Calm, Maven and AARP keep companies agile through COVID

Long story short: How businesses can stay agile through the pandemic and beyond

August 20, 2021 9:00 AM

Humans have a tendency to get stuck in their own ways. Humans are creatures of habit, after all, and while habits can be good, they can also lead to complacency, missed opportunities to innovate or even a lack of motivation.

But the past 18 months have brought an end to habit. Good or bad, workers and employers could no longer rely on our routines or the old way of doing things. Adaptability became the name of the game starting in March 2020. And all this time later, adaptability is still king.

Our top stories this week look at the ways businesses are adapting right now, as well as ways they’re building smart foundations for the months and years ahead. From advice on how to manage workers’ anxieties as we reckon with another COVID surge (don’t be unreasonably optimistic!) to ways to take action and attract more diverse talent to businesses and industries alike, these stories demonstrate a hopeful future ahead — one that’s full of change.

How to help employees manage fresh stress as COVID spikes

Just a few months ago, businesses were excited for fall to arrive. At the time, the newly available COVID-19 vaccines had created a surge of hopefulness across the world, and companies everywhere were locking in plans for a long-awaited return to the office.

But now, as cases creep back up, caution once again feels like the best policy. As restrictions are put back in place to keep employees physically safe, employers are facing a fresh challenge in supporting staff that’s experiencing a brand new wave of burnout and stress.

According to Scott Domann, chief people officer at meditation and sleep app Calm, the solution isn’t to attempt to solve workers’ problems or reassure them that everything will be OK. Instead, lead with honesty, transparency — and a sense of optimism that’s grounded in reality.

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How to help employees manage fresh stress as COVID spikes

How AARP is getting older employees back to work

Workers 55 and older were 17% more likely to lose their jobs within the first six months of the pandemic, according to data from the U.S. Census Bureau, and two million older workers said COVID forced them to leave the workforce for good. More than a quarter of workers say they will retire earlier than expected due to the pandemic, data from the National Institute of Retirement found.

To help this vulnerable population stay in the workforce and maintain financial security, employers need to recognize the benefits of having them as a part of their community and give them the digital skills training they often lack, says Mindy Feldbaum, AARP’s VP of workforce programs.

“AARP found that 83% of global business leaders recognize that multi-generational workforces are key to growth and long-term success of the companies,” Feldbaum says. “Employers should provide training so older workers can capitalize on the changing nature of work and the workplace, and get on the pathway to economic security.”

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How AARP is getting older employees back to work

A look into the future of family benefits and telehealth

For working women, finding a supportive employer goes beyond office culture. It’s about how that support extends past the 9-to-5 — and for most women, that support is dismal.

According to the U.S. Bureau of Labor Statistics, 71.2% of women with a child under the age of 18 participate in the labor force. Yet, as revealed through a study conducted by Clutch in 2020, only 6% of U.S. companies offer significant child care benefits.

Maven Clinic, a family-health startup, has been working to change the landscape of employee benefits since launching in 2014. Now, after a recent fundraise of $110 million, the organization is moving full speed ahead. EBN spoke with Sonia Millsom, Maven’s chief commercial officer, to learn about Maven’s big plans and what the company thinks the future of family benefits might look like.

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A look into the future of family benefits and telehealth

How ‘gray collar’ workers became the overlooked essential employee

Gray collar workers, which refers to healthcare professionals, firefighters, police officers and airline pilots, are projected to be one of the fastest growing demographics of employees post-pandemic, according to the Bureau of Labor Statistics. They are the middle-ground between blue and white collar jobs and an equally important part of our new normal, but haven’t been receiving the same amount of attention.

“They have been hiding in plain sight,” says Cecile Alper-Leroux, vice president at research and innovation company UKG. “This huge, critical labor force.”

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How ‘gray collar’ workers became the overlooked essential employee

How LearnLux plans to bring more women and minority workers into the financial planning profession

The financial planning space has long had a reputation as an industry with a predominantly male and white workforce — which can end up excluding several groups of consumers who crave financial assistance but are reluctant to work with professionals they can’t relate to.

In an effort to create a more diverse industry, LearnLux, an organization that partners with employers to offer financial well-being as an employee benefit, has launched a scholarship program to help underrepresented individuals earn their Certified Financial Planner certification. Winners will receive $3,000 to cover test preparation materials and the cost of sitting for the exam.

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How LearnLux plans to bring more women and minority workers into the financial planning profession