Like most companies, you’ve likely been grappling with the idea of using gender pronouns in the workplace.
Should they be encouraged or required? It’s a slippery slope; you want to show company-wide support for your LGBTQIA employees, but forcing or pressuring the use of gender pronouns can backfire.
As we honor International Pronouns Day (October 20), there’s no better time to have these conversations internally and establish your company’s position on using gender pronouns.
It’s Breast Cancer Awareness Month—the perfect time to make preventive screenings a priority again.
And this year, it’s more important than ever. An alarming number of women and femme+ people have skipped their breast cancer screenings over the past two years. Your employees might be among that number.
Here are six creative ways you can observe Breast Cancer Awareness Month and get everyone in your company on board with making breast health and breast cancer awareness a priority.
Pumpkin spice, cool morning air, and falling leaves … as the season begins to change, fall can be a time to pause, reflect, and recharge. With the holiday season around the corner, fall is the perfect time to focus on well-being before the demands of family and work gatherings begin to take their toll.
As we enter our second autumn in this pandemic, implementing wellness challenges that prioritize self-care and nourish the spirit can help you and your employees take a much needed—and literal—breath of fresh air to recharge.
“How much should our corporate wellness program cost?”
It seems like a simple question, but it’s not easy to get a straight answer. There’s plenty of conflicting information out there, and not a lot of transparency about what goes into the costs involved.
But that’s OK, because we’ve got answers for you that will help you plan out a corporate wellness program budget that’s attainable and effective.
Health care is expensive.
And with the payment models currently in place, it’s not going to get any cheaper. In fact, health care analysts are expecting the annual cost per employee to reach $15,000. That’s enough to make any CEO spit out their coffee, no matter their business size.
But there’s hope on the horizon. A new approach to managing patient care and reimbursement—called value-based care—could be the key to making health care more affordable and more effective. Even better, your corporate wellness platform is already laying the groundwork for value-based care, shortening your runway to better health care and more manageable costs.
Creating a workplace wellness program is hard work.
Between lobbying senior leaders to get buy-in, creating programming that’ll get people excited, and sending what feels like a million communications (while hoping desperately you’re not annoying the entire staff)—well, the entire process can feel like an out-of-control three-ring circus.
And then the worst case scenario happens. Despite your best efforts, your wellness program … fizzles.
“Nurses see the world in its most raw, inexplicable, unfair form of reality and somehow, by the grace of their inherent hope for humanity and unmeasurable depth of courage, still love it.” – Danielle Leveck, @nurseabnormalities
Burnout among nurses is at an all-time high.
The pandemic escalated an already tenuous situation—so much so that nearly a third of health care workers have been rethinking their choice of profession.
“Our health plan doesn’t offer an effective employee wellness program.”
If your members are saying that about you, first of all, you’re not alone: Many health plans haven’t invested in a wellness platform or programming for their employer groups.
But, there are plenty of reasons why they should.
It’s been a long time coming, but finally, companies are opening their eyes to the importance of creating a diverse and inclusive workplace.
After that awareness, though … then what?
To turn good intent into useful action, your company needs to look at its current efforts and ask, “How can we do better?”
Part of this process must include a look at the emotional wellness needs of your employees, especially when it comes to providing mental health benefits that foster a truly inclusive culture.
In May 2021, updated EEOC vaccine guidance was published to help employers navigate how to address COVID in the workplace and their limitations for promoting vaccination.
Given the sensitive nature of this subject, we reached out to Barbara Zabawa, founder and president of the Center for Health and Wellness Law, LLC, whose article, “Are Wellness Practitioners Subject to OSHA’s COVID-19 Healthcare Emergency Temporary Standards (ETS)?” provides a thorough legal assessment of the guidelines.
Zabawa addressed questions related to incentives, mandates, and other wellness-related topics that our clients are anxious to answer.
