How these top business leaders are taking diverse but equally powerful and effective approaches to improving the general state of being of everyone!

For the last several years, there has been an alarming rise in what the World Health Organization first identified in 2019 as “burnout,” or unmanaged workplace stress. In fact, they went so far as to attribute the deaths of 2.8 million people a year to it.

So, as our mission-driven and very committed team continue to specifically define and exemplify the idea of Social Capital with our feature articles and the leaders who embody the principles those features focus on, we realized that one of the most basic and important of those far-reaching principles needed to be the devotion and importance of well-being as a potential antidote for that alarming phenomenon.

Therefore, this month we are very proud to focus on and honor companies that make it not just a goal or a sound bite but a moral imperative to increase and improve the well-being of their employees, their customers, the communities they work in, and the world in general.

We were thrilled not only to receive so much involvement from our network of esteemed and honored CEOs this month, but also quite a few different perspectives and approaches by these leaders on their definitions and methods of serving well-being. Subsequently, we realized that well-being comes in many different shapes, all just as important and essential to the idea of people-centric business and capitalism.

From programs and methods to ease physical and mental stress at work and home to ways to improve employees’ and customers’ financial state, to guiding and improving their career options and, finally, to a general concern and real attempt to improve the conditions in communities where these companies have a footprint, we were happily surprised by how all these companies are trying to figure out increasingly new ways to improve well-being for all.

That’s great news for us at the Center for Social Capital and great news for the nation and the world in general that these gentle giants of capitalism are making this one of their ultimate goals because they believe it’s important and the right way to run their companies.

The practical and measurable effects of those efforts are indisputable It’s a powerful way to reduce absenteeism and healthcare costs, increase employee engagement, improve employee productivity, improve employee morale, and retain and attract talent, not to mention just plain making the workplace a whole lot more enjoyable a place to be for everyone. That happiness is felt all the way down the line to realizing improved customer engagement and increased profitability.

In fact, the effects have been so real that some have even suggested that having a well-being factor numerically determined for a company might be a good idea in order to let employees and customers know that important element of the workplace. That may be in the cards for our Center soon to come.

But in the meantime, whether or not it can be numerically defined perfectly, you certainly can recognize it when you see it, and there are countless other reasons to do business this way that do not have anything to do with just numbers. The companies we honor this month have all figured out that the well-being of those they affect in their business is the key to not just their profit but, ultimately, their true purpose as a Social Capital leader.

In fairness to our other Social Capital companies, we recognize that many of them that were not included here have these attributes as well, and we hope many more companies will come to have them in the future.

After all, Social Capital is all about a greater understanding of the importance and real value of respecting humanity in business and life through better treatment of customers, employees and the communities in which businesses operate, but we continue to dig deeper in order to zero in on specific characteristics and practices that Social Capital leaders exhibit.

That’s more important now than ever before as we see so many other sectors of our society seemingly forget the idea of increasing general well-being and replace it with an unfettered desire to win, to beat the other side, or dominate others in our geopolitics and much of cultural dynamics.

However, what is relevant to this space is the incredible fact that maybe the business world, at least those steeped in Social Capital, can lead the rest of our society to a kinder, gentler consideration of how to respect others.

Congratulations to these companies; we thank them for exemplifying well-being.

 

So, here are this month’s honorees sharing, in their own words, what they believe well-being is all about and how they support it.

Ed Bastian, Delta Air Lines

At Delta, we’ve long believed that financial wellness is an essential part of our people’s overall wellness. That’s why, last year, we launched an Emergency Savings Program in partnership with Operation HOPE and Fidelity Investments, with a goal of enhancing financial literacy and well-being. Participating employees can earn $1,000 from Delta to fund a rainy-day account, along with individualized coaching and a host of accessible and educational tools from Operation HOPE and Fidelity. Since the start of the program, more than 35,000 Delta employees have begun contributing towards an emergency savings account.

We began this program after recent data indicated more than 50% of Americans don’t have access to $1,000 in savings in case of a financial emergency. While we can’t solve the problem for everyone, we wanted to help Delta employees achieve a level of financial security by boosting their savings and financial wellness.

Investing in our people, along with providing tools and education to help manage and grow their wealth, is part of our responsibility as a values-led organization.

Seth Bogner, HeartPoint Global

In October, HeartPoint Global was named the winner of the Shark Tank Innovation Competition at the Transcatheter Cardiovascular Therapeutics conference, the annual scientific symposium of the Cardiovascular Research Foundation, underscoring our commitment to innovation and excellence. The award recognized HeartPoint Global’s breakthrough innovation for Intellistent, paving the way for citizens worldwide to receive affordable, cutting-edge cardiac care.

Here are some additional highlights of this past year:

• We have been invited to not only present at the Cardiovascular Research Technologies Conference (CRT2024) being held this month, but they have also nominated us for the CRT2024 Top Innovation Award.
• We have also been chosen as a finalist for the UCSF-Stanford Pediatric Device Consortium Competition 2024; this is a significant milestone for us. This prestigious competition, supported by the Bay Area and Silicon Valley’s leading children’s hospitals and the FDA, has a proven track record of assisting companies like ours to advance.
• We are in the process of finalizing our Breakthrough Device Application for submission to the FDA. While we understand that there are no guarantees, we are optimistic about receiving a Breakthrough designation. Our confidence stems from the innovative nature of our product and its potential to address unmet needs in pediatric cardiology. Securing this designation would substantially streamline our regulatory pathway, particularly given that our initial focus is on pediatric use. As a result, we anticipate that the size of our required clinical trials will be significantly smaller than typical expectations.
• HPG is poised to initiate its first-in-human clinical trials, marking a significant milestone in the company’s journey. Concurrently, HPG is actively engaged in securing strategic partnerships and enrolling patients for clinical trials both in the United States and abroad. This strategic approach underscores the company’s commitment to advancing its innovative therapies and expanding its global reach.

Our innovative multi-lumen technology sets us apart, offering precise adjustment of pressure and flow within the main pulmonary artery or its branches. This adjustability ensures customization to meet individual patient needs and accommodate growth following the initial intervention.

Our wellness offerings have evolved to embrace cutting-edge solutions that empower children and families with congenital heart disease to live healthier, fuller lives. Through continuous innovation and collaboration, we are dedicated to creating a brighter future for all those affected by CHD.

Our ongoing efforts include research publications, nominations for innovation awards, and strategic partnerships to advance our therapies and expand our global reach.

Bob Chapman, Barry-Wehmiller Companies

Our approach to well-being is in alignment with our philosophy of Truly Human Leadership. As I’ve learned over the years, 74% of all illnesses are chronic, the biggest cause of chronic illness is stress, and the biggest cause of stress is work. We also learned from research by the CDC that the person you report to at work is more important to your health than your family doctor. We also know that people who love what they do and feel valued have significantly fewer health care claims.

Clearly, the way we lead impacts the way people live. Within Barry-Wehmiller, we’ve developed a wellness program that incentivizes our team members to take care of their health. That includes rewarding healthy behaviors like getting preventive screenings and being more physically active. However, the primary way we contribute to their well-being is by providing an environment where they feel valued and fulfilled, where they feel energized by their time working rather than drained by it. That’s why we have invested in teaching our global leaders the skills and courage to care for those they have the privilege to lead.

Susanne Evens, AAA Translation

In today’s work environment, employers increasingly understand the importance of putting employee well-being first. They’re not just sticking to the basics like health coverage and retirement plans anymore. Many companies are stepping up with exceptional benefits aimed at enriching various aspects of their employees’ lives and making a significant impact.

Having grown up in Germany, I’m familiar with a system where medical benefits, including perks like massages and a generous 30 days of paid vacation are standard. Studies even show that it takes around two weeks for the mind to truly unwind during a vacation. Moreover, parents in Germany are entitled to up to three years of parental leave per child, which can be taken continuously or split among parents. This leave is supported by the Federal Insurance Office, providing financial aid based on the parent’s average income during the period.

Transitioning into the American workforce, I faced challenges adapting and balancing a full-time job with launching my translation firm on the side. Unfortunately, my boss at the time didn’t grasp the needs of a single mother. Determined to do things differently if I ever became an employer, I vowed to prioritize providing time for my future employees to spend with their families and cater to their other needs.

Fast forward to today: My business has flourished into a full-time venture, running remotely from the get-go. With team members spanning around the globe — except Antarctica (we haven’t cracked the Penguin language yet) — we prioritize flexibility in work arrangements. This includes remote options, flexible hours and unlimited time off. We also make sure to involve our local team members in various enjoyable offsite events to provide a holistic experience of our business. Outdoor walking meetings have become a regular occurrence, fostering both productivity and well-being.

Additionally, we offer professional development opportunities such as skill-building workshops and mentorship programs, allowing employees to advance their careers and boost job satisfaction. This culture of continuous learning contributes to a positive work environment and fosters employee growth.

In conclusion, employers have a crucial role in enhancing employee well-being through extraordinary benefits that extend beyond the conventional offerings. From comprehensive wellness programs to flexible work arrangements, financial wellness benefits, professional development opportunities, paid volunteer time off and comprehensive parental leave, these initiatives reflect a commitment to cultivating a supportive and inclusive workplace culture. Prioritizing employee well-being not only leads to a happier and healthier workforce but also results in increased productivity, engagement and retention.

Jasmine Jirele, Allianz Life Insurance Company

When our employees know they have the time and resources to care for themselves first, they can then take better care of our customers. We’re proud to offer comprehensive wellness benefits that help our employees find balance and maintain their health and well-being.

This year, we enhanced a number of our wellness benefits, including adding a licensed mental health provider to our onsite health clinic staff. This allows employees, partners and dependents affordable and accessible mental health support right here in our building. We also opened up our onsite fitness center to all employees, free of charge (previously required a small monthly fee). The fitness center offers weights and equipment, along with a number of group fitness classes. In addition to our onsite childcare development center, we’ve contracted with a childcare program that allows parents to search, vet and enroll children in programs that fit their needs, schedules and budget — outside of our onsite center.

Our approach to wellness benefits is always employees first. Every year, we survey our employees to ask about what sort of benefits will help them and their families the most. We do this not only to keep a pulse on what it is our employees need, but to also make sure we are adapting to take care of all employees and their families. We know that in order for our employees to be engaged and happy at work, they need to be able to focus on life outside of work. We want to make wellness — whatever that looks like — accessible for all our employees and their families.

Jonathan Keyser, Keyser

In the past 12 months, Keyser has put an even bigger emphasis on mental health and family well-being. We’ve updated our employee offering to include five mental health days after their first year of tenure; this is in addition to Keyser’s generous holiday and paid time off policy. Keyser also sponsors career coaching for our team. Once a month, we invite a local career coach into our office to have private sessions with our team so they may remove any personal or professional barriers in the way of their success. Lastly, we’ve put an emphasis on family well-being through a 12-week, fully-paid-salary maternity plan.

Ensuring that we treat our team members as a family, like we say we do in our core operating principles, is something we’re committed to accomplishing as an organization.

Jill Koziol, Motherly

At Motherly, we walk the walk offering fully remote, flexible roles; robust family medical benefits; unlimited PTO; and a paid family leave policy that can be personalized and that includes bereavement leave in the event of a miscarriage.

In today’s landscape, companies must prioritize flexibility and support for working mothers. Our annual State of Motherhood study data underscores this imperative. Overwhelmingly, mothers express a desire for flexible work arrangements, such as remote work options or flexible hours, to better balance their professional and personal responsibilities. Additionally, access to affordable childcare and parental leave policies are crucial. Companies that invest in these areas not only attract top talent but also foster a more inclusive and productive work environment for all employees. It’s not just about accommodating mothers; it’s about creating a culture that values and supports work-life integration for everyone.

Steve MacMillan, Hologic

Each year, our teams at Hologic continue to build on the original mission of our co-founders, Jay Stein and David Ellenbogen, who in 1985 created a company that would do good for both employees and people around the world.

As a global medical technology innovator, we define health in a comprehensive way, with benefits and programs that improve all aspects of well-being for our colleagues and their communities. The first step for us was simply asking our colleagues what was important to them in a benefits and wellness program and making their concerns a priority. With that in mind, we added the following items to our already comprehensive package of benefits:

• In 2023, after speaking with women across the company, we realized we need to address all stages of a woman’s lifecycle and added the following benefits:
  • End-to-end reproductive health to support a woman’s fertility.
  • A surrogacy reimbursement program.
  • Perimenopause and menopause support, including coaching, HRT and supplements, and symptom relief.
• Many employees told us the COVID pandemic took a toll on their emotional and mental well-being. This led us to our most wide-ranging benefit yet: Lyra Health. Lyra offers colleagues and their family members a diverse spectrum of in-person, virtual, digital, group and individualized care. After hearing great feedback and seeing tremendous success in the numbers, we added the following Lyra enhancements in 2023:
  • Lyra Renew alcohol-use recovery program, which offers virtual therapy, online tips and tools, and confidential group sessions to support people wanting to change their relationship with alcohol.
  • Employee & Manager Notice and Respond Training: to bring awareness in how to spot signs and support co-workers /employees struggling with mental health issues.
• Time off to volunteer. This allows employees time off to volunteer with the charity of their choice. We first implemented this policy in late 2022 but actively “marketed” the policy to employees in 2023. Utilization rates after one year increased more than 27%.
• After the Dobbs decision by the Supreme Court, Hologic championed women’s health by expanding our healthcare coverage to pay for health-related travel — including out-of-town trips for family planning services not provided locally.
• Also in 2023, we lowered the eligibility threshold for our Omada program, which is a lifestyle management program for those with — or at risk for — chronic conditions. With this change, more colleagues can take advantage of the program and lower the prevalence of obesity, hypertension and diabetes.
• And we’re excited to implement Sword in 2024. Sword is a virtual physical therapy to help address the rising costs associated with muscular skeletal injuries.

We believe these recent additions add to our incredible package here at Hologic. Our employees help women lead healthier lives, everywhere, every day. We believe they should feel that same support from their employer.

Richard Moore, The Good Feet Store

At The Good Feet Store, we help people live the life they love, two feet at a time. We have an unwavering commitment to improving the quality of people’s lives, which is why we take a personalized approach in all ways. Beyond offering numerous variations of our Good Feet Arch Support systems, we are focused on building a lifelong relationship with our customers through their experience both during their visit and the time that follows.

Deepening our current customer relationships and building new ones is our key focus as we develop and unveil innovative and effective solutions in 2024 to help people live a more comfortable and pain-free life — solutions that can only be found at The Good Feet Store.

Brian Niccol, Chipotle

As I have said in the past, we want to attract and retain the best people we can develop and grow. Part of this includes listening to their needs and investing in ways that will help our employees thrive both professionally and personally. This is why we recently added new benefits to our industry leading benefits platform like enhanced mental health care, a student loan retirement match, and additional financial wellness tools for our workforce.

The new benefits will enable employees to:

• Pay off student debt while saving for retirement. Utilizing SoFi’s Student Loan Verification (SLV) service, once an employee becomes eligible for Chipotle’s 401(k) plan match, the company will match up to 4% of an employee’s salary through contributions to their 401(k) if they make eligible student loan payments. The benefit solution, launched in response to Congress’ approval of the Securing a Strong Retirement Act (SECURE 2.0), allows employees who qualify to no longer have to choose between paying off student debt or saving for retirement — they can do both.
• Build credit through high-tech banking. Chipotle employees will have access to a premium banking experience from Cred.ai featuring a high-tech Visa card that offers security features, faster access to paychecks and Cred.ai’s “Credit Optimizer,” which helps build and boost credit scores automatically, even for employees who already have good credit.
• Manage their financial wellness. Chipotle’s partnership with SoFi will also give employees access to the SoFi at Work Dashboard, a leading financial well-being education platform, which includes an assessment of current financial outlook, followed by suggestions and tools to improve.
• Access mental health resources. Chipotle’s New Employee Assistance Program, SupportLinc, powered by CuraLinc Healthcare, focuses on mental and emotional well-being. It includes six free sessions with a licensed counselor or mental health coach, as well as access to tools, resources, and community support for legal, financial, and family matters.

Maraia Tanner, STAR Harbor Academy

In the last year, we’ve continued on with our existing policies — which we feel are working. We’re a small team (fewer than 20 people), working 90% remotely still.

I believe strongly in our unlimited PTO (be a responsible adult) policy, and we’ll be putting our maternity policy through its first test in May: Six months full paid leave then six months full pay with part-time hours.

We also have a lot of wellness resources in the plan for when our brick-and-mortar location is online: employee child daycare/after-school teen internship program, gym, nutritious food, mental health resources, and more.