Smeal College of Business, The Pennsylvania State University, University Park, PA, USA.
University of North Carolina School of Law, Chapel Hill, NC, USA.
Am J Health Promot. 2023 Sep;37(7):940-952. doi: 10.1177/08901171231184360. Epub 2023 Jul 12.
Genetic wellness programs (GWPs) are a highly innovative workforce wellness product. Recently marketed to U.S. employers by at least 16 vendors, GWPs take advantage of low-cost DNA sequencing to detect genetic risk factors for an increasing array of diseases. The purpose of this research is to understand perceptions, concerns, and barriers related to GWPs, among employees from Black, White, and Asian backgrounds and different income levels.
Qualitative study with 3 focus groups (FGs).
Employees of large high-technology companies (deemed likely early GWP adopters).
21 individuals recruited online through
FG guide developed via literature review and landscape analysis, and pre-tested. FGs led by a trained moderator and audio-recorded. Transcripts content analyzed for key themes.
Nearly all respondents saw potential benefits to GWP participation for themselves or their families. However, there were profound differences in perceptions of risks to GWP participation between Black and White/Asian respondents. These differences surfaced in three broad areas: privacy and discrimination risks; family impact risks; and feelings about the employer. Willingness to participate in a GWP also varied between Black employee respondents and White and Asian employee respondents (including low-income White employees). Only 27% of Black employees would participate in GWP, compared to 90% of the other employees.
Most employees appear likely to support employer adoption of GWPs. However, Black employees report significant concerns regarding participation. Addressing these concerns through program design would benefit all employees, and could increase trust and uptake of GWPs.
遗传健康计划（GWPs）是一种极具创新性的员工健康福利产品。最近，至少有 16 家供应商向美国雇主推销 GWPs，GWPs 利用低成本的 DNA 测序来检测越来越多疾病的遗传风险因素。本研究旨在了解不同族裔背景（黑种人、白种人、亚裔）和不同收入水平的员工对 GWPs 的看法、担忧和障碍。
采用 3 个焦点小组（FG）的定性研究。
高科技大公司的员工（被认为是早期 GWP 采用者）。
通过在线招募了 21 名个人。
通过文献回顾和景观分析制定 FG 指南，并进行预测试。由经过培训的主持人领导 FG 并进行录音。对记录内容进行关键主题的内容分析。
几乎所有受访者都认为 GWP 参与对自己或家人有潜在好处。然而，黑人和白种人/亚洲受访者对 GWP 参与风险的看法存在显著差异。这些差异出现在三个广泛的领域：隐私和歧视风险；家庭影响风险；以及对雇主的感受。黑人员工受访者和白种人/亚洲员工受访者（包括低收入的白种人员工）对参与 GWP 的意愿也有所不同。只有 27%的黑人员工愿意参加 GWP，而其他员工的这一比例为 90%。
大多数员工似乎支持雇主采用 GWPs。然而，黑人员工报告称对参与存在重大担忧。通过项目设计解决这些问题将使所有员工受益，并可以增加对 GWPs 的信任和采用。
