Employers share strategies, insights on how
they help keep associates happy, healthy
A decade ago, employee wellness was relegated to the yearly health fair, a gym membership discount or perhaps a blood pressure screening. This bare-bones approach has rapidly become a remnant of the past for many Northwest Indiana employers.
In the Region, forward-thinking companies have come to terms with the fact that comprehensive employee wellness extends far beyond the occasional check-in. Instead, these corporate players have integrated well-being initiatives into the corporate DNA.
At Merrillville-based Centier Bank, employee wellness has been a cornerstone since 1995. The family-owned financial institution launched its wellness initiatives with basic health screenings. It has since nurtured a robust ecosystem of proactive wellness initiatives that support the whole person — mind, body and spirit.
“Our wellness programming is very robust,” said Tami Janda, Centier’s wellness director. “We offer a variety of initiatives that are based on our associates’ interests, as well as what the health threats look like. In the last year, we have shifted our approach to being more proactive versus reactive.”
That approach falls in line with the initiatives of the Wellness Council of Indiana, which offers an AchieveWell program to guide employers toward a “well workplace.” The program offers consultations to help businesses understand how employee health impacts productivity.
Programs like these are important to increasing the overall health of Indiana’s residents. The state ranked No. 36 for overall wellbeing in 2024, according to America’s Health Rankings, which are published by the United Health Foundation.
While the smoking rate in Indiana has decreased, it is still above the national average — 16.2% versus 14%. More than a third of Hoosiers are affected by obesity, according to the report “Obesity’s Impact on Indiana” from consulting firm GlobalData, and 12% of the state’s residents live with diabetes, according to the American Diabetes Association.
Proactive revolution
According to Janda, Indiana employers have their work cut out for them. Centier’s move from reactive to proactive wellness marks a fundamental shift in how organizations approach employee health and wellbeing. No longer satisfied with surface-level offerings, companies throughout Northwest Indiana are embracing comprehensive strategies that improve not only medical outcomes but also enhance overall quality of life.
A standout example of this approach in action is the Franciscan HEALTHeACCESS initiative, launched in partnership with the city of La Porte in June.
This employer-sponsored advanced primary care program is designed to keep employees healthier while managing and reducing organizational health care costs. According to the Franciscan’s Employer Solutions Account Executive Alex Heaton, the program delivered results that underscore convenience, accessibility and engagement in workplace wellness.
La Porte city employees and their families completed 92 clinic visits in just two months — a clear sign that removing barriers to care encourages real participation. The lab performed 66 tests in July alone, ensuring early detection and management of health issues before they become serious.
Prescription access was another key performance indicator, with the number of medications dispensed rising from 49 in June to 85 in July. Blood pressure readings among participants improved from June to July. Plus, nearly one in five achieved a healthy BMI range, showing tangible positive health outcomes.
Perhaps most telling, 94% of users reported positive experiences with the clinic, praising everything from provider interactions to cleanliness and wait times.
Per Heaton, these numbers reflect more than just activity. They demonstrate how employees are receiving timely treatment and continual care. In Heaton’s estimation, these are key ingredients necessary to sustaining wellness.
“HEALTHeACCESS is building a healthier, more engaged workforce in La Porte, and we’re excited to keep the momentum going while gaining deeper insights into employee wellness in the months ahead,” Heaton said.
La Porte Mayor Tom Dermody offered a firsthand account of the city’s experience with HEALTHeACCESS, calling it “overwhelmingly positive.”
“We’ve heard nothing but good things about the physicians and their attentive, compassionate approach to patient care,” he said.
HEALTHeACCESS offers an element of peace of mind when it can be challenging to know what the future holds, said Dermody.
“In the ever-changing world of health care, it’s a comfort to know that our employees have dependable access to quality physicians and resources when they need it most,” he said. “Maintaining high-level care for our employees is a top priority for our team — and doing it at a cost-savings to our city is a significant bonus.”
Engagement first
Other organizations across the Region are innovating as well.
This year, Centier Bank launched a health fair. Janda said the virtual event drew participation from more than 400 associates, incorporating education, self-assessment and strategies for self-care. Monthly “healthy habit” challenges keep engagement high, with activities like step counts, hydration, meditation and even stress management. As Janda noted, Centier’s wellness platform boasts a 76% engagement rate, a testament to the relevance and accessibility of the offerings.
Recognizing growing mental health needs, especially in the wake of the pandemic, many companies are expanding their emotional and behavioral health programming. Centier’s “mental matters” campaign, for example, covers topics ranging from anxiety and burnout to setting personal boundaries.
“Since COVID, we feel like the stigma around mental health has lightened up somewhat, and I think that society now has wrapped its arms around what mental and emotional health is and how it impacts our overall health,” Janda said.
Partnerships with organizations like Mental Health America support suicide prevention training. In addition, ongoing education addresses emerging topics such as weight management and diabetes. To that end, the bank launched a three-part diabetes prevention workshop, drawing 110 participants virtually.
Culture matters
Purdue University Northwest also has made significant strides in building a diverse, responsive and relevant wellness culture. Leadership there describes a true team approach. Management positions are shared among benefits administrators who handle everything from enrollments and claims to retirees. Purdue also employs a dedicated wellness manager and support staff who handle campus-wide wellness initiatives.
“It’s a ‘something-for-everyone kind of philosophy,’ which I think is good,” said Jan Hanchar, associate vice chancellor of human resources.
The range of offerings is impressive: from an on-site clinic that serves faculty, staff and students to educational herb gardens where employees learn about nutrition and healthy eating while connecting with the community.
“They maintain this garden and run educational sessions for faculty and staff on how to harvest, cook and dry herbs,” said Colleen Robison, director of benefits and wellness. “It’s a lot of work for a couple months, but we get outstanding feedback from employees who love the harvest.”
The gardens have grown to serve students in hospitality and culinary classes as well.
Robison also highlighted the importance of new and inclusive wellness programming on campus. For instance, she’s looking forward to an upcoming Northwest Indiana health partnership that will screen a menopause documentary, “The M Factor,” with expert question-and-answer sessions afterward. The event, open to Purdue’s faculty, staff, and eventually the public, is part of a broader aim to address employee needs across all stages of life.
“(Menopause is) just a topic that doesn’t really get enough attention,” Robison said. “It’s for women who are pre-menopausal, in menopause, post-menopausal, or anyone who wants to learn more about what that experience is like.”
Finding alignment
As experts advise, employee engagement should be at the heart of every program. Both Centier and Purdue take that charge seriously.
“We like to survey our associates a lot to kind of get a pulse on what their needs and interests are,” Janda said.
Regular assessments and feedback not only support innovation but also ensure that programming is relevant and effective. In the case of Purdue Northwest, they seem to have cracked the code.
“We have significantly increased the number of programs and the attendance over the last couple of years,” Robison said. “I’m not saying it went up … 20%. I’m saying it more than doubled.”
Accessibility and inclusivity are also front and center at Purdue, where staff make a point to offer programming that accommodates people of all abilities.
“If there’s a walking challenge and someone wants to participate who’s in a wheelchair, we absolutely make sure there are adjustments made so the person can participate,” Hanchar said. “No doubt about it.”
Innovative wellness programming doesn’t stop with traditional activities, however. Purdue’s team offers everything from yoga and March Madness-style competitions to hydration and nutrition challenges.
“It’s not like we ever go into a program saying it’s targeted for a particular group,” Hanchar said. “(We welcome) anybody who wants to know more about (x or y) or wants to participate.”
Embracing change
In the larger context of supporting employee wellness, sometimes that means adapting to shifting demographics and generational needs.
“In a world where there’s a lot of generational angst … we have multiple generations more than ever working together,” said Andrea Sherwin, president and CEO of Mental Health America of Northwest Indiana. “There are some traditional misunderstandings between generations but also new opportunities for learning.”
For instance, the younger generation is growing up in a time when it is safe for them to talk about their mental health, where Gen X or baby boomers didn’t necessarily have that space. To create a healthy workplace environment where everyone can thrive, Sherwin encourages employers to put in the time to understand the differences in how generations communicate and receive information.
Burnout and mental health remain universal challenges regardless of age or other demographic traits, Sherwin said. Many organizations are finding that employees’ needs change quickly — and that flexibility is essential.
“We always want to meet people where they are … the world’s changing at a fast pace, and that means we’re all changing at a fast pace,” Sherwin said.
Her organization, for example, provides comprehensive mental health support for businesses and organizations throughout the Region via Wellness Works. By proactively addressing mental health challenges, Wellness Works helps create a positive, supportive workplace culture that improves employee satisfaction, productivity and overall well-being. According to Sherwin, the program touches on facets of mental health like anxiety, stress and self-care, as well as mental health first aid and suicide prevention training.
If you ask Sherwin, now is not the time to scale back on these offerings. The stakes are too high.
“Burnout has been the No. 1 issue,” she said. “I think (that factor) combined with … the strain on families (in terms of) fear, constraints and job loss … we’ll continue to see an exacerbation of those personal issues showing up in the workplace.”
Survey data, regular user feedback and a growing acknowledgment of the importance of well-being at all career stages are helping stakeholders create engaging and effective wellness programs. With this in mind, Sherwin emphasizes the need to prioritize time and space for reflection about what’s working and what might need attention. In other words, employee wellness should be a dynamic pursuit.
“We build, we change, we adapt,” Sherwin said. “And I honestly think that reflects the world we’re living in today.”•
Read more stories from the current issue of Northwest Indiana Business Magazine.
Laura Fuller: driven by heart
Next economy of NWI
Hub of understanding
Natural healing
Unplug and recharge
A place to call home
Granger: Close to everywhere
Soulful benefits of nonprofits
Mindful of tax codes
Personality matters
Professional advancement
