Employee Benefits and Wellness Excellence - November 2023

NOVEMBER 2023 • Vol.10 • No.11 (ISSN 2564-1980)

MAXIMIZING EMPLOYEE WELL-BEING: 9 INNOVATIVE VOLUNTARY BENEFITS STRATEGIES - Brett Farmiloe,

CEO and CHRO, Featured

13

3 Things Employees With Invisible Disabilities Want You To Know - Amanda Chay, Wonderment

20

Why Employers Should Consider Student Loan Repayment Assistance As A Valuable Benefit - Michelle Scanlon, EarnUp

26

Menopause Matters: An HR Guide To Creating Supportive Workspaces - Kelly Tucker, HR Star

34

Injury And Mental Health: Rethinking Workplace Support Strategies - Sarah Scott, CorVel Corporation

INDEX

Employee Benefits & Wellness Excellence NOVEMBER 2023

Vol.10

No.11

(ISSN 2564-1980)

07

Maximizing Employee Well-Being: 9 Innovative Voluntary Benefits Strategies Insights from industry leaders

On the Cover

– Brett Farmiloe,

CEO and CHRO, Featured

Articles

Sponsored Article

15 Giving Employees the Option of Digital Wellness Benefits – McAfee Digital Resources

23 3 Ways To Keep Burnout From Spreading Like Wildfire From stigma to solutions – Jessica Rector,

Chief Positivity Officer, JessiCAREctor International

30 Toxic Dynamics: The Impact Of Gaslighting And Dysfunctional Behavior On Company Culture A comprehensive guide for targets and leaders – Thom Dennis,

Facilitator, Speaker & CEO, Serenity in Leadership

38 Tips For Creating A Bully-Free Culture Seeking mutual respect in the modern workplace – Michelle Ann Zoleta,

Health & Safety Advice Manager, Peninsula Canada

Top Picks

13

INDEX

3 Things Employees With Invisible Disabilities Want You To Know How inclusive workplaces drive business success - Amanda Chay, Founder, Wonderment

20

Why Employers Should Consider Student Loan Repayment Assistance As A Valuable Benefit A win-win solution for employers - Michelle Scanlon,

Chief Customer & People Officer, EarnUp

26

Menopause Matters: An HR Guide To Creating Supportive Workspaces

Empower your workforce through menopause awareness - Kelly Tucker, Managing Director, HR Star

34

Injury And Mental Health: Rethinking Workplace Support Strategies A new era of workplace care - Sarah Scott,

Vice President of Network Services, CorVel Corporation

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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 & Koushik Bharadhwaj Editors

Nataraj Ramesh

Design and Layout (Digital Magazine)

Chandra Shekar

Magazine (Online Version)

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Internet Address: www.hr.com Copyright © 2023 HR.com. No part of this publication may be reproduced or transmitted in any form without written permission from the publisher. Quotations must be credited.

Babitha Balakrishnan Editor, Employee Benefits & Wellness Excellence

Thriving Workplaces: A Journey Through Holistic Employee Well-Being

I

n the contemporary corporate landscape, organizations are undergoing a paradigm shift in their commitment to employee well-being.

Beyond conventional compensation structures, the spotlight is now on voluntary benefits and Employee Assistance Programs (EAPs) designed to cater to the diverse needs of today's dynamic workforce.

Voluntary benefits, which employees can choose based on their personal priorities, bring a cool level of flexibility to the table. While the usual offerings are still around, there's this cool trend gaining traction – people are digging the nontraditional choices. These fresh benefits show that employers get the vibe of what today's workforce is all about.

Employee perks have always been a big deal for attracting and keeping awesome talent, and throwing in voluntary benefits just takes the whole compensation package up a notch. The real charm of these extra perks is that they add a personal touch, catering to each worker's unique needs – something super important in today's mix of generations. Among all the individual needs, three big themes have taken the spotlight: keeping physically fit, staying mentally sharp, and nailing down financial wellness. Employers are jumping on this train, using expanded voluntary benefits to get ahead of these important issues.

Check out the latest Employee Benefits & Wellness Excellence for insightful articles by experts aimed at boosting employee well-being and engagement. Explore innovative approaches to voluntary benefits, discover ways organizations are supporting employees with invisible disabilities, and other workplace support tactics.

Read Maximizing Employee Well-Being: 9 Innovative Voluntary Benefits Strategies, where Brett Farmiloe, CHRO & Founder of Featured, presents insights from industry leaders on successful voluntary benefits programs.

The experts, including Chief People Officers and Chief Financial Officers, share diverse strategies to enhance employee well-being and engagement.

In her article, Why Employers Should Consider Student Loan Repayment Assistance As A Valuable Benefit, Michelle Scanlon from EarnUp explores the pressing issue of student loan payments resuming after a three-year hiatus. With financial stress affecting the workplace and studies revealing the impact on productivity, Scanlon argues that employers can address this challenge by offering student loan repayment benefits.

As mental health concerns continue to affect the workforce, Sarah Scott from CorVel Corporation explores the link between workplace injuries and mental health challenges in the article, Injury And Mental Health: Rethinking Workplace Support Strategies. Discussing the guidance of the U.S. surgeon general for employers, Scott provides six recommendations to support employees, especially those dealing with injuries. The article underscores the significance of a caring and coordinated approach to aid vulnerable employees in a speedy recovery while maintaining their mental well-being.

Amanda Chay, from Wonderment, explores the significance of understanding and supporting employees with invisible disabilities in her article, 3 Things Employees With Invisible Disabilities Want You To Know. Drawing from her personal experience with lupus, Chay highlights the prevalence of invisible disabilities, affecting up to 30% of white-collar full-time employees. The article underscores the business benefits of supporting employees with invisible disabilities, citing a study that links such support to higher revenue and economic profit margins.

Similarly, Kelly Tucker, Managing Director of HR Star, encourages organizations to foster awareness and comprehension about menopause in her article Menopause Matters: An HR Guide To Creating Supportive Workspaces. This proactive approach helps workplaces establish a nurturing atmosphere that enhances the overall well-being of their female employees.

As these articles collectively highlight, a holistic and empathetic approach to employee well-being is essential. By adopting these insights and strategies, organizations can pave the way for a workplace culture that prioritizes and fosters the overall health and satisfaction of their workforce. In 2024, let us embrace these principles to create workplaces that thrive on the well-being and success of every team member.

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.

Happy Reading!

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COVER ARTICLE

Maximizing Employee Well-Being: 9 Innovative Voluntary Benefits Strategies Insights from industry leaders

By Brett Farmiloe, Featured

T

o gain insights into successful voluntary benefits programs, we asked nine experts, including Chief People Officers and Chief Financial Officers, to share their experiences. From implementing full insurance coverage for essential services to how the YourCampus platform facilitates personalized benefits, these leaders provide a wealth of knowledge on how to significantly improve employee well-being and engagement within your organization.

●● Full Insurance Coverage for Essential Services ●● Comprehensive Health Benefits Boost Morale ●● Fertility Benefits Foster Inclusion and Retention ●● Pet Insurance Supports Remote Employee Well-Being ●● Counseling Program Reduces Workplace Stress ●● Flexible Work Hours and Wellness Initiatives ●● On-Site Gym and Health Clinic Usage ●● Childcare Support Enhances Work-Life Balance ●● YourCampus Platform Facilitates Personalized Benefits

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Maximizing Employee Well-Being: 9 Innovative Voluntary Benefits Strategies

Amy Spurling,

Brett Ungashick, CEO and CHRO, OutSail

CEO and Founder, Compt

Comprehensive Health Benefits Boost Morale

Fertility Benefits Foster Inclusion and Retention

At Compt, we shoulder most medical and dental premiums because we believe quality health care should be accessible, not burdensome. We fully cover premiums for vision and long-term disability, and this year, we introduced an HRA to further enhance flexibility and control over health expenses (Compt covers the first $750).

Implementing Carrot’s fertility benefits in our organization was a game-changer for employee well-being and engagement. Recognizing that family planning can be a sensitive and challenging journey, we wanted to provide robust support.

To promote holistic well-being, employees not on Compt's health insurance receive a $1,000 stipend, allowing them to invest in their health and wellness needs.

The comprehensive nature of our health benefits has positively affected morale. The peace of mind, knowing that their company has their back, has been invaluable. Prospective employees see the tangible value in our health package, and current employees have expressed appreciation.

Carrot offered a comprehensive and inclusive solution, accommodating various paths to parenthood. The impact was immediate and profound. Employees felt seen, supported, and valued, leading to increased retention and a stronger sense of belonging.

This program not only addressed a critical need but also solidified our commitment to our team’s holistic well-being, making it a pivotal moment in our journey to foster a compassionate and inclusive workplace.

The health of our team is a priority. By continually revisiting and refining our benefits program, we aim to offer a package that truly supports and nurtures our team's well-being, reinforcing the commitment to our team.

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Maximizing Employee Well-Being: 9 Innovative Voluntary Benefits Strategies

Full Insurance Coverage for Essential Services Voluntary benefits can be effective in certain situations, but we believe that for some things, coverage shouldn't cost employees anything. That's why we cover 100% of insurance premium costs for dental, vision, and medical plans, so our team doesn't have to pay or opt-in for any services we consider essential.

Robert Kaskel,

Chief People Officer, Checkr

Full coverage costs more than voluntary benefits, but leaders need to look at the long-term payoffs rather than the short-term payouts. If covering benefits means a happier, healthier workforce with a real reason to grow with you rather than outgrow you.

On-Site Gym and Health Clinic Usage The best example I can give is from a company that I once worked at, where the CEO instituted an on-site gym and health clinic. This was a voluntary benefit program, meaning that employees could opt in if they wanted to use it.

Zoltan Fagyal,

CEO, Not Just Laptops

Employee Benefits & Wellness Excellence presented by HR.com

The gym was fully stocked with state-of-the-art fitness equipment and staffed by personal trainers. Employees could also get subsidized health care through the clinic, which provided routine checkups, lab work, and even chiropractic care.

We saw a lot of employees take advantage of this program— surprisingly so! I think we expected it to be mostly older workers or workers who had recently become parents, but it wasn't. We saw more young people than expected taking advantage of their benefits here because they wanted to stay healthy while they were young and able to do so before they had kids or other obligations that might make it harder for them later on down the line.

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Maximizing Employee Well-Being: 9 Innovative Voluntary Benefits Strategies

Mark Fong,

Neil Hodgson-Coyle, COO, TechNews180

General Manager, CEO, Gonengo

Childcare Support Enhances Work-Life Balance

YourCampus Platform Facilitates Personalized Benefits

Through my role at our company, we implemented a personalized childcare support program, and the impact on our team's well-being and engagement was truly transformative. This initiative included financial help for childcare, flexible work arrangements, and access to a carefully vetted network of childcare providers.

At Technews, we implemented a voluntary benefits program using YourCampus, and the impact on employee well-being and engagement has been remarkable. Our employees now have the flexibility to tailor their benefits to their unique needs, whether it's prioritizing health and wellness, childcare, or professional development.

The outcomes were astounding, as our team experienced reduced stress, improved work-life balance, and a noticeable boost in their engagement levels. Our employees were more productive and focused, knowing their children were well taken care of.

This personalized approach has increased job satisfaction and fostered a stronger sense of engagement. The transparency of the YourCampus platform empowers employees to make informed decisions about their benefits, contributing to a more positive workplace culture.

This program not only strengthened our employees' loyalty but also emphasized the importance of adapting to our growing workforce's needs, solidifying our commitment to their well-being.

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Our voluntary benefits program has significantly improved employee well-being and engagement, aligning perfectly with our commitment to supporting our team members' holistic needs.

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Maximizing Employee Well-Being: 9 Innovative Voluntary Benefits Strategies

Pet Insurance Supports Remote Employee Well-Being For one of our employees, pet insurance became a lifesaver at one point. At first, seeing it among the potential benefits was amusing and even more curious than contributing to workplace well-being.

However, after considering it, a pet's well-being for a fully remote employee means the same as a positive and healthy atmosphere at the workplace for office people.

Tania Doshko,

Content Manager, WikiJob

After some stressful events in her life, her cat seemed to have all the potential health problems that could have affected her in the first place. However, a genuine friend took the fire all by himself.

It's no wonder all the worries about a pet friend's health distracted her from daily work tasks and shook her balance.

Flexible Work Hours and Wellness Initiatives At our organization, we implemented a voluntary benefits program that included flexible work hours, mental health support, and wellness initiatives, and it had a remarkable impact on employee well-being and engagement. The flexibility in work hours allowed our team members to better balance their personal and professional lives, reducing stress and increasing job satisfaction.

Dr. Nabil Salib,

General Practitioner and CEO, MyDoc Urgent Care

The mental health support, which encompassed counseling services and stress-management workshops, provided a crucial safety net for employees during challenging times. Our wellness initiatives, such as gym memberships and nutrition counseling, helped employees improve their overall health.

This comprehensive approach boosted morale and camaraderie within the team and led to decreased absenteeism and increased productivity, underlining the significant positive impact of a well-rounded voluntary benefits program on both employee well-being and overall organizational success.

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Maximizing Employee Well-Being: 9 Innovative Voluntary Benefits Strategies

Counseling Program Reduces Workplace Stress A few years ago, we introduced a program through which employees can have access to counseling through a third party.

This had an immediate positive impact on our teams. Any work environment has its stresses, dynamics to navigate, deadlines, pressures, and the need to balance this with personal and social responsibilities.

Will Baker,

Director, Skirtings R Us

We understand that sometimes it can be too much. Having access to a professional to talk to, in full confidentiality, has really helped individuals tackle their stress levels before they build up, as well as better define their needs and communicate them back to us.

This is invaluable for us because not only do we have a happy, healthy workforce, but it also gives us the tools to create an environment in which people can thrive.

Brett Farmiloe is the Founder/CEO and currently the CHRO at Featured.

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TOP PICK

3 Things Employees With Invisible Disabilities Want You To Know How inclusive workplaces drive business success

By Amanda Chay, Wonderment

O

ne of the most challenging aspects of having lupus—a relentless autoimmune disease that wreaks havoc on the body—is the daily uncertainty it brings. I never know how and if my body will cooperate, making it challenging to tackle work projects with the same vigor each day. The struggle lies in the fact that, outwardly, I appear downright healthy, but internally, I’m wrecked with pain and inflammation. This sense of hiddenness I experience unites individuals living with a range of invisible disabilities.

But what exactly are invisible disabilities? They encompass

a wide range of conditions that significantly impact daily life but remain concealed from plain view.

These include heart conditions, cancer, learning disabilities, chronic pain, autoimmune diseases, mental health issues, and many others.

The numbers speak volumes: Invisible disabilities are not as rare as you might think. An estimated 10% of all Americans and up to 30% of white-collar full-time employees have some form of invisible disability, yet only 3.2 percent openly disclose this to their employers.[1] [2] Concealing these challenges consumes

emotional energy and affects employees’ physical, mental, and emotional well-being.

Regrettably, many individuals with invisible disabilities suffer in silence. Society often directs compassion toward visible pain, leading employees to hide their conditions out of fear of discrimination, stigmatization, or a belief that sharing personal health information is unprofessional.

They may also hesitate to ask for necessary work accommodations.

It's imperative to understand that just because these struggles are not visible doesn't mean they don't exist or that these individuals don't require understanding and support because they totally do.

Impact in the workplace: On a brighter note, when employees do reveal their disabilities, they are more likely to experience contentment and happiness.[3] Their openness creates a win-win scenario for both employer and employee.

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3 Things Employees With Invisible Disabilities Want You To Know

Supporting employees with disabilities, both visible and invisible, brings substantial benefits: A 2018 study revealed that companies that embrace diversity and support employees with disabilities see a remarkable boost in their bottom line—28% higher revenue, double net income, and 30% higher economic profit margins.[4] Acknowledging that a substantial portion of your team may be carrying invisible burdens can make a world of difference.

Here are three essential things your employees with invisible disabilities want you to know:

1. Educate All Employees on Disabilities

Consider organizing regular lunchand-learn seminars to educate your employees about both invisible and visible disabilities, provide insight on effective inclusive communication, and share how to best support their co-workers. Address health conditions like neurological disorders and sleep disorders that are often overlooked in disability discussions. Sharing success stories of current employees with disabilities who are willing to share their experiences can also be inspiring. Solicit feedback from your employees about topics that would be helpful to cover.

Ensure that your managers have separate learning opportunities so they can confidently support team members with invisible disabilities and empower them to request accommodations.

2. Create an Inclusive Workspace for Sharing

Many people with invisible disabilities may not be aware that support is available or may be afraid to ask for it. To encourage them to ask for what they need, foster an open, welcoming environment that supports all abilities. Make accommodations easily accessible and transparent, and acknowledge the diverse ways individuals process information and reach outcomes.

The ultimate goal is to create a workplace where everyone feels equally involved and supported. Promote open discussions about differences and disabilities to cultivate an environment where all employees can thrive. Offering flexible and hybrid work arrangements can significantly enhance accessibility for individuals with chronic conditions.

3. Ask for Feedback

Your efforts to improve inclusion and support for employees with invisible disabilities will only succeed if you actively seek feedback. These initiatives not only boost productivity but also enhance employee morale.

As employees realize that you genuinely care about their well-being, they'll be more likely to provide input and help guide future initiatives.

business. By fostering a more inclusive workplace, educating your team, and actively seeking feedback, you can create a work environment where all employees can thrive, regardless of their invisible challenges.

Notes https://www.disabled-world.com/ disability/types/invisible/ [2] https://www.talentinnovation. org/_private/assets/DisabilitiesInclusion_ PressRelease.pdf [3] https://www.talentinnovation. org/_private/assets/DisabilitiesInclusion_ KeyFindings-CTI.pdf [4] https://www.accenture.com/content/ dam/accenture/final/a-com-migration/ pdf/pdf-89/accenture-disability-inclusionresearch-report.pdf [1]

Amanda Chay is an Entrepreneur and Founder of Wonderment, a stress reduction training company, and the author of The Girlfriend’s Guide to Lupus.

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In conclusion, supporting employees with invisible disabilities is not just the right thing to do—it also yields substantial benefits for your

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Giving Employees the Option of Digital Wellness Benefits McAfee Digital Resources, McAfee

I

n the digital era, employees’ peace of mind is increasingly tethered to their online security.

Recognizing this, innovative employers are

now augmenting traditional benefits with digital protection services as part of what is called digital well-being.

Amid the rising tide of cyber threats, these forwardthinking companies are providing cybersecurity insurance, identity theft protection, and technology support as part of their benefits packages. This strategic shift is not just enhancing digital safety and wellness for their workforce—it’s setting a new standard in employee care, where safeguarding digital lifestyles and identities becomes as routine as healthcare and retirement planning.

Digital Wellness as a Benefit Organizations are recognizing the growing need to personalize benefits to stay competitive in the market.

About the Research In this article, we allude to data from the HR Research Institute’s Digital Wellness survey, which 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.

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Giving Employees the Option of Digital Wellness Benefits

Today, the rise in cybersecurity concerns has led

private networks (or VPN), protection for devices, and

organizations to turn to digital wellness. In fact, our

identity theft protection.

study found that 92% of organizations offer a digital wellness solution as part of their employee benefits package.

It might also incorporate education about how to practice safe online behaviors and increase awareness of potential cyber threats, thereby giving

In the HR Research Institute study, we specified that

employees peace of mind when using technology.

a healthy state of digital wellness means “people are

Ultimately, the idea is to enhance employee

protected from weak spots in their security, their privacy

satisfaction and loyalty while also protecting digital

is protected, and they remain in control of their personal

assets.

data—who can access it and how it’s used; it can also mean they have a healthy, non-addictive relationship to technology.”

Why It's a Good Idea Our report found that 80% of HR professionals at

So, what is a digital wellness offering? It’s a solution that provides a safe, private, and secure online experience for employees and their families, one encompassing personal data protection, identity monitoring, virtual

large organizations are concerned about employees exposing confidential information when using personal devices for work purposes. Further, 83% believe employees are concerned about identity theft.

Survey Question: On a scale of 1 to 5, how concerned are you about employees in your organization using personal devices for work-related tasks that can potentially expose their

50

47%

40 33%

30

20 13%

10

6% 1%

0 1 (Not concerned at all)

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2

NOVEMBER 2023

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4

16

5 (Very concerned)

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Giving Employees the Option of Digital Wellness Benefits

Digital wellness as a benefit can help reduce these

cyber-attacks as those earning $1 million to $9

concerns both on the organizational side and on

million annually.

the employee side. Offering digital wellness can help organizations display their commitment to employee well-being, potentially helping in the areas

What Such Benefits Might Include

of talent acquisition and retention. It can also help

Digital security plays a large role in the well-being of

organizations by educating employees on potential

employees. A digital wellness package, provided as

breaches, thereby reducing security risks both at

a benefit, is designed to enhance employees’ digital

home and in the workplace.

security.

Digital wellness benefits provide safeguards so that employees can have peace of mind when browsing both for work and in their leisure time, even when using public Wi-Fi. Further, a digital wellness solution

The features may include, but are not limited to, the following:

a robust firewall to guard against unauthorized access

can offer identity theft protection and restoration aid for employees and their beneficiaries when faced with identity fraud.

a secure VPN for encrypted internet connections to safeguard sensitive information

a password manager to create stronger, more

Some digital wellness initiatives can also teach

secure passwords

employees to create healthy boundaries for their technology use. For example, setting boundaries on

personal data cleanup services to ensure digital footprints are minimized

screen time can help reduce issues related to the overuse of technology. These issues include poor sleep, worsened vision, and mental health issues.

continuous identity monitoring from emails to bank accounts that alert against identity theft

a protection score that rates the security of

Potential Cost-Effectiveness

an employee’s digital profile and shows them

Of course, digital wellness can pay dividends for

areas for improvement

employees. Consider the issue of identity theft. In 2022, there were over 1.1 million reports of identity theft received through the FTC’s IdentityTheft.gov website. Digital wellness initiatives can potentially

Why Employees Would Appreciate Such Benefits Benefits packages can vary, with some being a

reduce the likelihood of such events.

relatively no-frills approach to identity theft and others being more advanced plans with all the

However, employee digital wellness may help employers as well. Our report found the most widely cited outcome of organizational data breaches was financial losses (53%). Even smaller organizations are at risk. Hackers are no longer just going after larger companies. Companies with revenues of

The decision to invest in digital wellness often stems from an understanding of the potential consequences of identity theft, cyberattacks, phishing scams, and other digital dangers.

$100,000 to $500,000 can now expect as many Employee Benefits & Wellness Excellence presented by HR.com

components listed above and more.

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Giving Employees the Option of Digital Wellness Benefits

they often find themselves traveling for work.

This opens them up to security concerns such as public Wi-Fi networks. A secure VPN can be invaluable in such circumstances.

they have found that their “digital footprints” are all over the Internet and they want to make sure they can clean up this information to boost their security.

they are at a particular stage in their life when they have certain things they want to protect. For example, younger employees might be concerned about safeguarding their growing credit scores, while those approaching retirement may worry more about protecting their life savings.

The Win-Win Scenario

Employees may appreciate such benefits because:

they have direct experiences with identity theft or know others’ experiences. In fact, our study found that 59% of respondents say they are aware of employees in their organization who have experienced identity theft. Employees who have personally experienced identity theft understand the gravity of the situation firsthand. The impact extends beyond finances; it can be an emotional rollercoaster. Having benefits in place is akin

A comprehensive digital wellness benefit is a potential win-win solution for both the employer and the employee. The employee gets a solution that provides them with peace of mind when browsing the Internet both personally and professionally. In some cases, they are also better trained, helping them stay aware of different cybersecurity threats. In turn, this could potentially help the employer safeguard sensitive company data. The employer then gets an improved value proposition which leads to more effective talent

to having an insurance policy against future

attraction, retention, and engagement.

upheavals.

they want to keep their personal digital devices

Ultimately, though, many organizations will view helping

secure, in part for their own sake but also because

employees stay digitally well as simply the right thing to

those devices are increasingly used in the

do in an age of constant digital connection.

workplace. For example, employees will often use their personal smartphone for work purposes. No one wants to be the cause of either a personal or corporate security breach.

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they are “power users” of digital devices both at home and at work. Some people spend most of their waking hours using a digital device and need greater protection.

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Complete Digital Peace of Mind.

For Employees. For You. All-in-One Digital Wellness Benefits from McAfee Identity, privacy and award-winning device protection during work time and play-around time.

Keeping your employees safe online is our full-time job.

Learn more Learn more

TOP PICK

Why Employers Should Consider Student Loan Repayment Assistance As A Valuable Benefit A win-win solution for employers

By Michelle Scanlon, EarnUp

S

tudent loan payments resumed in October for the first time after more than three years. Despite the current administration’s recent “on-ramp period,” which would allow borrowers to skip payments until September 30, 2024, without being reported to the credit rating agencies, interest will still accrue.

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Unfortunately, many borrowers say they are unprepared or unable to begin making payments.

Most were hopeful that some debt would be forgiven.

Adding to these challenges, record-high inflation has already forced many Americans to dip into savings to pay for everyday expenses.

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Why Employers Should Consider Student Loan Repayment Assistance As A Valuable Benefit

Now, the over 45.3 million student loan borrowers are facing anywhere between $200-$300 in monthly payments, which could feel like as much as a 5% pay cut. A recent Morgan Stanley survey found that 34% of respondents say they will not be able to make their student loan payments at all.

It's not surprising then that financial stress is a growing concern. With mounting student loan debt and the overall high cost of living, many Americans find themselves grappling with financial anxiety.

This stress can have a tremendous impact on the workplace and negatively affect business.

According to a study from Harvard Business Review, $150 billion in productivity was lost in a single year when employees came to work stressed. This is far greater than the costs associated with employees not showing up to work at all.

According to Graystone Consulting from Morgan Stanley, one in five employees admits that productivity at work has been impacted by financial worries, with 49% saying they spend three or more hours each week thinking about or dealing with financial issues at work.

Over an entire year, this equates to nearly 20 days.

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Meanwhile, employers continue to be challenged with finding and retaining talent. According to Forbes Advisor, 36% of HR leaders say they don’t have the resources to recruit top talent, while nearly 38% of employees quit within the first year.

The reasons for leaving employers vary, but one perk most job seekers are prioritizing is financial wellness programs. According to a consumer survey from the National Association of Personal Financial Advisors, nearly seven in 10 respondents feel they would perform better at work if their employer offered more financial wellness benefits. In fact, a survey from BrightPlan found that 54% of employees rank financial wellness as their number one desired employer benefit, up from 29% in 2021.

Recent studies are also finding a direct correlation between employer financial wellness programs and employee retention. Fidelity Investments found that attrition rates among employees participating in its program are 78% lower. For new hires, half said the student loan repayment benefit, in particular, was a major factor in their decision to join the company.

Supporting this viewpoint, a survey from MetLife Inc. found that half of Gen Z and younger millennial respondents said help paying down student loans is a “must have” benefit at work.

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Why Employers Should Consider Student Loan Repayment Assistance As A Valuable Benefit

But student loan debt isn’t just a “young person” problem. Individuals aged 40-49 have a combined student loan debt of $344 billion, and 30-year-olds have the highest average outstanding student loan debt. Additionally, the majority of Americans (54%) say they struggle with mental health issues because of student loan debt.

Companies across all industries and sizes are taking note, including smaller workplaces. In a recent Wall Street Journal article, Kate Winget, a Chief Revenue Officer at Morgan Stanley at Work, which offers education benefits to corporate clients through a program called Gradifi, says that about a quarter of its clients have fewer than 100 employees.

Job postings are also changing. According to jobs platform Handshake, around 3% of full-time jobs posted in June 2023 contained keywords like student loan repayment, student loan, loan repayment, student loan paydown, education debt, debt repayment, and student debt. This is more than twice the percentage of companies doing so in 2019.

One crucial aspect of helping debt-burdened employees is providing them with education and resources to navigate their student loan repayment journey. The IRS is also reminding employers that they can offer employees up to $5,250 tax-free as part of their educational assistance benefits. This program was made available in March 2020, yet only 8% of U.S. employers offer it, according to the Society of Human Resource Management’s 2023 employer benefits survey. This program is also set to end in December 2025.

While advice and tax-free contributions are helpful, borrowers also need a long-term repayment plan that extends beyond student loans. They’re also looking for practical guidance rather than a self-service DIY tool. In fact, consumers are seeking solid advice, and banks are falling short, according to J.D. Power.

To meet this need, employers should consider ways to empower their employees to better manage debt repayment through financial wellness programs that allow employees to schedule automated loan payments that sync with their payday. This helps to accelerate payments to the principal, eliminates monthly payment shock, and helps employees meet the obligations of their loans with less of a struggle.

That means they can reduce the likelihood of defaulting on a loan or paying late fees, both of which add substantial stress. They can also potentially pay off debt years faster, helping employees build wealth.

By offering financial wellness programs and loan repayment assistance, employees and employers both benefit. Employees can have a better quality of life with less financial stress and a greater ability to accumulate wealth. Employers have a much more focused and productive team, allowing for growth and profitability (which can also be to the employee’s benefit). They also have a means to recruit and retain talent by offering something meaningful and highly relevant. There really isn’t any downside, but employers who are slow to update their employee benefits will likely see the consequences.

Michelle Scanlon is the Chief Customer & People Officer at EarnUp

As part of the SECURE 2.0 Act of 2022, student loan payments may also count as retirement contributions beginning in 2024, allowing employers to make contributions to their company retirement plan on behalf of employees paying student loans instead of saving for retirement. This provision is intended to assist employees who may not be able to save for retirement due to paralyzing student loan debt and, therefore, are unable to tap into employer contributions to retirement plans.

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3 Ways To Keep Burnout From Spreading Like Wildfire From stigma to solutions

By Jessica Rector, JessiCAREctor International

B

urnout is impacting every company, position, and industry. With 90% of the workforce experiencing burnout in the last year, you can no longer afford to ignore this epidemic. It’s affecting teams, leaders, and the whole organization…even you.

Think of it this way. How do you feel the next morning when you don’t get quality sleep the night before? Grumpy? Groggy? Foggy?

Impatient, irritable, unfocused?

Lack of sleep impacts your perspective, attitude, how you respond to others, and how you react to situations.

Even if you’re not the one in burnout, it still impacts you.

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The same thing happens with burnout. It doesn’t stay self-contained.

When a team member, let’s say, Burnout Betty (BB), has burnout, it impacts how she leads, communicates, listens, focuses, thinks, interacts, her behaviors, energy, mood, and disposition.

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3 Ways To Keep Burnout From Spreading Like Wildfire

It literally impacts everything.

When one person is in burnout, it also trickles out to others because burned-out people burn others out.

Even if you don’t have burnout, you’re being impacted by it when someone else does or is on the brink of it. You have the power to do something about it.

What Can You Do? Start a dialogue: Talking about burnout is the best place to start.

Even though burnout is rampant in the workforce, there’s still some stigma around it. People often fear, if they admit they have it, what will others think, do, or say.

Will my leaders think I can’t do my job? Will they take away responsibilities, or will they lose trust in me?

If BB isn’t focused, she becomes distracted, unproductive, and makes more errors. She will do the same work multiple times, miss deadlines, or forget to meet a client. Those are best-case scenarios. BB will easily cut corners, leading to cybersecurity attacks, safety issues, and possible injuries.

When BB misses deadlines, makes mistakes, or has to redo work, how does that impact you?

You might have to stay longer, do some of her work, or maybe your work gets pushed back waiting for her to get her part to you, which means missing dinner with your family, being absent from your kids’ activities, or not meeting your deadlines.

Leverage your storytelling abilities; open up and share your personal experience with burnout to create a connection with BB. Reflect on

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your own journey through burnout, identifying the factors that led to it and the effective strategies you employed to overcome it. Your story can provide valuable insights and inspiration for BB to navigate through her own challenges.

When people are in burnout, they tend to pull away and isolate themselves. When you tell your burnout story, they will start to engage. The more you talk about burnout, the more it reduces this stigma. In the process, you allow others who are experiencing it to not feel alone and to know that someone, somewhere, gets it and understands. You create a safe place of compassion and empathy.

This lets others know it’s okay to feel burned out. You can still love your job and be burned out.

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3 Ways To Keep Burnout From Spreading Like Wildfire

Create awareness around burnout: Burnout doesn’t discriminate. It’s impacting your people. The more your team knows what to look for and what to do to prevent it, the less likely they will find themselves in it.

Develop a keen eye because you can’t change something you aren’t aware exists.

Since burnout impacts mental health, Burnout Betty is easily frustrated or irritable, making it harder to communicate or interact with her because others don’t want her mood to affect them.

One Burnout Betty, Negative Nancy, or Toxic Tim can bring a dynamic team to a halt.

Talking to BB can leave the most positive person in a negative state because she doesn’t listen or she’s in a bad mood. So, every conversation takes longer than it should, which means less time for you to tend to your daily tasks.

Build a task force of people who want to be the eyes and ears in your organization regarding burnout. They can gather information, ask questions to BB and other team members, and start creating a strategy to combat this epidemic. Then, take the information they gather and do something now to help them prevent it.

This allows BB to know that she is being heard and understood and that she matters. One of the biggest qualities people want in their company is to know they matter. When BB knows she matters, she feels supported,

knowing she will get the help she needs to combat burnout.

Hint: Time off is great, but vacation won’t cure burnout.

Once you create awareness around it, share with your people day-to-day strategies that work to help alleviate burnout.

Implement a burnout program: This is the key, fundamental element. Talking about it is a great beginning, but it’s imperative to do more. The only way to prevent and address burnout is to be intentional and strategic with it.

Workplace wellness programs aren’t enough; 97% of them don’t specifically address or help with burnout, which is also why 80% of employees aren’t actively involved in wellness programs.

As a leader, you have to do your part to help your people with burnout. If you want long-term results, your organization MUST implement a continual program (not a one-and-done) to help people like Burnout Betty with burnout and others to prevent it.

A long-term strategy is where the magic happens with burnout.

Burnout is a slow crawl, and working through it is multi-layered.

Whether it’s an online course, boot camp, or Train the Trainer certification, burnout training is no longer a “nice to have.”

It’s imperative if your company wants to keep its top talent and create a happy, thriving workplace and culture.

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The most successful burnout programs have these key components: accountability, support, encouragement, and Q&A. Burnout doesn’t go away on its own. With most industries incurring staff shortages, it’s up to you, as a leader, to invest in your people if you want to keep them.

Since the #1 reason why people leave organizations is due to burnout, it’s a huge opportunity for you to end the burnout epidemic by starting the dialogue, creating awareness, and implementing a burnout program in your company.

It’s a win-win for everyone.

What will you do to help your people end burnout?

Jessica Rector is the author of the #1 best-selling Blaze Your Brain to Extinguish Burnout and nine other books that help organizations, leaders, and teams Say Yes to eradicate burnout and enhance mental health. As a burnout trailblazer, her research is used in her consulting and speaking and often shared on her podcast, “The Say Yes Experience.”

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Menopause Matters: An HR Guide To Creating Supportive Workspaces Empower your workforce through menopause awareness

By Kelly Tucker, HR Star

F

ollowing the observance of World Menopause Day (Oct.18), it remains important to recognize the unique challenges women face during this life transition, especially in the workplace.

that menopause should not be thought of as a personal issue that impacts a small number of certain employees but as a workplace issue that employers can take active steps towards understanding.

Menopause is a natural stage in a woman's life, but the physical and emotional symptoms it brings can significantly impact their professional life. It's time for HR professionals and businesses to take proactive steps to create menopause-friendly workspaces that support employees during this phase. This article serves as a guide for those looking to champion a more inclusive and supportive work environment.

The Business Case for Menopause-Friendly Workspaces

The Menopause Dilemma: A Silent Struggle

Menopause is an inevitable phase in a woman's life, and though some women can experience the change at a much younger age, it typically occurs between the ages of 45 and 55. However, its effects are far from uniform. For some women, the transition is smooth, while others experience a range of physical and emotional symptoms, including hot flashes, sleep disturbances, mood swings, and cognitive changes.

This variability can make it challenging for HR professionals to address menopause in the workplace, as it's often seen as a personal issue, hidden from the professional realm. It’s important

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Creating a menopause-friendly workplace is not only a matter of compassion but also makes strong business sense. According to the World Health Organisation, the average age of menopause is 51, and with women comprising a substantial part of the workforce, businesses must understand the implications of this natural transition.

Retention and Recruitment

Menopause can be a career crossroads for women.

Many women going through menopause are at the peak of their careers, having acquired invaluable experience, skills, and knowledge over the years – these women are essential assets to their organizations.

However, the all-encompassing symptoms of menopause can be challenging, potentially affecting their work performance and overall job satisfaction.

Creating a supportive environment can prevent valuable talent from leaving, retaining these skilled professionals who have contributed significantly to the company's success.

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Menopause Matters: An HR Guide To Creating Supportive Workspaces

Productivity and Efficiency

Menopausal symptoms can affect concentration and sleep quality, leading to reduced productivity.

By creating a menopause-friendly workspace, companies can ensure their employees continue to perform optimally.

Just as companies offer maternity and childcare benefits to attract candidates, showcasing a menopause-friendly work environment can be a powerful recruitment tool. By openly addressing the challenges of menopause in the workplace, businesses can demonstrate their commitment to gender diversity and inclusion – as well as destigmatizing conversation around menopause.

Legal Obligations

Under the Equality Act 2010, menopause is largely covered under the protected characteristics of age, sex, and disability discrimination. This means

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employers must make reasonable adjustments to support menopausal employees.

In the UK, menopause-related employment tribunal cases have been on the rise in recent years, emphasizing the importance of taking these obligations seriously. To avoid these legal and reputational risks, employers should proactively embrace their responsibilities under the Equality Act 2010 and take concrete steps to support menopausal employees.

Creating a Menopause-Friendly Work Environment: A Step-by-Step Guide Awareness and Training

To create a supportive environment, employers and HR professionals need to educate themselves about menopause. Understanding the physical and emotional challenges is crucial, just as they would for any other health condition.

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Menopause Matters: An HR Guide To Creating Supportive Workspaces

Organize training sessions and workshops to educate HR professionals and employees about the changes women may experience during this phase.

Include information about the different stages of menopause, its impact on women's lives, and ways in which the workplace can be supportive. This type of training can help eliminate the stigma surrounding menopause and feed into the next point, encouraging open conversation.

Open Communication

Encourage open, confidential conversations about menopause between employees and their line managers or HR. Start by creating a work culture where open discussions about menopause are encouraged and normalized, where women feel comfortable discussing their needs and seeking support. Remove the stigma and misconceptions surrounding this natural life phase. Incorporate menopause into general health and well-being conversations to help dispel myths and facilitate understanding.

You could also develop guidelines for how these conversations should be initiated and handled, emphasizing empathy and confidentiality.

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Private Spaces

Establish clear and confidential channels through which employees can discuss their menopausal concerns. This might include a dedicated email address, a confidential hotline, or a scheduled one-on-one meeting with an HR representative.

Ensure that employees understand that their privacy will be respected and their information will be kept confidential.

Creating physical, designated quiet areas or zones for private conversations is also important. These spaces are beneficial not only for discussing menopauserelated concerns but also for maintaining overall privacy and confidentiality. This will help to contribute to a more comfortable and understanding workplace.

Flexible Working Arrangements

Offer flexible working options, such as adjusted hours, remote work, or job-sharing, to accommodate employees who may experience irregular sleep patterns or require extra breaks during the workday.

Establish clear policies outlining how employees can request and utilize these flexible arrangements, ensuring fairness and consistency.

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Menopause Matters: An HR Guide To Creating Supportive Workspaces

Just as we make adjustments for pregnant employees, ensure there are policies and procedures in place for requesting and implementing these flexible working arrangements, ensuring fairness and consistency. Providing options to work from home or have flexible hours can significantly improve someone’s ability to manage their symptoms and maintain their productivity.

Mental Health Support

Menopause is not just a physical transition; it's a significant emotional and psychological journey as well.

Offer access to mental health support services, like Employee Assistance Programmes (EAPs), to help women navigate anxiety and stress associated with menopause. Promote these services throughout the organization and make it clear that they are available not just for emergencies but also for ongoing support.

By offering mental health support services like EAPs and encouraging their use of them throughout the organization, businesses create a safety net for women experiencing menopause. As well as helping employees navigate symptoms, it also communicates a strong commitment to the well-being and mental health of all employees. It fosters a more compassionate, empathetic, and supportive workplace that benefits everyone – ultimately enhancing job satisfaction and overall productivity.

Supportive Leadership

Leadership sets the tone for how the entire organization perceives this transition. A key aspect of supportive leadership is the development of empathy and effective communication.

Managers should be trained to listen actively, show understanding, and communicate in a non-judgmental manner. Employers need to be sensitive about the unique needs of women experiencing menopause.

These skills enable them to engage in meaningful, constructive dialogues with employees. Encourage leaders to lead by example, demonstrating support in their interactions with employees.

An Obligation for Employers

Creating a menopause-friendly workspace isn't just a moral obligation; it's a strategic move that benefits both employees and businesses. As HR professionals, it's our responsibility to lead the charge in making the workplace a more inclusive and supportive environment for women going through this natural phase in life.

Let us commit to a culture of empathy, understanding, and support for menopausal employees. In doing so, we not only enhance our organizations but also empower women to embrace this life transition with confidence. A menopause-friendly workspace ensures a more inclusive and successful future for both your employees and your business.

Policy and Procedure Review

Evaluate existing HR policies to ensure they're inclusive of menopausal considerations. This may involve updating sickness policies to acknowledge menopause as a valid reason for leave and providing reasonable adjustments where necessary. Ensure that these policies are communicated effectively and consistently enforced.

With an impressive track record spanning two decades, Kelly Tucker is a seasoned HR professional with invaluable expertise across a wide spectrum of HR domains. Now the Managing Director of her consultancy, HR Star, her journey commenced as an HR Administrator, where she rapidly ascended through the ranks to assume the role of a strategic HR business partner.

Feedback Mechanisms

Establish a feedback mechanism for employees to voice concerns or provide suggestions for further improvements related to the menopause-friendly initiatives. Create anonymous feedback channels to encourage candid input, and periodically review the feedback to make necessary adjustments to your policies and support systems.

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Toxic Dynamics: The Impact Of Gaslighting And Dysfunctional Behavior On Company Culture A comprehensive guide for targets and leaders

By Thom Dennis, Serenity in Leadership

G

"

aslighting at work" used to solely refer to the deliberate psychological manipulation by a colleague or boss aimed to make you question your memory or perception of events, or at worst, even your own sanity.

Today, workplace gaslighting perpetrators often exploit their professional power with the intention of influencing and controlling an individual.

aged 18-54 years old revealed that 58% of respondents have

experienced gaslighting during their working lives.

As gaslighting can be hard to pinpoint, it is not surprising that there is little research on how widespread it is to date. CIPD research in 2019 showed that 15% of employees in the UK experienced bullying over the past three years, and one poll

by MHR Global of 3033 people

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Toxic Dynamics: The Impact Of Gaslighting And Dysfunctional Behavior On Company Culture

How to Identify a Gaslighter by Their Behavior, Patterns, and Tactics

A gaslighter downplays, denies truths, or inaccurately retells events and plays on any insecurities and vulnerabilities to exert control over their target.

They may tell you that you are “too sensitive” when making an inappropriate remark, or they may exclude you from something that you should be involved in, including meetings. Key signs that you are being gaslit include a persistent negative appraisal of your performance, looks, emotions, and the way you do things - both publicly (but subtly) and to you directly. You may be the target of gossip and be made to feel belittled, excluded, or inferior. When someone pretends to be helpful but sets you up for failure, or says one thing and then does another, or tells you that you are misremembering, you are being gaslit. Comments or ‘jokes’ about a person’s gender, culture, age, or any other protected trait are always inappropriate and often a way to gaslight.

A gaslighter may take your belongings, deny them, and subsequently restore them when you are out of the room. They may proffer strict codes of behavior and then do the opposite. They could fail to tell you about a meeting so that you miss out and are reprimanded for not attending.

They set you up to fail. They may say you are on target for a promotion but then ensure that you don’t get it by bad-mouthing

you. They might block you from swapping to an alternative role in a different department internally.

They may try to discipline you but not follow proper company processes or conduct any formal investigation. They may interrupt you when you are speaking or leave the room when you are talking.

A gaslighter will always want to have control over their target and won't like to be challenged or proved wrong. They tend to be insecure themselves but deflect this by controlling and undermining others. They need to have power, can often be narcissistic, and can be toxic leaders, but they aren’t often easy to spot. They can use subtle tactics or charm and charisma, which they quickly swap in and out of, making the presentation of gaslighting confusing. When you are at some sort of breaking point, they may alter their strategy and start encouraging you or complimenting you, which has the effect of wrong-footing you, adding to the confusion.

How Gaslighting Affects the Individual

Gaslighting is insidious and potentially very damaging. When you are being gas-lit, you may feel uneasy coming to work. It can result in you wanting to move jobs, affect your personal life and relationships and well-being, and because it can be so subtle, it can make it difficult to ask for help or support. When repeated over time, this behavior can push someone off balance, making them feel

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their workplace is psychologically unsafe. It can leave them feeling isolated, questioning themselves and doubting the quality of their work and who their friends are, causing them to lose confidence and self-esteem.

If you have strong self-awareness, you might be more able to notice what's going on and see it in a dispassionate light, but if you are stuck in the cycle of somebody's poor behavior towards you, it is very easy to be damaged by it.

Why Gaslighting, Gossip, and Other Dysfunctional Behavior at Work Tarnish Company Culture

Dysfunctional behavior affects everyone and can grossly affect the culture of the company as psychological safety is lost, as with any sort of bullying.

When people feel stressed and anxious, the environment won't be a happy, creative, or productive one. An organization will lose talent, and absenteeism will increase as the target may dread going to work or feel they have to hide parts of themselves.

Organizations won't get the best out of their people because both the perpetrator's and the target’s attention is elsewhere.

If others notice the gaslighting and see the perpetrator is getting away with it and not being made accountable, it will affect them either as ‘hopeless’ bystanders or by encouraging them to join in, especially if the aggressor is a role model.

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Toxic Dynamics: The Impact Of Gaslighting And Dysfunctional Behavior On Company Culture

How to Deal with Gaslighting at Work - If You Are the Target

How to Deal with Gaslighting at Work – As a Good Leader

1. Workplace discrimination is a significant concern and should not be accepted by any organization.

If you experience workplace gaslighting based on your religion, race, gender, or sexual orientation, it is advisable to start a harassment complaint.

1. Identify the signs. Hopefully, the organization and its leaders are trained and equipped to deal with bullying of any sort.

Be sensitive to the classic but subtle signs of a gaslighter and for colleagues who have recently changed and are demonstrating low levels of self-esteem. For example, if you are in a meeting and someone who should be there hasn’t been invited, then question it.

2. Gauge your emotional well-being. If you consistently feel anxious, confused, or emotionally drained after interactions with someone, it may be a sign of gaslighting. Trust your instincts even when the gaslighter is trying to confuse and wrongfoot you. Look for constant denial, undermining behavior, manipulation, contradictions, and blame-shifting. Record the gaslighter's actions and consult with trusted colleagues.

Explain the situation in detail and ask for their support and valuable insights.

2. Do not deny or minimize what the target is saying when they come to you to report behavior that they are finding undermining.

Actively listen and give assurance that action will be taken. They are likely to have already gone through several stages of self-doubt. Discounting feedback is damaging and re-traumatising.

Great care is needed.

3. Meet with the gaslighter. If you feel you have the strength to deal with it, then you might be able to arrange a meeting with the gaslighter, in the presence of others, to tackle the bullying and call them out to disarm the negative behavior. Setting boundaries for yourself is empowering and helps to lift you out of the gaslighter’s influence.

3. Don’t be a bystander if you are a witness. If you don’t call out poor behavior, you are condoning it. No one should look the other way. Ask the perpetrator – “What is your intention?” Take a stand for the sake of the target but also for everyone around them. The more we don’t call bullies out, the more powerful they become. It can be hard for whistleblowers to stand alone, but there is power in numbers.

4. Get support from trusted leaders and talk to someone if the gaslighting is affecting your well-being and mental health. Focus on self-care to stay balanced.

4. Clearly inform the gaslighter that you are aware of their actions and are watching.

Ask for evidence of what they

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are saying about the target.

Follow anti-bullying protocol, and if need be, put them on a probationary period.

5. Training. As with any anti-bullying strategy, leadership training on how to maintain standards of behavior, how to deal with difficult situations when people are being traumatized, and how to be supported are crucial.

Furthermore, teams need specific training on what gaslighting is, what signs to look out for, and how to understand the power of language.

Thom Dennis is a Facilitator, Speaker, Consultant, Educator, and Change Agent as CEO of Serenity in Leadership. For the last 30 years, his career has been dedicated to facilitating transformation through organizational change. He has an MSc in Change Agent Skills & Strategies, skills as an NLP Master Practitioner, and 17 years of experience as an officer in the Royal Marines.

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Injury And Mental Health: Rethinking Workplace Support Strategies A new era of workplace care

By Sarah Scott, CorVel Corporation

A

mericans are experiencing increasing problems with mental health, and it’s affecting the workplace. The U.S. surgeon general issued new guidance for employers on how to deal with this emerging epidemic. The Surgeon General’s Framework for Mental Health and Well-Being in the Workplace encourages organizations to “rethink how they protect workers from harm, foster a sense of connection among workers, show workers that they matter, make space for their lives outside work, and support their growth.”

1. Make Compassionate Leadership Your Primary Management Philosophy

Compassionate leadership supports employees by prioritizing empathy, making them feel heard, and taking proactive steps to address their needs.

Research has shown compassionate leadership leads to better team collaboration, greater employee loyalty to the company, and lower turnover rates.

Employees are especially likely to face mental health challenges when they are vulnerable, for example, if they have been injured on the job. Workplace accidents and illnesses have increased in recent years as a result of many factors: significant employee turnover and new hires coming into jobs as trainees; dangers and conflicts in the workplace that can cause physical injury and trauma; occupationally related illnesses; and aging employees who may be more prone to injury.

Here are six recommendations for employers to provide support to their employees, especially those who may have been injured:

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2. Provide Immediate Intervention for an Injury

If an employee is injured, the importance of early intervention cannot be understated. A 24/7 nurse triage hotline enables trained nurses to determine an immediate course of action, whether the employee must be treated at the ER or on-site using a first aid kit. This immediate attention communicates the employer’s concern for each individual’s well-being.

3. Offer Remote Care

Virtual care services are critical in engaging the employee and keeping treatment on track. One of the few benefits that came out of the pandemic was the increase in the availability of telehealth services, not just for remote physician visits but for virtual behavioral health services as well. Providing virtual behavioral health services can help ease the stigma that many feel is associated with visiting a therapist and allow employees to see qualified therapists in the privacy of their homes.

4. Provide Advocates

A concierge-style approach to treatment for the injury helps to dispel fear, build trust, and keep recovery moving in the right direction. The system should rely on streamlined and proactive communication, making sure all team members, including the patient, are connected using virtual care, telemedicine, text, and e-mail communications and coordinating any appointments to ensure that they are kept and that the next steps are always moving forward. Case managers and provider teams are then actively involved in making sure that employees have access to care, that clinical decisions are made quickly, and that the injured worker has a compassionate voice and advocate.

managers to identify warning signs that may require interventions, including reaching out to the attending physician, who can then step in and identify an alternate course of treatment.

6. Select the Right Providers for Care and Therapy

The providers' capabilities in treating both physical injuries and behavioral health are critically important.

The best outcomes are achieved by putting the patient first — listening to their needs and advocating for the care they require. Providers selected to care for your employees should take a holistic approach aimed at healing the whole person, not just the injury, and recognize that social, psychological, and biological factors affect each person’s health and recovery. They should demonstrate the ability to engage with patients in setting goals for therapy and return to work.

The entire care team must be attuned to recognize and address any barriers that might interfere with a rapid recovery, looking into situations such as: does the patient have the transportation needed to obtain care? Do they have the educational and language abilities to understand medication regimens and other aspects of their treatment plan? Do they have mental health needs?

Supporting workers with heightened sensitivity and streamlined, coordinated services when injured and most vulnerable will help these valuable employees recover quickly, avoid or treat mental health issues affecting their recovery, and improve employee morale.

Sarah Scott is the Vice President of Network Services at CorVel Corporation

5. Pay Attention to How Chronic Pain Is Treated

Chronic pain makes employees especially vulnerable.

It is often treated with drugs like opioids, which can lead to addiction, chronic depression, and disability.

These dangers can be prevented by ensuring the pharmacy program for injured workers tracks each patient’s utilization and assigns risk flags and equivalency scores. This oversight allows nurse case

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HRCI & SHRM ®

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Show that management values the importance of the HR function, and has a commitment to development and improvement of HR staff.

Certified HR professionals help companies avoid risk by understanding compliance, laws, and regulations to properly manage your workforce.

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

HR Professionals lead employee engagement and development programs saving the company money through lower turnover and greater productivity and engagement.

Place your HR team in a certification program as a rewarding team building achievement.

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A skilled HR professional can track important KPIs for the organization to make a major impact on strategic decisions and objectives, including: succession planning, staffing, and forecasting.

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Tips For Creating A Bully-Free Culture Promoting respect in the modern workplace

By Michelle Ann Zoleta, Peninsula Canada

A

healthy work environment has a direct impact on workplace productivity and morale. As the employer, you must take all reasonable precautions to ensure the health and safety of your staff. This includes preventing bullying and harassment in the workplace.

or practice of harassment or violence at work in the past two years. Almost three-quarters (71.4 percent) of survey respondents experienced at least one form of harassment and violence or sexual harassment and violence in the two years prior to completing the survey.

According to a study, almost two in three (65 percent) survey respondents experienced at least one behavior

Below are some key measures employers can take to prevent workplace bullying.

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Tips For Creating A Bully-Free Culture

1. Establish a Clear Workplace Violence and Harassment Policy

Develop and communicate a comprehensive Workplace Violence and Harassment policy that clearly defines what constitutes bullying behavior.

It’s important to ensure that all employees are aware of the policy and understand the consequences of engaging in bullying.

2. Promote a Positive Workplace Culture

Foster a workplace culture that values respect, collaboration, and open communication. Encourage teamwork and emphasize the importance of treating colleagues with respect.

5. Create Support Systems

Provide resources for employees who have experienced bullying, such as counseling services.

It’s the employer’s responsibility to take all the required steps to protect staff and prevent all forms of bullying and harassment to keep the workplace a safe space.

Addressing bullying in the workplace is crucial for several reasons, as it has wide-ranging implications for the well-being of employees and the overall health of the business.

3. Provide Training

Michelle Ann Zoleta is a Health & Safety Advice Manager at Peninsula Canada.

Conduct regular training sessions for employees and supervisors on recognizing and preventing bullying.

Train managers on how to properly respond to complaints and how to address them.

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4. Respond Promptly to Complaints

Investigate all complaints promptly and take appropriate corrective action in a timely manner.

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