Employee Wellbeing

MARCH 2020 | FUTUREOFBUSINESSANDTECH.COM

An Independent Supplement by Mediaplanet to USA Today

EMPLOYEE WELL-BEING

Johnny C. Taylor, Jr.

The CEO chats key 2020 wellbeing trends and advocates for second-chance hiring practices

The hidden challenges of caregiver responsibilities and how employers can help

Support for mental health takes the spotlight when it comes to employee benefÄąts

Popular Benefits Support Well-Being Outside of Work When companies offer competitive benefits, they can attract talent and improve culture — it’s a win-win situation for all. Johnny C. Taylor, Jr., CEO at Society for Human Resource Management, shares the growing trends reshaping the role and nature of workplace benefits as employers aim to satisfy both employees and stakeholders. Employee well-being has never been more consequential.

With remote work becoming more common, what advantages does working remotely offer both an employee and their employer?

Telecommuting is becoming a popular benefit as technology makes remote work easier. It offers many advantages to employees, including reduced commute times and costs and the ability

to accommodate individual work habits.

Perhaps the greatest value remote work offers is empowering employees to better manage work-life integration. More flexibility means people have more time and freedom to take care of their family, home, community, and social obligations. Studies found a positive correlation between telework and employee productivity.

How does working remotely impact in-house company culture?

Some employers prefer employees to be physically present in the workplace where they can strengthen relationships, reinforce workplace culture and increase collaboration.

Meanwhile, remote work can improve employees’ quality of life — and even work ethic — if they don’t have to travel long distances for

Johnny C. Taylor, Jr. CEO at Society for Human Resource Management

work or can work hours that better fit their personal and family needs.

How can employers assist employees on their path to financial wellness?

With a multigenerational workforce, promoting financial literacy to workers at different stages in life is more important than ever.

Providing employees with onsite resources to help them understand how best to budget, save, and invest their money can help them make educated decisions about their money. Whether it’s

helping younger workers start saving or enabling older workers to retire comfortably, educating employees about financial wellness can help them feel more secure and supported.

Why is it crucial that workplaces offer resources such as student loan debt relief?

Student loan debt is an escalating problem for the national economy.

According to the Federal Reserve, more than 44 million Americans collectively owe $1.5 trillion.

Tuition assistance has been a popular benefit for many years, and now student loan relief is emerging to address this growing debt crisis and offer employees something they really want.

Still, because the benefit offers no tax savings for employers, it remains rare. Just 8

percent of employers offered student loan repayment assistance in 2019, up from 4 percent in 2018 and 3 percent in 2015. That’s why SHRM backs the Employer Participation in Repayment Act, which would allow employers to voluntarily give tax-free student loan assistance up to $5,250 annually per employee.

What are the benefits to offering programs such as a 401k match?

It offers a relatively easy way for workers to plan for retirement, and employer match programs provide great incentives to save money for the future. By offering a competitive financial savings program like a 401k, employers can better compete in the talent marketplace, improve financial literacy across the company, and encourage workers to meet their goals. n

Publishers Katie McNerney, Danica Feuz Business Developer Mac Harris Managing Director Luciana Olson Lead Designer Tiffany Pryor Designer Chelsea Davis Lead Editor Mina Fanous Copy Editor Jaclyn Turner Director of Sales Stephanie King Director of Product Faye Godfrey Cover Photo Chris Williams, Zoeica Images All photos are credited to Getty Images unless otherwise specified. This section was created by Mediaplanet and did not involve USA Today.

FOLLOW US: @MEDIAPLANETUSA

2 • FUTUREOFBUSINESSANDTECH.COM

INQUIRIES: US.EDITORIAL@MEDIAPLANET.COM AND US.ADVERTISE@MEDIAPLANET.COM

PLEASE RECYCLE

MEDIAPLANET

Creatures of Habit Formed Here

Forming a new healthy habit (and making it last) is hard. You have to stick to it. But along the way, little things start to add up. Yes, the destination is important, but there are plenty of things to feel good about as you go. Support your employees and members with our proven model of behavior change.

To get the most from your well-being program, visit webmdhealthservices.com

Clinically driven. Behavior change.

The Secret to Working Remotely Teresa Douglas, co-author of “Secrets of the Remote Workforce,” shares her advice on working remotely, overcoming solitude, and managing a disciplined schedule.

Flexible schedules, personal autonomy, no commute — working remotely has its advantages. For those thinking of working remotely, the transition can be daunting. Teresa Douglas, a remote worker and manager of remote workers at Kaplan Test Prep, says that for the right person, the benefits outweigh the challenges.

“Two years ago, I ran four half-marathons in a year,” Douglas said. “I did all my training during the day. I didn’t have to worry about coming into the office sweaty.

I’d do my run, come back, and do my job.

You can’t do that in an office.”

Douglas said that the first step for successful remote workers is to establish a disciplined schedule. “I do a lot of my focused work the first hour of the day, and I talk to people in the afternoon.

“It’s good to set up expectations of when you would be talking to people,” Douglas said of managers working with remote employees. “Set up milestones and check-in times with your remote workers ahead of time. You don’t want to be too Big Brother-ish in the way you manage people.”

Working remotely can also be isolating. As well as networking professionally, making time for a hobby is essential for a remote worker’s well-being. According to a 2018 Buffer study on remote workers, 21 percent of remote workers struggled with feeling isolated.

Remote work is not for everyone, but if you’re clear about why you want to do it, the challenges will seem lesser. “If you know why you want to do it — because you want to travel more or spend more time with your family — then hang on to that reason.”

However, for Douglas, there’s no going back. “I don’t know what I would do if I had to go back to an office,” she said.

Ross Elliott 4 • FUTUREOFBUSINESSANDTECH.COM

Employers Offering Pet Insurance Benefits Are Staying Competitive

In recent years, pet insurance has emerged as an enticing benefit for employees, especially amongst millennial workers.

Employee benefits such as healthcare and paid vacation days are vital for employers to keep their workforce happy, but employers are coming up with novel benefits to entice and retain new employees. One emerging trend in employee benefits is pet insurance, with 15 percent of employers offering the benefit, an increase from 9 percent in 2015. Microsoft, Chipotle, and T-Mobile are among the many companies offering pet insurance to their employees.

What makes pet insurance so attractive for employees is that it speaks

to the emotional attachments they have with their pets. For millennials, who will make up 75 percent of the workforce by 2025, pets are seen as family members, with a recent study reporting that 44 percent of millennials think of pets as practice for children.

Pet ownership can also be expensive. Dog owners can expect to pay $9,000 to care for their dog over its lifetime, and for cat owners, costs can reach as high as $13,000. In 2019, Americans were expected to spend $75.38 billion on their pets, according to research by the American Pet Products Association, covering food, supplies, over-the-counter medicine, and vet services. When it comes to veterinary services alone, Americans

spent roughly $19 billion in 2019.

Such costs take a toll on pet owners, but their love for their pets means that they’re unlikely to compromise on care. This is one reason why pet insurance is proving such an enticing benefit for many employees.

Compared with other competitive benefits, the employer cost is relatively low. Employers can choose to offer pet insurance and still share the cost with their employee or have their employee cover the cost entirely. Because businesses can negotiate better rates, it is still a benefit to employees even if they’re paying the full costs for the insurance.

Rob Jackson, CEO of Healthy Paws Pet Insurance & Foundation, outlined these cost benefits for both employer and employee in an interview with HRDive.

“The pet insurance coverage employees get through their employer will be the same coverage as if they had purchased it on their own,” Jackson said. “The only difference is employers are often able to negotiate better rates for their employees.”

Employers who invest in pet insurance benefits will ensure they’re staying competitive when it comes to attracting younger workers, Jackson said. “Employers should offer pet insurance, especially if they are looking to recruit younger talent,” he said. “Offering this popular benefit often requires little to no effort on the part of the employer and gives them a leg up when recruiting talent.” n Ross Elliott MEDIAPLANET

NATIONWIDE

Attract, engage and retain with a voluntary benefit that’s a breed apart HR professionals report a 32%

boost in employee attraction, engagement and retention from offering pet health insurance as a voluntary benefit.*

Adding Nationwide® pet insurance to your company’s benefits package is an easy, no-cost way to stand out in a competitive job market. See the paw-sitive employee impact for yourself.

Start offering Nationwide pet insurance today.

petinsurance.com/hrexec • 877-263-5995 *Source: 2018 Nationwide/Human Animal Bond Research Institute (HABRI) study Underwritten by Veterinary Pet Insurance Company (CA), Columbus, OH, an A.M. Best A+ rated company (2018); National Casualty Company (all other states), Columbus, OH, an A.M. Best A+ rated company (2018).

Agency of Record: DVM Insurance Agency. Nationwide, the Nationwide N and Eagle, and Nationwide is on your side are service marks of Nationwide Mutual Insurance Company. ©2020 Nationwide. 20GRP7411_HREXEC

RK

S

How #MeToo Changed the Workplace

Actually, it has flourished because its victims have succumbed to a stigma of embarrassment, self-loathing, and fear that has obstructed their desire and obligation to report incidents of such behavior.

The reversal of this stigma is the upside to the #MeToo movement.

It only took a few brave, committed women to go public to begin to establish a turnabout in the long-standing stigma associated with reporting sexual harassment.

The multiple high-profile accusations of relentless attempts, many successful, to compromise the privacy, self-respect, and integrity of women have motivated scores of others to go public with similar allegations.

Companies are reviewing and revising non-harassment policies that have been dormant since their adoption, and those without such policies are suddenly raising their creation and adoption to a pinnacle level of priority. These policies are including sharper enforcement “teeth,” objective investigation mechanisms, and more severe disciplinary penalties for those determined to have behaved in an unacceptable and harassing manner. Many organizations are demonstrating that no one is exempt from even the most drastic disciplinary action if found to be in violation of harassment policy.

Most organizations are strengthening mandatory harassment training for all employees, including senior management, and requiring more frequent participation in these training exercises. Stricter policies, organizational commitment to enforcing those policies, and more comprehensive training programs are only the beginning of an effective battle against sexual harassment in the workplace. The concerted effort to remove the stigma of victims associated with coming forward and forcefully reporting harassment and abuse is definitely a strong and welcome upside to the current #MeToo movement.

Bettina Deynes, Senior Vice President, Chief Human Resource Officer, Carnival Cruiseline 6 • FUTUREOFBUSINESSANDTECH.COM

PH

O

TO

:K

YL

ES

PA

There is no upside to sexual harassment.

It is a behavioral travesty that has been pervasive in societies for as long as there has been interaction between humans.

And, unfortunately, it has survived.

One of Fortune's Top-Rated Company's Mission to Prioritize Work-Life Balance Surfing during the workday, lunch with your child, and lots of long weekends may seem like a dream, but it’s a reality for employees at Patagonia.

P

atagonia, the outdoor apparel company based in Ventura, California, was founded over 40 years ago by climber and outdoorsman Yvon Chouinard. Known for quality products and a commitment to the environment, Patagonia says they’re “in business to save our home planet.”

Patagonia has over 1,500 employees across 33 worksites and offers 100 percent health coverage, college tuition reimbursement, on-site fitness, childcare and café, and many other perks.

Culture The biggest draw is their corporate culture.

Never traditional, they want to develop new ways to do things, which can be seen in how they manage their workplaces.

"We allow flexibility time, even in the middle of the day,” says Dean Carter, Patagonia’s chief human resources, legal, finance, and shared services officer. “If the swell is up, it's not unusual for there to be a lot of wetsuits and towels hanging around the building here.

“It would be cruel to hire people who love to be outside and just keep them captured in these buildings all day.”

Turnover in their corporate office is only about 4 percent, compared to 27 percent at other companies nationally. Addi-

tionally, there is a 100 percent retention rate for mothers returning from maternity leave. If a breastfeeding mother needs to go on a business trip, the company pays for the mother, baby, and a nanny to travel.

Flexibility Patagonia offers 15 different schedules for warehouse employees and guaranteed schedules up to three weeks in advance for retail employees.

The corporate office moved to a new schedule three years ago. Employees work a nine-hour day with a three-day weekend every other week.

They reported better relationships with their spouse and children, and better ability to manage their time for doctors’ appointments or grocery shopping.

Work-life balance Carter says companies frequently come to him wanting to know how they can build a business that’s employee friendly. The key is to offer balance and the opportunity to live full lives.

“They want to be wildly productive at work, and they want to make a difference,” he says. “And they also want to be outside, they want to be healthy, they want to spend time with their family.” n Kristen Castillo MEDIAPLANET

The Hidden Challenge of Caregiving An often underappreciated part of the caregiver experience is how afraid people are to talk about it, especially in the workplace.

A new study shows working parents feeling so judged, they’d rather lie about family responsibilities than risk the career consequences of speaking up. Nearly a third think the stigma of parenthood could actually get them fired. Many told this year’s Bright Horizons Modern Family Index (MFI), an annual survey of working parents, that to protect careers, they’re staying silent about family responsibilities — and quietly burning out.

Managers only learn there’s a problem when employees leave. That’s a costly prospect because of who today’s new parents are — increasingly, employees in their 30s who are firmly on the leadership track, and too valuable to lose.

Yet employers are losing them, with a previous MFI showing more than half decamping to more family-friendly jobs, even for less pay.

“For employers, it signals a need for a culture shift,” says Bright Horizons chief human resource officer, Maribeth Bearfield. “Caregiving is a fact of life today,” she says. “It’s children, it’s aging parents, often it’s both. We have to see employees’ bigger picture, allow them to be upfront, and create workplaces that are in tune with modern priorities.

That’s what will make us all successful.”

Bright Horizons

8 • FUTUREOFBUSINESSANDTECH.COM

The Demand for Family-Friendly Benefits for Caregivers Only Keeps On Growing Family-friendly benefits like paid leave and flexible work arrangements offer employees the time they need to manage work and caregiving responsibilities.

Avariety of social shifts — women’s workforce participation, evolving family structures, our aging population, and a focus on diversity and inclusion — have elevated the need for benefits that support working moms, dads, and caregivers, according to Rachel Schacht, manager at National Business Group on Health.

Over 40 million people in the United States are caring for an adult family member, around 60 percent of which are employed. Schacht shares how offering family-friendly benefits like paid leave and flexible work arrangements are ways to be there for employees in moments that matter.

What effect can the responsibility of caregiving have on both the employee and employer?

As more employees assume the (unpaid) second shift of caring for a loved one, we must all understand the impacts on individuals and businesses. The demands of caregiving range from complex legal, financial, or healthcare decisions to daily tasks like household chores, trans-

Rachel Schacht

Manager, Business Group on Health

We must aim for triple wins: changes that are good for individuals, good for business, and good for our society.

portation, and emotional support. Conflicts between work and caregiving can be detrimental to career progression, decrease productivity, and cause employees to leave the workforce. The good news is that flexible, innovative benefits make a real difference.

What types of benefits can be offered to employees to help them with their caregiving duties?

Leave, flexible schedules, and telework can give employees

the time they need to manage work and caregiving responsibilities. In fact, BGOH’s Leave Strategy and Transformation Survey indicated over a third of large employers have paid caregiver leave, and another 28 percent are considering it for 20212022. Care coordination services that help employees navigate their new caregiving role is another valuable, time-saving benefit being embraced by employers.

Ultimately, the right mix of benefits depends on unique workforce and business needs. Lastly, employers are well-positioned to play a large role in normalizing the conversation about caregiving.

With the current aging population, what trends do you think we will see five years down the road when it comes to paid leave, caregivers, and its connection to employee well-being?

Large employers are leading the way in expanding leave benefits and offering solutions that address the root causes of work-care conflicts.

In the future, employers and employees alike will look to technology and flexibility to reshape how we live and work. We must aim for triple wins: changes that are good for individuals, good for business, and good for our society. n MEDIAPLANET

Sales Director... Team Leader... Mohawk Enthusiast... New Mom.

Are You Seeing the BIGGER PICTURE? Your best employees are also parents, students, and caregivers.

Find out how to better support them at work and at home.

brighthorizons.com/usatoday2020

How to Get a Good Night’s Sleep Sleep loss can have a negative effect on our physical health, mental well-being, cause memory problems, and affect mood.

We have all experienced the occasional “bad night,” but when it becomes a persistent problem, it needs attention.

Follow these tips from the American Institute of Stress (AIS) to get that necessary good night’s sleep: Breathing and relaxation techniques Dr. Daniel L. Kirsch, president of AIS, suggests setting aside time daily to mentally and physically recuperate. He recommends a six-second stress relief exercise, called “The Quieting Reflex” to be practiced at the first signs of stress or sleepiness.

Guided imagery The mind-body technqiue Guided Imagery utilizes simple visualization to alleviate stress and promote sleep. To practice, get into a comfortable position, close your eyes, and think about a specific relaxing moment, scene, or story. Get as detailed as possible — what do you see, smell, hear, taste, and feel?

Keep doing this until you drift off.

Take a course to relieve your stress AIS offers certified courses to teach you how to master your stress and channel it into positive energy. Stress to Joy and The Nuuaria Method of learning meditation teach how to manage stress, get a better night’s sleep, and generally improve quality of life by devoting just minutes a day to gain control of mind and thoughts.

Charge your brain The FDA cleared non-drug Alpha-Stim® AID , which helps people who can’t fall asleep, sleep normally. The prescription medical device uses a tiny amount of electrical current, similar to the amount and type naturally occurring in your brain, via electrodes that clip to your earlobes. The process is known as cranial electrotherapy stimulation (CES). It increases sleep time, reduces sleep disturbances, and improves overall sleep quality.

William C. Heckman, MS, DAIS, Executive Director, The American Institute of Stress 10 • FUTUREOFBUSINESSANDTECH.COM

The Change In Mindset Businesses Need to Prioritize to Satisfy Employee Engagement Improving employee engagement is one of the greatest challenges a business can face. Engagement efforts are doomed to fail because they are focused on addition — additional methods of feedback, rewards, and so on. What can we give our employees that will make them want to stay here?

It’s no secret to business leaders that an engaged workforce is a successful one. Businesses with high engagement scores are more profitable, more productive, and are twice as likely to see their stock prices grow compared to that of their peers.

Unfortunately, feeling engaged and loving what you do isn’t relative to sector or profession, and neither are the root causes behind it. There is also a clear statistical link between mental well-being and engagement.

At the root of changing engagement is changing mindset — creating the mindset to bring the entirety of oneself to work, to commit oneself fully and without reservation to a role.

Traditionally, the idea of creating a business mindset was one of passing on a pre-set attitude: hold yourself like this, sign off your emails like that, give feedback in this way. Of late, business leaders have realized that, instead of placing pressure on individuals to conform, empowering successful employees is about accessing what is uniquely valuable at their core and allowing it to thrive.

This means empowering them with self-awareness.

Being self-aware is a matter of both self-knowledge and having the confidence to be yourself. Self-aware employees know their unique strengths and can commit themselves fully to any task without fear of failure or reprisal. Self-awareness is the enabling tool for full workplace commitment and engagement.

How do we create self-awareness in our businesses? Within leadership and learning, a switch in focus is required from performance-based management and feedback to real personal development.

It’s about how we communicate with our teams, and how we approach the hard skills required in the daily management of our roles. In this sense, self-awareness is not a soft skill, but a strategic imperative and a key capability at any level of a business.

Before this can happen, a fundamental shift must take place around how we define the divide between personal growth of the individual and their growth within work.

It must be understood that the two are not mutually exclusive. Like the intersection of consumer technology and our workplace tools, personal growth both inside and outside of work are inseparably linked. After all, how can you be your best self at work if that version of yourself is denied access to the building?

As with so much in life, the difference between success and failure is a matter of having the right mindset. Wake up to yourself, and let your workers do the same. n Michael Hocking, Deputy Editor, HRD Connect MEDIAPLANET

Are your employees worried about how stock market volatility could impact their retirement accounts?

Thrill Enthusiasm “Wow, I feel great about this investment.”

Anxiety Area of Maximum financial Risk

Denial “Temporary setback, I am a long-term investor.”

Fear Desperation

Optimism

Optimism

Panic Capitulation “Maybe the markets just aren’t for me.”

Despondency

Area of Maximum financial Opportunity

Relief

Hope

Depression Is this distracting them from getting their work done? Are they feeling stressed?

We get it, and we can help. Personal Capital is offering a special package for HR professionals like you, who are focused on the well-being and financial futures of your employees. Here’s what you and your team can get: • A free portfolio review for qualified employees* • Free Financial Tools, including our Investment Check Up and Retirement Planner tool • Access to helpful guides on market volatility, retirement planning, and more You and your team can weather this storm.

Personal Capital is here to help. Learn more at:

personalcapital.com/USA30 *To qualify, employees must have at least $100,000 in investable assets. Registration ends Dec. 31, 2020. Advisory services are offered for a fee and provided by Personal Capital Advisors Corporation (”PCAC”), a wholly owned subsidiary of Personal Capital Corporation. PCAC is a registered investment advisor with the Securities and Exchange Commission (“SEC”). SEC registration does not imply a certain level of skill or training. Keep in mind that investing involves risk. Past performance is not a guarantee of future return, nor is it necessarily indicative of future performance. The value of your investment will fluctuate over time, and you may gain or lose money. The actor portrayed in this ad is not an actual client of PCAC. © 2020 Personal Capital Corporation. All rights reserved.

How Mental Wellness and Employee Engagement are Interrelated Neil Leibowitz, M.D., JD, chief medical officer at mobile therapy company, Talkspace, discusses the growing push for raising awareness around mental health among employers and strategies to implement more wellness-oriented benefits.

What major challenge do companies face when trying to improve workplace wellness and employee retention?

Companies are having a difficult time evaluating the various solutions that can improve employee well-being in an increasingly crowded wellness landscape.

Another challenge then becomes understanding why the solutions organizations currently offer, often at great expense, are not meeting the needs of their employees.

It is important not only to actively prioritize but also allocate sufficient resources to addressing the needs of today’s workforce that faces significant challenges with mental wellness.

What is one industry trend that is helping to combat this major challenge you just mentioned?

Telehealth is increasingly becoming not only a viable alternative — but a preferable one — for many organizations, offering both cost-effective, convenient solutions and better clinical outcomes.

What is the best advice you can give to HR managers to increase employee engagement?

Understanding your employees and their increasingly complex and challenging lives is crucial. The workforce today is more anxious and deals with more uncertainty and instability than in the recent past. Pursue solutions and benefit options that help your employees address these struggles — whether in the mental health arena, with regard to financial wellness, or other channels. This will help them live happier, healthier, and — important to employers — more productive lives.

12 • FUTUREOFBUSINESSANDTECH.COM

The Social Determinants of Health That Shape Well-Being and How They Affect Business As employers increasingly embrace workplace wellbeing, they are realizing the importance of going beyond health insurance and fitness programs to consider the impact that economic and social conditions have on the well-being of employees.

Known in the public health sector as social determinants of health (SDOH), the conditions where an individual lives, learns, works, plays, and prays can influence health — or the lack thereof. A new reportfrom the Health Enhancement Research Organization (HERO) examines the significant impact that the SDOH can have on well-being: Location Where we live affects access to food and transportation, personal safety, and employment options.

The impact is significant enough that it can influence the lifespan of people living in adjacent communities by as much as 20-30 years. For instance, one nonprofit collaboration in Silicon Valley invested in affordable housing initiatives in the region.

Financial stability How we live matters, too.

Poverty is linked to a higher incidence of diabetes, heart disease, stroke, obesity, depression, and prema-

ture death. Moreover, 29 percent of Americans skip medical care because of finances, and half of those say the treatment they’re missing is for a serious condition. Employers who understand the dynamics of their community can influence this by adjusting their pay scale accordingly. For example, the lowest wage earners at Tom’s of Maine are paid 25 percent above a living wage.

Food security When people don’t have access to healthy food, whether due to availability or affordability, their health suffers. Unfortunately, more than 11.8 percent of homes that were food insecure in 2017 included adults who were employed full-time. Campbell Soup Company works to address this by convening government, nonprofits, and businesses to improve food security.

Social connectedness Social connections also affect our lifespan. Lonely people are more likely to catch a cold, have a stroke, develop heart disease, and even suffer from dementia.

Loneliness can affect work productivity, creativity, and decision making. Humana’s Bold Goal initiative seeks to reduce loneliness and social isolation and other SDOH by creating partner-

ships between physicians, nonprofits, businesses, and government.

The impact of these factors on businesses is very real. About 86 percent of full-time employees are above normal weight or have at least one chronic condition, and these employees miss 450 more days of work than healthy employees, costing companies $153 billion in lost productivity.

Employers who want to influence employee health should consider how factors outside of the workplace shape employee well-being and take steps to influence SDOH. Even small expenditures to address these priorities can lead to significant reductions in overall health costs and increased productivity.

What can employers do to make a difference? > Train managers to recognize struggling employees and address problems while they’re still manageable. > Create policies that support employees taking care of themselves and others. > Ask employees what they need and offer health and well-being benefits that are relevant to your workforce. > Review recruiting and hiring practices to incorporate new skills and perspectives. > Set up a safe place where employees can meet with appropriate onsite staff. > Build a work environment that makes the healthy choice the easy choice. n Karen H. Moseley, President, Health Enhancement Research Organization (HERO) MEDIAPLANET

Wellness Benefits Millennials Want From Employers

Reducing the Stigma for Formerly Incarcerated Hires

Millennials comprise the largest generation in the U.S. workforce. When tailoring your engagement and retention strategies to their needs, one area to focus on is well-being through employer-provided benefits.

with criminal records while accessing untapped sources of talent and expanding the national workforce.

Research from Anthem Blue Cross and Blue Shield noted that “millennials are seeing their health decline faster than the previous generation as they age.” It’s not just physical health that’s on the decline; mental health is also deteriorating.

When employees suffer from physical and mental health issues, they’re prone to higher absenteeism rates and lower productivity, affecting your bottom line. What can you do as an employer? Start by reviewing and adjusting your benefits offerings to engage and retain your workforce.

Financial wellness planning Millennials under financial stress can have a negative impact on an employer in many ways. They may come to work distracted.

They may even take more sick days due to stress (and resulting physical problems) or to handle financial issues.

To combat the financial stress millennials face, employers can implement a variety of offerings: > Financial counseling > Retirement plan options > Student loan repayment assistance Voluntary benefits for all stages of life Millennials make up a diverse range of ages. The oldest millennials are reaching their 40s, starting families, and buying homes, while the youngest are in their early 20s and just starting out in their careers.

Although healthcare is an important benefit to offer workers of all ages, unique benefits appeal to millennials to keep them engaged and retained. Here are a few to try: > Paid parental leave > Professional development opportunities > Flexible working arrangements Melissa Morse, Content Specialist, BLR 14 • FUTUREOFBUSINESSANDTECH.COM

Johnny C. Taylor, Jr.

CEO, Society for Human Resource Management This year, over 700,000 people will be released from prison and will need jobs to rebuild their lives.

Johnny C. Taylor, Jr., CEO at Society for Human Resource Management (SHRM) advocates that formerly incarcerated individuals should not be "re-sentenced" by employers and should instead be given the opportunity to rejoin the workforce without facing bias.

What is the leading barrier for formerly incarcerated individuals to secure employment following release from prison and how can employers combat this?

The reality is that 40 percent of male applicants and 70 percent of female applicants with criminal records report not receiving callbacks for job interviews.

Understandably, employers may hesitate to hire workers with criminal records. It won’t happen overnight. But if more organizations commit to inclusive, fair hiring, we can break down the barriers for people

How can second chance hiring be beneficial to employers?

Employers who hire individuals with a criminal record may find that they turn into top performers.

A 2018 study by SHRM and the Charles Koch Institute (CKI) found that 82 percent of managers and 67 percent of HR professionals believe that the quality of workers with criminal records is about the same or higher than other employees. These individuals are often grateful for a chance to rejoin the workforce and can boost productivity and improve company retention rates.

Second chance hiring not only opens a door to a huge untapped labor pool, but it can also provide financial incentives for businesses.

For example, the Department of Labor offers the Work Opportunity Tax Credit to organizations that hire individuals with criminal records within a year of being convicted or released from prison.

What are some best practice tips for the workplace?

How can companies continue to improve their workforce through creation of a second chance workplace mentality?

When working with a formerly incarcerated job candidate, managers should be transparent in their hiring process and provide avenues for them to ask questions and share their concerns — whether it’s transitioning back to work or adapting to a new environment.

Returning to the workplace can be a shock, and individuals coming out of prison may have a difficult time adjusting at first. Honest and fluid communication between management and staff, investments in training and development programs, and a buddy system can help new employees adapt and succeed.

How can programs like the Getting Talent Back to Work Pledge help enact change in the hiring process? How can individuals and companies alike get involved?

We’re long overdue for a paradigm shift toward fair and inclusive hiring that extends to formerly incarcerated individuals. Getting Talent Back to Work helps address the disconnect between employers and individuals with criminal records by empowering HR professionals with information and tools needed to confidently evaluate applicants with criminal records and make educated decisions.

Additionally, SHRM and hundreds of other organizations are promising to give second chances to qualified people with criminal records We encourage other organizations and individuals to consider signing our pledge at www.gettingbacktowork. org and help businesses that are struggling to fill positions tap into a talent pool that is ready to get back to work. n

PHOTO: DAVE'S KILLER BREAD

Why Second Chance Employment Works Seventy-seven million Americans — one in three — have a criminal background, and many of them are talented, employable individuals. After all, the United States is experiencing low unemployment numbers and companies have spots to fıll.

SPONSORED

D

ave’s Killer Bread® Foundation (DKBF), a non-profıt organization from the makers of Dave’s Killer Bread®, is committed to helping companies nationwide adopt Second Chance Employment. It also advocates for system-level reform of the criminal justice system.

Approximately one-third of the employee-partners at its Milwaukie, Oregon bakery has a criminal background. So does the bread company’s co-founder Dave Dahl, who served 15 years in prison before returning to the family business in 2005.

After his older brother Glenn gave him a second chance, Dahl started working on a new recipe for organic and non-GMO bread. Dave’s

Killer Bread debuted at the Portland Farmers Market in 2005 and was an immediate success. It’s now the No. 1 organic bread in the country, with distribution in all 50 states, Canada, and Mexico.

Fresh starts The company created its foundation fıve years ago to help other companies implement Second Chance Employment.

“We realized that this was a really powerful, incredible employment philosophy,” says Genevieve Martin, executive director of DKBF. They believe employment can break the cycles of mass incarceration and recidivism. Through strategic partnerships and a spirit of shared responsibility, the organization wants to be a part of the change.

Martin says at fırst, the general public didn’t know about, or understand, Second Chance Employment. Many companies liked the idea, but they didn’t know how to put it in practice.

So DKBF provides personalized business coaching and employer advice on Second Chance Employ-

ment; they use their national network to identify recruiting partners; and they have a Second Chance Playbook, a collection of videos designed for business leaders and human resource professionals looking to understand and adopt this talent philosophy within their organizations.

Martin calls Second Chance Employment a “best-kept secret” for employers. DKBF partners with companies, small and large. For example, in 2018, 10 percent of the new hires at fınancial services fırm JPMorgan Chase — about 2,100 people in the United States — had criminal backgrounds. Those new hires work in entry-levels jobs like account servicing and transaction processing.

Up next, the foundation is launching its inaugural “Second Chance Corporate Cohort” program where up to 10 companies participate in second-chance training with three sessions over nine months. Visiting faculty will advise the participating companies on insurance, employment law, human resources training, and more.

Reducing stigma The bread company shares their Second Chance Employment story on their packaging.

“The more that we proudly talk about it, the more that it helps to humanize the story and break down the stigma,” says brand manager Cristina Watson.

By employing someone with a criminal background, a business provides a chance for that person to build a meaningful life for themselves, their family, and the community.

There is a fundamental dignity that having a job allows you to have — a reason for being in the community,” says Watson. “Having those things stripped away from you because of something that you did, and you paid your debt to society for, isn't equitable. Here's a way that we can make a change; we should do that.”

Positive changes The focus is on the opportunity for positive changes, not past crimes.

After 30 years of criminal activity, Mark spent just over six years in prison on numerous charges. He’s been clean for the past eight years.

Now he’s a DKB café cook.

“I came here with nothing and nobody, and had to restart my life,” he says. “I’ve had a lot of personal things unravel. This? This has been the only thing that didn’t. The people here. They’ve basically been my family and friends. Financially, emotionally.”

Rahsaan’s second chance came after spending 12.5 years in prison.

These days he’s an assistant supervisor at DKB. He’s proud to work hard and support his family, including his three kids.

“It feels good to fınally be in a position where your work and your attitude speaks for itself. It’s not about your past,” he says.

For those interested in getting started, or who may have any questions, contact info@dkbfoundation.org. ■ Kristen Castillo MEDIAPLANET • 15

Great food fuels great work.

From catering meals and curating snacks, to managing fully appointed office kitchens, we keep teams happier, healthier and more productive.

LEARN MORE AT

ohmygreen.com/usatoday