Our society’s unwavering pursuit of extended life and improved health is unmistakable. Across a range of mediums, there are clear signals of this desire: National Geographic has launched two prominent shows, Limitless and Live to 100: Secrets of the Blue Zones, both dedicated to achieving better and longer lives. Function Health has recently secured $53 million in a Series A funding round for personalized health testing, underscoring the rising interest in longevity-focused health platforms. Influential figures and celebrities are actively advocating biohacking innovations, such as intermittent fasting, aimed at supporting longer and healthier lives. Prestigious educational institutions like Stanford have taken definitive steps by establishing a dedicated Center on Longevity. Additionally, gyms and fitness centers are increasingly assuming clinical roles in the pursuit of health, while well-regarded organizations like Deloitte and AARP have emphasized the vital role of employers in prioritizing longevity in the workplace. These prevailing trends hold significant implications for careers and HR leaders.
We are currently experiencing a chronic skill shortage. According to a recent report from the Manpower Group, 69% of employers globally struggle to find workers with the necessary skills. Demographic trends further exacerbate the issue, as many aging adults retire and leave the workforce. By 2040, the population of Americans aged 65 or older is projected to double to 80 million. As 31% of those facing retirement find it unrealistic to retire fully, these older workers present an opportunity to address skill shortages.
Research by the Stanford Center on Longevity shows that individuals in better health, especially those with access to fulfilling work environments, are more likely to continue working beyond traditional retirement ages. Moreover, studies suggest that continuing to work into older age can contribute to maintaining physical and mental health. Employers can take action by introducing wellness programs to narrow the difference between life expectancy and healthy years. This will make longer careers achievable for all who wish or need to work and allow organizations to benefit from the experience of older workers. This is especially important because health is one of the main reasons people choose to leave the workforce.
While many workplace wellness programs include support to adapt to and manage health decline due to aging, recently, we have seen a shift towards promoting “healthspan” – an approach that aims to extend the period of a person’s life where they are healthy, free from serious chronic diseases, independent and maintain a high quality of life. Healthspan emphasizes prevention – that is, adopting healthy habits and making behavioral changes to increase the number of years spent in good health closer to the biological lifespan. This concept is also known as healthy longevity in society as a whole (AARP) and human sustainability in the workplace context (Deloitte).
In the context of the workforce, whether discussing healthspan, healthy longevity, or human sustainability, the focus shifts from how people benefit the organization to how the organization benefits people. This includes elements of:
- Holistic well-being: Organizations contribute to their employees’ physical, cognitive, and social health.
- Quality of life: A focus on benefiting employees to help them maintain their health and well-being through providing good jobs, opportunities for growth, and a supportive culture.
- Inclusion: By promoting inclusive policies and practices, organizations can reduce health disparities and support the longevity of ALL employees.
- Purpose and belonging: When employees feel valued and connected to their work, it enhances their overall well-being.
- Mutual benefit: Healthier, more satisfied employees are more productive, innovative, and committed, which benefits the organization creating a virtuous cycle in which the organization and its employees thrive.
By fostering a workplace culture that prioritizes the health and well-being of its employees, organizations can help ensure that their people not only live longer but live well, thriving both professionally and personally. As individuals’ needs change over their lifespan, it’s important for workplace wellness programs to support a range of needs, preferences, and priorities. There is a financial benefit to doing so. According to the McKinsey Health Institute, supporting initiatives to enhance the health and well-being of employees at every stage of life could lead to an estimated $5 trillion increase in potential economic output from the employment of older workers.
To fully benefit from a healthspan approach, it’s essential to avoid quick-fix programs or superficial add-on changes. Instead, leaders should evaluate wellness programs to see how they contribute to employees’ healthspan and opt for comprehensive, integrated approaches. Healthspan, as the core of workplace wellness programs, is closely connected to a comprehensive wellness model. A wellness program focused on improving healthspan should include:
- Personalization: Employees are given the tools to track their specific health metrics and create personalized goals, and are supported with recommendations tailored to their needs.
- Education: Provide engaging and accessible guidance to support long-term health through proper nutrition, sleep hygiene, posture, ergonomic work setups, and financial and stress management techniques.
- Culture: Embed wellness into the company culture through supportive policies and wellness breaks.
- Lifelong learning: Encourage skill development, career growth, and hobbies that challenge the mind and contribute to mental sharpness.
- Social connection and peer support: Create space for employees to discuss goals and share wellness strategies, fostering a community of support.
- Community engagement: Offer employees the chance to participate in impactful volunteer activities, which will enhance their mental well-being and foster stronger social connections.
- Preventive health: Prioritize prevention over treatment by supporting employees in identifying potential health risks and promoting lifestyle changes that reduce the likelihood of chronic diseases and age-related conditions.
A focus on healthspan in the workplace encompasses inclusive design, equitable pay, and work-life balance initiatives. It also considers employees’ needs to continue working effectively as they age. This involves addressing age bias, rethinking how to attract, develop, and retain employees, and adopting a long-term approach to supporting employees throughout their careers. The goal is to create an environment where everyone, regardless of age, can develop, grow, reach their potential, and perform at their best.
Workplace wellness programs play a crucial role in improving the overall health and well-being of employees. By focusing on healthspan, employers can reduce risks and make themselves more attractive to older workers, consumers and investors. By demonstrating a genuine concern for their employees’ well-being, both during their employment and beyond, employers are likely to see higher productivity, better employee engagement, and improved retention. By fostering an environment where all employees can flourish, employers contribute to a more inclusive, fair, and healthy workplace for everyone.
We can assist you in improving the health and performance of your workforce with our solutions designed to cultivate a culture of inclusion and belonging.
