The Importance of Employee Wellness Programs in Healthcare
For healthcare companies to secure a promising future and ensure they can provide the highest quality care, they must find ways to safeguard the well-being of their employees. Providing meaningful employee wellness programs and healthcare benefits demonstrates the value companies place on their most important asset Ģý people. Such programs also promote safety, recruitment, retention, quality scores, and reputation.
Ģý North America believes offering valuable benefits and comprehensive wellness programs is critical to the health and success of our personnel. We have long been proponents of employee wellness, with an approach and philosophy called Total You Ģý Your Health, Wealth, Career, and Life. Through Total You, we offer a full spectrum of physical, emotional, financial, and social well-being programs,thrive at work and in life Ģý and we continuously look for ways to broaden and improve these benefits. We also offer programs such as employee resource groups (ERGs), which bring together employees with similar interests, goals, social and cultural backgrounds, or experiences, for professional development and peer support.
Employees Asked for Better Benefits. We Listened.
When deciding on employee wellness programs for healthcare companies, itĢýs important to know what will have the most significant impact. The best way to achieve that goal is by going directly to the source Ģý the workforce.
ĢýWe donĢýt want to make decisions based on what the company thinks employees may need,Ģý says Karen Kennedy, senior director of benefits. ĢýWe're trying to listen to our employees as much as we can, and then react based on the real things happening in their lives.Ģý
During the COVID-19 pandemic, healthcare industry employees have faced situations they never imagined,and resources from employers. The needs of our employeesĢý families are also changing Ģý requiring more extensive fertility, childcare, education, and other benefits. To address these shifting dynamics, in 2021 we sent surveys to all employees, asking how we could improve benefits for them and their families. We saw tremendous participation, and made changes to the cost, variety, and depth of our offerings to address the needs identified in survey results.
Financial wellness Ģý making healthcare more affordable
Lowering healthcare costs is one of our goals for the entire kidney care community Ģý patients, companies, and providers. So, when our employees told us they needed insurance and other expenses reduced, we responded. We decreased our premiums by 38% and expedited reimbursements for those on our Consumer Plan with Health Reimbursement Arrangement, a company-provided healthcare spending account that pays for qualified expenses.
For 2022 we continue to invest in our employees and have kept their share of medical, dental, vision, life, disability, and voluntary premiums flat. Fees for 401(k) plans have also been lowered, allowing more employees to invest in retirement savings.
Physical wellness Ģý incentives for healthy living
To incentivize healthy habits, we offer Rally, a free digital wellness experience that allows employees to earn rewards through activities such as fitness challenges or completing annual physical exams. More than 14,000 of our employees are active Rally users, and in just a few years weĢýve awarded nearly $2 million in prizes to participants.
WeĢýre also expanding virtual opportunities at no cost to our employees with SWORD, a digital program that enables remote physical therapy, and 2nd.MD, which connects users Ģý via video or phone Ģý with board-certified doctors across the country for expert second opinions on medical issues.
To further encourage exercise and work/life balance, fitness reimbursements will include virtual exercise programs, fitness devices, and apps.
Emotional wellness Ģý programs for a healthy mind
Providing for theof our teams has been a top priority for many years, and Ģý with the trauma of the COVID-19 pandemic Ģý is more important now than ever before. We want all our employees to have access to counseling and other mental health services, so weĢýve made it easier and more affordable to take advantage of these programs.
ĢýThroughout the pandemic, weĢýve continued to hear about employee stress levels, whether at work or at home,Ģý says Kennedy. ĢýSo, we continue to grow in areas of behavioral health and emotional support. It's important to have these tools and resources so you can live your day-to-day life and cope with the stressors brought on by COVID-19.Ģý
Through our Employee Assistance Program, weĢýve increased availability of free telephonic counseling, and any employee can now have up to six free counseling sessions by phone. Behavioral therapy counseling is also available through:
- , a digital resource for help with anxiety, stress, sleep, depression, and other areas of need
- , a virtual therapy offering with coaching
- , a program that enables therapy via video chat, text, or phone
To reduce the financial burden that can accompany counseling, we eliminated in-network office copays and lowered coinsurance for in-network behavioral health visits.
Inclusive wellness Ģý benefits for all
WeĢýre committed to a culture of belonging within our organization, promoting an that celebrates every race, ethnicity, sexual orientation, gender identity, ability, religion/spirituality, nationality, age, and socioeconomic status. As part of that commitment, itĢýs important to us that all employees feel safe, welcome, cared for, and valued.
We offer comprehensive benefits and resources for all employees and their families, including coverage for same-sex domestic partners. Our UnitedHealthcare (UHC) medical plans include gender-affirming care and confirmation procedures, access to HIV testing and medications, and a wide range of additional supportive services.
Other ways we embrace and encourage belonging include diversity, equity, and inclusion (DEI) education sessions and a broad range of ERGs, supporting veterans, women, minorities, the LGBTQIA community, and others.
Family building wellness Ģý support at every stage of the journey
We offer a comprehensive suite of family building benefits and programs to support our employees and their families.
Our UHC medical plans simplify the journey to starting a family through comprehensive fertility benefits and surrogacy assistance. Enrolled members and their partners also have access to a robust maternity support program, featuring expert nurse guidance for selecting doctors and specialists, a curated library of educational videos on pregnancy care, and a wealth of other valuable resources Ģý all at no additional cost.
When a new family member arrives, all parents are eligible for up to four weeks of paid parental leave to bond with their new additions. Upon returning to work, employees will find designated breastfeeding and lactation spaces at each of our facilities and clinics, offering a private, clean, and comfortable setting to express breast milk during their workday. Our specialized Workplace Accommodation team is also available to handle any requests and modifications to these spaces, ensuring a consistently supportive and accommodating environment for our employees.
We recognize that family wellness is a lifelong commitment. To support this, weĢýve partnered with Bright Horizons, a network that provides child and elder caregiving support, discounts at national daycare centers, tutoring, college coaching, and more. Additionally, we offer two weeks of paid caregiver leave to support employees caring for children, elders, or other adult dependents.
Fully accessible wellness Ģý improving communication and clarity
Comprehensive wellnessprograms have many benefits, but they are only effective when employees know about and take advantage of them. To spread awareness about these programs, weĢýve increased communication throughout our organization and offer an on-demand Virtual Benefits Fair where employees can learn about our new benefits and open enrollment process, or chat one-on-one with our vendor partners.
To ensure employees have the knowledge and tools they need, we also provide a digitalBenefits Magazineand internal web pages Ģý like Well-being Central and Emotional Well-being Corner Ģý with dozens of helpful resources for improving physical, financial, emotional, and social health.
Putting Our People First
Healthcare companies can prioritize people by providing employee wellness programs and benefits that help answer every staff memberĢýs needs. In doing so, they create an environment that supports every level of their current Ģý and future Ģý workforce.
ĢýThese days, people want more from their employers,Ģý says Kennedy. ĢýThey need financial support, emotional support, and flexibility that matches their diverse needs. They like being part of something that's bigger than just going to work.Ģý
Regardless of job titles or roles, healthcare company employees must feel healthy, engaged, and positive to achieve a balance of personal and professional success. Employers can help facilitate these goals by offering comprehensive wellness programs and benefits that focus on the physical, emotional, and financial well-being of their entire staff.
