Turning health risk into value: well-being

"People risk is now at the forefront of CEOs, CROs, CFOs and CHRO’s minds which is where it should be. Investment in integrated wellbeing is such an important aspect of duty of care – it’s a shame if companies miss the opportunity to make a real difference in the quality of people’s lives."
Joan Collar 
Regional MMB Leader, Asia 

Building a comprehensive strategy across the four pillars of well-being. 

The global COVID-19 pandemic has given HR and benefits professionals the opportunity to reinvent health and well-being plans – turning caring into a competitive advantage.

Since the start of the global pandemic, employee health has moved rapidly up the corporate agenda. Firms are beginning to understand that caring for employees is both productive and cost-effective.

This shift has highlighted the need for benefits professionals to work with colleagues in occupational health and safety, risk management, talent acquisition and human resource (HR) delivery to create a comprehensive approach to well-being.

To be effective, well-being should be a complete strategy that encompasses benefits, workforce engagement, and company culture, rather than a checklist of individual initiatives. 

Strong well-being strategies include four pillars - physical, emotional, social and financial - that influence an individuals’ sense of purpose, increase happiness and promotes health.

Strong well-being strategies benefit employers, employees, and greater society         

The goal is to create a robust strategy that leads to better health while also improving business outcomes such as productivity, engagement, retention and trust.

Download our point of view paper to learn how to set up or review your well-being strategy and framework.