Not Just a Noble Pursuit: Whole-Person Health as a Strategic Imperative for Employers

Employers invest in human capital for both their internal and external communities. At MI Health, we view the workplace as its own community, in which organizational leadership is uniquely positioned to introduce, model, communicate, and normalize a “whole-person” approach to health that prioritizes physical, mental, and financial well-being equally. Investments in whole-person health can come in the form of expanded health benefits, changes to internal policies and programs, shifts in workplace culture to allow people to bring their “whole selves” to work, and increased levels of opportunity that recognize the many roles and responsibilities employees take on, such as caregiving.

Sabrina Spitaletta, senior director, Public Health at the Milken Institute, and Anita Gupta, DO, PharmD, CEO of Strata Group, sat down to discuss the ways leadership within organizations can lead with a whole-person health approach in mind.

Employers are defining "whole-person health” in various ways. As an employer, how do you envision a whole-person health approach in the workplace and in community investments from the employer??

As a leader committed to fostering a thriving workforce and community, I firmly believe in the transformative power of embracing a whole-person health approach. This holistic perspective recognizes that true well-being extends beyond mere physical health, encompassing emotional, mental, social, and even spiritual dimensions. Whole-person health in the workplace means creating an environment that nurtures and supports every aspect of an individual's well-being. It involves providing comprehensive resources and initiatives that address not only physical health but also mental wellness, work-life balance, personal growth, and a sense of purpose. In the community, it translates to investments that promote holistic well-being, such as access to health care, educational opportunities, and initiatives that foster social connection and environmental sustainability.

By adopting this integrated approach, we can unlock breakthrough innovations focused on addressing pain and empower individuals to reclaim their vitality. For instance, a team of us launched a comprehensive wellness initiative that promoted healthy behaviors among employees through digital fitness, nutrition workshops, and stress management resources. Similarly, a group of us worked across multi-sector partners to expand access to naloxone, a life-saving medication that reverses opioid overdoses, by partnering across multi-lateral industries and launching public awareness campaigns. These initiatives demonstrate how a whole-person health approach can be implemented in practice, addressing various aspects of well-being and bringing together diverse stakeholders to drive positive change. By embracing this approach, we can create a supportive environment that fosters overall well-being, drives innovation, and ultimately transforms the health care landscape.

What are the risks if employers do not adopt or move toward a whole-person health approach?

Failing to adopt a whole-person health approach can have far-reaching consequences for both employees and the broader community. Ignoring the interconnectedness of various aspects of well-being can lead to higher rates of chronic pain, mental health issues, absenteeism, and decreased productivity. Moreover, it can perpetuate a culture of disconnection, leading to social isolation, lack of fulfillment, and a diminished sense of purpose.

What steps are employers uniquely positioned to take to normalize and achieve a whole-person health approach internally and in the community?

Employers are uniquely positioned to normalize and achieve a whole-person health approach, both internally and in the community. Within the organization, they can implement comprehensive wellness programs, offer flexible work arrangements, promote work-life balance, and cultivate a culture of inclusivity and personal growth. In the community, employers can invest in initiatives that promote access to health care, education, and resources that foster social connection and environmental stewardship. For instance, we partnered with local organizations to provide free health screenings and wellness workshops to underserved populations. By taking a holistic approach to employee and community well-being, we were able to create a positive impact that extended far beyond our organization's walls.

I encourage other leaders and employers to explore similar opportunities in their communities, such as collaborating with local health-care providers, supporting education and job training programs, or investing in initiatives. By working together, we can create a ripple effect of positive change that benefits everyone and fosters positivity not only in the community but in the organization as well.?

In your opinion, which organizational leadership roles or positions need to be involved for this integrated approach to be adopted across the organization and in the surrounding community?

Adopting a whole-person health approach requires a collaborative effort from various organizational leadership roles. The CEO and executive team must champion this vision and ensure it is embedded in the company's values and strategic initiatives. Human resources plays a crucial role in developing and implementing employee wellness programs and fostering a supportive workplace culture. Marketing and corporate social responsibility teams can raise awareness and promote the whole-person health approach internally and externally. Chief medical officers and health, safety, and environment leaders can provide expert guidance on integrating health-care and well-being initiatives. Philanthropic efforts can be directed towards community investments that promote holistic well-being.

How do employers build a sustainable whole-person health approach that anticipates the ebb and flow of the external environment, whether those are shifts in the economic, social, or political landscape?

To build a sustainable whole-person health approach, employers must anticipate and adapt to shifts in the external environment. This requires ongoing monitoring of economic, social, and political landscapes, as well as proactive measures to mitigate potential challenges. Employers can establish resilient systems and processes, foster agile and adaptable mindsets within the organization, and cultivate strong community partnerships. By staying attuned to emerging trends and leveraging cross-sector collaborations, employers can continuously refine and evolve their whole-person health strategies.

Embracing a whole-person health approach is not just a noble pursuit; it's a strategic imperative for fostering a thriving workforce and community. By recognizing the interconnectedness of various aspects of well-being, we can unlock breakthrough innovations in pain management and empower individuals to reclaim their vitality. As employers, we have a unique opportunity to lead this transformative shift, fostering a culture of holistic well-being that transcends physical boundaries and inspires lasting, positive change.