Work-Life Professionals Sharpen Focus on Employee Health and Well-Being in 2006, Survey Says
As organizations strive to manage rising health-care costs, more work-life professionals sharpen their focus on proactive health and wellness programs in the workplace.
May 23, 2006 -- SCOTTSDALE, ARIZ. -- Professionals charged with helping employees create work-life effectiveness are focusing mostly on programs related to health and well-being in 2006, according to a recent survey published by Alliance for Work-Life Progress® (AWLP). AWLP is a global not-for-profit professional association committed to advancing work-life effectiveness. AWLP is part of the WorldatWork family.
Respondents were asked to identify which of seven areas of work-life effectiveness would receive the most attention from their organization this year in order to attract, motivate and retain employees. The seven areas include: workplace flexibility, paid/unpaid time off, health and well-being, dependent care assistance, financial support, community involvement, and culture change interventions.
According to the annual State of the Work-Life Profession survey, the greatest emphasis this year will be on health and well-being initiatives (34% in 2006, up from 29% in 2005) - such as stress reduction, smoking cessation and on-site fitness programs. Workplace flexibility, including alternative work schedules and telework arrangements, was mentioned as a close second priority at 30%. "This ranking is not accidental," stated Kathie Lingle, AWLP Director. "The National Study of the Changing Workforce (Families and Work Institute, 2002) reveals that people in workplaces characterized by high levels of flexibility are both mentally and physically healthier than employees in more rigid environments." About 24% of respondents said their organization would be working on culture change initiatives, an organizational imperative for facilitating implementation of the work-life portfolio.
"Just as athletes pay close attention to health, nutrition and recovery techniques in order to perform at a consistently high level, so should high-performing executives," added Lingle. "Productivity requires discipline as well as careful stewardship of energy and attitude. Mental and physical wellness is required to create and maintain this positive energy."
For more information, or to receive a full copy of the survey report, contact Marcia Rhodes, e-mail: mrhodes@worldatwork.org or 480/348-7285.
About the Survey
The State of the Work-Life Profession survey was conducted in January 2006. Surveys were sent electronically to 516 AWLP members with a response rate of 19% (96 responses). This high response rate and a similar demographic profile between survey respondents and the general AWLP membership provides a high level of confidence regarding the validity of the data.
About AWLP® Alliance for Work-Life Progress® (www.awlp.org) is a global not-for-profit professional association committed to advancing work-life effectiveness. Founded in 1996, AWLP provides members and advocates with work-life thought leadership and practical strategies to integrate employee, workplace, family and community. AWLP is part of the WorldatWork family.
About WorldatWork®:
The Total Rewards Association
WorldatWork (www.worldatwork.org) is a global human resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork provides a network of more than 30,000 members in 100 countries with training, certification, research, conferences and community. It has offices in Scottsdale, Arizona and Washington, D.C.
The WorldatWork group of registered marks includes: WorldatWork®, WorldatWork Society of Certified Professionals®, Alliance for Work-Life Progress® or AWLP®, Certified Compensation Professional® or CCP®, Certified Benefits Professional® or CBP, Global Remuneration Professional or GRP®, Work-Life Certified Professional™ or WLCP®, Certified Sales Compensation Professional™ or CSCP™, Certified Executive Compensation Professional or CECP™, workspan®, and WorldatWork ®Journal, and Compensation Conundrum®.
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