Aug 09, 2022
Eighty-one percent of large and mid-sized employers say their DE&I strategy influences their well-being program, according to a survey by the Business Group on Health. Also, 82% say they communicate with their employees about the relationship between DE&I and well-being. The following are survey highlights:
Plans For Well-Being Initiatives
- 50% are designing well-being initiatives to support traditionally underrepresented communities
- 45% plan to assess benefits and well-being initiatives for inclusivity
- 40% plan to create DE&I standards and guidance for vendors and suppliers in 2022
Well-Being Budgets
- While overall budgets for well-being programs declined slightly for 2022, the average budget for well-being programs among large employers (20,000+ employees) increased to $11 million, up from $10.5 million in 2021
- The amount spent per employee grew significantly among companies in the mid-market (less than 5,000 employees), increasing 60% in 2022 from $184 to $294 per employee
Size of Incentives
- The average incentive climbed to $823, a 22% increase over 2021
Covid Vaccine Incentives
- 22% tie a financial incentive/disincentive to encourage employees to get the COVID-19 vaccine. The average amount was $406, with some employers offering as much as $1,000 per employee
Well-Being Goals
The percentage of employers that offer well-being programs to employees around the globe climbed to 76%. Top objectives for well-being programs globally include:
- 68% increasing productivity
- 63% reducing health risks
- 52% managing health care costs
- 39% improving the company's reputation/brand
