4 Ways to Create Inclusive Fitness Benefits for All Employees

It’s no secret that regular physical activity provides endless benefits to our overall well-being. That’s why innovative organizations across industry segments integrate fitness initiatives — ideally with inclusive fitness benefits — into employee health benefits, and why HR teams strive to incorporate fitness and movement into the workplace.

Not only does staying active deliver short- and long-term health benefits for individuals, but studies show that when employers encourage their teams to stay active, they can reap benefits through improved health and productivity and decreased absenteeism. In addition, regular physical activity has been found to increase mental acuity and reduce stress, which are both desirable workforce characteristics for today’s employers.

Focus on Inclusive Fitness Benefits

When you implement activity and fitness programs in the workplace, recognize that employees are at different stages of their personal wellness journeys. Their abilities, needs, and goals may vary greatly. An inclusive approach that offers diverse options can help engage more employees, regardless of their starting point.

For example, some employees may be experienced runners or CrossFit enthusiasts who live for an early morning sweat session. In contrast, others may be anxious about getting back into the swing of working out after an extended break in their routine because – as we all know – life can make it challenging to maintain a healthy routine sometimes. And still, other employees may be hesitant to participate in workplace fitness programs because of a physical challenge or disability, or because they simply aren’t interested in the options that are being offered.

That’s why it’s vital for HR teams to develop benefit programs that make fitness and well-being accessible to everyone, regardless of their interests, ability levels, or where and how they work. Not only will this help create a culture of inclusivity in your workplace, but it can also contribute to higher participation levels and ultimately, better well-being outcomes. To gain a head start on achieving these goals, consider the following four ways to create an inclusive fitness program for your entire workforce:

1. Offer Fitness Options

Offer on-demand, virtual fitness options to engage employees and families. Whether your organization has remained fully remote since the pandemic or if you have implemented a return-to-office initiative – or maybe you’re embracing the hybrid life – offering virtual, on-demand fitness as part of your benefits package allows employees to engage in physical activity and movement at their own pace, on their own time, and from anywhere – be that at work, home, in nature or at their favorites fitness center.

Such solutions also promote family fitness, which can contribute to more lasting engagement and help working parents teach their children healthy routines.

2. Give Them Time

Give employees permission to make time for fitness during their workday. Offering fitness benefits and resources is one thing, but encouraging employees to make time during their workday for fitness is another.

This act of “giving employees permission” to take time from their day to use on-site facilities or virtual classes can make a significant difference in driving participation. And let’s not forget that physical activity can help to refocus the brain and foster creativity and problem-solving, and taking daily activity breaks together can foster a sense of community at work.

3. Make the Connection

Educate employees about the connection between fitness and well-being. Not all employees have experience with fitness and physical activity. While you may have marathon runners and Pilates enthusiasts on your team, it’s likely that you also have employees who are beginners and others who have challenges to overcome.

So it’s important to offer expert guidance and coaching for all ability levels. On-demand well-being solutions can deliver the instruction and motivation that employees and their families need to succeed and can be the bridge to more active engagement in on-site activities for your workforce.

4. Keep Them Safe

Assess on-site facilities to ensure they meet accessibility requirements. Consult with your well-being partner to assess current on-site facilities – or any facilities that are planned for the future – to ensure they meet accessibility requirements.

In addition to meeting legal requirements, facilities should be easy to find, inviting, well-lit, secure and maintained to high standards of safety and cleanliness.

Give Access to All Abilities

While the relationship between physical activity, workplace performance, and employee health is not a new concept, HR teams and employers often struggle with the “how” of engaging employees in these benefits. However, by ensuring that employees at all ability levels can participate, you can improve benefits utilization, foster inclusivity, and create a culture of well-being for your company.