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On the consulting side, Andy has served as National Compensation Practice Leader at Marsh & McLennan Agency and worked as a senior consultant with Aon Hewitt and Watson Wyatt (now Willis Towers Watson).

As an example, breaking the stigma of asking for support and making it OK to ask for support within the workplace is a challenge faced by nearly every organization.

There is a number of reasons for the lag, according to risk management and HR consulting firm Aon, including: ;A lack of healthcare professional familiarity , which reduces prescribing;; ;Patient discomfort with utilizing alternative options;; ;Manufacturer strategies to reduce market competition; and,; ;Exclusion from pharmacy benefit manager (PBM) formularies.; Regulatory complexity can play a role as well.

Catherine Englehart Associate Partner Aon Catherine has over 20 years’ experience within the global retirement & benefits industry, helping clients manage the risks and opportunities associated with their global portfolios.

Chad’s background includes leadership roles with Lattice and Oracle, as well as consulting experience with Aon and Deloitte.

Due in large part to the powerful technology, “total rewards is on the verge of a major reinvention, evolving from a support function to a strategic lever for business performance, workforce sustainability and value creation,” according to Aon’s 2025 Future of Total Rewards Study .

Chhatwal over the winter holidays to discuss what HR leaders need to consider doing to reorient people to what is OK in the workplace.

“It’s about choosing when it’s really important and when it’s OK not to,” he said.

For example, it is OK to have a political discussion.

Almost all companies surveyed by Aon said they at least have salary ranges in place.