Coming on the heels of a pandemic that won’t seem to quit, the primary trend in employee compensation and benefits should come as no surprise. Management teams and workers increasingly are leaning on their organizations to provide mental health supports. Full stop. Mental health care is the defining workplace issue of 2022. And, if you’re in human resources, then the onus is on your profession to lead the recovery with vital information and innovation.
Five basic shifts in the care ecosystem, as reported by Deloitte, could change how those who need it most can access timely, affordable, effective, and equitable mental health care. The five insights recommended by Deloitte are:
- Expand the mental health workforce.
- Transform the user navigation experience.
- Catalyze the development of recognized, innovative models.
- Increase public and private insurance coverage.
- Reform payment systems.
Eight in 10 U.S. workers say that how employers support their employees’ mental health will be an important consideration when they seek future job opportunities, while 71% believe their employer is more concerned about the mental health of employees now than in the past, according to a survey from the American Psychological Association. APA’s 2022 Work and Well-being Survey, conducted online by The Harris Poll, collected the responses of more than 2,000 working adults between April 22 and May 2, 2022.
When asked to select from a list of a dozen possible mental health supports that they would like to see employers offer, respondents selected the following as the most beneficial:
- Flexible work hours (41% of workers)
- A workplace culture that respects time off (34%)
- The ability to work remotely (33%)
- A four-day work week (31%).
What better way to make a difference in your workplace than to embrace the role of coach, counselor and, yes, cheerleader and agent of change? While many HR functions remain technical (e.g., compensation analyst) and administrative (e.g., benefits administrator), the areas of growth and impact continue to point to data analytics and strategic organizational imperatives, such as reducing turnover and measuring the ROI of wellness programs.
This month’s edition of HR News focuses the member spotlight on Jenifer Phillips, deputy director of human resources for the City of Rancho Cucamonga, Calif. In addition to being an association member for 12 years and an IPMA-HR certified executive (IPMA-CE), Phillips is a professional certified coach (PCC) who holds a master’s degree in organizational development.
Her dedication to mentoring and coaching her teammates has transformed the way that she shows up to work each day. Her enthusiasm for being a “leadership servant” is palpable and inspiring.
Be sure to check out this month’s cover story, written by Keith Algozzine, co-founder and CEO of UCM Digital Health. The feature article discusses the crucial enhancement of benefits choices curated for today’s employee. These “NextGen Health Benefits”—such as virtual primary care and behavioral health options—should provide reduced cost and high-quality care to employees, Algozzine says, while also earning the organization “a fresh perception as relevant and connected to today’s zeitgeist.”
09 August 2022
Category
HR News Article