A large-scale study on risk factors for early dementia by the University of Exeter and Maastricht University was recently published in JAMA Neurology. The researchers analyzed behaviors of over 350,000 participants younger than 65 across the UK to evaluate early-onset dementia. Data analysis revealed 15 risk factors that made the greatest difference in developing dementia before the age of 65.
Most of the 15 risk factors are modifiable. The identified risk factors include:
- Social isolation
- Lower formal education
- Lower socioeconomic status
- Carrying two copies of the APOE gene (a marker that influences Alzheimer’s risk)
- Vitamin D deficiency
- Hearing impairment
- Alcohol use disorder
- No alcohol use (abstinence)
- Depression
- High C-reactive protein levels
- Lower handgrip strength (physical frailty)
- Orthostatic hypotension (a form of low blood pressure)
- Stroke
- Diabetes
- Heart disease
Risks behaviors and their health outcomes are formed when employees are in their prime working age which is when corporate wellness programs can provide beneficial prevention information, guidance, and coaching.
The risk factors aren’t surprising, and neither are the recommendations for living a healthy lifestyle to prevent early onset dementia. Focusing on well-being as well as regular healthcare exams are key.
Below are 8 suggested initiatives for your wellness program to consider.
- Foster social opportunities at work, providing time for positive interactions. Social well-being should be embedded in the work environment when employees are completing tasks and also during safety committee meetings, wellness meetings and regular department meetings. Social well-being is an essential wellness dimension, that should be part of the culture of how work is done.
- Ensure that healthy food options are available during work events as well as in the cafeteria and breakrooms. Make these options enticing and easily accessible.
- Be creative in tailoring nutrition messaging and initiatives that encourage nutritious eating while not eliminating any food groups or food choices – AND, do not promote dieting.
There are many options that would also encourage human connections and socializing while employees participate in activities together, such as- planning meals together,
- cooking demos,
- even packaging meals to go for busy workers at the end of the shift.
- Promote active lifestyles to enhance mental well-being and boost neurogenesis. Consider initiatives that would encourage socializing while being active and options that could appeal to employees wanting to help others by participating in volunteer events. These can be initiatives that also align with corporate missions to support social issues such as agencies working to stop hunger.
- Establish learning opportunities that can be work related skills development, but also may include other types of learning such as,
- crafts,
- languages,
- other hobbies of interest.
Communities of practice can be cultivated around mutual interests.
- Implement meditation programs to help participants,
- calm their minds,
- manage distress,
- reduce negative thinking as well as negative emotions such as anger, impatience, and jealousy,
- develop healthier, more positive states of mind.
- Encourage regular health check-ups and consider onsite screening opportunities such as for hearing testing, blood pressure checks, and diabetes screenings.
- Assist in cultivating leadership character development and a culture that supports well-being.
These 8 suggestions can be easily planned and will hopefully get you started on how to tailor initiatives to meet your needs. The results will be transformative on many levels!
We are happy to brainstorm with you and to discuss initiative ideas that may be a good fit for your organization as well as for your wellness programs. Please contact us or reach out via: contact us
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