August 26th is National Women’s Equality Day—a day commemorating the heroic fight for women’s voting rights in the United States. While the roots of this national observance stem from the 19th Amendment and the tireless work of the Women’s Suffrage Movement, today, it serves as an important opportunity to reflect on past and present issues in gender equality.

As we celebrate Women’s Equality Day this year, we want to spotlight the ongoing fight for equal rights and highlight three extraordinary female leaders from WellRight who persevere and inspire future generations of women. 

Ask any parent and they’ll say the same thing; as amazing and rewarding as it is to have children, parenting is messy, stressful work. But it’s also not their only form of work, given that in 65% of U.S. families, both parents are employed—whether it’s out of necessity or passion for what they do.

Between childrearing and working, parents are often left with little time for themselves, especially when kids head back to school in the fall. And while this lack of personal time can lead to exhaustion at home and in the office, it’s not the only thing causing parental burnout.

Everybody needs a purpose in life—in fact, it’s a crucial part of Maslow’s hierarchy of needs, driving self-actualization through the fulfillment of one’s potential. Whether it’s personal or professional, this sense of meaning has an enormous impact on one’s actions, behavior, feelings, and overall wellbeing. 

In the context of work, a fulfilling career can have a positive impact on key metrics like productivity, satisfaction, and retention. That’s why nearly 80% of business leaders agree that purpose is essential to organizational success—however, only 34% of these same leaders have actually embedded their organization’s purpose and values into its decision-making architecture. 

August is National Wellness Month—and with summer in full swing, there’s no better time to prioritize leading a healthy lifestyle. 

Whether you’re relaying bad news to an employee or addressing a workplace incident, managing difficult conversations is as uncomfortable as it is inevitable. 

Most people try to avoid conflict as much as possible, but that isn't as easy for employers. Putting off a challenging conversation may protect feelings, but it can also lead to poor performance, continued workplace conflict, and degradation in company culture.

And according to McKinsey, toxic behavior is currently the No. 1 driver of negative workplace outcomes, ranging from anxiety and burnout to intent to leave. 

So how can employers prepare for and better manage difficult interpersonal dynamics?

In recent years, employee well-being has become a top priority for most organizations following the pandemic. Recently, however, some well-being leaders are concerned that these initiatives could be first on the chopping block due to headlines around layoffs, even impacting influential figures like Google's head of mental health and wellness.

But is this just an isolated incident—or the start of a worrying trend? More broadly, is employee well-being still a priority in 2023? 

Addressing the well-being of your employees involves more than just healing and maintaining the physical body. While a virtual yoga class or full-service nutritious snack bar might help promote a few healthy habits, improving overall wellness requires a strategically planned framework. 

That’s why over half of all U.S. organizations offer corporate well-being programs for their employees.

Unfortunately, many traditional wellness programs fall short of achieving organizational goals by focusing too much on physical health, and their rigid structures often ignore the unique wellness needs of employees. 

On the other hand, holistic strategies take a multifaceted approach to wellness, going beyond exercise and nutrition to provide resources and activities that employees can take advantage of at their own discretion. Not only do holistic wellness programs consider all dimensions of health, but they also meet employees wherever they are on their individual wellness journeys. 

Editor's Note: We recently updated this post with new insights.

Employers who seek to infuse diversity, equity, and inclusion (DEI) throughout their organizations know the value of metrics in learning about the real impact of their initiatives. Analyzing the right metrics enables leaders to measure and quantify progress and promote accountability at every level. 

What most employers may not realize is that they can use another type of initiative that adds tremendous value in quantifying the success of DEI efforts.

And the best part? They may already have the data available.

Enter ESG, which stands for “environmental, social, and governance.”

Stress is an unavoidable part of life. While some amounts are manageable, too much stress over time can lead to physical and mental health maladies—not to mention the negative impacts on morale and performance. 

That’s why it’s crucial for companies to address employee stress in the workplace. But where do they start?

According to Purdue University, finances are the number one cause of stress and anxiety for employees (73%)—more than the work itself (49%). At the same time, a PwC survey found almost 60% of workers agree that compensation isn’t keeping up with the rising cost of living—which is up from 41% in 2021.

Asynchronous work is no longer just a buzzword. Since the pandemic, companies across nearly every industry have shifted to remote and hybrid work models that rely on asynchronous teams to collaborate across geographies and time zones. 

And while many employees are in favor of this arrangement, not all employers are on board.

In the past year, many big-name companies have announced their return-to-office and synchronous working arrangements—despite employee preferences. Yet at the same time, over half of all employees worldwide say they would leave their jobs because of this inflexibility.

Clearly, flexible remote work has its advantages for employees—but what is it about asynchronous collaboration specifically that benefits both workers and companies alike? 

Although Juneteenth only recently became a federal holiday, Black communities in the U.S. have been celebrating June 19th each year for over a century. Commemorating the liberation of the last enslaved African Americans, Juneteenth—or Emancipation Day—is an integral part of not just Black history, but American history.

For individuals, Juneteenth is a time to celebrate and honor Black culture and history—but for many organizations, recognizing the holiday is an opportunity to demonstrate company values and strengthen diversity, equity, and inclusion (DEI) initiatives. 

Editor's Note: We recently updated this post with new insights.

June is National Employee Wellness Month—a time to focus on what your organization offers to help employees thrive. But summer isn't only the perfect time to prioritize well-being; it's also a season of renewal.

It’s officially Pride Month—a time for celebrating authenticity, inclusion, and humanity at its most basic level. 

And while festivals, parties, and office memos are powerful ways to bring diverse communities together, some companies allow LGBTQIA+ activism to fizzle by the end of the month. What remains is a low show of support for LGBTQIA+ employees and evidence of rainbow washing, which can permanently hurt recruitment, retention, and company culture.

As themes of inclusion and empathy begin to take root in organizations large and small, today’s employees are calling on their employers to practice active allyship all year long. For queer employees, the fight for visibility and equality doesn’t end on June 30th—and neither should their employers’ allyship. 

To avoid rainbow washing and effectively prioritize the well-being of queer workers, employers must view active allyship as an ongoing priority rather than a month-long project—all the while reshaping company culture to be more inclusive, supportive, and safe for all.

Many employees look forward to summer being a warm, sunny, and jubilant time of year. But for others, the long, hot days can exacerbate underlying health and wellness issues—especially for those who are already under considerable work-related stress.

Fortunately, by personalizing your wellness program for each employee’s individual needs, you can ensure your workforce receives the resources, treatment, and incentives they need to thrive this summer.

It’s nearly impossible to separate work and home life in an increasingly hybrid world. As organizations find new ways to customize work schedules and allot space for work and home obligations, an overwhelming number of employees are citing flexibility as a table-stakes requirement. 

According to a 2022 survey from Deloitte, 94% of workers strongly believe that they positively benefit from increased work flexibility—particularly as it pertains to reducing stress and prioritizing mental health and well-being. This may be the ideal work landscape for employees across the board, but based on survey results, only 44% of companies actually offer flexible work arrangements. 

And of those organizations currently offering flexible work options, less than half of workers are reportedly taking advantage of those options.

It’s clear that in order to build trust with employees, strengthen work-life integration, and foster an equitable culture of well-being, organizations must assess the VOI of flexibility as it pertains to employee well-being. This is the future of work, and flexibility is beneficial for employees and employers alike.