Strategies To Make Wellness Programs More Accessible

Organizations continue to invest in employee well-being as a foundational benefits offering. The human resources consulting firm Prescott HR highlights the advantages employers hope to attain, including:

• Increased morale, engagement and productivity

• Improved health outcomes

• Lower health care costs

• Greater attraction and retention rates

• Better organizational reputation

But an effective wellness program isn’t a plug-and-play solution. It requires accessibility, feedback, and evolving practices to boost employee participation and enjoyment.

The following strategies can enhance the appeal and effectiveness of your wellness initiatives. 

Encourage wellness through voluntary participation

Organizations sometimes mandate wellness initiatives to increase participation, but this approach may backfire. According to the human resources association SHRM, mandatory involvement can create distrust and resentment.

Instead, encourage employees to select wellness initiatives that meet their needs. Voluntary offerings can improve participation, satisfaction and overall health outcomes.

Words matter. Avoid shaming or criticizing employees for lifestyle choices or health struggles. Building a culture of support and encouragement will lead to better long-term gains.

SHRM recommends focusing on collaboration and individual growth instead of competitive programming. Competitions that emphasize winning over health outcomes can create stress and isolation.

Working toward personal goals lets employees progress at their own pace, and working together can build a culture of support. Individual nutrition programs and group mindfulness classes can be alternatives to competitive challenges like step counts.

Offer inclusive wellness options

Employees have different needs, interests and limitations. These factors influence their ability and willingness to participate in wellness offerings.

Too often, wellness programs focus solely on physical fitness. Walking challenges, yoga classes, and sports leagues can be valuable offerings, but they can unintentionally exclude employees with chronic health conditions and physical limitations.

Expanding your wellness offerings creates a more inclusive, accessible program. Consider activities that support a wide range of employee needs, including:

• Creative enrichment: Book clubs, painting classes, jigsaw puzzles and art therapy can boost mental acuity and unite employees through shared interests.

• Personal development: Workshops on mindfulness, stress management, sleep health, nutrition, caregiving, menopause and financial literacy can meet diverse individual needs.

• Scheduled breaks: Small, sanctioned activities encourage employees to incorporate restorative actions into their workdays. Consider implementing five-minute breaks in the morning and afternoon for stretching, deep breathing, hydrating, and chatting with colleagues.

Expanded offerings also accommodate different work schedules and personal responsibilities. Wellness options that can be accessed during work and at home broaden your reach. This flexibility makes well-being more approachable for caregiver employees, remote workers and those who prefer individual activities over group settings.

Reduce barriers to participation

Wellness initiatives sometimes unintentionally create obstacles to participation. Activities requiring transportation, external facilities, expensive equipment, or extreme exertion can discourage employees who lack the resources or flexibility to participate.

You can reduce financial barriers by offering subsidies to cover fees for gym memberships, fitness apps, art classes and similar services. Virtual options can minimize geographic, scheduling and transportation limitations.

If you have a multilingual workforce, offering programs in multiple languages can improve equity and accessibility.

Offerings that complement physical fitness with mental and financial health can further boost participation. The industry news source Employee Benefit News reports that mental health leaves of absence grew by 300% over a recent six-year stretch. This figure demonstrates the need for wellness programs to support mental and emotional well-being.

Mental and physical health are also closely linked to financial wellness. Incorporating financial education into wellness programs can reduce stress and increase focus. Workshops on budgeting, retirement planning, and debt management can expand your reach and strengthen employees’ overall health.

Some employees may be addressing mental and physical health for the first time. The employee wellness platform WellSteps notes that turning to wellness experts can ease their concerns and address their needs.

External vendors such as mental health counselors, registered dietitians and personal trainers can tailor offerings to different employee needs. Partnering with health professionals can improve quality, engagement and health outcomes.

Use employee feedback to adapt programming

SHRM recommends using employee feedback to assess and refine your wellness approach. Personal input gives employees a sense of ownership and ensures that programming aligns with their needs and preferences.

Use surveys, focus groups and informal conversations on the following topics:

• Activities employees currently enjoy and use

• Options they would like to see implemented

• Barriers to participation and solutions to overcome them

Tracking participation metrics can complement employee feedback to ensure initiatives remain relevant. Seeking input and responding to employee feedback demonstrates organizational care. This approach can boost involvement and appreciation for your offerings. It also helps you adapt your programming to accommodate employees’ changing needs.

Don’t forget about compliance

Corporate wellness programs must comply with various laws related to accessibility, disability accommodations, confidentiality of medical information, and other relevant regulations. Consult with your benefits adviser or corporate counsel to ensure you’re following the law.

Employee wellness is an ongoing process

Improving participation in your wellness program takes intentional design, regular communication and adaptability.

For more information on strengthening engagement in your wellness offerings, contact your benefits adviser. They can help you assess current programming, identify gaps and explore new initiatives.