Train frontline leaders with information about employer-provided and community benefits, benefit eligibility, how to identify those who may qualify, and techniques in how to have sensitive conversations. Most EAP counselors can help with this type of leadership training.
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To build awareness of the needs of your employees and their families, consider the following:
According to the USDA, almost 90% of U.S. households were food secure in 2020, leaving 10% of households food insecure at some point during the year. CNBC reports that two-thirds of people who file for bankruptcy cite medical issues as a key contributor to their financial downfall. Sharing messages like this helps employees recognize they are not alone in facing financial hardship. By normalizing needs, employers help employees understand that you care about their well-being and can connect them to resources if they are facing a time of hardship.
Communicate information about employer-provided and publicly available social benefits to the broad employee audience and follow up by posting detailed information in spaces such as the company intranet, bathrooms, and break rooms. Change the content of these messages routinely with updated social benefit information (i.e., local food resources). Consider inviting onsite EAP counselors to share about their services and request that they share information about publicly available benefits and how to access them.
Recognize that SDoH accounts for 80% of a person’s well-being, and include access to social resources as part of the organization’s annual well-being strategy.
Often, social resources are specific to a particular community. Involve employees/well-being committees in helping to identify resources unique to their community. One tool that identifies resources by zip code is findhelp.org. Access this tool online or by a free app.
