#WorkBeyond EXISTING NEED CASE STUDIES: Building Up Benefits for Continued Engagement
PRESENTING MODERATOR: Debra Isaacs Schafer/ Founder & CEO / Education Navigation, LLC
PRESENTERS: Joe Matuszewski / Partner, Assurance Services & Americas Unity Network Co-Chair / Ernst & Young Cara Williams / Vice President and Chief Human Resources Officer / Cottage Health Katy Bazylewicz / Vice President Marketing, Population Health / Cottage Health Lisa Sterling / Chief People and Culture Officer / Ceridian Ivory Harris / Vice President, Total Rewards & Corporate HR Service / BASF #WorkBeyond Debra Isaacs Schafer Founder & CEO #WorkBeyond Education Navigation, LLC
30th out of 38th U.S. rank in work/life balance
$125-190B Annual psychological & physical costs of employee burnout
75% Working parents concerned about having insufficient time with their children
#WorkBeyond#WorkBeyond Too Much? Not Enough?
Perks Benefits
Free food Unlimited vacation time Casual days Back-up childcare Game rooms Eldercare counseling Discounts Adoption assistance Celebrations Paid sabbaticals
#WorkBeyond#WorkBeyond Top Employee Engagement Benefits
Paid parental leave Paid time off/sick days Flexible work hours Work-from-home Health insurance Childcare assistance Employee development
##WorkBeyondWorkBeyond Ø Student loan assistance Ø Onsite health screenings Ø Onsite lactation rooms Hot Ø Incentive bonus plans Ø Paid volunteer time Not Ø Short-term disability Ø Digital health offerings Ø Credit union memberships
Ø Pet insurance Ø Discounts
#WorkBeyond
Work. Family. Life.
ACQUIRE ACT
New insights Respond to new learning on diversity AUDIT ASK ADAPT Utilization & Learn their Eliminate assumptions feedback “pain points”
##WorkBeyondWorkBeyond sm
Debra Isaacs Schafer
610-628-4456 [email protected] www.education-navigation.com facebook.com/educationnavigation Joe Matuszewski Partner, Assurance Services & Americas Unity Network Co-Chair #WorkBeyond Ernst & Young Equalizing parental leave: impact on culture
9 October 2018 EY Who we are
► Global professional services organization
► 260,000 people in over 700 offices in 150 countries
► 52,000 in the US
► Building a better working world for our people, our clients and our communities Five elements of our strategic ambition:
► To be the most favored employer ► To be #1 or #2 in market share in our chosen services ► To have leading growth and competitive earnings ► To have the best brand ► To have positive and strong relationships with our stakeholders
Equalizing parental leave: impact on culture Generation “Go”
Managing work and life is getting harder across the world — younger 1 generations and parents are hit the Observations: hardest.
In the US, millennials and Gen X are more likely than their boomer 2 counterparts to be part of a dual- career couple.
Millennials are more likely than other generations to say it is 3. important to receive paid parental leave.
Equalizing parental leave: impact on culture Ernst & Young LLP’s enhanced parental leave policy
► Equalized and expanded parental leave policy ► 16 weeks of fully paid time off for primary care parents ► Birth, adoption, surrogacy ► Pathways to Parenthood — $25,000 for infertility, surrogacy and adoption
Equalizing parental leave: impact on culture Culture shift
► Women take all their leave and more. ► Men typically take less than their allotted time. ► Implementing a new policy does not guarantee success. ► Societal views carry stigma for men. ► We are shifting the paradigm.
Equalizing parental leave: impact on culture Impact on culture
► Tone from the top ► Internal messaging ► Local Today’s Families Network events ► Belonging at EY ► Men helping men ► Career and Family Transitions coaching ► ThinkTank sessions
Equalizing parental leave: impact on culture Tracking progress
► The average number of days off taken by new fathers has increased from 15 to almost 40 days (8 weeks) since 2016. ► 200 dads are on track to take the full 16 weeks this year – twice the number from 2017. ► 42% of EY eligible men took the full 16 weeks, up from 34% in March 2017. ► Our Global People Survey continues to find that our parents around the world, including the Americas and specifically the US, are the most engaged professionals in the organization. ► Business Impact Research findings show that in groups where our people are most supported and able to use flexibility, they also achieve greater balance between work and home, feel more fairly rewarded and experience higher retention.
Equalizing parental leave: impact on culture EY | Assurance | Tax | Transactions | Advisory
About EY EY is a global leader in assurance, tax, transaction and advisory services. The insights and quality services we deliver help build trust and confidence in the capital markets and in economies the world over. We develop outstanding leaders who team to deliver on our promises to all of our stakeholders. In so doing, we play a critical role in building a better working world for our people, for our clients and for our communities.
EY refers to the global organization, and may refer to one or more, of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients. For more information about our organization, please visit ey.com.
Ernst & Young LLP is a client-serving member firm of Ernst & Young Global Limited operating in the US.
© 2018 Ernst & Young LLP. All Rights Reserved.
1809-2901303 ED None
This material has been prepared for general informational purposes only and is not intended to be relied upon as accounting, tax or other professional advice. Please refer to your advisors for specific advice. ey.com Cara Williams Vice President and Chief Human Resources Officer Cottage Health
Katy Bazylewicz Vice President Marketing, Population Health #WorkBeyond Cottage Health EMPLOYEE RESOURCE CONNECT Social Needs Screening Pilot
Kathryn Bazylewicz Vice President, Marketing and Population Health
Cara Williams Vice President, Chief Human Resource Officer
October 9, 2018 Cottage Health
MISSION
To provide superior health care for and improve the health of our communities through a commitment to our core values of excellence, integrity, and compassion. Cottage Population Health Approach
Who needs help What is the need? What is the pathway to be healthy? What is the cause? to health? Data Collection and Community Benefit • BRFSS Survey • Listening Tours • CHNA Results • 2016-19 Community Benefit Implementation Strategy BRFSS Data Collection
Exceeds HP 2020 Target Below HP 2020 Target HP 2020 Target NA
Overall good health Insurance status Housing insecurity Alcohol use Primary care provider Physical Inactivity Cost as barrier to care Oral health Diabetes Smoking Food insecurity Obesity Depression Listening Tour – Internal Findings
• Collaboration is lacking. • Some of our own employees struggle with very poor health. • In general, participants felt population health could play an important role in facilitating collaboration to address root causes of poor health in Santa Barbara County.
29 EMPLOYEE RESOURCE CONNECT SOCIAL NEEDS SCREENING PILOT • Collaborators: − Population Health − Human Resources
o Employee Health & Safety − Family Service Agency (external) • Developed pilot program • Confidential • Offered in English & Spanish • Employee Wellness – Tier 3 Incentive
Employees surveyed: • 1161 employees came in for a TB test • 697 employees completed the survey • 17% screened positive for at least one social need (n=119) • 6% screened positive for at least two social needs (n=41)
Needs identified (out of all surveyed): • 9% housing (n=60) • 10% food (n=66) • 3% non-medical transport (n=19) • 2% medical transport (n=10) • 3% behavioral health (n=23) I can’t say enough words about how awesome it is! You don’t realize how many [people] are struggling with basic necessities. –Employee Health Nurse
This is such an important project. I wonder how many employees realize their own co-workers may be struggling with these things. –TB Test Employee
I am beyond touched that Cottage is taking the time to ask these questions and make connections for employees. Not every employer would go to these lengths to help the employees they can see are struggling. I’m so proud to work here! –TB Test Employee
This is simply the right thing to do for our employees. We can’t stop after the pilot. If we have even 4 employees struggling with something like food insecurity, that’s 4 too many. –Employee Health Nurse Sustainability
• Population Health
• Philanthropy − Employee Annual Giving − Donor campaign
• Collaboration with Foodbank and other community organizations Sustainability
• Partner with Human Resources to track: − Fidelity of Implementation/Continuous Quality Improvement − Prevalence rate of social needs − Successful connections to resources − Improved health status − Cost/benefit analysis of ROI Future Direction • Expand screening to be available on Choices website as Employee Wellness Tier 3 Activity
• Explore new approach to help meet employees’ basic needs
• Connect with existing partners for targeted programs to address needs
• Launch Patient Resource Connect in GVCH Emergency Department
QUESTIONS
(805) 682-7111
cottagehealth.org Lisa Sterling Chief People and Culture Officer @lisamsterling The employee – employer relationship is changing Financial Growth
Fair Pay
Expectations Health Benefits
Sense of Purpose Job Security Meaningful Work Financial Work Life Flexibility Growth Blend Fair Pay
Expectations Growth Cultural Opportunities Health Fit Sense of Benefits Sense of Purpose Purpose Sense of Purpose Job Security Total Positive Recognition Wellness Learning Relationships People make companies work 59% 17% 21% lower higher higher turnover productivity profitability
Gallup 2017 Ceridian’s transformation to a people-centric organization We believe engaged employees are the key to a great customer experience Technology Programs
People Culture The impact Employee Engagement Customer Satisfaction
80 9.5 Increases in employee 72 9.4 engagement have generated consistent 9.2 60 improvements in quality and satisfaction
2015 2016 2017 2015 2016 2017 Ceridian Culture and Values Rating on Glassdoor 4.4 / 5 5 4 3 2 1 0 2012 2013 2014 2015 2016 2017
Ivory Harris Vice President, Total Rewards & Corporate HR Service #WorkBeyond BASF 15,000 employees
53% Manufacturing
26% Females
47 Average employee age
Over 50% working parents
5 segments
13 businesses
#WorkBeyond In addition to a variety of programs that support working parents – BASF provides all U.S. employees with access to:
+ 80 hours infant transition care to help expanding families assimilate to their new normal
+ 80 hours of back-up care as a safety net for when a regular caregiver isn’t available
A strong and successful Compelling Total Offer is reflective of who we are as a company.
And, it’s how we translate our strategy into the human aspect of creating chemistry for a sustainable future.
+ 80 hours of eldercare for employees caring for aging parents #WorkBeyond In addition to a variety of programs that support working parents – BASF provides all U.S. employees with access to: BASF’s success as a company + 80 hours infant transition care to help expanding families assimilate to their new normal relies on the personal and Chemical Engineer professional success of our employees. Employee Manager
We provide a Compelling Total Mom Daughter + 80 hours of back-up care as a safety net for when a regular caregiver isn’t available Offer of programs and benefits to help employees live their best life and do their best work.
With you@BASF, team members create their own chemistry to achieve total wellbeing.
+ 80 hours of eldercare for employees caring for aging parents #WorkBeyond In addition to a variety of programs that support working parents – BASF provides all U.S. employeesWorking familieswith access are all to: unique, and we invest in partnerships and programs that + 80span hours the infantneeds transitionof each generation, care to help with expanding the families assimilate to their new normal flexibility to meet unique needs, in a variety of ways.
+ Back-up child and eldercare + 80 hours of back-up care as a safety net for when a regular caregiver isn’t available + Online webinars
+ Personal counselling sessions
+ College coaching
+ Live events
+ 80 hours of eldercare for employees caring for aging parents #WorkBeyond In addition to a variety of programs that support working parents – BASF provides all U.S. employees with access to: Parents at BASF, is a network dedicated to supporting our employees in the mission of + 80 hours infant transition care to help expanding families assimilate to their new normal fitting career aspirations and the adventure of parenthood, by providing information, events and connections that enable success both at home and at work. + 80 hours of back-up care as a safety net for when a regular caregiver isn’t available + 1,000 members nationwide
+ 50% participation increase in programs
+ 75 events hosted for members
+ 10 special interest groups (LGBTQ parents, single parents, new parents, caring for aging parent and parents of children with special needs) + 80 hours of eldercare for employees caring for aging parents #WorkBeyond In addition to a variety of programs that support working parents – BASF provides all U.S. employees with access to:
+ 80 hours infant transition care to help expanding families assimilate to their new normal
+ 80 hours of back-up care as a safety net for when a regular caregiver isn’t available
+ 80 hours of eldercare for employees caring for aging parents #WorkBeyond #WorkBeyond