Employee Benefits and Wellness Excellence - October 2023

OCTOBER 2023 • Vol.10 • No.10 (ISSN 2564-1980)

MENTAL HEALTH SUPPORT: CREATING A SAFE AND NURTURING SPACE FOR EMPLOYEES - Brett Farmiloe,

CEO and CHRO, Featured

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The Appetite For GLP-1 Is Growing. Here’s What This Means for Employers

- Lorna Borenstein, Grokker

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Caring Across Cultures: Addressing The Mental Health Needs Of Foreign-Born Employees - Latchi Delchev, Mitratech

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Closing The Gap: Bridging Employer-Employee Mental Health Conversations - Kiljon Shukullari, Peninsula Canada

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Rising Trends In Corporate Philanthropy And CSR Strategies - Laura Neuffer,

Carebook Technologies

INDEX

Employee Benefits & Wellness Excellence OCTOBER 2023

Vol.10

No.10

(ISSN 2564-1980)

07

Mental Health Support: Creating A Safe And Nurturing Space For Employees Five practices for mental health support in the workplace

On the Cover

– Brett Farmiloe,

CEO and CHRO, Featured

Articles

Sponsored Article

10 Why Digital Well-being Is Crucial for Today’s Diverse Workforce – The HR Research Institute

36 4 Reasons To Rethink Charitable Giving As A Workplace Benefit Innovative benefit strategies for financial wellness and philanthropy – Tayo Ogunnaike,

Head of Strategic Partnerships, Morgan Stanley at Work

23 Eye Injury Prevention Month: How To Keep Staff Protected Promoting and prioritizing a culture of eye safety in organizations – Michelle Ann-Zoleta, Health and Safety Manager, Peninsula Canada

27 A Comprehensive Employee Wellness Package Includes Individual Life Insurance Prioritizing financial security for a productive workforce and overall well-being – Bob Gaydos, Founder and CEO, Pendella

Top Picks

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INDEX

The Appetite For GLP-1 Is Growing. Here’s What This Means for Employers Promoting self-care and equipping employees with supportive tools - Lorna Borenstein, Founder and CEO, Grokker

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Caring Across Cultures: Addressing The Mental Health Needs Of Foreign-Born Employees

Challenges of migration on mental well-being - Latchi Delchev,

Strategic Director, Immigration, Mitratech

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Closing The Gap: Bridging Employer-Employee Mental Health Conversations Fostering mental well-being in the workplace - Kiljon Shukullari, HR Advisory Manager,

Peninsula Canada

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Rising Trends In Corporate Philanthropy And CSR Strategies Nurturing a giving culture - Laura Neuffer,

Wellness Content Development Coordinator, Carebook Technologies

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EDITOR’S NOTE Editorial Purpose

Debbie Mcgrath Publisher, HR.com

Our mission is to promote personal and professional development based on constructive values, sound ethics, and timeless principles.

Excellence Publications Debbie McGrath

CEO, HR.com - Publisher

Sue Kelley

Director (Product, Marketing, and Research)

Babitha Balakrishnan and Deepa Damodaran

Excellence Publications Managers and Editors

Employee Benefits & Wellness Excellence Team Babitha Balakrishnan Editor

Nataraj Ramesh

Design and Layout (Digital Magazine)

Chandra Shekar

Magazine (Online Version)

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Babitha Balakrishnan Editor, Employee Benefits & Wellness Excellence

Prioritizing Employee Well-Being in Modern Workplaces

I

n today's dynamic work environment, the emphasis on employee well-being has taken center stage. It's not merely about improving engagement and retention; it signifies a fundamental shift in how we perceive and prioritize well-being.

While workplace stress and external pressures can significantly affect mental health, there's often a noticeable gap in how employers and employees discuss this vital issue. Prioritizing mental well-being goes beyond business interests; it's a societal imperative. It requires integrating well-being into our culture, with wellness programs serving as tools to build a workplace founded on empathy and shared humanity.

The October edition of Employee Benefits & Wellness Excellence is a valuable resource for HR leaders, CEOs, and all those dedicated to establishing a workplace that places a high premium on employee well-being.

The approaches taken by leaders to prioritize employee well-being and mental health are illuminated through the insightful contributions of HR leaders and CEOs in Brett Farmiloe's article, Mental Health Support: Creating A Safe And Nurturing Space For Employees.

These responses span from promoting well-being through flexibility and autonomy to implementing wellness programs and fostering open communication, offering a glimpse into the resources and support systems required to create a secure and nurturing work environment.

In the realm where workplace stress and external factors can impact mental health, employers must take the initiative to raise awareness, reduce stigma, and nurture mental well-being, as Peninsula Canada's Kiljon Shukullari suggests in his article, Closing The Gap: Bridging Employer-Employee Mental Health Conversations. The emphasis on mental health is not just advantageous for companies but also plays a role in eroding stigma, fostering a culture of support, and nurturing societal well-being.

Lorna Borenstein from Grokker, in her article, The Appetite For GLP-1 Is Growing. Here’s What This Means for Employers, underlines the importance of addressing the surging demand

for GLP-1 medications with a comprehensive approach to employee well-being. With a focus on the 40% of the workforce grappling with obesity or overweight, employers are presented with the opportunity to equip their employees with the tools for enduring holistic lifestyle changes, which lead to enhanced health outcomes. By shifting the discourse from mere weight loss to comprehensive well-being, employers can empower their workforce, thus fostering improved well-being, heightened engagement, and enhanced retention rates.

Latchi Delchev, from Mitratech, in her article, Caring Across Cultures: Addressing The Mental Health Needs Of Foreign-Born Employees, emphasizes the pivotal role of HR leaders in championing inclusivity, shaping policies, and creating a supportive work environment. The proactive acknowledgment and addressing of the unique mental health needs of foreign-born employees are crucial steps toward building a culture that not only champions inclusivity and diversity but also paves the way for overall success.

In summary, the modern workplace is undergoing a profound transformation, with a compelling emphasis on elevating employee well-being. This shift demands a holistic approach that seamlessly integrates well-being into an organization's core culture, touching every facet of the workplace. Foster an environment where well-being isn't just a buzzword but an integral part of your company's identity. Engage with your employees, promote open dialogues about mental health, and invest in comprehensive wellness programs that cater to the diverse needs of your workforce.

We hope you find the articles in this edition useful. Please share your thoughts on these topics, and let us know how we can continue to provide content that empowers you and your organization.

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COVER ARTICLE

Mental Health Support: Creating A Safe And Nurturing Space For Employees Five practices for mental health support in the workplace

By Brett Farmiloe, Featured

I

n this article, we delve into the strategies and best practices employed by HR (human resources) leaders and CEOs to prioritize mental health and well-being in the workplace. From promoting well-being through flexibility and autonomy to implementing wellness programs and open communication, we present five insightful responses that shed light on the resources and support systems established to create a safe and nurturing space for employees.

●● Promote Well-Being Through Flexibility and Autonomy ●● Provide Free Behavioral Health Sessions ●● Combine a Four-Day Workweek with an EAP ●● Create Safe Spaces and Collaborative Solutions ●● Implement Wellness Programs and Open Communication

Promote Well-Being Through Flexibility and Autonomy At Elai, our commitment to prioritizing mental health and well-being in the workplace is deeply embedded in our organizational culture. We firmly believe that fostering a safe and nurturing space for our employees is not only a moral imperative but also a strategic advantage.

Hanna Borysenko, HR Director, Elai Inc.

Two of the most significant pillars of our approach are our advocacy for a no-micromanagement policy and the implementation of flexible work arrangements. By doing so, we empower our employees with the time and space to innovate and explore new ideas. This approach not only enhances their mental well-being but also contributes to our company's growth and competitiveness.

During the hiring process, we make it clear to candidates that our primary focus is on achieving results. Consequently, both Elai and our employees experience high levels of satisfaction.

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Mental Health Support: Creating A Safe And Nurturing Space For Employees

Robert Kaskel,

William Schroeder, Co-Owner, Just Mind

Chief People Officer, Checkr Provide Free Behavioral Health Sessions

Create Safe Spaces and Collaborative Solutions

Mental health and wellness is something you need to support at every level of your organization, but it's also a company's duty to extend that care as much as they can outside of it, too. We provide free access to behavioral health sessions for employees and their dependents because we believe it's such a powerful tool of care.

We are always looking for ways to increase safety and support. For mental health next year, we will offer plans with no deductible and no copay for mental health counseling—as an example.

We always work hard to create a supportive space for our employees to come in and lay out concerns without fear of repercussions, where we can work on things collaboratively.

While being able to lean on management and peers is crucial, it can't replace what many of us need at different times in our lives—the help of a trained professional at an affordable (or, in our case, free) rate.

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We don’t just try to problem-solve for them but rather listen to what’s going on and see what ideas they might have that could help and work from there. We also have regular educational and social events for our employees to foster learning and connection.

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Mental Health Support: Creating A Safe And Nurturing Space For Employees

Combine a Four-Day Workweek with an EAP As the largest four-day workweek recruitment agency in the UK, the core culture we possess promotes employee well-being. We do this by adopting a four-day work week—a practice that not only underscores our unwavering support for mental health but also has yielded remarkable achievements.

Phil McParlane, Founder and CEO, 4dayweek.io

This distinctive approach has proven to be a transformative force. It has significantly enhanced the work-life balance of our team members, affording them ample opportunities for rest and revitalization. Consequently, we have observed a substantial decrease in stress and burnout, culminating in a more engaged and exceptionally productive workforce.

One of the most exemplary measures we have instituted to fortify employee mental health is the provision of a comprehensive Employee Assistance Program (EAP). Our EAP offers employees discreet access to counseling services, along with an array of resources addressing topics such as stress management and mental health.

Implement Wellness Programs and Open Communication First, it's helpful to implement workplace wellness programs that focus on mental health. This might look like offering workshops or classes on mindfulness or relaxation techniques, providing counseling services or mental health days off, or even incorporating fitness and wellness programs into the workplace.

Catherine Mattice, Founder/CEO, Civility Partners

Another way to promote mental health at work is to encourage open and honest communication around mental health issues.

Employers can cultivate a culture where employees feel comfortable discussing their mental health with others, seeking out support, and asking for help when needed. Additionally, providing resources like mental health information handbooks or websites is a simple yet effective way to promote mental health awareness.

Brett Farmiloe is the Founder/CEO and currently the CHRO of Featured, a platform where business leaders can answer questions related to their expertise and get published in articles featuring their insights.

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Why Digital Well-being Is Crucial for Today’s Diverse Workforce

By The HR Research Institute, powered by HR.com

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hen the workforce grows more diverse and multinational, a need for greater digital wellness in the workplace grows along with it. It’s important to understand why these two workplace trends progress together and how organizations can enhance the well-being of an increasingly diverse and inclusive workforce.

Computers, phones, and the internet are driving work today and are bridging the proximity gap to a great extent. But with digital interventions, safety, and security concerns also appear. Data theft through public Wi-Fi hotspots, third-party websites storing personal information, and malware are just to name a few.

Remote Work Is Here to Stay

When the remote work culture exploded, an exceptionally pressing need for online and digital safety became crucial. When you have employees from different regions on your payroll, you are bound to face different arrays of digital threats. The kind of gadgets they use for work (PCs, Macs, desktops, phones, and tablets) face particularly unique threats as well. Certain geographical locations might be more prone to specific cyberattacks or scams than others.

Different regions around the globe have different laws and regulations related to data protection, privacy, and digital rights. And, we cannot overlook the fact that user behaviors and attitudes toward cybersecurity may vary by culture. All these factors have a major impact on your organization.

One of the main reasons for the increase in workforce diversity is remote work. It was not just a pandemicfounded concept, but COVID-19 happened to catapult it as a phenomenon. Businesses located in the Americas now have employees working from all over the world. Today, there are some virtually boundaryless organizations made up of employees with various backgrounds in terms of cultures, languages, and nationalities. Some employees don’t even have fixed locations. So-called digital nomads can work, for example, from cafés or campsites. This means that the workforce is becoming more diverse not just in terms of ethnicity, gender, or locality but also backgrounds, lifestyles, and orientations.

Organizations in the U.S. are increasingly likely to have international employees, a trend that is especially growing among small and mid-sized organizations (SMBs). A recent report states that 75% of SMBs say they plan to increase their international employee headcount over the next one to three years.

How it impacts your organization

What digital wellness solutions can do A comprehensive digital wellness program can potentially address region-specific and device-specific threats. A diverse workforce, especially one that operates globally, needs to be aware of and compliant with region-specific regulations. Digital wellness programs can help educate and ensure compliance across the company for all employees.

What makes this expansion of boundaries possible?

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Why Digital Well-being Is Crucial for Today’s Diverse Workforce

About the Research In this article, we allude to data from the HR Research Institute’s survey on Digital Wellness that was fielded in 2023 in partnership with McAfee, the global computer security software company. The survey had 204 respondents from a wide range of industry verticals, all of them being HR professionals from large organizations (at least 1,000 employees) in the United States.

A full 96% of the organizations that participated in “The Need for Digital Wellness” survey conducted by

HR.com in association with McAfee Digital Wellness™ indicate that the importance of digital wellness has increased due to employees working in remote/ hybrid work modes. In fact, our report shows that no organization disagrees with the idea that digital wellness has become more important as employees engage in such work arrangements.

By prioritizing digital wellness, organizations can ensure that employees have the necessary tools and resources to maintain a healthy digital workspace, manage digital distractions, and promote overall employee well-being.

Survey Statement: Digital wellness has become more important to my organization because more employees work remotely or in hybrid work arrangements.

4%

57%

0

20

39%

40

60

Neither agree nor disagree

Diversity Is Commonplace

Within the United States, workforces are increasingly diverse in terms of ethnicity, gender, and nationality.

On the race and ethnicity front, the “White alone” population declined by 8.6% between 2010 and 2020, while the multiracial population increased by 276% and the Latino population increased by 23%. When it comes to women, although they represent about

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Agree

80

100

Strongly agree

the same proportion of the U.S. workforce in 2022 as they did in 2012, they are increasingly likely to hold leadership positions. And, apart from ethnicity and gender, other diversity categories include those related to age, disability, culture, neurodiversity, and more.

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Why Digital Well-being Is Crucial for Today’s Diverse Workforce

Organizations are prioritizing diversity more and more because of the numerous advantages that come with it. Among these advantages are increased productivity, innovation, improved problem-solving, and fresh perspectives, all of which can improve business outcomes.

Employers are tapping into the digital era that opened up after the advent of remote work and making the best possible use of it in engaging a diverse workforce.

How technology impacts your workforce Older adults in the workforce may struggle with technology adoption, digital illiteracy, and the use of complex software and devices. They may also face physical limitations that hinder their ability to use technology effectively.

Gender and identity-related online harassment and cyberbullying are becoming prevalent among both women and men. Employees from ethnic or cultural minorities may experience online racism, xenophobia, or hate speech. They might also encounter difficulties accessing resources or services in their preferred languages.

Assistive technologies support differently-abled employees at work. Text-to-speech apps, braille converters, voice recognition software, and the like have proved to be greatly useful in making digital work easier for them. But these assisted technologies also come with threats like invasion of privacy, theft of personal data and identity, and financial exploitation. Staff with mental health issues may experience challenges related to online addiction, social media comparison, and exposure to triggering content that affects their emotional well-being.

What digital wellness solutions can offer A complete digital wellness solution levels the playing field for all employees. They can help organizations shield all employees from security threats all the while providing opportunities to customize wellness initiatives based on individual physical and mental health status, age, gender, and race. On the other hand, employers get to learn about employee needs and wants

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from digital wellness solutions. Digital wellness has the potential to evolve into an important pillar of an employer’s DEIB (diversity, equity, inclusion, and belonging) strategy.

Features like virtual private networks (VPNs), identity monitoring, identity theft protection, and real-time protection would make the most sense for a diverse workforce. The identity monitoring feature scans the dark web for the personal data of individuals. The personal data clean-up feature removes private data from websites, helps protect employee privacy, and stops identity theft.

Diversity gives back to digital wellness too When a digital wellness solution secures a unique threat from a diverse work environment and reports back to the solution provider, it also catalyzes the R&D to design proactive and agile digital wellness products that address demographic-specific issues. So, when organizations having a global presence implement a digital wellness solution, the product would be scalable based on geography, would be offered in many languages, and would understand the threat landscape of employee’s location.

Global Organizations’ Role in Digital Wellness Offering digital wellness as a benefit When your employees spend a large portion of their day on various devices, digital wellness becomes as important as health, dental, and vision coverage.

Offering digital wellness solutions as an employee benefit is becoming increasingly common. Nine out of ten organizations that participated in our survey say they offer a digital wellness solution either as a core employee benefit or a voluntary benefit.

But, what do they offer as part of the benefit? Even though virus/malware/ransomware removal software (60%) was the most cited digital wellness initiative organizations currently offer to their employees, education about digital wellness practices (57%), personal data clean-up (53%), device protection (51%), and identity monitoring (50%) are also being offered by many. This finding shows the level of importance and commitment organizations are placing on digital wellness.

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Why Digital Well-being Is Crucial for Today’s Diverse Workforce

Survey Question: What digital wellness initiatives does your organization engage in? (select all that apply) Supply virus, malware or ransomware removal services or software

60%

Educate employees about digital wellness best practices

57%

Offer personal data cleanup (i.e., removes personal data from websites)

53%

Offer device protection for employee’s work device(s)

51%

Offer identity monitoring (e.g., scans dark web for personal data)

50%

Offer device protection for all devices in employee’s household (including family)

48%

Offer credit monitoring (e.g., alerts for new credit activities, such as a new line of credit)

48%

Educate employees how to identify phishing scams

48%

Supply a virtual private network (VPN)

46%

Restore an employee’s identity that has been stolen

33%

We do not have any digital wellness initiatives

1%

0

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10

20

30

40

50

60

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Why Digital Well-being Is Crucial for Today’s Diverse Workforce

Educating the workforce In almost all organizations, managers set the tone for digital well-being. Digital protection is a crucial aspect of digital wellness and employees must be made fully aware of the usefulness and importance of digital wellness solutions. Managers can help by initiating information sessions and reinforcing the training programs. To do that, they must understand the digital safety requirements of diverse employee groups and be able to suggest the most suitable digital wellness benefits. They should also be able to nurture a culture of digital well-being among the workforce and that will go a long way in creating a secure digital space for everyone to work in.

Conclusion

In addition to offering, choosing the right provider is crucial. A well-rounded digital protection solution would have your employee covered in terms of privacy, devices, and identity theft. When these features are available, employees are better protected when they access your servers from all over the world. It is important to note that while a benefit may be only the employee, these employees make an organization. When every individual employee is protected, it provides a second wall of protection for you, the organization.

Benefits specialists and HR professionals also have a critical role to play in this process. Not only must they be able to choose the right solutions, but they should also be able to track digital well-being, answer questions about initiatives, and establish related training. They should also be able to explain the features of digital wellness solutions and how employees can make the best use of them. The acceptance of any digital intervention begins with knowledge and clarity and it is the responsibility of the HR professionals and digital wellness experts to aid employees achieve that.

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Greater workforce diversity and better digital well-being solutions support one another.

Organizations must find the balance between accommodating the diverse needs of an increasingly global workforce and standardizing offerings so these benefit offerings can be efficiently and fairly provided.

Some actionable steps include conducting regular digital wellness surveys to understand employee challenges, investing in training modules that cater to different levels of digital literacy, and collaborating with digital wellness experts to stay updated on the latest threats and solutions. We believe organizations should also offer solutions that provide an array of protective features such as virtual private networks (VPNs), identity monitoring, identity theft protection, and real-time protection from viruses, malware, and other threats. In the end, embracing digital wellness is not just a protective measure, it's a strategic move that can enhance employee productivity, satisfaction, and overall well-being in today’s increasingly diverse and inclusive workplace.

For more information related to digital well-being, please go to McAfee Digital Wellness.

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TOP PICK

The Appetite For GLP-1 Is Growing. Here’s What This Means for Employers Promoting self-care and equipping employees with supportive tools

By Lorna Borenstein, Grokker

E

veryone seems to be talking about GLP-1s. This class of medications, which were initially created to treat type 2 diabetes, are quickly becoming known as “miracle drugs” for those looking to lose weight. In the last year alone, medications like Ozempic and Mounjauro have

been embraced by celebrities and praised by the medical community for their ability to help people shed pounds without overhauling their diet or spending countless hours at the gym. In fact, current research estimates that 7% of the US population will be taking GLP-1 medications

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by 2035. GLP-1s, the shorthand moniker for Glucagon-like peptide-1 agonists, literally make weight loss as simple as getting an injection. And when you look at it this way, who wouldn’t see them as the ideal solution for weight loss?

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The Appetite For GLP-1 Is Growing. Here’s What This Means for Employers

Add to their efficacy the fact that our society, unfortunately, is quite fatphobic, and it’s easy to grow their popularity. There’s seemingly a never-ending amount of pressure on people to lose weight for many reasons, and as we all know, physical appearance is often one of them. Because GLP-1s deliver a quick, effective solution to this challenge, there’s been a massive surge in people requesting and receiving prescriptions for GLP-1s for weight loss, whether it's medically indicated or not, i.e., those whose BMI is in the healthy or low overweight range and those who do not have pre-diabetes or type 2 diabetes. Doctors are eager to

help their patients lose weight, and cynics will point out that providers, including telehealth clinics, which have sprouted like weeds lately, often stand to make a lot of money prescribing GLP-1s.

GLP-1s may seem like a gift, and in many respects they are, but there’s more to the story here.

These drugs mimic the effect of a hormone that stimulates the body to produce more insulin.

The complexity is that the sticker price of one injection is nearly $1,000 per month per patient.

Additionally, given that GLP-1s' very design requires it to be circulating continuously to be effective, they stop working the

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minute a patient stops taking them.

Due to the substantial financial burden, numerous employers are grappling with the challenge of covering annual costs that may reach up to $12,000 per employee. What’s more, the lack of longitudinal study on the long-term physical impacts of the medication (especially with regard to weaning) may reinforce an employer’s hesitancy for fear of contributing to a perceived fad that may, in fact, harm employee health over time. So what should companies do as demand around GLP-1s skyrockets among their workforce?

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The Appetite For GLP-1 Is Growing. Here’s What This Means for Employers

Perhaps employers should take this opportunity to train their focus on the 40% of the workforce that is clinically obese or merely overweight, and curiously watching the hype, wondering whether GLP-1s might be right for them. Employers can, and should, empower these employees with effective tools that drive true holistic lifestyle change — and which will be required for long-term healthy weight whether taking GLP-1s or not, and have the added benefit of potentially diminishing the desire or need for GLP-1s in the first place.

Helping employees balance their physical, nutritional, emotional, and financial health (as well as sleep hygiene) plays a critical role in helping them get to and maintain a healthy weight and happy life. This kind of whole-person lifestyle support toward sustainable change can lead to great outcomes.

We recently worked with a leading healthcare provider on a 9-month holistic behavior change program that resulted in 71% of participants losing 5% body weight and 95% maintaining new healthier habits. Part of the program's success lay in what was omitted, namely stringent, impossible-to-sustain dieting restrictions, and instead focused on positive behavior change addressing multiple aspects of each individual’s life and health.

While these kinds of changes are proven to lead to outcomes including sustained healthy weight, better morale, lower blood

pressure, lower A1Cs, better sleep, and even better joint health, the mechanism for creating these new habits was focused on addressing how to fit into the reality of people's lives rather than upending them. By taking a holistic approach to this program (and evolving it to include Mental Health Guides), even the most vulnerable members can get the help they need by easily learning how to work with the time, financial resources, and energy they have to meet their goals.

The common refrain for decades around weight loss has been “eat less, move more.” Since the ‘60s, we’ve all thought of weight loss as a matter of pure willpower, but that couldn’t be further from the truth. Weight loss isn’t just about the food you eat but about your biology, as well as your relationship to food, your access to healthy ingredients, as well as stress levels, and sleep patterns.

Social determinants of health, like socio-economic disparity and the ability to easily access fresh fruits and vegetables, contribute enormously to our employees’ risk factors and their ability to improve them. Employers should perhaps ask themselves this: do I have resources to help my employees manage health and healthy weight in the context of their reality? It will prove more impactful and lead to better health outcomes than simply addressing whether they will lose weight this year.

retention, I urge employers to look at weight loss differently. Give all your employees something holistic and foundational, period. This will empower them to successfully make lasting changes whether they are interested in taking GLP-1s or not.

Ultimately, the most important thing you can do as an employer is give your employees permission to take care of themselves and ensure they feel supported by providing them the tools they need to do so.

Lorna Borenstein is the Founder and CEO of Grokker, a foundational well-being solution for organizations supporting the mental health, physical, nutrition, sleep, and financial well-being needs of their workforces. Lorna is on a mission to redefine global business culture and champion employee well-being.

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Caring Across Cultures: Addressing The Mental Health Needs Of Foreign-Born Employees Challenges of migration on mental well-being

By Latchi Delchev, Mitratech

A

s globalization continues to reshape the modern workforce, migration has become an increasingly common phenomenon across the globe.

In fact, in 2022, foreign-born employees made up over 18% of the workforce, and that

number continues to grow, according to the U.S. Bureau of Labor Statistics. Foreign-born employees often seek better economic opportunities, career growth, and enhanced quality of life, leading them to join the labor force of their adopted countries.

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However, transitioning into a new cultural, social, and professional environment can present unique challenges for foreign-born employees, particularly regarding their mental health.

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Caring Across Cultures: Addressing The Mental Health Needs Of Foreign-Born Employees

Language Barriers Impact More Than Just Work

Understanding the impact of migration on mental well-being is essential, as it directly affects both individuals and the organizations they work for. The interplay between immigration status, cultural adaptation, language barriers, discrimination, and acculturation dynamics creates a complex landscape in which mental health issues among foreign-born employees can arise. These unaddressed issues can hinder employee productivity, job satisfaction, and overall organizational success.

Cultural Factors Impact Employee Well-Being Inside and Outside of Work

When examining the mental health needs of foreign-born employees, it is crucial to consider the cultural factors that can significantly impact their well-being. They often navigate a complex process of acculturation, where they must adapt to a new set of cultural norms, values, and expectations. This cultural transition can lead to significant

stressors and challenges affecting their mental health.

Cultural factors such as differences in beliefs, practices, and social norms can create a sense of disconnection and identity conflict for foreign-born employees. They may experience feelings of alienation, cultural shock, and difficulty integrating their cultural background with their new environment's expectations. These conflicts can contribute to heightened anxiety, depression, and psychological distress.

Moreover, the stigma surrounding mental health issues in certain cultures can also inhibit foreign-born employees from seeking help. Cultural beliefs prioritizing resilience, self-reliance, and stoicism may discourage individuals from acknowledging and addressing their mental health needs. Consequently, this reluctance to seek support can exacerbate mental health issues among foreign-born employees, deteriorating their overall well-being.

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Language barriers can pose significant challenges for foreign-born employees and/ or their accompanying family members when accessing mental health services and effectively communicating their needs and concerns. Limited proficiency in the host country's language can impede their ability to express themselves, understand instructions, and engage in meaningful conversations with healthcare professionals. This can create frustration, misunderstanding, and a sense of powerlessness. Rodrigo Sena, a paralegal and immigration law professional based in British Columbia, Canada, explains: “Foreign-born professionals can have a deep concern over their communication skills: they want to make sure they are striving to get their point, with the right words and right tone. Most of them were known for their superior communication abilities in their native tongue, so striving to do the same in English becomes an emotional necessity, despite the inherent challenges.”

For foreign-born employees experiencing mental health difficulties, the inability to articulate their emotions and experiences in a nuanced manner can lead to misdiagnosis or underdiagnosis. Furthermore, the lack of culturally sensitive mental health resources in their native language can hinder adequate treatment and support.

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Caring Across Cultures: Addressing The Mental Health Needs Of Foreign-Born Employees

Employers are crucial in addressing this issue by providing language assistance programs, translation services, and culturally competent mental health support. Facilitating access to language interpretation services and multilingual mental health professionals can reduce communication barriers, increase understanding, and ultimately contribute to improved mental health outcomes for foreign-born employees.

Rodrigo Sena suggests a solution: “I have observed that teams that embrace our condition as immigrants and openly acknowledge our language struggles, without the fear of being labeled as 'weak' or 'unskilled,' play a pivotal role in creating an inclusive environment. This inclusivity benefits both the current team, as they can adapt their communication methods to enhance information flow within the organization, and immigrants, who feel more comfortable asking seemingly 'silly' questions and seeking clarification more often.”

Foreign-Born Employees May Face Social Isolation in the Workplace

Social isolation and loneliness are pervasive challenges many foreign-born employees face, often stemming from the disruption of social networks and relationships upon migration.

The absence of familiar support systems, including family, friends, and similar coworkers, can result in profound feelings of loneliness and alienation.

Foreign-born employees and their accompanying family members

may encounter difficulties building new social connections due to language barriers, cultural differences, and a lack of familiarity with local customs and social norms. These challenges can lead to exclusion and isolation within the workplace and broader society, exacerbating mental health concerns.

Employers can play a crucial role in mitigating social isolation by fostering inclusive and supportive work environments.

Establishing employee resource groups, cultural celebrations, and mentoring programs can create opportunities for connection, cultural exchange, and mutual support among foreign-born employees. Christopher Rowland, Mitratech’s Executive Director of DEIB (diversity, equity, inclusion, and belonging) Strategy, says, “Additionally, embedding DEIB initiatives and encouraging cross-cultural interactions where employees can feel accepted, supported and valued within the workplace can help combat social isolation, increase engagement, foster trust and enhance overall well-being.”

Organizations can foster an environment that supports their mental health needs by recognizing and addressing the cultural, linguistic, and social challenges foreign-born employees face. By providing culturally sensitive resources, language assistance, and opportunities for connection, employers can cultivate inclusive workplaces that promote the well-being and thriving of foreign-born employees.

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Promoting a Supportive Workplace Environment

Promoting a supportive workplace environment for foreign-born employees is vital for their mental health and well-being. To achieve this, organizations must consider several key factors: 1. Developing inclusive policies and procedures that address foreign-born employees' unique needs and challenges can create a sense of fairness and equity. This involves implementing recruitment, retention, and promotion practices that value diversity and provide equal opportunities for advancement.

2. Providing culturally sensitive resources and support, such as language assistance programs, cultural competency training, and access to diverse mental health services, can help bridge communication gaps and ensure that foreign-born employees receive appropriate care.

3. Fostering a sense of belonging and community is essential in combating social isolation.

4. Building cross-cultural training programs such as lunch and learns, diversity summits, multicultural celebrations, and more.

5. Holding regular pulse or employee surveys to gain a better understanding of how employees are experiencing their workplace.

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Caring Across Cultures: Addressing The Mental Health Needs Of Foreign-Born Employees

Encouraging cross-cultural interactions, establishing employee resource groups, and celebrating diverse cultures within the workplace can create a supportive network and strengthen the sense of community among foreign-born employees. By implementing these strategies, organizations can create an environment that promotes the well-being and success of foreign-born employees, ultimately benefiting both individuals and the organization.

Human resources (HR) and people leaders play a crucial role in championing the promotion of foreign-born employee well-being within organizations: 1. They can advocate for inclusive policies and procedures prioritizing diversity, equity, and inclusion. By actively participating in developing and implementing these policies, HR managers can ensure that foreign-born employees feel heard, valued, and supported.

2. HR managers can take the lead in providing culturally sensitive resources and support. This includes facilitating language assistance programs, organizing cultural competency training, and collaborating with external organizations to offer diverse mental health services.

3. HR managers can foster a sense of belonging and community by encouraging cross-cultural interactions, creating spaces for open dialogue, and facilitating employee resource groups.

these efforts, organizations can meet the unique needs of foreign-born employees and create an environment that benefits all individuals and resonates with the principles of fairness, equity, and respect.

Resources By taking these proactive steps, HR managers can drive positive change, improve overall well-being, and create a more inclusive and supportive workplace environment for foreign-born employees.

Thriving Workplaces Prioritize Mental Health for ALL Employees

Understanding and addressing the mental health needs of foreign-born employees is essential for creating a supportive and thriving workplace environment. Cultural factors, language barriers, and social isolation are significant challenges that must be acknowledged and addressed by organizations. Developing inclusive policies and procedures, providing culturally sensitive resources and support, and fostering a sense of belonging and community are key strategies that HR managers can employ to promote foreign-born employee well-being.

By embracing diversity, prioritizing mental health, and actively supporting foreign-born employees, organizations can unlock the full potential of their workforce and foster a culture of inclusivity and success. Through

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●● LinkedIn training Books: ●● The Culture Map: Breaking Through the Invisible Boundaries of Global Business ●● Beyond Culture

Latchi Delchev is a seasoned global immigration professional with over 16 years of practical industry experience. In her current role as Strategic Director for Mitratech’s INSZoom immigration case management and Tracker I-9 compliance platforms, she is passionate about helping industry colleagues improve case management efficiency and automate workflows. In the past, she has held various positions in the field of corporate global immigration, assisting multinational companies to relocate their global talent around the world.

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Eye Injury Prevention Month: How To Keep Staff Protected Promoting and prioritizing a culture of eye safety in organizations

By Michelle Ann-Zoleta, Peninsula Canada

E

very year, thousands of individuals suffer from eye injuries, many of which occur in the workplace. According to the Canada Centre for Occupational Health & Safety, approximately

200 people a day sustain a work-related eye injury. That number doesn’t include those who suffer from eyestrain and fatigue from looking at screens all day.

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The good thing is that with the right protection and care in place, 90% of these injuries can be prevented.

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Eye Injury Prevention Month: How To Keep Staff Protected

Eye injuries not only harm employees but also have an effect on the business as they can cause lost time. It can also affect employee morale, productivity, and profitability.

Eye Injury Month, celebrated throughout October, is a timely reminder of the significance of eye protection, especially in occupational settings where eye hazards are common.

Prioritizing eye safety is not only a legal obligation for employers but a moral duty to ensure the well-being of their employees.

Eye injuries can occur in various work settings, from construction sites to office environments, and the consequences can be very harmful. To promote eye safety and minimize the risk of injuries, employers can implement a range of preventive measures.

1. Provide Appropriate Eye Protection

Ensure that employees have access to and wear the appropriate eye protection for their specific job tasks. Safety goggles, face shields, and safety glasses are essential in environments where eye hazards are present.

2. Implement Comprehensive Training

Conduct regular training sessions to educate employees on the risks of eye injuries, proper use of eye protection, and emergency procedures in case of eye injuries.

3. Maintain a Safe Work Environment

Keep the workplace clean and organized to reduce the risk of accidents. Regularly inspect tools and equipment for safety and ensure that hazardous materials are stored securely.

4. Encourage Eye Safety Habits

Promote a culture of eye safety by encouraging employees to take personal responsibility for their eye health. Encourage them to report any hazards or concerns.

5. First Aid and Emergency Response

Ensure that first-aid kits are readily available and employees know how to provide immediate assistance in case of an eye injury. A fast response can make a significant difference in the outcome.

6. Compliance with Safety Regulations

Keep up to date with local, state, and federal safety regulations and ensure your workplace complies with these standards.

By implementing these measures, employers can significantly reduce the risk of eye injuries and foster a safer and more productive work environment.

Michelle Ann-Zoleta is the Health and Safety Manager at Peninsula Canada.

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Closing The Gap: Bridging EmployerEmployee Mental Health Conversations Fostering mental well-being in the workplace

By Kiljon Shukullari, Peninsula Canada

I

n the relentless and high-pressure world of today's workplaces, the significance of mental health has never been more profound. With October 10th being designated as World Mental Health Day, it presents a unique opportunity for employers to reevaluate and strengthen their workplace policies and strategies to better support their employees.

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The theme for this year is "Mental health is a universal human right." This theme is designed to boost awareness, knowledge, and actions aimed at safeguarding and promoting the mental well-being of everyone, treating it as a fundamental human right.

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Closing The Gap: Bridging Employer-Employee Mental Health Conversations

It’s important that the topic of mental well-being keeps on going. Below are highlights of the importance of embracing this theme within the workplace. It's a space where the theme's principles can be practically implemented to make a significant impact.

According to The Centre for Addiction and Mental Health (CAMH), one in five Canadians faces mental health challenges, and at least 500,000 Canadians miss work every week due to mental illnesses.

The financial implications are staggering, with an estimated $51 billion annual cost, $6.3 billion of which results from lost productivity, not to mention the indirect costs associated with presenteeism and retention challenges.

effectively. Establishing a clear mental health policy that outlines procedures for employees disclosing mental health issues is a crucial step. This provides a framework for accommodating such requests.

Furthermore, employers can encourage mental well-being through measures such as promoting work-life balance, flexible work arrangements, and even organizing group walks. These actions contribute to a healthier work environment.

Connecting employees to mental health resources is another essential step.

Investing in these resources can be a lifeline for employees grappling with mental health issues, ensuring they receive the assistance they require.

The effects of mental health extend far beyond individuals; they affect businesses and the economy as a whole. Therefore, it's vital to question whether employers are taking adequate steps to support their employees' mental health.

Above all, the power of conversation cannot be understated. A simple, empathetic conversation can make a profound difference. It is vital for employees to feel supported and know that their employers genuinely care about their well-being.

Surprisingly, recent statistics reveal a significant disparity. While 43% of employers report an increase in discussions about mental health within the past year, only 12% of employees have felt comfortable enough to confide in their bosses. Furthermore, a concerning one in seven employees who did open up felt that their concerns were dismissed.

In conclusion, recognizing the significance of mental health within the workplace is imperative. Companies that prioritize mental health not only benefit from a happier and more efficient workforce but also contribute to a broader societal shift, reducing the stigma around mental health issues and fostering a culture of support and well-being. Mental health is a universal human right that begins in the workplace.

The key is not only to acknowledge the importance of mental health but also for employers to actively engage in raising awareness, reducing stigma, and fostering mental well-being.

Kiljon Shukullari is an HR Advisory Sales Support Manager at Peninsula Canada. In his current role, Kiljon oversees HR advisors on consultations with potential prospects in the five provinces where Peninsula operates.

However, workplace stress and burnout aren't solely the result of internal factors; external factors can also exert a considerable impact on mental health.

Seasonal Affective Disorder (SAD), for example, affects around 2 to 3% of Canadians, particularly during transitions from sunny to gloomy weather.

This underscores the importance of addressing these external factors as well.

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A Comprehensive Employee Wellness Package Includes Individual Life Insurance Prioritizing financial security for a productive workforce and overall well-being

By Bob Gaydos, Pendella

A

s any human resources (HR) professional should know, the well-being of your workforce is paramount to the success and productivity of your organization. As such, there’s been a growing shift in the benefits landscape over the last few years toward offering wellness packages. And among the many elements that a comprehensive wellness package should include is financial wellness.

Financial wellness amounts to any program that can aid employees in managing their personal finances more responsibly. These benefits can include a range of tools and resources, such as budgeting apps, financial planning seminars, and online mentoring.

However, one thing these programs often leave out is life insurance. In my view, this is a major oversight that leaves many employees without the necessary protection for dealing with life’s uncertainties.

Financial Wellness Equals Financial Security In today’s environment, many employees face a complex web of financial challenges. From

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the ever-increasing burden of student loans to soaring healthcare costs and the ever-elusive goal of retirement planning, these challenges can be overwhelming. Debt, in particular, can cast a long shadow over many employees, adversely affecting their ability to save, invest, and secure their financial future.

These financial issues are more than just a personal concern. They can also have a significant effect on an employee's performance in the workplace. Studies have consistently shown a strong correlation between financial stress and decreased productivity. And while financial wellness packages can ease some of this strain, they often don’t go far enough.

True financial security comes from knowing that both you and your family will be able to weather unexpected financial storms. This is where life insurance can be a crucial addition to a financial wellness package. For this to work, though, it can’t be just any life insurance plan; it needs to be an individual plan.

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A Comprehensive Employee Wellness Package Includes Individual Life Insurance

Why Individual Life Insurance?

Take a look at the benefits offerings of any given organization, and you’ll almost certainly find life insurance on the list. It’s such a standard offering that most employees will take it as a given. But take a closer look at the specific terms of these policies, and you’ll see that most of them are group plans. Now, there's nothing necessarily wrong with offering group plans to employees. With the right setup, they can provide employees with easy access to life insurance.

The problem is that group plans don’t provide nearly enough coverage to make an employee feel financially secure. This wasn’t a problem 40 years back when most people had their own individual policies that the group coverage was supplementing. But today, far fewer people have individual plans. This leaves them with nothing to rely on, but their group policies, which are typically nonportable, have numerous exclusions and provide meager payouts.

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By contrast, an individual policy is fully portable, has almost no exclusions, and can provide comprehensive coverage since each policy is specifically underwritten to the needs of the policyholder. In addition, employees also have the choice of including spouses and children in the policy. Another benefit of individual coverage is that when you purchase a 30-year term policy, the rate would be locked in for the entire term.

In short, an individual policy makes for a far greater long-term investment in an employee’s financial future. There’s also no need for an organization to get rid of their group coverage since both products together can create a truly comprehensive financial wellness package. I guarantee that organizations will see people taking advantage of individual life insurance once they understand what it includes.

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A Comprehensive Employee Wellness Package Includes Individual Life Insurance

Integration and Access

One thing that’s likely to concern many HR professionals is how to integrate individual life insurance into their open enrollment process.

Typically, there’s an established flow to open enrollment, and HR departments are keen to avoid any disruptions to that flow. Forcing employees to complete full life insurance applications in the middle of their open enrollment is bound to cause disruptions when employees are too focused on other benefits, lose track of applications, and have to start the process all over again.

Conclusion

The financial challenges that many employees face today should not be underestimated. A financial wellness package can alleviate some of these financial pressures, but a comprehensive package should include individual life insurance. Providing such a strong level of financial security isn't just a gesture of goodwill. It's an investment in a more satisfied and productive workforce.

Bob Gaydos is the Founder and CEO of Pendella, where he leads a team of innovators in the insurance industry, automating the underwriting process through AI and big data. Over the last 10 years, Bob has founded, invested, advised, and operated innovative companies in the benefit & insurance industry, such as Maxwell Health, Connected Benefits, Limelight Health, and GoCo.

To avoid this, companies should offer life insurance during open enrollment as an information-only plan.

This means employees only have to fill out a short form before continuing with their open enrollment.

Later, they'll receive an email where they can complete the rest of the application. Following this approach ensures there are no disruptions to the open enrollment flow.

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Ensure that each person in your HR department has a standard and consistent understanding of policies, procedures, and regulations.

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Rising Trends In Corporate Philanthropy And CSR Strategies Nurturing a giving culture

By Laura Neuffer, Carebook Technologies

T

he modern workplace has undergone a dramatic shift in recent years, driven both by competitive markets and a growing social consciousness.

Organizations are increasingly turning to philanthropy or corporate social responsibility (CSR) as strategic tools that can be applied to hiring and retention,

employee wellness, and public relations.

According to research from the National Philanthropic Trust, corporate charitable giving (including the gifting of funds and pro-bono goods and services) rose to $21.08 billion in 2021 - up 23.8 percent from 2020. This massive increase

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could be partially attributed to increased need after the peak of the Covid-19 pandemic and its associated economic uncertainty, illness, and general societal unrest.

Additionally, employers may be realizing the altruistic advantages of corporate philanthropic efforts.

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Rising Trends In Corporate Philanthropy And CSR Strategies

For employers, incorporating philanthropy into their strategy not only increases visibility within the community but is also an attractive benefit to current and potential employees - a more focused way of giving back to society. Employees often appreciate the chance to give time and money to various causes, whether through a formal volunteering program, matching donations, or other initiatives.

These could include installing bike racks at the office, providing a company rebate on e-bikes, offering free or reduced-fare bus passes, a recycling program, use of sustainable fuel, or a no-paper policy.

Benefits of Corporate Philanthropy and CSR

Corporate philanthropy offers benefits for both the employer and the employee:

In fact, many employees, especially Gen Z, report that it’s important to them to know that their organization has values that align with their own. Having a formal social responsibility statement is a good start - but to attract and retain talent, putting words into action is key.

1. Including philanthropy in employee goals and providing rewards for employee achievement of those goals can help increase employee morale and motivation, giving workers a stronger sense of purpose and satisfaction;

For example, if a company is committed to reducing its carbon footprint, it can create policies that make it easy for employees to participate in furthering that goal.

2. This leads to increased productivity, improved customer relationships, and stronger business loyalty.

3. Healthy corporate communities are also more likely to attract and retain talent.

Employees value companies that care about issues relevant to their daily lives, such as education, environment, poverty, homelessness, and even access to health care.

As many of these outcomes are the same goals associated with an employee wellness program, some organizations are combining the two by making CSR and philanthropy part of an overall wellness program. After all, the well-being of a workforce is linked to the well-being of the community and society in which it exists. Philanthropy also provides a connection to corporate values that employees seek and is key to happiness.

According to Mark Horoszowski, CEO of MovingWorlds, “If the social, health, and environmental crises of this past year are not enough to compel business leaders, then leaders need to hear this: You need a social impact strategy not just to do some good, but to remain relevant and competitive.”

Philanthropy and CSR as Part of an Employee Wellness Program

Comprehensive employee wellness programs have long included wellness challenges that give back to the community as part of an overall health and wellness initiative. These can include fundraising walks or runs for charity, employee volunteering days, and charity events for team-building activities.

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Rising Trends In Corporate Philanthropy And CSR Strategies

“Giving back” and volunteering are known to improve mental health.

Philanthropy could be an effective part of an employee mental health or stress reduction program.

Research from the Cleveland Clinic suggests that “volunteering is great for your mental health.

It has been shown to decrease stress levels, depression, anxiety and boost your overall health and satisfaction with life.”

Wellness Challenges for Charity

Fundraising initiatives can be an engaging way to build morale, encourage physical activity, and exercise the values the organization supports. One way to accomplish this is through walking challenges that pit teams of employees against each other, with the winning team choosing a charity to donate to. Or, for less competitive populations, the total of all steps logged during a steps challenge can be tallied up and converted to a contribution toward a charity related to the company’s core values.

Walking challenges that involve charitable giving are a fun way to boost corporate philanthropic efforts. These types of challenges have existed in wellness programs for years and can be easy to organize. Wellness programs that support personally meaningful values have a higher likelihood of engagement and completion.

Assess Current CSR Efforts

The first step in creating or improving CSR programs is to

understand what is currently offered. Start by auditing your organization’s current philanthropic efforts. Most often, the benefits of CSR are not measured in impact outcomes or dollar amounts; rather, through the boosted perception of the organization, better community relations, improved worker experience and employee well-being, and more, including the benefits listed above.

Define Goals

The most effective goals will be relevant and personally meaningful to employees. Let them choose what goals they want to achieve. When workers have a sense of ownership in charitable activities, they’re much more likely to be engaged and excited about the work. And, hearing about a volunteering opportunity, for example, from a work friend is much more interesting than getting a company-wide email from human resources. A company-wide survey or suggestions and voting could be helpful in choosing a cause.

Determining Appropriate Allocation of Resources

When deciding how to allocate money or other resources to philanthropic causes, leaders should carefully consider the philanthropic effort's overall goals and which organizations can use the donations optimally. To ensure efficacy and return on investment, and in order to make sure money or resources are being used effectively, leaders should have metrics in place to track their

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progress and the progress of their philanthropic partners. Having clearly defined goals can help make these easier to track.

Businesses have long embraced corporate philanthropy by giving back to their communities and the world. This trend has continued growing in the face of increased competition and the vast array of social causes today. As such, it is important for organizations to assess the effectiveness of their corporate philanthropy efforts in order to ensure they are as impactful as possible.

Laura Neuffer, M.S., has more than 10 years of experience in corporate wellness. After earning a bachelor’s degree in Public Health and Health Education at Oregon State University, she began working with a corporate wellness company as an account manager, working directly with on-site staff to plan, deliver, and analyze worksite health programs.

Laura now works at Carebook Technologies as a Wellness Content Development Coordinator to help create technology and programming that is used in worksite wellness programs around the world. Laura is also a registered yoga instructor and a former university adjunct professor of communications.

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4 Reasons To Rethink Charitable Giving As A Workplace Benefit Innovative benefit strategies for financial wellness and philanthropy

By Tayo Ogunnaike, Morgan Stanley at Work

W

ith the end of the year around the corner, many of us are beginning to put a bow on our final financial plans and charitable donations. Yet, as we look for ways to extend kindness to our neighbors, communities, and causes we care about in the wider world, many of your employees may be struggling to find a way to balance their own financial goals against the desire to do some good.

determining what to do with it. Charitable giving is an important way to help fill our cups, building stronger connections to the wider community while also giving us a greater sense of purpose. Bringing this sense of meaning into your workplace benefits suite alongside more traditional fare can create new opportunities to enrich your professional culture and support employees in managing their money in a way that also helps them feel empowered to give back.

The trend of employees looking to their employers for financial support is only growing stronger, whether it’s financial guidance, retirement planning, or education reimbursement. Charitable giving is no exception, especially in an uncertain economic climate where many of us are looking for ways to minimize costs and prepare ourselves for the upcoming tax season.

Here are four reasons why offering support and benefits around this important element of personal finance might be worth adding to your workplace roster.

1. Charitable giving benefits can contribute to a culture of meaning and support The workplace has become the go-to resource for employees to address their personal financial needs, both in terms of generating income and

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A Comprehensive Employee Wellness Package Includes Individual Life Insurance

This kind of support and emphasis on giving through work is even more important in our unpredictable economy, where even executives may be concerned that they may not be able to spare the time, energy, or resources that they’d like. Workplace benefits can help streamline the process and lift potential tax burdens, enabling employees to take a more active role in the causes they care about while also giving them a greater sense of belonging, support, and meaning through your company.

For example, a charitable giving benefit combined with access to financial guidance can help employees make more efficient decisions about the timing of their donations for tax purposes or zero in on which assets make the most sense to donate.

There isn’t one right answer, and holistic workplace benefits that include both charitable giving and financial coaching or access to financial advisors can help employees put together the pieces in a way that makes the most sense for their individual situations.

2. Charitable giving helps elevate more traditional benefits packages

Additionally, well-structured education modules around topics like philanthropic planning and taxes, as well as intuitive charitable giving and equity compensation platforms, can also help provide support and guidance on how employees can maximize their impact both with their intended charity and their overall financial goals.

Our research shows that most employees and HR (human resources) leaders (95% and 98%, respectively) agree that employers should offer the best employee benefits available in their industry, especially when it comes to attracting and retaining top talent.[1] Charitable giving can help elevate and enhance your benefits suite by helping employees streamline their financial planning in a way that complements their benefits elections, overall goals, and tax management needs. For example, a charitable giving solution can help centralize the process for companies and their employees to make donations through a donor-advised fund (DAF) platform, creating an effective framework for making tax-advantaged donations directly to favorite charities, including assets like mutual funds, artwork, cryptocurrency, private stock or equity compensation from an employer. Additionally, a DAF can help company insiders and executives who receive equity compensation leverage their shares for charitable donations and tax-loss harvesting.

3. Charitable giving can offer employees more financial planning choices

4. Employees want to know their companies care A holistic benefit offering should include thoughtful choices—like charitable giving, financial education, and access to advice, which can work together to provide employees with many pathways to customize their financial strategy and derive greater value from their role at your company.

And, as more workers seek employers that align with their own personal values, this benefit can become a strategic addition that helps foster a culture of engagement and meaning within organizations. Look for new ways your benefits offering can be a powerful tool in helping people fulfill the desire to give back while also protecting and maintaining their own financial wellness.

Note [1] State of the Workplace Study 2023 | Morgan Stanley at Work

Workplace benefits like charitable giving give employees more choices to explore as a part of their overall financial ecosystem. For example, taxes may feel far away when making year-end charitable donations, but a holistic and centralized workplace offering can serve as a first stop for employees to create a strategy that incorporates charitable giving but also connects to all the other areas of their financial life.

Employee Benefits & Wellness Excellence presented by HR.com

OCTOBER 2023

Tayo Ogunnaike is the Head of Strategic Partnerships at Morgan Stanley at Work.

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