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WELLNESS

The 2022 Illinois’ Healthiest Employers Awards are sponsored by Cigna and conducted by health analytics provider Springbuk Inc. in association with Crain’s Content Studio. Here are this year’s winners and top finalists.

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Winners Announced of 2022 Illinois’

Healthiest Employers Awards Event

A healthy, thriving workforce drives business success

By Jane Adler

Publisher

Editor

build mental well-being, resilience, character strength and engagement.

Carpenter’s presentation was followed by a panel discussion representing human resource leaders from a cross section of area industries. Kirk led the discussion on how employers can support their workforce with wellness initiatives including behavioral health and how to thrive in life and in work.

The panelists emphasized their holistic approach to employee wellness. “We encourage employees to achieve their wellness goals inside and outside of work,” said panelist Melissa Vagnarelli, manager, HR operations,

managers. “We also promote giving back to the community,” said panelist Lindsay Pierson, benefits manager, William Blair.

The law firm Seyfarth Shaw LLP created “Seyfarth Life,” a targeted effort to increase the firm’s organizational resiliency through a focus on well-being and performance.

Different approaches include a growing list of initiatives, programs and benefits, such as mindfulness sessions, resiliency training and coaching. “Organizations need to pay attention and listen to employees and respond to their specific needs,” said panelist Tracy Billows, co-managing partner and partner, Labor and Employment Department, Seyfarth Shaw.

Spotlighting

the best “people first” organizations that take a proactive approach to employee health, the state’s top corporate well-being programs were recently honored at the 2022 Illinois’ Healthiest Employers Awards. Global health insurer Cigna sponsored the virtual event which this year focused on whole person health, both mind and body. This is the seventh year Cigna has sponsored the event which was hosted by Crain’s Content Studio and emceed by Crain’s Chicago Business Publisher and Executive Editor Jim Kirk.

“These award-winning organizations are prioritizing workforce well-being,” said Lisa Buckley, vice president, account management, Cigna Midwest Market. “They understand that a healthy, thriving workforce is a true driver of productivity and business success.”

The event kicked off with a presentation by Derrick Carpenter on how to live life fully. A leader in the implementation of positive psychology to create high-performance teamwork, Carpenter explained how to

West Monroe Partners, an integrated digital services company with 2,400 employees.

West Monroe’s employee-led wellness committee creates programs to meet the company’s four wellness pillars: educate, engage, empower and enable employees to live their best lives. Companywide listening sessions include topics such as how to handle stress and burnout, cognitive behavioral therapy and the challenges of caregiving.

Focused on all aspects of employee health, William Blair, an investment banking and private wealth management firm, offers initiatives on physical, mental, emotional, social and financial well-being. Programs include webinars, wellness fairs and access to internal financial advisors and private wealth

Five years ago, the Chicago Transit Authority (CTA) a wellness team to help create programs and communicate with the organization’s 10,000 employees. A successful initiative has been the introduction of fitness and life coaches, working with employees who are often difficult to reach because the workforce is so spread out. “We find out what employees need,” said panelist Michael Bowen, director of compensation and benefits, CTA.

Kirk asked the panelists about the connection between a healthy workforce and business success.

Rest is one of the best ways to decrease stress and increase the ability to focus and bring one’s best self to work, according to Billows

JIM KIRK

Business

DERRICK CARPENTER Positive Psychology Coach and Facilitator Twill

MICHAEL BOWEN Director of Compensation, Benefits & HRIS Chicago Transit Authority

LINDSAY PIERSON Benefits Manager William Blair

MELISSA VAGNARELLI HR Manager, Wellness & Recognition West Monroe Partners

LISA BUCKLEY

President

Midwest

PRESENTER

EMPLOYER PANELISTS

FEATURED SPEAKER

TRACY BILLOWS Co-Managing Partner, Seyfarth Shaw, LLP

at Sayfer Shaw. “I am a strong advocate of a healthy work-life balance,” she said. Since the start of pandemic, the firm has implemented paid caregiver leave of up to four weeks, as well as a COVID leave policy for those recovering from the virus or for those caring for someone sick with COVID.

Medical expenses are a big cost at the CTA. A number of workers do not have a primary care physician, instead relying on emergency room visits when they get sick or injured. The CTA’s wellness program is used to educate the workforce and establish relationships with primary care providers. “We work with our medical vendors,” said Bowen.

Stress reduction, mental health and behavioral counseling are key elements of a

well-rounded wellness program, the panelists agreed. They rely on a variety of resources including the company’s Employee Assistance Program (EAP), and apps such as Headspace and Calm.

The CTA launched a program called “Stories from the Street.” Employees come together to share their stories on how to handle stressful situations, such as unruly passengers. “Employees know they are not alone,” said Bowen, adding that the program has been so well-received by employees that it is being expanded.

Executives at Seyfarth Shaw participated in a mental health first responder training program. It focused on how to recognize behavior problems at work and how to step in to help. “We learned how to have those

difficult conversations,” said Billows. Kirk asked, “What has had the greatest impact to promote a healthy lifestyle among employees?”

West Monroe launched a wellness hub where employees can access information about programs and activities. “It has had a big impact on engagement with our employees,” Vagnarelli said.

William Blair combined its EAP and advocacy providers. Employees can get help from one source on a variety of issues from mental health guidance and how to navigate the healthcare system as well as personal administrative tasks such as booking travel.

“It frees employees to focus on what matters most,” Pierson said.

The online event concluded with the announcement of the winners of the 2022 Illinois’ Healthiest Employers Awards.

Contestants are evaluated on six areas of corporate health and wellness. The organizations are arranged by size and compete with like-sized groups. The award is powered and scored by Springbuk, a health analytics company.

The 1st place winners for 2022 are: Connor and Gallagher OneSource; V3 Companies; Kearney; Riverside Health; and U-Haul International.

Connor and Gallagher OneSource 2-99 employees

Wellness Ideas to Keep Employees Healthy and Engaged

By Jane Adler

Ascompanies compete for talent, worker well-being is a priority to help retain the best employees. Workplace wellness programs can make a difference. Here are seven proven program ideas, tips and activities from the finalists of the 2022 Illinois’ Healthiest Employers Awards.

1) ADDRESS STRESS. The last two years have been stressful, and more companies are addressing the issue through their wellness programs to include more mental health programming and activities. “Wellness programs can play a key role in improving employee engagement and reducing turnover,” says Amy Zucchero, wellness manager at Connor & Gallagher OneSource (1st place, 2-99 employees) Mindfulness, stress management, financial well-being and social health are key elements of the Connor & Gallagher program, along with physical health and nutrition. Blackstone Environmental (3rd place, 2-99 employees) implemented a fatigue management policy to raise awareness about stress and burnout which have been heightened by the pandemic. The company continues to work in a hybrid structure and the wellness program provides an important touch point to remind employees their company cares about them and their health.

2) MIX IT UP. Wellness programs need to be refreshed to keep employees engaged. For example, V3 Companies (1st place, 100-499 employees) has the Revitalize program which is designed to evolve over time. Workplace challenges now go well beyond walking events. For example, a yoga event/ fundraiser was held for a local women’s shelter. The “Oh the Places You’ll Go” challenge allowed participants to pick their personal goals for the year. Regional challenges are back in person. Each office sets up an activity for employees and their families. One office hosted a canoe trip and picnic. Another office had a 5K walk/run and picnic. Yet another office had a cross country skiing event.

3) PARTNER UP. At Kearney (1st place, 500-1,499 employees), a global management consulting firm, one of its unique benefits is LifeCare Complete by Care.com. Employees have access to life specialists for coaching, free tutoring, subsidized in-home and center-based backup childcare, support for aging parents and discounts for everyday essentials. To support mental mental health issues during the pandemic, virtual care for employees was made available through Doctor on Demand. Kearney covers 100% of the cost of virtual therapy. “Our wellness programs signal to employees that we care about the whole person, not just their productivity,” says Todd Bolhouse, director of Benefits & Payroll, Kearney. Moving truck rental company U-Haul (1st place, 5,000+ employees) partnered with Rx Savings Solutions saving more than $873,000 since March 2020 on pharmacy costs. About 97% of employees are enrolled in the program.

4) KNOW YOUR EMPLOYEES. U-Haul also recently launched a type 2 diabetes program, which all team members can access. Diabetes has been one of the biggest health concerns for the company resulting in costly medical claims. The program is meant to reverse the disease and improve the health and quality of life of employees.

5) LEVERAGE COMPANY CULTURE. The values of heart, integrity, excellence and respect are woven throughout the benefit and wellness programs at AssetMark (3rd place, 5001,499 employees). In February, for Heart Health Month, the

The pandemic was a great teacher, highlighting the need for innovative wellness approaches.

Shop Smart

Blackstone

Trailer Bridge

Busey

company organized a “kudogram” fundraiser on Valentine’s Day. Associates sent online “kudos” to show appreciation for their co-workers, A total of 847 kudograms were sent, raising $3,000 for the American Heart Association. The company also held a virtual blood drive using the Red Cross donor’s app to schedule and track appointments. The blood drive impacted 400 lives and raised $4,000.

6) TAP LESSONS LEARNED. The pandemic was a great teacher, highlighting the need for innovative wellness approaches. Riverside Healthcare (1st place, 1,500 -4,999 employees) added new services, including onsite licensed counselors. Group and one-on-one sessions are held following adverse, traumatic or patient events that result in death or serious harm. Counselors visit hospital units to talk with staff about stress and how to improve their mental well-being. Riverside hosts “Relax-a-Lunches” both in-person and virtually. Trained staff in mental health first aid provides the staff with information on how to identify a mental health crisis and effectively intervene. Twice daily virtual support groups address COVID-related stress. Mindful movement is a twice-weekly virtual class aimed to decrease mental and emotional distress. Riverside also launched a campaign to remove the stigmatism related to resourcing mental health services. “Healthcare workers have faced several difficult years and at Riverside we have worked on strengthening and growing our mental health support services for our employees,” says Riverside Chief Operating Officer Kyle Benoit.

7) SUPPORT EMPLOYEES OUTSIDE WORK. Family and personal problems can easily spill over into the workplace, impacting productivity and employee engagement. Shop Smart (2nd place, 2-99 employees) offers a working parent benefit program for employees facing childcare challenges. The program provides services to help educate and entertain

children while freeing up time for parents to focus on work or daily chores. Shop Smart reimburses up to $80 per child for a subscription to services such as Adventure Academy, Prodigy Math, and others. A working parent employee resource group connected and helped families during school closures, hybrid models and returning to the classroom. A caregiver’s “Slack” channel was available for employees to share advice, ask questions, find resources, and provide support.

Comcast (2nd place, 5,000+ employees) offers RethinkCare, a resource for anyone caring for a child, including children with a behavior challenge or developmental disability. Services include seven hours of consultation per year with a behavior expert, unlimited access to RethinkCare’s website and mobile app.

“Supporting our employees is just part of our overall culture at Comcast,” says Julie Maleski, vice president, Human Resources, Comcast.

Chicago

Four steps to turn your health plan into a growth plan

Here’s how:

1. Prove to the C-suite that healthy employees equal healthy business.

As HR leaders, we can help executives across organizations understand the role that employee health plays in business performance and transformation. In fact, on average, companies with high employee engagement are 23% more profitable. Those with high scores in corporate health and wellness selfassessments perform better than the overall S&P 500 Index.

Cindy Ryan is the Chief Human Resources Officer at Cigna™ Corporation. As CHRO, Cindy is responsible for aligning Cigna’s talent strategy with the needs of the business to help the company grow and employees thrive. Cindy also oversees the company’s diversity, equity, and inclusion (DEI) efforts, and oversees the company’s charitable giving strategy, inclusive of the Cigna Foundation.

According to the Economist Intelligence report1, commissioned by Cigna, 45% of senior executives attribute a healthy workforce to greater productivity, 37% of them say a healthy workforce leads to stronger employee morale and motivation and 37% of senior execs say a healthy workforce results in greater retention and loyalty.*

During today’s Great Resignation, in which nearly 4 million workers are quitting their jobs each month, investments that drive higher workforce morale, motivation, retention and loyalty cannot be ignored.

relationships that deliver affordable and effective care and point out flexible and affordable in-network pharmacies for employees.

BY CINDY RYAN

COVID-19, the biggest public health crisis in modern history, created a tipping point for every business. The pandemic led the global workforce to become overwhelmed, overworked and burned out, and employers have been challenged by unsustainable health care costs and complexity.

There’s no denying that health care is more important than ever, but can something often viewed as costly for companies help grow your business?

I’m convinced HR professionals can use today’s heightened awareness of health and well-being as an opportunity to drive greater value for the businesses we serve. Your health plan can actually be a growth plan, bringing unmatched value to your organization.

2. Get Buy-in from your CFO.

Speak your chief financial officer’s language by showing health care’s return on investment. Demonstrate how your plan ensures financial growth and stability by helping to manage financial risk for your company and employees. Illustrate solutions that address expensive health risks and provide cost protection, such as stoploss insurance or other financial protections. Highlight specialty drug cost reductions for the plan and employees. Also, look for compelling clinical performance guarantees that hold the insurance company accountable for improving outcomes for the highest-cost medical conditions. You’ll also want to showcase high-performing provider

Finally, it is important show your CFO how your health plan engages employees on an individual level. Show that guiding employees to the right care, at the right place, at the right time improves productivity and outcomes. This, in turn, lowers the cost of care for each employee – creating greater affordability and productivity for your business.

3. Choose the right key performance indicator.

You know a healthier workforce translates to higher productivity, better morale and greater employee retention. Now you have to prove it.

You’ve worked hard to nurture a healthy workforce culture by promoting healthy practices that reduce stress and burnout while boosting productivity, engagement and retention for employees. Use employee surveys to get a pulse on morale, satisfaction, loyalty and

engagement. Measure productivity in terms of absenteeism, presenteeism and revenue per employee. Ask your insurance carrier to demonstrate performance of health outcomes.

If your workforce is truly healthier, you’ll see an improvement from baseline metrics. Beyond the basics, look for indicators of the resilience and vitality of your workforce to ensure they’re not just surviving –but thriving.

4. Select the right health care partner.

If you haven’t traditionally focused on employee health and well-being, it can be hard to figure out where to start. Find a partner who will help build wellness plans to meet your company’s needs and those of your employees. Efforts that focus on improving the health and well-being of your workforce can translate to more productivity and better performance of your business. This can also make health care more affordable, predictable and simple for both your business and employees. Your health care partner can help your business prepare for the future by continuously innovating to address the health challenges of today and tomorrow.

Consider switching plans if your health care partner isn’t meeting this objective – because better health care for your employees should drive better business outcomes.

Switching plans may seem like a hassle, but if a new partner can turn your health plan into a growth plan – it’s well worth the change. Plus, a good partner will make the integration and implementation of benefits simple and easy for your

team, while ensuring employees have easy access to care from day one. They’ll also ease the burden of benefits communication, knowing that having employees who understand their benefits is critical to engagement.

HR executives have a tremendous opportunity to drive greater business value and growth through better employee health, well-being and engagement. Use the opportunity to establish a culture of health. Generate vitality within your workforce to help your organization meet its objectives, and lean into your health care partner for additional support. After all, the healthiest businesses have the healthiest employees.

(1) The Economist, “The Employer Imperative: Driving US Economic Vitality through a Healthy, Productive Workforce,” survey conducted by the Economist Intelligence Unit (EIU), commissioned by Cigna, in January and February 2021 among 1,200 consumers and 600 executives. https://healthyworkforce. economist.com

Product availability may vary by location and plan type and is subject to change. All group health insurance policies and health benefit plans contain exclusions and limitations. For costs and details of coverage, contact a Cigna representative.

All Cigna products and services are provided exclusively by or through operating subsidiaries of Cigna Corporation, including Cigna Health and Life Insurance Company (CHLIC) or its affiliates.

Offered by Cigna Health and Life Insurance Company.