Fast Chance

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The landmark New York Times best seller that reveals how the explosion of sugar in our diets has created an obesity epidemic, and what we can do to save ourselves. In the late s, when the U. To help us lose weight and recover our health, Lustig presents strategies we can each use to readjust the key hormones that regulate hunger, reward, and stress, as well as societal strategies to improve the health of the next generation.

Now, in this much anticipated book, he documents the science and the politics that has led to the pandemic of chronic disease over the last 30 years. In the late s when the government mandated we get the fat out of our food, the food industry responded by pouring more sugar in. The result has been a perfect storm, disastrously altering our biochemistry and driving our eating habits out of our control. To help us lose weight and recover our health, Lustig presents personal strategies to readjust the key hormones that regulate hunger, reward, and stress; and societal strategies to improve the health of the next generation.

Robert H. Lustig, MD, has spent the past 16 years treating childhood obesity and studying the effects of sugar on the central nervous system and metabolism. Robert Lustig. In this timely and important book, Dr. Robert Lustig presents the scientific evidence for the toxicity of sugar and the disastrous effects of modern industrial food on the hormones that control hunger, satiety, and weight.

He gives recommendations for a personal solution to the problem we face and also suggests a public policy solution.


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It reveals the real reasons we why we are a fat nation and how to cure the obesity epidemic. It is because we are drowning in a sea of sugar which poisons our metabolism, shrinks our brains, and threatens our national security and global competitiveness. Every American, politician, teacher, and business leader must read this book. Fat Chance is the book for all of us who must confront this epidemic.

Occasionally, the man laughed out loud in response to something Sid said, and Sid seemed pleased. Bill felt less uneasy, remembering how Sid had turned on the charm in his early days at the company. That fellow sitting next to me at dinner—his name is Dick Huff. We hit it off really well. Naturally I worked in a few comments about our equity products.

I can ring him now, if you want to set a time.

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Smart guy, Bill thought. And who knows? Maybe with a fresh start in a new position, Sid would make a serious effort to lose some pounds. Howard Weyers howardw weyco. Too many companies implicitly enable the unhealthy lifestyles of the minority—those who smoke, drink to excess, or otherwise neglect or abuse themselves—and they do so to their detriment.

The real cost here will occur when NMO pays its insurance premiums.

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Too many companies implicitly enable the unhealthy lifestyles of the minority—and they do so to their detriment. Why not, instead, consider rewarding the majority of employees who take a proactive approach to their own health? If NMO offered its employees incentives to adopt healthier lifestyles, it might not be facing this dilemma. More generally, I predict the company would end up paying considerably less for insurance in the long run.

But such incentive programs are rare—which goes a long way toward explaining why health care costs in the United States are so out of control. At my company, we decided to grapple with the problem of employee well-being head-on. We provide healthy foods in our vending machines, as well as health counseling by on-staff medical professionals. We have also instituted several programs designed to urge employees to live healthily. While most of these programs are voluntary, some are not.

One voluntary program is the Lifestyle Challenge: We reward employees who improve their dietary habits and participate in regular exercise and fitness programs. We also offer a broad buffet of support programs, from seminars on selecting and preparing meals to counseling on the emotional causes of eating disorders.

Our involuntary programs are more controversial. In , we learned that, as a private employer, there was no law in Michigan that prevented us from screening out tobacco use at the office and during the hiring process, just as employers routinely screen out drug use through testing. As a first step, we banned tobacco from the corporate property.

The following year, we instituted voluntary testing, accompanied by classes and programs designed to assist smokers in quitting. This year, we instituted mandatory testing for tobacco use. Controversy arose when four employees decided they did not want to take the test, and quit. But we were within our legal rights to screen out the smokers. Such steps may sound draconian, but they get results. By making employees responsible for their own health, and by establishing support programs for them, we have both lowered and stabilized our health care costs.

Our health care costs have remained level for 27 months in a row.

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Focusing on the health of our employees helps our business in other ways. As an employee-benefits administration firm, we advise our clients about the costs and benefits of various health care packages. It helps when they see just how willing we are to walk the walk. Sondra Solovay sondrasolovay sbcglobal.

Too late: It already is. And the problem here is not Sid and his quest for a promotion; the problem is that the company openly tolerates discrimination.

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Sid is a valuable worker who has demonstrated that he can connect with people as the new job requires. Like anyone else, he deserves the opportunity to show what he can do. He does a great deal to overcome the prejudice and hostility he faces. If Sid is passed over on the basis of his physical appearance or his disability, all kinds of negative effects could follow.

First, given his depth of product knowledge, Sid would be hard to replace. Sid could also become a real liability if he decides to approach a competitor with his market knowledge and skills. Sid may qualify for disability based on his weight and mobility issues. Even if Sid is not disabled according to the legal definition, Bill perceives him to have health problems, so Sid may find redress for bias under the Americans with Disabilities Act or similar state and local laws.

If Sid chose, he could start a blog or go to the press with his story, inflicting some public harm on his former employer and possibly expanding legal protections in his city. The public backlash resulted in the adoption of a citywide law outlawing discrimination on the basis of weight. Bill should follow his instincts regarding diversity training and push for it companywide. Now the onus is on Bill and other executives at NMO to step in and address the prejudice issue squarely.

Promoting Sid would be a good, highly visible place for Bill to start. He should stand up for diversity by addressing discrimination in all its forms, including sex, race, sexual orientation, gender identity and gender presentation, color, religion, disability, weight, and age. Mark V.

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