We are excited to continue building the future of behavioral health in 2024, including access to mental health benefits that are timely, non-arbitrary, and customer obsessed. This includes doubling down on our efforts to invent a single place to start for any mental health question or concern, insisting on the highest standards of evidence-based behavioral health services, and striving to build a recovery-ready workplace. Mental health is too important to rely on good intentions alone, and our team is committed to building and inventing mechanisms that can scale accessible and science-backed behavioral health support for all Amazonians and their families.
We’re looking at what on-site wellness and health activities are making health care and wellness more accessible to employees. It’s not just about healthcare, it’s about health wellness and bringing these things to employees… It’s such a struggle sometimes for people to get off work and then get to things, so how can I get things to people when they need it and where they need it?
At Jacobs, we believe the wellbeing of our people is fundamental to our success. Our strategy includes a continued commitment to our globally accessible One Million Lives (OML) mental health check-in tool and the 2024 World’s Biggest Mental Health Check-In campaign. Additionally, we have begun analyzing the anonymous data from OML and our Employee Assistance Program to better pinpoint areas of potential psychosocial risk that can impact our employees’ wellbeing. Utilizing systematic approaches to reduce psychosocial risks, while continuing to promote the elements of a psychologically safe workplace, we aim to strengthen the mental health of our workforce globally.
As industry experts, we understand the importance of prioritizing workplace well-being and providing personalized mental health care to our team. All employees receive complimentary access to our premium digital product, which provides them with self-guided care programs to help build healthy habits and improve their mental health. In 2024, Twill will continue to embrace flexibility, offering remote, hybrid, and in-person work options to accommodate diverse needs. We’ll focus on fostering strong employee connections with both in-person and virtual events such as our “Good Month Box,” a company-wide gratitude practice.
A healthy workforce is crucial to support the lives that our products touch across
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We are building our health and well-being program off of NIOSH’s total worker health model. We want to make sure that we look at the worker in whole and total, and one of the ways we're shifting that is from an occupational health perspective. Oftentimes people who get injured at work will see a clinician and they're focused on their work injury. We take that as a teachable moment so that we can look at the cast member’s total health and talk to them about all the resources we have not only to improve their immediate issue, but also to help them improve their overall health.
There is no debate - our country is experiencing a mental health crisis of epic proportion. Studies show that employees look to - even trust employers - for reliable information. With trust comes comfort.
As such CLYDE has chosen to foster a culture of belonging and safe spaces. Embedded in our day-to-day are open dialogues, diversity champions and leaders who are coached to look beyond themselves. We have company-led meditations and encourage walking meetings. Our team members are given time, time off, and space to build on these efforts and acknowledge them in our 'Gratitude' slack channel. 2024 will add training in dealing with difficult situations, MH screenings and inclusive leadership KPIs.
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