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1 Airport Workforce Programs Supporting Employee Well-Being Airport employees face a variety of stressors in their daily work lives. From working in an environment that includes 24/7 operations, a focus on customer service in customer-facing jobs, changing technology, and potential security or personal safety concerns resulting from the location of their work, there are many sources of stress that are inherent for airport employees. If these stress levels are not addressed, employee attraction, productivity, and retention can be affected. Airports that decrease stress for employees create an environment in which employees want to work and can thrive. Employee well-being programs are a key mechanism through which airports can work to decrease employee stress and improve the overall health of their workforce. The objective of this project was to provide a better understanding of how airports are currently using employee well-being programs to benefit their employees and reduce the stress that employees face. This synthesis report summarizes the current state of the practice related to stress and employee well-being. Airports should see the value in focusing on employee well-being because of the many benefits to both the organization and the indi- vidual employees that can be experienced when implementing employee well-being programs. Potential benefits to airports include reduced health care costs, improved pro- ductivity, decreased absenteeism, improved employee recruitment and retention, and camaraderie and teamwork among employees. Employees can also experience personal benefits from participating in well-being programs, such as improved physical health, increased job satisfaction, and other emotional benefits. When considering employee well-being programs, airport needs and resources differ. For example, large-hub airports or airport authorities may have a dedicated wellness director who is able to focus on employee well-being needs. Their challenge might be in finding ways to reach all of their many employees through the well-being program. General aviation (GA) airports, on the other hand, typically have a much smaller staff and fewer resources to implement well-being programs. Even though these GA airports have fewer well-being resources at their disposal, the employees still experience high levels of stress and could benefit greatly from well-being program opportunities. To gather data for this synthesis, the study team first conducted a literature review to better understand airport employee stressors, employee well-being, and the well-being programs currently in use. Next, 22 airports completed a survey to share information about their employeeâs stressors, their current well-being programs, and well-being needs that are not currently being met. Finally, representatives from five airports, ranging in size from a GA airport to large-hub airports, participated in case example interviews to provide additional details on the well-being programs implemented in these different types of airports. Findings from each of these data collection efforts are combined into this synthesis report. S U M M A R Y
2 Airport Workforce Programs Supporting Employee Well-Being While some may consider well-being a singular concept, well-being includes a focus on the whole person and has multiple components, including physical, psychological/mental, social, and financial well-being. To address these varying components of employee well- being, airports use varying well-being program offerings. Exhibit 1 presents the most commonly used offerings, according to the airports that participated in the data collections. A few key takeaways from these findings regarding the employee well-being program offerings used in airports include the following: ⢠Airports are using a variety of employee well-being programs to provide diverse well-being opportunities for employees. ⢠While the offerings in Exhibit 1 are the most commonly used well-being offerings, that does not mean that they are the most effective offerings. For example, fitness programs are commonly included as a part of airport employee well-being programs. However, survey participants did not perceive this type of program to be especially successful. ⢠Metrics are often not used when evaluating well-being program offerings. When airports do use metrics, the most commonly used is participation rates in the well-being program offerings. ⢠While some well-being program offerings may fit the needs of all airport employees, it may be beneficial to have programs tailored to the specific needs or stressors for various groups of employees (e.g., different generations, shifts, or work areas). ⢠To increase participation in and success of well-being programs, leadership support and buy-in is essential. When leaders support these programs and their associated offerings, Well-Being Offering Definition Examples Employee assistance programs (EAPs) A work-based program that is designed to assist employees in resolving personal or work-based problems. Counseling Referrals to needed services Retirement planning or counseling A program or service designed to help employees understand their financial situation and prepare for their future (i.e., retirement). 401(k) support Retirement counselors Financial education Courses or a program designed to help employees make better financial decisions and better manage their money. Financial literacy programs Webinar on saving for college and available funds Fitness programs Program focused on employee physical fitness and helping employees improve their well-being in this area. Exercise classes (e.g., yoga, Zumba) Personal trainer Nutrition counseling Program focused on nutrition, healthy eating, or weight loss to share information in this area with employees. Diet program (e.g., Weight Watchers) Cooking demonstration Wellness workshops Sessions designed to support employees in any aspect of their well- being (e.g., physical, mental, social, financial). Webinar on how to better manage stress Cessation programs A program designed to help employees quit using a specific substance. Tobacco cessation programs Community service or volunteer programs Opportunities for employees to get out into the community and support locals or help those in need. Group coordination for building a Habitat for Humanity house Airport-organized fun run to raise money for charity Exhibit 1. Examples of employee well-being program offerings.
Summary 3 they are helping to create a culture that values employee well-being and health, thereby increasing use of the available programs. ⢠Creating an organizational culture in which employees value well-being and safety will increase the use of well-being programs, benefiting both individual employees and the airport as a whole. The case examples presented in this synthesis report demonstrate how five separate airports have implemented specific well-being offerings to benefit their employees. Overall, the results of this project provide an overview of how airports can think about employee well-being, how they are currently using employee well-being programs, various implementation strategies, and the challenges encountered. The report also identifies areas in which further study is needed, such as how airports can use metrics to evaluate well-being programs and validate requests for funding for well-being offerings or the ways in which employee well-being needs differ based on their specific job or occupational area. While airport employee well-being programs have always been an important element to ensuring safety and well-being of airport employees, they will become even more impor- tant as airports deal with the impacts of global pandemics such as the novel coronavirus pandemic. Airport employees are essential workers who must work in proximity with other people to conduct their work. Working during this or other pandemics could lead to a multitude of well-being challenges for airport staff: physical (e.g., getting sick from passengers in the airport), mental or psychological (e.g., stress about the unknown or anxiety about working during the pandemic), social (e.g., less camaraderie and communi- cation with coworkers), or financial (e.g., furloughs or reduced hours). As airports recover from COVID-19 impacts and embark on initiatives to tackle the challenges of the aviation industry restart and recovery, employee well-being programs will be a key element in ensuring the safety and well-being of all airport staff.
