Diageo

Tolu Osho leads the Reward and Benefits team at Diageo, a global leader in beverage alcohol. With over a year of experience in this role, she oversees compensation and benefits for 5,000 employees across the UK and Ireland, ensuring competitive and equitable rewards that attract and retain top talent.

Through this interview, Tolu Osho, Reward and Benefits Manager at Diageo, offers insights into the evolving landscape of corporate wellness. She emphasizes the importance of personalised programs, data-driven decision-making and overcoming challenges such as rising healthcare costs. Osho highlights the significance of listening to employees, staying ahead of trends and providing resources for all employees, regardless of their location. She advocates for measurable progress tracking and the need for leadership support in fostering a successful wellness culture.

What is your philosophy regarding corporate wellness and how do you believe it contributes to employee satisfaction, productivity and overall organisational success?

In my view, corporate wellness is all about prioritising the physical, mental and emotional well-being of employees to create a vibrant workplace. It's not just about hitting the gym, it's about embracing various initiatives that help everyone feel their best.

I strongly believe that investing in corporate wellness programs isn't just about making people happier; it's about boosting productivity and laying the groundwork for overall success. When employees feel their well-being is valued, they're more likely to approach their work with energy and enthusiasm. Focusing on wellness can lead to fewer sick days, lower healthcare costs and improved employee retention.

Building a culture of wellness sends a clear message to our employees: their health and happiness are top priorities. This fosters a workplace where everyone feels valued, supported and ready to perform at their best.

In summary, I'm all about corporate wellness being a smart move that not only boosts happiness and productivity but sets us up for long-term success by fostering happy and healthy employees.

Can you share examples of successful wellness initiatives you've spearheaded that have led to measurable improvements in employee health and well-being?

One initiative I led was the introduction of a comprehensive webinar series on employee well-being, covering benefits education on health insurance options, retirement plans, mortgage support, eldercare and other employee benefits. The aim was to empower employees with the knowledge to make informed decisions about their health, finances and lifestyle.

We also introduced our first-ever benefit fair at our London HQ office. This led to a significant increase in employees electing for the pension plan, especially among younger employees (Gen Z), compared to the previous year. There was also a notable increase in employees logging into our benefits platform and selecting benefits.

We also organised fireside chats with health benefits vendors, giving employees a chance to ask questions directly and understand how to utilise different benefits.

“Ensure wellness resources are available to all employees, no matter where they work.”

These initiatives, including webinars and benefits fairs, drove positive changes in employee health and well-being, fostering a culture of wellness and support within the organisation.

What are the key do's and don'ts that you would suggest to HR professionals in similar roles across different companies?

Do’s

Listen to Employees: Get to know what they need and want by conducting surveys, focus groups or one-on-one chats to gather insights on the best wellness initiatives.

Be Externally Curious: Keep up to date with external trends to identify wellness initiatives to introduce and adapt.

Provide Resources for Remote or Deskless Workers: Ensure wellness resources are available to all employees, no matter where they work. Offer virtual sessions, online resources and remote-friendly challenges to support distributed teams.

Track Progress: Regularly assess wellness programs by collecting feedback, analysing participation rates, and monitoring outcomes like engagement and productivity. Use this data to refine and improve initiatives over time.

Don’t

Consider Individual Needs: Steer clear of a one-size-fits-all strategy for benefits or wellness programs. Acknowledge the diverse needs and preferences of employees, and aim to provide a range of options to meet them.

Leadership Support: Don't underestimate the significance of leadership endorsement for corporate wellness initiatives. Ensure buy-in from senior leaders and engage them in advocating for and leading wellness efforts across the organisation.

Looking ahead, what do you see as the emerging trends or challenges in the field of corporate wellness and employee benefits?

Emerging trends

Personalisation: Employees have unique wellness needs and preferences. Personalised wellness initiatives, such as customisable benefits packages and targeted wellness interventions, are gaining popularity to better meet individual needs.

Data-driven decision-making: Companies are using data analytics to evaluate the effectiveness of wellness programs and make informed decisions about benefits offerings. Tracking metrics such as employee engagement, productivity, absenteeism, and health outcomes helps companies assess the impact of their wellness initiatives.

Challenges

Looking forward, the rising cost of health insurance presents a key challenge for corporate wellness and employee benefits. As healthcare expenses increase, companies face the task of balancing comprehensive coverage for employees with cost management.

To address this challenge, companies may explore innovative approaches like implementing cost-sharing measures, introducing high-deductible health plans, or negotiating with insurers for better rates. Additionally, investing in preventive care and wellness programs can help reduce long-term healthcare costs by improving employee health and preventing costly medical conditions.

By addressing these emerging trends and challenges, companies can create more comprehensive and effective wellness programs that support the overall health, happiness and productivity of their employees.