1. Discuss the components that you would typically find in a mental health and wellness program?
The popularity of employee mental health and wellness programs is increasing all around the globe. These wellness programs are a form of health benefits that employers provide to ensure the physical and mental well-being of the employees. The mental health and wellness programs will help to improve the quality of health of every employee, besides it includes activities and events which provide a break from working stress. The components of wellness programs will provide physical, emotional, social, and spiritual fitness for the employees. We could typically find elements in mental health and wellness programs such as,
- Employee growth and development
- Health and safety of employees
- Employee recognition and involvement
- Reducing biases and improving socialization
- Stress management and mental health counseling
2. Briefly describe the components of the program you researched.
I researched CBI health groups and Accenture for the comparison of mental health and wellness programs they offer. CBI Health Group is one of the largest community healthcare providers in Canada. It offers insurance, health & wellness, perks & benefits, professional support, financial & retirement, family & parenting.
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Accenture is a global service and consulting company that offers strategy, consulting, digital, technology, and operations services. Accenture cares more about the mind and bodies of its employees. The company management proposes programs that involve the physical, mental, and social wellness of every employee. The company offers EAP, Teladoc services, innovative wellness programs, and fitness programs to keep their employees healthy and happy.
3. What kinds of programs and activities were involved/offered?
CBI offers health, dental, and vision insurance for health and wellness programs. EAP, massage, etc. are the perks and benefits they provide. Clinical workshops, performance bonuses, recognition programs, work-from-home, educational events, mentorship programs, workplace wellness activities, stress busters, OH& S programs, and online courses are some of the other proposals they put forward for the employees.
Accenture offers employee assistance programs (EAP), which provide support for issues like stress, substance abuse, depression, and anxiety. Also, they provide counseling for the employees through EAP. The employees are offered Teladoc services, where they will get health care services at any time which means 24/7. The innovative wellness program allows employees to set their health goals and the company offers rewards for those who complete their fitness goals. Additionally, the company gives special discounts and offers for gym and fitness centers to promote the fitness of employees. Moreover, while comparing the components of mental health and wellness programs of both organizations I could find more similarities than contrast.
4. How were cultural, gender-specific, or sexual orientation-specific considerations factors into the program?
CBI promotes cultural equality in the workplace. They provide training programs on gender bias and sexual orientation to give awareness to the employees. Accenture held a joint LGBT stands for lesbian, gay, bisexual, and transgender+ mental health ally event to show the culture of equality present in the organization. According to Philip (2019), “Accenture’s own research on mental health and equality has been an important source of information in showing how and why inclusivity is essential to employee well-being, and business success” (para.8).
5. How did they measure the effectiveness of the program, if at all?
The ways CBI and Accenture measure the effectiveness of mental health and wellness programs are similar. They make use of monthly meet-ups, HR policy reviews, and surveys to ensure the support of employees all year round. They use social media to know the expectations and effectiveness of the programs.
6. Who would you include to be part of your team? Why?
To develop and implement a workplace mental health and wellness program we have to take care of certain things. Before designing our group, we have to talk with the management to ensure their maximum support. Then develop a wellness committee to do the assessment on employee needs and preferences. To implement wellness programs to their fullest we need to include vision and mission statements as well as the goal and objectives. Then it's time to select committee members.
We could consider certain members from the top management, HR department, administration, marketing department, health and safety departments, financial department, union representatives, employees representing every other department, and also volunteers who are interested. The representatives of all the departments could be the voice of that particular group. The HR department could evaluate and facilitate the functions of the program. Health and safety departments could help us to promote mental health and wellness programs by incorporating fresh and new ideas. The financial department could take care of the funds and rewards offered to the employee.
7. What are the goals and outcomes you would like the program to achieve?
The purpose and goal of the mental health and wellness program is the physical and mental well-being of the employees and thereby reduce health care costs. It aims to improve the employee’s quality of life by reducing the economic burden through preventive methods. The activities and events held through this program will provide a break from their stressful life. Certain activities conducted will help the employees to socialize more crossing the barriers of culture, bias, gender, language, and religion. It also promotes physical and mental fitness which makes employees cope with their tensions and issues and thereby improves their productivity.
8. How will you identify the key needs and expectations for the program?
Nevertheless, to say that each of us goes through many stress and tensions in our life. On this ground, an effective mental health and wellness program will help the employee to work efficiently. To identify the key needs and expectations, the committee members can do assessments, and surveys, and take personal opinions. We could search for different wellness activities that are required for the program. Besides, we could talk with physicians, psychologists, and counselors to include certain activities that would be beneficial for the employees.
9. Describe the types of activities and components that will be included in this program?
We could include various activities like on-site fitness centers to promote physical fitness and exercise, smoking cessation programs to help them to quit smoking, EAP, weight loss competition to promote a healthy body, mental health therapy, and massage at work to get relax and calm, company kitchen and snacks to provide nutritional foods, yoga, and meditation class to get mental fitness, cultural festivals, and celebrations, medical and pharmaceuticals services.
10. How will they be delivered? Would this be a one-time program or a program that has components delivered throughout the year?
On-site fitness centers, yoga & meditation class, a company kitchen, and snacks can be provided daily. Mental health therapy, massage at work, smoking cessation program can be done weekly basis. Mental health awareness can be conducted through training programs and parades. Medical screening can be provided once or twice a month. Also, tools like the internet, social media, exhibitions, bulletins, and posters can be used to communicate with employees about upcoming programs. It would be delivered throughout the year. To reach the desired goal all these services should be continued throughout the year.
11. How will you include cultural, gender-specific, or sexual orientation-specific components in your program?
One of the core values that expecting from all organizations is the equal and fair treatment of all the staff regardless of their culture, gender, and sex. “Training is a valuable tool in raising awareness of LGBT issues in the workplace and should be included in any diversity training provided to staff and is particularly important for people managers” (sexual orientation and gender diversity in the Workplace, 2010, p.13). I could include various cultural activities like festivals and celebrations in the workplace which make employees know more about other cultures. I could arrange diversity and inclusion training with the help of management. Always mix up the team with employees from different cultures, gender, and sex, which makes workers understand more about others and get chances to socialize. Give special orientation on diversity management to the leaders and managers to provide basic education on how to deal-related conflicts. Arrange workshops or events to promote cultural diversity in the workplace. I could encourage campaigns or parades to support the LGBT group.
12. How will you evaluate the effectiveness of this program?
To evaluate the effectiveness of mental health and wellness programs, we could conduct annual surveys or assessments of the workers. By tracking the absenteeism, and employee turnover rates and comparing them with the last years. Track the cost of EAP, worker’s compensation costs, etc. I have to check the employee’s participation levels in the wellness programs to know whether this program is effective. I could do an assessment of workers’ job satisfaction and the changes they need to bring up. Besides, I will monitor the results and view the outcomes. However, through continuous and efficient evaluation, I could make new changes.
Reference
- CBI health group. Retrieved from https://www.glassdoor.ca/Benefits/CBI-Health-Group-Canada-Benefits-EI_IE625787.0,16_IL.17,23_IN3.htm
- Philips, D. (2019). Accenture Priding Itself on the culture of equality and inclusivity. Retrieved from https://www.irishtimes.com/sponsored/accenture-priding-itself-on-culture-of-equality-and-inclusivity-1.3924674
- Sexual orientation and gender diversity in the workplace. (2010). Retrieved from https://www.griffith.edu.au/__data/assets/pdf_file/0023/196034/PiD-Sexual-Orientation-Gender-Diversity-Handbook.pdf
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