INFOGRAPHIC
Many lower-wage employees could not avoid face to face encounters and were hard hit with lost hours . These employees were disproportionately women , people of colour , without a high school diploma and workers over 65 .
How can employers recover from the past two years ?
As employers and employees adapt to the changing dynamics of work , and to better understand how to mitigate further losses , IBI sought input from more than 1,800 employers . Employers emphasised several key points :
• Communication is a key element . Leadership must think differently about how they show up , communicate and interact with employees . Honesty and transparency are the most important part of promoting trust . Communicate broadly and often through multiple channels .
• Trust , safety and inclusion have heightened importance . Employees ' sense of security can be strengthened by comprehensive programmes , that include financial education and well-being and leave of absence benefit offerings to meet employee needs .
• Employee well-being and productivity may need stabilisation . Benefits and HR professionals can provide a reliable and sustainable business case for investments in workforce health and productivity . Employers have long considered the health of the workforce primarily from the perspective of managing health costs . By treating the health and well-being of the workforce as a strategic asset in a company ' s value-added process , employers can create a high-performance workforce .
• The basics , such as preventative screening and well visits , are still valuable . To avoid expensive events , engage employees before their conditions deteriorate . There are now options such as home screenings and on-site services available to offer employees . Develop communication plans to raise employees ' awareness of the benefits of regular preventive checks and highlight options and costs available . x
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