Searching Workplace Equity on page 67

Specific support strategies from the CDC include offering teams greater input in workplace decisions, promoting stress management, addressing workplace harassment and ensuring workers have the time to complete their work.

In addition, these developments strengthen the argument for versatile workplace benefits that recognize and address the needs of the “whole person.”

For WorldatWork Members Anatomy of a Wellness Program: Ensuring Regulatory Compliance , Workspan Daily Plus+ article;How to Calculate the ROI on Your Wellness Program , Journal of Total Rewards article;Workplace Wellness: Best Practices Study , Journal of Total Rewards article;Workplace Well-Being Trends , research; For Everyone Wealth Through Health: The Benefits of a Stronger Well-Being Program , Workspan Daily article;Mercer: Health Benefit Cost Jump Will Hit 15-Year High in 2026 , Workspan Daily article;Employee Well-Being Is Faltering: What’s the Cause?

The current use of bonus opportunities (27%) and equity awards (19%) are highest during the growth phase.

However, you can’t just wave a magic wand to reap all the benefits of a high-trust, whole-person workplace.

Many businesses are saving, too: in fact, if all remote-capable employees in the U.S. worked from home, companies would see a total $700 billion savings a year, according to a “ 2020 Global Workplace Analytics ” study.

In some cases, when they don't find adequate support in the workplace, employees going through menopause leave their jobs or are laid off.

“The workplace is evolving around the country, and employers are adapting to provide as many employment opportunities as possible — therefore boosting the morale of the workforce,” said Murguia, who added there are few downsides to these agreements when properly enforced.

For WorldatWork Members ;Workplace Well-Being Deserves a Fresh Look , Journal of Total Rewards article; ;Boost Usage of Mental Health Benefits Through Peer Storytelling , Workspan Magazine article; ;Wellness Woes: Why Aren’t Employees Using Your Benefits?

A Worrisome Workplace Impact According to Zety’s report, these worker concerns may have a trickle-down effect on employers and the workplace: ;90% of surveyed employees said their emotional well-being is regularly affected by their finances.; ;70% feel disengaged at work due to their current salaries.; Additionally, Korn Ferry found employees who felt their salary wasn’t keeping up with the cost of living were more likely to leave their role within three months.