Our greatest asset is the Southwire family, and we can proudly say that multiple generations work for us. Our heritage as a family-owned company inspires us to treat our employees like family and contribute to their physical and emotional well-being. Healthy workers are essential to maintaining our competitive advantage and an attractive culture.
The well-being of Southwire employees is a top priority. Positively influencing their emotional, physical and financial health requires a comprehensive approach. Therefore, we have implemented several robust initiatives.
Southwire Total Rewards
Southwire provides a broad and connected approach that promotes employees’ physical, emotional and financial well-being. Southwire Total Rewards offers an extensive range of rewards to support diverse family needs and structures, extending into our inclusivity strategy of providing choices.
To arrive at this comprehensive offering, we began by asking how we could connect Southwire families to these rewards and how we could garner action to maximize them. Rather than simply listing all the benefits, we connected an action for employees. For example, rather than simply offering medical benefits, Southwire encourages “Focusing on my Health.” Instead of paying for time off, Southwire promotes “Living my Life.” Join us on the journey of how we are engaging Southwire families with their Total Rewards and continuing these conversations for years to come.
We connect employee well-being with leadership at the highest level: our senior director of Living Well reports to our executive vice president of human resources, who reports directly to our chief executive officer. For more on our Southwire’s governance structure, click here.
We relaunched our health committees to further assist employees in integrating healthy practices into their lives. In 2016, 22 committees remained active. These committees learned about our three newest additions in 2016: Employee Assistance Programs, Quit for Life® and LiveHealth Online. See below how results from our Living Well Team Challenge were used to engage our Greater Southwire Teams (facilities outside the Carrollton, Georgia, area).
In 2016, we conducted our annual biometric screenings with a 98 percent participation rate and screened 5,373 employees. Southwire prioritizes weight management and limiting tobacco use to improve employees’ physical health. On February 1, 2016 Southwire launched Quit for Life to assist employees in their effort to stop smoking. With this implementation, as well as turning Legacy Coleman facilities into Tobacco Free campuses, we have seen our employee tobacco use rate decrease from 22.5 percent to 17.7 percent. With respect to weight management, our numbers remain constant. Approximately 80 percent of Southwire employees have borderline or high-risk BMI compared to a 69 percent national average.
Our Greater Southwire Locations share the burden as their BMI and Waist Circumference scores are approximately 3 percent higher risk than those in the Carrollton area. To engage Greater Southwire, Living Well Teams were tasked with generating ideas to get their facilities healthy. Seven teams were awarded $500 to enact their ideas, such as facility yoga classes, step challenges, group tennis lessons, holiday weight loss challenges and even a food logging challenge. Each team held successful events and supported their fellow employees by increasing employee engagement and making Living Well a priority.
Research shows the importance of making health easy for employees by creating a health-oriented environment. Southwire gives employees the opportunity to make healthy choices through:
- Tobacco-free Policies. All Southwire locations prohibit smoking and other use of tobacco on Southwire property.
- Medical Facilities. In the Carrollton, Georgia, area, home to approximately 40 percent of our workforce, we offer an on-site medical center and pharmacy that has operated for more than 20 years. Our services are comprehensive and cost-effective.
- Nutrition Programs. Southwire presents nutritious options in our on-site cafeteria and vending. We list healthful vending options at a reduced price to encourage their consumption; track healthy purchases to better understand and accommodate employee preferences; and offer payroll deduction at vending locations to improve access.
- Exercise Programs. We have on-site fitness centers or, in some cases where such centers are not established, provide fitness club membership stipends. Aside from exercise equipment, our state-of-the-art fitness center in Carrollton also coordinates group fitness and education classes, team sports and company athletic leagues. Intramurals include volleyball, softball, basketball, flag football and more. We track employee participation to better understand the effectiveness of our efforts to engage employees in physical fitness. We also held three youth sports camps over the summer; baseball (50 participants), basketball (34 participants) and soccer (40 participants), as well as a “KidFit” exercise class (20 participants) to engage our employees’ children and keep them moving while on summer break.
- Weight Loss Programs. Studies indicate that even moderate weight loss can make a positive impact in an individual’s personal health. As a highly competitive employee population, challenges and competitions greatly motivate our employees. To this end, we run group and individual weight loss challenges and provide rewards such as Fitbit activity trackers or, in the case of our Lose to Cruise program, free cruise vacations to successful participants. Other programs include New Year, New You, New Wardrobe, which offers winners gift cards to their favorite retail outlets and Viva Las Vegas, which affords the winner a free trip to Las Vegas, the Grand Canyon or other pre-selected locations. Our most recent challenge was “The Whole You” challenge where an employee could win a prize worth $2,500 from the “bucket” of their choice (bonus, vacation, home gym, etc.)
- Living Well Lottery. This program rewards employees who proactively work to integrate healthy habits into their lifestyle. Employees who have a BMI below 30 and do not use tobacco enter into a lottery, the winners of which receive free health care for a year.
To achieve our goals related to employee well-being and health, we track the following data against our long-term goals.
|% voluntary participation in biometric screenings||95%||98%||98%||95% (2017)|
|Overall employee average rating on biometric screens (against 4 measures)||B-||C+||C+||B (2018)|
|% access to healthy choice options at all locations||51%||78%||70%||100% (2018)|
|% participation in Total Rewards enrollment||N/A||99.9%||N/A||100%|
Fitness Center Usage
Our facilities’ employee utilization rate for 2016 was 32 percent, with some variation by season. This utilization rate does not include the 438 retirees, spouses, and dependents that also joined us in 2016.
Weight Loss Programs
In 2016, we held the largest weight loss challenge in Southwire history called “The Whole You Challenge.”. This challenge had 1,054 participants who cumulatively lost 7,503 pounds.