. This approach reflects an understanding that health is shaped not only by individual choices, but also by the work environments faculty and staff experience each day.

KEY THEMES Develop supportive leadership practices. Supervisors and team norms shape trust, clarity, and belonging.

Use programs to make culture visible. Tools, recognition, and ambassador models help departments translate values into action.

Create environments that reinforce well-being. Spaces, routines, and recognition systems can reduce friction and support daily behavior.

PROGRAMS • Well-being Toolbox gives departments practical ideas and resources to support teams.

• Wellness Grants help units create environmental and cultural supports that make healthy choices easier.

• Wellness Heroes recognize visible examples of support, encouragement, and well-being leadership.

• Wellness Ambassadors extend local ownership and peer influence across departments.

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2026 IMPACT REPORT

SUPERVISOR SUPPORT ALIGNS TO EMPLOYEE WELL-BEING PHA Question: My supervisor is supportive of well-being in my unit:

24.3% Strongly Agree

64.0% Agree

2025: Well-Being Index

by Supervisor Support

Thriving

11.7% Disagree Supervisors play a key role in supporting wellbeing across the workplace. Their ability to use resources, encourage team success, and shape the local culture has a lasting effect on how employees experience their work. In 2025, 24.3% (n=2,471) of PHA respondents strongly agreed that their supervisor supported a healthy culture.

Among this group, 62.3% reported thriving.

WELLNESS AMBASSADORS The growth of the Wellness Ambassador network illustrates the strength of this partnership model.

Ambassadors serve as local champions who help translate campuswide priorities into everyday practice. They reinforce healthy habits, strengthen social connections, and keep well-being visible in routine team interactions. Because Ambassadors are embedded within their departments, they build trust and help sustain engagement over time.

Wellness Ambassadors in action • Sharing reminders about upcoming programs in department communications and team meetings • Posting new well-being flyers on the bulletin board each month • Hosting a simple team activity such as a walk or stretch break • Completing training on mental health and peer support • Discussing well-being with leadership Based on Wellness Ambassador feedback, they believe their role is making a difference, increasing awareness and interest in well-being resources, and their peers are more engaged in well-being activities.

They also report positive feedback and recognition from their leadership.

By the end of FY26, 213 Wellness Ambassadors represented 107 departments.

Their efforts helped contribute to 52% of campus engaging in well-being services in 2025.

2026 IMPACT REPORT

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Caregiving Caregiving programs help employees remain connected to work while managing important responsibilities at home. These supports matter because caregiving demands can affect attendance, concentration, flexibility, and emotional capacity across many life stages. Departments strengthen impact when they make support visible, reduce avoidable barriers, and reinforce that caregiving is a practical workforce issue—not a personal issue employees must solve alone.

KEY THEMES Support employees across caregiving stages. Effective caregiving programs address early parenting, elder care, and transitional family needs.

Reduce barriers to staying at work. Space, flexibility, and practical resources can make it easier for employees to sustain work and caregiving responsibilities together.

Normalize caregiving support. Visibility and supervisor awareness help employees use resources earlier and with less stigma.

PROGRAMS • Childcare Subsidy helps reduce the financial burden of dependent care and supports academic success for student parents • LivWell Seniors provides support relevant to employees caring for aging adults and navigating elder care needs.

• Lactation Rooms provide a practical environmental support that helps employees returning from leave continue care routines with greater ease.

• Back-up Childcare provides back-up care for well children in a center-based setting.

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2026 IMPACT REPORT

TAKING CARE OF SOMEONE ELSE AS A PRODUCTIVITY BARRIER PHA Question: During the past 4 weeks (28 days), how often have you been at work but had trouble concentrating or doing your best because of your responsibilities taking care of someone else?

Fewer employees report caregiving as a productivity barrier.

The rate declined from 33.4% in 2022 to 25.0% in 2025, nearing the 2019 pre-pandemic level of 24.2%.

LIVWELL SENIORS IMPACT STORY Jennifer Jennings turned to liveWELL when her family needed support for her mother-in-law, Ellen’s care. Ellen lives in a small rural farming community in northern Illinois and needed regular physical therapy in a neighboring community about 35 miles away. Because she was not comfortable driving herself, getting to appointments twice a week became a major concern for the family.

After learning about LivWell Seniors at an HR Community meeting, Jennifer reached out for guidance. Their team helped her identify transportation resources that Ellen could use at a reduced rate or at no cost, ensuring she had a reliable way to get to and from her appointments.

“ We are all grateful for this resource as it has reduced our level of stress trying to readjust schedules to accommodate Ellen’s appointments.”

Jennifer Jennings Organizational Consultant, Leadership Coach, and Facilitator

The impact was immediate for Jennifer’s family. Her husband and his two siblings all live about three hours away. With the transportation resources in place, the family felt relief knowing Ellen could get where she needed to go without added strain.

Jennifer encourages others who are caring for an aging loved one to reach out to LivWell Seniors to explore available support.

2026 IMPACT REPORT

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Because taking care of people is not just what we do.

It is who we are.

Erica Blaha

UI Health Coach

Britte Garrett Senior Behavioral Clinical Specialist

Erika Detweiler

Madison Coyne

Melanie Cuchna

UI Health Coach, RD

Manager, UI Wellness

Senior Behavioral Clinical Specialist

Erin Litton

Erik Milbrandt

Senior Director, Well-Being Services

Senior Behavioral Health Clinician

Diana Kremzar Director, UI Work-Life

Sandy Saak Senior Behavioral Clinical Specialist

Jenny Fitzpatrick Senior UI Health Coach

Jean O'Donovan Secretary

Bronwyn Threlkeld-Wiegand

Carman Walsh

Lowell Yoder

Director, UI EAP

Secretary

Clinical Social Worker

Thank you for being part of the story.