Aon Consulting, the human capital consulting organization of Aon Corporation (NYSE: AOC), today released a research brief confirming the long-term positive impact of consumer-directed health (CDH) care.

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Among the findings, this research brief (which can be found at http://www.aon.com/cdh_impact_research_brief ) shows that when health promotion and wellness programs are integrated with an overall CDH plan, members are positively motivated to modify behavior.

"CDH provides significant motivation for employees to spend their health care dollars wisely, and one of the best ways to do this is by developing and maintaining a healthy lifestyle," said Tom Lerche, senior vice president with Aon Consulting. "Health promotion and wellness programs connected to more traditional health plans have experienced limited success due to a lack of both personal and financial motivation. However, we now have evidence that CDH works with promotion and wellness programs to improve personal health status and lower claims."

Plan data selected for analysis were provided by South Africa-based Discovery Health and its subsidiaries, including U.S.-based Destiny Health, which together cover more than two million lives and, with few exceptions, offer plans only on a full-replacement basis.

"We focused this research on organizations that only have CDH coverage plans," said Lerche. "This allowed us to address claims from skeptics that positive results are merely due to cost shifting or adverse selection, which suggests that only the healthiest people choose a CDH plan. The results reinforce our belief that by leveraging the power of consumerism, CDH can play a role in bringing the health care cost spiral under control."

   CDH Best Practices

   This research brief reveals the following:
   1.  CDH plans with integrated health promotion and wellness programs
       achieve notable success in positively motivating members and
       modifying their behaviors.  Discovery's Vitality Program offers
       monetary, vacation and merchandise rewards for healthy behaviors
       including seeking preventive care, lowering cholesterol levels and
       improving one's body mass index.  Thirty three percent of the members
       of Discovery's U.K. plan, offered in collaboration with PruHealth,
       report changing their behaviors specifically to earn points under the
       program.  Also in response to the program, more than 80 percent of
       Destiny Health Vitality participants in the U.S. report starting
       either a nutrition or exercise program in the prior 12 months.
   2.  Plans that include a wellness/incentive plan and offer riders for
       individuals with chronic conditions work well for both the healthy
       and the sick.  By providing first-dollar coverage for maintenance
       medications (outside the employee's health savings account),
       Discovery has been able to assist its South African members with
       chronic disease to accumulate savings, thus promoting equity and
       ownership.  In addition, Destiny Health's members with chronic
       disease are eligible for incentives based on completion of disease
       management programs, and cash-based recognition for participation in
       risk-reducing programs, such as smoking-cessation, weight-loss and
       exercise.
   3.  CDH members consume less health care when paying from their HSAs, but
       do not accomplish this by avoiding necessary care.  Rather, the
       savings trace to a reduction of more discretionary spending.  For
       example, chiropractic care runs less than two-thirds the industry
       standard, and emergency room visits are 15 percent below the norm.
   4.  Short-term cost-saving behaviors do not result in long-term ill
       effects.  Members who have been in the Discovery and Destiny Health
       plans the longest continue to exhibit lower claims and hospital
       admissions -- a result that would not occur if savings were the
       result of skipping preventive care.  On the contrary, in the analyzed
       plans, immunizations and well-baby care ran 12 percent and 40
       percent, respectively, above applicable industry norms.

  For more information, contact:
  Joe Micucci, Aon Consulting, 312-381-4786, joe_micucci@aon.com.

  About Aon

Aon Corporation ( http://www.aon.com/ ) provides more insurance brokerage, reinsurance brokerage and risk management services than any other company in the world, and is a leader in human capital and management consulting and specialty insurance underwriting. Aon has 45,000 employees in 500 offices in more than 120 countries. Backed by broad resources, industry knowledge and technical expertise, Aon professionals help a wide range of clients develop effective risk management and workforce productivity solutions.

Aon Consulting Worldwide ( http://www.aon.com/hcc ) is among the top global human capital consulting firms, with 2005 revenues of $1.255 billion and 6,800 professionals in 117 offices worldwide. Aon Consulting is reshaping the workplace of the future through benefits, talent management and rewards strategies and solutions. In August 2006, Aon Consulting was named the best employee benefit consulting firm by the readers of Business Insurance magazine.

This press release contains certain statements related to future results, or states our intentions, beliefs and expectations or predictions for the future which are forward-looking statements as that term is defined in the Private Securities Litigation Reform Act of 1995. These forward-looking statements are subject to certain risks and uncertainties that could cause actual results to differ materially from either historical or anticipated results depending on a variety of factors. Potential factors that could impact results include: general economic conditions in different countries in which we do business around the world, changes in global equity and fixed income markets that could affect the return on invested assets, fluctuations in exchange and interest rates that could influence revenue and expense, rating agency actions that could affect our ability to borrow funds, funding of our various pension plans, changes in the competitive environment, our ability to implement restructuring initiatives and other initiatives intended to yield cost savings, our ability to execute the stock repurchase program, our ability to consummate the pending sale of the Aon Warranty Group, our ability to obtain regulatory or legislative changes to permit continuous sales of our supplemental Medicare health product, changes in commercial property and casualty markets and commercial premium rates that could impact revenues, changes in revenues and earnings due to the elimination of contingent commissions, other uncertainties surrounding a new compensation model, the impact of investigations brought by state attorneys general, state insurance regulators, federal prosecutors, and federal regulators, the impact of class actions and individual lawsuits including client class actions, securities class actions, derivative actions, and ERISA class actions, the cost of resolution of other contingent liabilities and loss contingencies, and the difference in ultimate paid claims in our underwriting companies from actuarial estimates. Further information concerning the Company and its business, including factors that potentially could materially affect the Company's financial results, is contained in the Company's filings with the Securities and Exchange Commission.

First Call Analyst:
FCMN Contact: sara_carlson@aon.com

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SOURCE: Aon Corporation

CONTACT: Joe Micucci of Aon Consulting, +1-312-381-4786,
joe_micucci@aon.com

Web site: http://www.aon.com/
http://www.aon.com/cdh_impact_research_brief
http://www.aon.com/hcc