Case Study: Hiscox’s Multifaceted Approach to Wellness

Differentiated wellness and benefit initiatives create a more engaged workforce.

By Laila Gillies

From the pandemic to The Great Resignation, the HR industry has faced major obstacles that have accelerated the transformation of the traditional workplace environment. Prior to 2020, remote work and mental health programs were not everyday conversations in the office. Now, accessible work models, health and wellness benefits, and career progression opportunities are critical requirements that shape the employee experience. This change in employee expectations challenges HR leaders to rethink their employment value propositions and create innovative solutions that appeal to workers during the hiring process, engaging them for the long run. In fact, a recent workplace survey by Gallup reveals that U.S. employee engagement hit an 11-year low in the first quarter of 2024, far from pre-pandemic levels. 

Hiscox USA is successfully reversing this trend. In 2022, the company received the highest employee engagement scores in its history by implementing thoughtful workplace programs that foster a sense of community, incentivize hard work, and prioritize employee well-being. In an era where table stake benefits do not meet demands, Hiscox is paving the way with market-leading initiatives that boost employee engagement and satisfaction.  

Proof of the ongoing programs’ success, Hiscox has been awarded the Gold Level Cigna Healthy Workforce Designation four years in a row, recognizing the company’s leadership in addressing various dimensions of wellness that create a healthy work environment.  

Importance of Differentiation 

When developing workplace programs that help recruit and retain talent, differentiation is key. Unparalleled offerings can often make or break an employee’s decision to join or stay at a company. For example, Hiscox offers a paid, four-week sabbatical after every five years of service. This unique benefit allows employees to take time to lean into their passions. Whether attending a yoga retreat, traveling, or spending time with family, employees can get creative with how they want to recharge.  

From comprehensive parental leave—including maternity, paternity, and adoption—to inclusivity-driven employee resource groups and holistic wellness initiatives, Hiscox ensures that employees feel supported in every aspect of their lives. By nature, humans are motivated by thoughtful benefits and rewards. This commitment to differentiation in employee benefits not only attracts top talent but also fosters long-term loyalty and satisfaction. 

Adopting a Holistic Wellness Approach 

While wellness has become a priority for employees, well-being is not a one-size-fits-all concept. Employees have individual needs and preferences, so implementing holistic wellness programs allows workers to improve their social, mental, physical, and financial health. This approach demonstrates employers care for employees on a personal and professional level, leading to higher satisfaction, engagement rates, and more effective business performance.  

• Mental health. This is critical to employees’ overall well-being, affecting all areas of their lives. To ensure employees feel seen, heard, and supported, companies should standardize mental well-being resources. For example, Hiscox launched the WeMind Employee Resource Group, an employee network promoting mental health awareness through training sessions and panels on stress reduction, mindfulness, and more. 

The company provides access to the Headspace app for guided meditation to manage anxiety and improve sleep, and sabbaticals allow employees to recharge and return to work with renewed focus and energy. 

• Social health. Despite the shift to remote and hybrid work, HR leaders should prioritize social connectivity among employees. Hiscox’s hybrid activity-based model offers flexibility, allowing employees to work remotely for tasks best done at home and in the office for activities that benefit from in-person collaboration. This approach optimizes efficiency while fostering personal relationships that enhance job satisfaction. 

But it is not just about internal employee connectivity. Hiscox also knows it is important to encourage employees to create impactful community relationships. The company promotes community involvement through the Hiscox Foundation USA, an employee-driven program focused on charitable giving. Along with employee donation matching, national partnership events and organizing volunteer initiatives throughout the year, the Hiscox Foundation USA offers a unique ad-hoc volunteer grant for employees deeply involved with a nonprofit, enabling them to further support their chosen causes beyond just donating time. 

The company also supports inclusivity through seven employee networks, including groups focused on ethnicity, gender, and sexual orientation, providing spaces for like-minded individuals to share their experiences and support one another.  

• Physical health. To ensure employees can perform at their best, businesses should look to promote and reward healthy habits in and out of the workplace. Hiscox has integrated company-wide wellness initiatives, such as walking and hydration challenges, to empower employees to take charge of their physical well-being. The company also offers subsidized gym memberships, enabling employees to improve their physical fitness outside of the office. 

• Financial health. Employees should also understand how financial health can impact their overall wellness. Hiscox provides in-person and virtual courses that address various topics to build financial literacy, like saving for retirement and home buying, so employees can make informed decisions to reach their own financial goals. Hiscox schedules these sessions during the workday to proactively help eliminate financial stress before it’s too late. 

Upskilling Employees to Stay Competitive 

Businesses can demonstrate commitment to employees by investing in their long-term success. In today’s competitive workforce, upskilling is essential to enhance employees’ existing skills or teach them new ones to adapt to evolving job requirements and industry trends. This makes them more versatile and capable, helping them to stay competitive in their current roles and better prepared for career advancement.  

Hiscox aligns with future-focused trends, offering training that reflects emerging technologies, methodologies, and best practices relevant to the industry. The company fosters a culture where ongoing education is valued, prioritizing the development of skills that are adaptable across different roles and career paths. 

For instance, with the emergence of new technologies like AI, Hiscox offers immersive learning opportunities, such as LinkedIn Learning courses, to equip employees with multifaceted skills beyond their primary field. In this way, Hiscox taps into diverse talent pools, creating high-performing, well-rounded employees ready to excel in a rapidly changing landscape. 

Mentor and ambassador programs foster a positive company culture, aligning teams with the company’s strategy and offering top-level insights and guidance to help employees achieve their personal and professional goals. For example, Hiscox’s ambassador program identified and trained 65 of the company’s most influential leaders across all seniority levels and business areas on Hiscox’s overall strategy and key messaging to help them clearly communicate with and engage employees. 

Measuring Employee Feedback  

For any HR strategy to resonate with its audience, it needs to reflect and respond to employee sentiments. Companies should be active listeners to internal feedback, as it not only benefits the business but reinforces to employees that their opinions matter. Whether a C-suite or entry-level worker, an employee’s voice should be heard.  

Hiscox utilizes an end-to-end listening strategy to assess evolving expectations. The company releases an annual employee engagement survey and pulse surveys throughout the year, to gauge employees’ views of what is and is not working, tailoring strategies and programs accordingly. In fact, Hiscox’s sabbatical program used to be eight weeks once you reached 10 years of service, but because of employee feedback, the company reformed the program to be four weeks at the end of every five years with the organization. The company also launched its “Hiscox Days” initiative, which adds two days to an employee’s yearly PTO and grants them the flexibility to pursue, support, or celebrate something outside of the office. These unique benefits demonstrate Hiscox’s commitment to fostering a positive work-life balance.  

Workplace programs and growth opportunities are pivotal in driving a positive quality of life at a company. Survey results reveal that when asked why employees have joined and stayed with Hiscox, wellness initiatives are noted as key company strengths. This is also evident in the high number of boomerang employees who return to Hiscox due to the company culture and benefit programs. Prioritizing job satisfaction is a win-win for both workers and employers as engaged employees produce better business results.  

Laila Gillies is the head of human resources at Hiscox USA.