No perfect recipe exists for inclusivity folded into a wellness program. Wellness programs can be complex to design and for certain organizations, difficult to perfect when it comes to employee satisfaction and overall participation. There are a handful of ways that any industry can be sure that inclusivity is communicated and practiced, and several ingredients that can be combined to formulate a program well-designed for all.
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It is first important for an organization to understand "inclusion" before kneading it into a wellness program. What is inclusion? Inclusion is the practice of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized, such as members of minority groups and individuals who have physical or intellectual needs or disabilities.
Employee demographics
There are a number of ways an employer can make informed decisions about their wellness program when it comes to inclusivity. Capturing and understanding employee demographics is a straightforward action, where a workplace captures details at the time of hire. Annual wellness and pulse surveys are another way that an organization can get direct input and feedback on the company's benefits, policies, programs and procedures.
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Diverse wellness committee
When it is time to build or enhance a wellness program, an organization can choose to appoint a diverse wellness committee or request volunteers. If doing so, create a team with varying backgrounds to inform the organization's wellness planning, being that each individual's unique situation may cause a need for certain program flexibility.
Reasonable alternative standard
Ensure there is a Reasonable Alternative Standard (RAS) as part of the wellness program offering. According to HIPAA and ACA rules, a legally required component for any health-contingent wellness program is a RAS. A health-contingent wellness program is one that requires participants to satisfy a standard related to a health factor in order to obtain a reward. Whether activity-only or outcomes-based, an employee unable to meet the requirement due to an underlying factor, needs to be presented with an alternative option. This is a clear way to ensure that the program is inclusive and taking employees' needs under consideration.
Social determinants of health
Consider program components that address social determinants of health (SDH). According to the World Health Organization, these are non-medical factors that influence health outcomes. Accommodating these challenges or offering solutions within the wellness program can make for a more well-rounded and rewarding program. And the WHO say the impact can be valuable, in that numerous studies suggest that social determinants of health may account for between 30-55% of health outcomes. SDH include healthcare affordability and quality, social inclusion, education, work-life conditions and more. Applying strategies in workplace wellness programs for those who may be underserved can help quality of life overall.
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Therapeutic jurisprudence
From a legal standpoint, consider the framework of therapeutic jurisprudence, which is the use of social science to study the extent to which a legal rule or practice promotes the psychological and physical well-being of the people it affects. This framework requires the employer to be alert to legal measures that may not in themselves raise serious legal concerns but may cause anger, stress and hard feelings. Thus, consider whether a wellness activity will cause discontent or discomfort among participants. Always check internally with legal consult if an area is in question or there is a concern about wellness program compliance.
With the many ways an organization can bake inclusivity in a wellness program, how will you get started?
