![]() Following are a few of the program highlights and how they overlap to create a people-centered approach. Meetings with supervisors and leaders are another means of communicating these health programs. In addition, flyers are available and can be requested by any of the Delta sites. ![]() In addition to using the company’s intranet site, Delta produces a mailer twice a year, as well as a quarterly benefit communications newsletter to remind employees about benefits and the EAP. There are multiple ways that Delta communicates about the services available to its employees. ![]() Jennifer Shay, Delta’s program manager for health plans, joined the team because of the, “palpable sense that ‘people first’ is the base of every decision across Delta.” What is striking in the case of Delta is how well connected these various health interventions and programs are, creating a fluid process for the employee – the person – who may be facing a health challenge at work. Active interventions are for more serious situations that require disability leave or disease management. Early interventions include referrals to the employee assistance program (EAP) or other education mechanisms. Prevention includes the organization’s core values and supportive culture, as well as peer support. These three levels are seen as being on a continuum of health, and when addressed by organizations systemically, they can be indispensable in safeguarding long-term organizational health and stability, which reinforces employee health and engagement (Spangler, Koesten, Fox, & Radel, 2012). Whether there is a medical condition, disability, or short-term challenge facing an employee, Delta’s support focuses on the person and finding ways for the employee to stay engaged in work.ĭelta continues to engage its employees to maintain health at a variety of levels that include prevention, early intervention, and more active interventions. Delta was recognized by the Washington Business Group on Health (2000) as an example of a large employer who had generous or near-parity levels of mental health and substance use disorder benefits through their employer-sponsored plan, long before the Mental Health Parity and Addiction Equity Act of 2008. The company has long supported the mental health of its employees. Delta has a variety of health programs and other support programs that help create a work environment that reinforces employees’ safety and engagement. The values and principles play out across the organization and are intended, in part, to keep the employees safe and engaged (Delta, n.d., pp. The focus on people is not only stated, but is built into basic business principles captured in the “Rules of the Road” value statement at Delta. Anderson’s often shared phrase, “People make the difference,” is indicative of the workplace culture’s strong core values and is reflected in the care shown for people both internal and external to Delta. People-First Valuesĭelta’s CEO, Richard Anderson, since his arrival in 2007 has been continuing Delta’s vision as a values-based organization. ![]() The value Delta places on people is core to its supportive and meaningful work environment and the rationale for the numerous benefits and programs that support its workers. The span of roles at Delta and the continuous, 24-7 nature of its work makes maintaining healthy support systems for both mental and physical health of the utmost importance. The nature of the business at Delta keeps workers engaged around the clock, whether at reservation call centers or at maintenance and training sites, or as pilots and flight attendants in the air. This global reach includes nearly 60 countries and every time zone. Over 85 years, Delta has expanded in the jet age to eventually become the global airline we are familiar with today (Delta Air Lines, 2011). War in Ukraine: How Business Leaders Can Support Employees Affected by the Crisisĭelta Air Lines Keeps Climbing and Caringĭelta Air Lines (Delta) began serving commercial passenger flights in 1929 with planes that could carry five passengers and one pilot.Recommendations for Improving Access to Mental Health and Substance Use Care.Mental Health and Well-being in the Construction Industry Survey Report.Infographic: The Collaborative Care Model.Infographic: Five Myths and Facts About Depression.Employee Mental Health & Well-being During & Beyond COVID-19. ![]()
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