ABSTRACT
PURPOSE: To examine wellness programs with financial incentives and their effect on disparities in preventive care. DESIGN: Financial incentives were introduced by 15 large employers, from 2010 to 2013. SETTING: Fifteen private employers. SUBJECTS: A total of 299 436 employees and adult dependents. MEASURES: Preventive services and participation in financial incentives. ANALYSIS: Multivariate linear regression. RESULTS: Disparities in preventive services widened after introduction of financial incentives. Asians were 3% more likely and African Americans were 3% less likely to receive wellness rewards than whites and non-Hispanics, controlling for other factors. CONCLUSION: Federal law limits targeting of wellness financial incentives by subgroups; thus, employers should consider outreach and culturally appropriate messaging.
