Recently, Virgin Pulse posted an interesting article by Fran Melmed entitled, “The Difference Between White and Blue-collar Employee Wellbeing” The article addresses the challenge many employers experience in getting employees engaged in their wellness programs.
Most wellness programs have about 50 percent participation, but that number drops dramatically with blue-collar workers. The article states, “A 2013 study from RAND revealed how blue-collar workers, in particular, can’t take advantage of wellness programs because of rigid work schedules.”
When you think about it, that makes perfect sense. Blue-collar workers are not in front of computers all day. Instead, they are in the field, on the road or stationed in a production line. They can’t show up for a noontime lunch and learn. If they are following policy, they can’t engage in your wellness Facebook page during work because their Smartphones are tucked away in their lockers. Let’s face it, when they do get a short break, they aren’t likely to log in to your wellness page to see how they are doing in the latest challenge.
So what can you do?
Not surprisingly, the article suggests offering a “richly appointed wellness portal” such as Virgin Pulse. “Individuals can join challenges and groups matching their interests and availability,” the article states. “They can tie into a coaching session and see a doctor via chat. Information and nudges are targeted to the right user at the right time, often based on their receptivity.”
Most large employers are partnering with wellness organizations that offer robust portals. And that’s a great first step. After all, 24/7 access to wellness and benefits information is something all levels of employees expect, no matter their collar color.
But beyond a portal, you need to “walk the talk” when it comes to wellness. Does your cafeteria offer healthy options? What is the smoking policy at your manufacturing sites? Do you offer an onsite walking or obstacle course? Do you schedule programs around your white-collar workforce, or do you try to accommodate programs for blue-collar workers as well? Do your employee testimonials represent a cross-section of your workforce?
These are just a few of the ways you can determine if your wellness program is color blind. If it is, we encourage you to level the wellness playing field to accommodate the collar colors of all your employees.
P.S. This is our 100th blog post! Thanks so much for reading and sharing. Here’s to 100 more!
