Dallas/Fort Worth International Airport

1. Dallas/Fort Worth International Airport Linda Valdez Thompson, Executive Vice President, Administration and Diversity Norma Carabajal Essary, Vice President, Risk Management Dallas Business Journal “Honoring the Champions of Health” April 7, 2011

2. DFW Wellness Program – LiveWell Success Factors for a Winning Wellness Program • Capture Executive Support • Create an Employee Champion Council • Create a Comprehensive Wellness Model • Choose Health Interventions that Target Your Audience • Communicate and Promote a Health-awareness environment • Collect Data to Drive a Winning Wellness Initiative • Celebrate successes, and evaluate program Source: Adopted from WELCOA’s Seven Benchmarks of Success

3. Executive Team Support Strategic Objective: Ensure that the workforce is engaged, healthy, inclusive and diverse Capture executive-level sponsorship to help you secure resources, buy-in and support for the program LiveWell supports key results of DFW’s Strategic PlanEmployee Engagement and Cost Competitiveness Visible participation of the senior leadership team in the program is essential for others to follow PRIMARY BUSINESS GOAL: Grow the core business of domestic and international passenger and cargo airline service. COST COMPETITIVE CUSTOMER SATISFACTION OPERATIONAL EXCELLENCE EMPLOYEE ENGAGEMENT 3

4. Create an Employee Champions Council Establish Program Vision & Mission Statements Vision: Embrace a healthy lifestyle. Mission Statement: To create a supportive work environment that educates and encourages, and empowers employees and their families to make lifestyle choices that optimize their health, well-being, safety, and contribution to the Airport and the community.

5. Create an Employee Champions CouncilEmployee team to promote program involvement • LiveWell Council comprised of 15 cross-functional employees • Executive team approves all appointments on the council • Most serve in a leadership or supervisory role, allowing them time and flexibility to participate • Primary role is to promote, help communicate wellness initiatives at department level, lead in organizing employee programs

6. Collect Data to Drive a Winning Wellness InitiativeConduct research and benchmark relevant companies • Prior to launch of LiveWell, DFW conducted online employee survey • Close to 800 employees responded and key findings included: • 78% prefer an onsite facility that provides exercise equipment, cardio group exercise and nutrition programs • 90% indicated they would participate in programs and utilize services offered of a wellness center • 60% of employees exercise 3 or more days per week • Benchmarked organizations in North Texas • City of Fort Worth (5,900 employees) • City of Garland (2,100 employees)

7. Create a Comprehensive Wellness ModelDFW LiveWell Model

8. Create a Comprehensive Wellness ModelDFW Integrated Disability Continuum Model LiveWell Program, EAP & Behavioral Health/Pharmacy Management/Gaps in Care Health/Disability Risk Assessment/Health Information & Tools 8 *Source: Adapted from Cigna Group Insurance

9. Choose Health Interventions that Meet Audience NeedsAssessments & Interventions Components • On-line Health Risk Assessments (HRA) • Customized by the University of Michigan, a globally recognized data source for health risk assessment • Average DFW employee participation rate, 75 - 79% • Annual physical or dental examination • Absence Management • Integrated disability program • Intervention Programs • Education based • Reported health risk factors • Annual health fair • Seminars, workshops, lunch & learns

10. Choose Health Interventions that Meet Audience NeedsLifestyle/Behavioral Component • On-site Wellness Center • Monthly group exercise • Pilates/Yoga – 12 classes • Circuit Training – 12 classes • Strength Training/Boot camp – 16 classes • Zumba – 4 classes • Basketball, racquetball, volleyball and tennis tournaments • Weight Management Classes

11. Choose Health Interventions that Meet Audience NeedsIncentive Policy • Replaced sick leave incentive to a wellness-based program • Incentives are core elements of wellness programs • Days of pay awarded for enhanced wellness behavior

12. Promote a Health-Awareness EnvironmentCommunication Strategy Awareness Dedicated website In-home newsletter developed in partnership with WELCOA Know your Numbers campaign Award-wining LiveWell Guide Education Online education modules Seminars conducted monthly “Healthier at Home” book resource Guide

13. Most Prevalent Health Conditions These preventable health conditions were identified in 2010 health care claims data. Source: Aetna Group Health Claims Data, March 2011 – HMO & PPO Plans Combined

14. Celebrate Successes and Evaluate Program DFW has experienced a decrease in the utilization of various medical services from 2009 to 2010. ER visits and prescription drugs increased. Source: Aetna Group Health Claims Data, March 2011 – HMO & PPO Plans Combined

15. Celebrate Successes and Evaluate Program

16. Celebrate Successes and Evaluate Program Through LiveWell, DFW has created a culture of wellness that supports positive health habits Airport has experienced a positive impact on medical claims costs due to a comprehensive wellness program and benefit plan design changes Integrated wellness approach allows DFW to focus on prevention, and interventions that increase employee productivity and engagement