Inclusive-driven employers understand the importance of catering wellness solutions to a diverse workforce. Programs must suit the needs of Millennials, Gen X, and Gen Z in the workplace while promoting inclusive engagements as well. Follow these 5 steps for the best results when designing integrated corporate wellness programs.

1. corporate wellness
program
FOR DIVERSE TEAMS
5 STEPS TO DESIGN A
F R A N Z I S K A A L E S S 0 - B E N D I S C H , P H . D . |
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2. You have decided
to create
(or re-design) a
workplace
wellness
program for your
organization ...

3. your workforce has
grown
YOUR REASONS COULD BE:

4. your workforce has
grown
employees ask for it
YOUR REASONS COULD BE:

5. your workforce has
grown
employees ask for it
you want to increase
productivity &
performance
YOUR REASONS COULD BE:

6. your workforce has
grown
employees ask for it
you want to increase
productivity &
performance
your current program
doesn't deliver on VOI
YOUR REASONS COULD BE:

7. your workforce has
grown
employees ask for it
you want to increase
productivity &
performance
your current program
doesn't deliver on VOI
....
YOUR REASONS COULD BE:

8. You want?
high participation (>30%)
high engagement
high overall satisfaction
improved wellness indicators
less health-care claims
lower health-related costs
higher loyalty
higher retention/less turnover
attracting the best talent
....

9. You want?
RESULTS!

10. 35%
of American
workforce are
Millennials
47%
of U.S. workers are
female
140%
growth from 2005 of
American employees
working remotely
At the same time, you're dealing with an
increasingly diverse (and possibly dispersed)
workforce...

11. 5 Steps
TO GET STARTED
HERE ARE

12. 01
define
corporate
wellness goals

13. main health cost
categories?

14. main health cost
categories?
employee
needs +
wants?

15. main health cost
categories?
employee
needs +
wants?
performance pain
points?

16. 02
Identify
integrated
wellness
offerings that
work for yourl
workforce

18. EXAMPLES

19. 03
consider a
delivery mode
that caters to
your
workforce +
budget

20. online
vs
on-site
usually the lower-cost
alternative + GREAT to engage
remote workers
BUT
need a particularly
conscientious online design and
effective communication
campaign to prevent employees
from perceiving them as a
genuine wellness resource
in-person, group or 1:1 training
or coaching has proven to have
the highest engagement rates
and impact
BUT
higher costs, higher risk + more
time needed to manage on-site
offerings (think several
contractors!)

21. 04
get (top)
management
support

22. HIGHER MANAGEMENT
INVOLVEMENT
=
HIGHER CREDIBILITY
OF THE PROGRAM +
HIGHER ENGAGEMENT

23. "CULTURE OF
HEALTH"
Learnmore:

24. 05
measure
results

25. "I have been struck again and again
by how important measurement is
to improving the human condition."
WHY MEASURE?
—BILL GATES

26. Can you
DIY?
Companies are often overwhelmed by the
amount of time, money and careful
consideration it takes to design a corporate
wellness program that can offer integrated
wellness solutions for a diverse workplace.
If that is you, we'd love to
help.

27. CONTACT US:
INFO@WELLWORKSOLUTIONS.COM
786-361-8331
F R A N Z I S K A A L E S S O - B E N D I S C H , P H . D . |
W E L L W O R K S O L U T I O N S . C O M
ABOUT WELL WORK SOLUTIONS
We are a boutique South Florida- based performance and well-being consultancy firm
specializing in creating work environments that enable people to thrive. We use data-
driven analysis and evidence-based solutions to deliver efficient and engaging
employee well-being programs. These programs help our clients achieve optimal
performance in measurable outcomes and make individuals healthier and happier.