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Building Well-Being Evaluation Metrics As organizations consider new ways to take action on workforce well-being, thinking broadly about measurements within each focus area can help clarify the types of metrics that are most impacted by employee well-being, according to Kathleen Schulz, global innovation leader, Organizational Wellbeing Benefits & HR Consulting, at Gallagher.

Organizational drivers of innovation should be identified to focus rewards — in terms of the types of innovation, metrics and the rewards eligibility of employees who are expected to drive it (e.g., senior level roles, select roles, all employees).

HR Metrics: Various Types HR metrics is often defined by objectives that allow HR managers to measure HR performance in terms of efficiency and the effectiveness of various HR processes and their impact on business performance.

While the BJ’s Wholesale Club study and others had researched a certain type of wellness program, our research team saw a potentially more effective way of approaching wellness programs.

Alaska Pay Equity: Under the Alaska Human Rights Law , it is illegal for employers to discriminate on the basis of sex when it comes to paying wages, or employ a female in an occupation at a salary or wage rate less than that paid to a male employee for work of comparable character or work in the same operation, business or type of work in the same locality.

California started the wave in 2016 by passing the California Fair Pay Act, which expands the types of jobs that may be compared and limits the factors employers may use to justify differences in pay.

“Without that kind of basis, I also think it’s really hard to think about the type of reskilling or upskilling the workforce will need.”

Bureau of Economic Analysis (BEA). 2025b. “ Gross Domestic Income by Type of Income Table 1.10. ” Viewed: March 12, 2025.

This type of in-depth analysis of current information and knowledge management plans will support identifying areas of need for a leadership development program.

This type of nonmonetary benefit is difficult for competitors to imitate because it takes leadership’s commitment to the value of employee health and well-being and the investment in the organizational infrastructure to bring it to fruition.