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SHRM Survey Findings: State of Employee Benefits inthe Workplace—Wellness Initiatives                                     ...
Introduction• This is part one of a series of SHRM surveys examining the state of employee benefits in the  workplace.• Th...
Definitions•   For the purpose of this survey:      Wellness initiatives is defined as any type of wellness program, reso...
Key Findings•   Do organizations offer wellness programs, wellness resources or wellness services to their    employees? S...
Does your organization currently offer any types of wellness                        programs, wellness resources or wellne...
Does your organization currently offer any types of wellness                          programs, wellness resources or well...
In fiscal year 2012, did your organization’s investment in employee                        wellness initiatives increase, ...
In 2011, did your organization conduct an analysis to                        determine the return on investment (ROI) for ...
In 2011, did your organization conduct an analysis to determine                          the return on investment (ROI) fo...
How effective is your organization at determining the return                         on investment (ROI) for its wellness ...
In 2011, did your organization conduct an analysis to                        determine cost savings for its wellness initi...
In 2011, did your organization conduct an analysis to determine                          cost savings for its wellness ini...
How effective is your organization at determining cost savings for                         its wellness initiatives?     V...
In 2011, did employee participation in your organization’s wellness                        initiatives increase, decrease ...
Please indicate how effective your organization’s wellness                       initiatives are in reducing the costs of ...
Please indicate how effective your organization’s wellness                       initiatives are in improving the physical...
In 2011, did your organization offer some type of wellness                        incentive or reward?  Yes               ...
How effective were these wellness incentives or rewards in                        increasing participation in your employe...
Would your organization increase its investment in employee                        wellness initiatives if it could better...
Are any of your organization’s wellness initiatives extended                        to dependents?  Yes                   ...
Please indicate if your organization’s wellness initiatives are                            extended to any of the followin...
Are your employee wellness initiatives aligned with any                        financial education initiatives?  Yes      ...
Organization Demographics                            23
Demographics: Organization Staff Size 1 to 99                              23%employees100 to 499employees                ...
Demographics: Organization Sector  Privately owned for-                                                51%    profit Nonpr...
Demographics: Organization Industry                                                                                       ...
Demographics: OtherDoes your organization have U.S.-                  Is your organization a single-unit organization orba...
SHRM Survey Findings: State of Employee Benefits in          the Workplace—Wellness InitiativesSurvey Methodology• Respons...
About SHRM Research• For more survey/poll findings, visit www.shrm.org/surveys• For more information about SHRM’s Customiz...
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Wellness initiatives

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Transcript of "Wellness initiatives"

  1. 1. SHRM Survey Findings: State of Employee Benefits inthe Workplace—Wellness Initiatives January 10, 2013
  2. 2. Introduction• This is part one of a series of SHRM surveys examining the state of employee benefits in the workplace.• The following topics are included in this six-part series: Part 1: Wellness initiatives Part 2: Flexible work arrangements Part 3: Health care Part 4: Leveraging benefits to retain employees Part 5: Leveraging benefits to recruit employees Part 6: Communicating benefits State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 2
  3. 3. Definitions• For the purpose of this survey:  Wellness initiatives is defined as any type of wellness program, resource or service offered to employees.  Financial education initiative is defined as any workplace initiative, program or resource designed to provide employees with information on how to manage their financial resources effectively for a lifetime of financial well-being. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 3
  4. 4. Key Findings• Do organizations offer wellness programs, wellness resources or wellness services to their employees? Seven out of 10 (70%) organizations offer some type of wellness program, resource or service to their employees. Among these organizations, 43% reported having increased their organization’s investment in employee wellness initiatives in 2012 compared with 2011.• Do organizations conduct any analysis on wellness initiatives? Nearly one-fourth (23%) of organizations that offer wellness initiatives conduct an analysis to determine the return on investment (ROI), whereas slightly more than one-fourth (28%) of them conduct an analysis to determine cost savings for their wellness initiatives.• How effective are wellness initiatives? Over two-thirds (68%) of organizations that offer wellness initiatives to their employees indicated they were “very effective” or “somewhat effective” in reducing the costs of health care. Furthermore, the majority (86%) of organizations offering wellness initiatives rated their initiatives as being “very effective” or “somewhat effective” in improving the physical health of their employees.• Are wellness initiatives extended to dependents? Almost one-half (45%) of organizations that offered wellness initiatives to their employees also extended these initiatives to employees’ dependents. Nearly all (99%) of these organizations allow spouses to participate in the wellness initiatives, and 69% of organizations allow dependent children to participate. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 4
  5. 5. Does your organization currently offer any types of wellness programs, wellness resources or wellness services to your employees? Yes 70% No 30%Note: n = 437. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 5
  6. 6. Does your organization currently offer any types of wellness programs, wellness resources or wellness services to your employees?Comparisons by organization staff size• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 2,499 employees to offerwellness programs, wellness resources or wellness services to their employees . Comparisons by organization staff size 1 to 99 employees (31%) 2,500 to 24,999 employees (62%) > 100 to 499 employees (39%) 500 to 2,499 employees (43%)Note: Only statistically significant differences are shown. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 6
  7. 7. In fiscal year 2012, did your organization’s investment in employee wellness initiatives increase, decrease or remain the same when compared with the fiscal year 2011? Increased 43% in 2012 Decreased 3% in 2012 Remainedthe same in 54% 2012Note: n = 302. Only respondents whose organizations provided any type of wellness programs, wellness resources or wellnessservices were asked this question. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 7
  8. 8. In 2011, did your organization conduct an analysis to determine the return on investment (ROI) for its wellness initiatives? Yes 23% No 77%Note: n = 226. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 8
  9. 9. In 2011, did your organization conduct an analysis to determine the return on investment (ROI) for its wellness initiatives?Comparisons by organization sector• Publicly owned for-profit and government organizations are more likely than nonprofit and privately owned for-profitorganizations to conduct an analysis to determine the return on investment (ROI) for their wellness initiatives. Comparisons by organization sector Government (33%) Nonprofit (15%) > Publicly owned for-profit (37%) Privately owned for-profit (20%)Note: Only statistically significant differences are shown. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 9
  10. 10. How effective is your organization at determining the return on investment (ROI) for its wellness initiatives? Very 24% effectiveSomewha 60%t effective Not very 13% effective Not at all 2% effectiveNote: n = 45. Only respondents whose organizations conducted an analysis to determine the return on investment (ROI) for itswellness initiatives were asked this question. Respondents who answered “not sure” were excluded from this analysis. Percentagesdo not equal 100% due to rounding. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 10
  11. 11. In 2011, did your organization conduct an analysis to determine cost savings for its wellness initiatives? Yes 28% No 72%Note: n = 230. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 11
  12. 12. In 2011, did your organization conduct an analysis to determine cost savings for its wellness initiatives?Comparisons by organization staff size• Organizations with 2,500 to 24,999 employees are more likely than smaller sized organizations with 1 to 2,499 employeesto conduct an analysis to determine cost savings for their wellness initiatives. Comparisons by organization sector 1 to 99 employees (23%) 2,500 to 24,999 employees (48%) > 100 to 499 employees (20%) 500 to 2,499 employees (23%)Comparisons by organization sector• Government and publicly owned for-profit organizations are more likely than nonprofit and privately owned for-profitorganizations to conduct an analysis to determine cost savings for their wellness initiatives. Comparisons by organization sector Publicly owned for-profit (44%) Nonprofit (18%) > Government (47%) Privately owned for-profit (24%)Note: Only statistically significant differences are shown. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 12
  13. 13. How effective is your organization at determining cost savings for its wellness initiatives? Very 33% effectiveSomewhat 56% effective Not very 11% effective Not at all 0% effectiveNote: n = 45. Only respondents whose organizations conducted an analysis to determine cost savings for its wellness initiatives wereasked this question. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 13
  14. 14. In 2011, did employee participation in your organization’s wellness initiatives increase, decrease or remain the same when compared with 2010? Increased 54% in 2011Decreased 6% in 2011 Remainedthe same in 40% 2011Note: n = 226. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 14
  15. 15. Please indicate how effective your organization’s wellness initiatives are in reducing the costs of health care. Very 10% effectiveSomewhat 58% effective Not very 32% effective Not at all 1% effectiveNote: n = 145. Respondents who answered “not sure” were excluded from this analysis. Percentages do not equal 100% due torounding. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 15
  16. 16. Please indicate how effective your organization’s wellness initiatives are in improving the physical health of your employees. Very 12% effectiveSomewhat 74% effective Not very 13% effective Not at all 2% effectiveNote: n = 188. Respondents who answered “not sure” were excluded from this analysis. Percentages do not equal 100% due torounding. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 16
  17. 17. In 2011, did your organization offer some type of wellness incentive or reward? Yes 57% No 43%Note: n = 284. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 17
  18. 18. How effective were these wellness incentives or rewards in increasing participation in your employee wellness initiatives? Very 31% effectiveSomewhat 55% effective Not very 13% effective Not at all 1% effectiveNote: n = 45. Only respondents whose organizations offered some type of wellness incentive or reward were asked this question.Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 18
  19. 19. Would your organization increase its investment in employee wellness initiatives if it could better quantify their impact? Yes 90% No 10%Note: n = 186. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 19
  20. 20. Are any of your organization’s wellness initiatives extended to dependents? Yes 45% No 55%Note: n = 186. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 20
  21. 21. Please indicate if your organization’s wellness initiatives are extended to any of the following groups: Spouses (n = 129) 99% Dependent children (n = 125) 69% Same-sex domestic partners (n = 118) 58%Opposite-sex domestic partners (n = 117) 48% Foster children (n = 117) 36% Dependent 27%grandchildren (n = 112) Non-dependent children (n = 114) 17% Note: Only respondents whose organization’s wellness initiatives extended to dependents were asked this question. Respondents who answered “not sure” were excluded from this analysis. Percentages do not equal 100% due to multiple response options. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 21
  22. 22. Are your employee wellness initiatives aligned with any financial education initiatives? Yes 17% No 83%Note: n = 402. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 22
  23. 23. Organization Demographics 23
  24. 24. Demographics: Organization Staff Size 1 to 99 23%employees100 to 499employees 39%500 to 2,499 22%employees 2,500 to 24,999 13%employees 25,000 or more 3%employees n = 447 State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 24
  25. 25. Demographics: Organization Sector Privately owned for- 51% profit Nonprofitorganization 22% Publicly owned for- 19% profitGovernment sector 8% n = 440 State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 25
  26. 26. Demographics: Organization Industry PercentageHealth care and social assistance 19%Manufacturing 19%Professional, scientific and technical services 17%Finance and insurance 11%Government agencies 9%Educational services 7%Retail trade 5%Accommodation and food services 4%Construction 4%Information 4%Religious, grantmaking, civic, professional, and similar organizations 4%Transportation and warehousing 4%Whole trade 4%Administrative and support and waste management and remediation services 3%Arts, entertainment and recreation 3%Repair and maintenance 3%Agriculture, forestry, fishing and hunting 2%Mining 2%Real estate and rental and leasing 2%Utilities 2%Personal and laundry services 1%Note: n = 447. Percentages do not equal 100% due to multiple response options. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 26
  27. 27. Demographics: OtherDoes your organization have U.S.- Is your organization a single-unit organization orbased operations (business units) a multi-unit organization?only, or does it operate Single-unit organization: An organization inmultinationally? which the location and the organization are 39% U.S.-based operations only 77% one and the same. Multi-unit organization: An organization thatMultinational operations 23% 61% has more than one location.n = 447 n = 447 For multi-unit organizations, are HR policies andWhat is the HR department/function for practices determined by the multi-unitwhich you responded throughout this headquarters, by each work location or by both?survey? Multi-unit headquarters determines HR 62% Corporate (company- policies and practices. 75% wide) Each work location determines HR 5% Business unit/division 13% policies and practices. Facility/location 12% A combination of both the work location and the multi-unit headquarters 34% n = 286 determines HR policies and practices. Note: n = 286. Percentages do not equal 100% due to rounding. State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 27
  28. 28. SHRM Survey Findings: State of Employee Benefits in the Workplace—Wellness InitiativesSurvey Methodology• Response rate = 12%• 447 HR professional respondents from a randomly selected sample of SHRM’s membership participated in this survey• Margin of error +/- 4%• Survey fielded March 1, 2012 to April 6, 2012 State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 28
  29. 29. About SHRM Research• For more survey/poll findings, visit www.shrm.org/surveys• For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch• Follow us on Twitter @SHRM_ResearchProject leaders: Shawn Fegley, SPHR, survey research analyst, SHRM Research Christina Lee, intern, SHRM ResearchProject contributors: Mark Schmit, Ph.D., SPHR, vice president, SHRM Research Evren Esen, manager, Survey Research Center, SHRM ResearchCopy editor: Katya Scanlan, SHRM Knowledge Center State of Employee Benefits in the Workplace—Wellness Initiatives ©SHRM 2012 29
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