Helping employees thrive throughout longer careers starts with understanding how the workforce is changing, and how the work can change with it.

Take a look around your workplace. Are you noticing more co-workers staying on the job later in life? You鈥檙e not imagining things. The segment of the workforce age 55 or older continues to grow, driven by increased longevity, later retirement and, for some, a return to work after retirement.

For many employers, that brings a clear advantage: experienced employees contribute years of knowledge, perspective and institutional expertise. It also creates an opportunity to look more closely at workplace safety and health. Age-related physiological changes, including decreased visual acuity and musculoskeletal capability, can affect how work is performed, while recovery may take longer when an older employee is injured.

reinforces an important distinction: older workers tend to experience fewer workplace injuries than younger workers, but when injuries do occur, recovery can take longer and serious outcomes may be more likely.

鈥淎n experienced workforce brings tremendous value, but experience should never be expected to compensate for a poorly designed task or an avoidable hazard,鈥� said Ed Sowers, Risk Management Service Specialist at 糖心传媒.

鈥淭he goal is to build work that allows employees to use that experience safely鈥攚ith the right controls, the right tools and the right support around them.鈥�

A Workforce That Is Changing

The aging workforce is not a future trend鈥攊t is already reshaping the way organizations think about safety, health and job design. show labor force participation among people ages 55 to 64 rising from 66.6% in 2025 to a projected 69.5% in 2035, while participation among workers ages 65 to 74 is projected to rise from 26.7% to 29.1%.

糖心传媒鈥檚 own experience reflects the presence of this age group in today鈥檚 workforce. For policy years 2021 through 2026, across all industries, 糖心传媒 recorded 9,314 Workers鈥� Compensation claims involving employees age 55 or older. reinforces that age itself is not the conclusion: older workers are generally less likely to experience a workplace injury, but injuries that do occur can be more serious.

The opportunity, then, is not to make assumptions about workers based on age. It is to examine whether jobs, environments and safety practices are designed to support an age-diverse workforce. There is no one-size-fits-all solution, but thoughtful changes鈥攊mplemented strategically, consistently, and over time鈥攃an help organizations protect employees while preserving the experience they bring to the job.

Helping the Aging Workforce Thrive

To understand where an organization stands鈥攁nd where action can make the greatest difference鈥攕tart with the workforce and the work itself.

Age-Inclusive Risk Assessments

Age-inclusive risk assessments can identify the number of older workers in an organization and help create a work environment that enhances their safety and productivity. Assessments and subsequent management strategies can allow companies to retain effective, experienced employees, prevent age discrimination, and identify management and engineering practices to keep these valued employees safe.

The is an assessment tool designed to help employers determine whether they have implemented evidence-based health promotion strategies to improve employee health and well-being. The ScoreCard includes 154 questions about specific programs, policies, environmental supports and health plan benefits. These questions are organized across 18 topic areas and scored to help employers identify gaps and track improvements over time. Topics include:

Organizational Supports

Tobacco Use

High Blood Pressure

High Cholesterol

Physical Activity

Weight Management

Nutrition

Heart Attack and Stroke

Prediabetes and Diabetes

Depression

Stress Management

Alcohol and Other Substance Use

Sleep and Fatigue

Musculoskeletal Disorders

Occupational Health and Safety

Vaccine-Preventable Diseases

Maternal Health and Lactation Support

Cancer

Why use an assessment tool? While employers have a responsibility to provide a safe and hazard-free worksite, they also have opportunities鈥攁nd a clear incentive鈥攖o promote individual health and foster a health-promoting work environment. Employers can provide preventive services, training and tools, along with an environment that supports healthy behaviors.

Designing an effective workplace health promotion program can be tricky. There is no one-size-fits-all approach; a successful program needs to be tailored to employee health needs and the organization鈥檚 culture and environment. To be effective, a wellness program also must be comprehensive, weaving together a coherent set of evidence-based interventions that support a culture of health and safety within the organization.

Once the assessment is complete, the hard work begins: What can an employer do to minimize the potential for employees to become injured? There is no single solution. A combination of strategies may be best suited to the workforce, workplace and circumstances.

1. Put the Hierarchy of Workplace Safety Controls to Work

A safety professional鈥檚 first instinct may be to go to the hierarchy of workplace safety controls鈥攅limination, substitution, engineering controls, administrative controls and personal protective equipment鈥攂ut those controls should also be evaluated through an age-inclusive lens.

Consider workplace noise. What if a noise issue interferes with both hearing protection devices and the use of a hearing aid? Or, if workplace noise makes speech difficult to hear, have all available engineering controls been implemented to eliminate or minimize the hazard and help an older worker with diminished hearing hear speech? Looking first at the work itself can lead to solutions that benefit more than one employee.

Engineering controls that may help include:

• • Ergonomically friendly workstations
  • Mechanical lift-assist devices
  • Slip-resistant walking/working surfaces
  • Ventilation considerations to minimize airborne contaminants or irritants

But engineering controls are only part of the picture. Other practical changes can proactively support the safety, health and well-being of an aging workforce.

2. Make Workplace Modifications That Matter

Small steps in adapting the physical work environment may include changing signage so it is easier to read or increasing illumination to provide better lighting where needed. Other examples may include moving break rooms closer to common work areas, providing cushioned anti-fatigue mats for workers who stand on the job, and ensuring footwear is not worn or weathered. These relatively simple, inexpensive changes can support proactive injury prevention鈥攁nd often improve the work environment for employees across age groups.

鈥淪ometimes the most effective safety improvements are also the most practical,鈥� Sowers said. 鈥淏etter lighting, an ergonomic workstation or a lift-assist device can help address a hazard before it becomes an injury, and those changes can benefit employees across age groups.鈥�

3. Promote Employee Wellness Activities

Incorporating employee wellness activities into the work setting does not have to be complicated, expensive or even time-consuming. Often the most effective activities are the simplest, and employees may be more likely to participate when they are easy to follow. Some ideas may include:

• • Starting an employee walking club.
  • Beginning staff meetings by standing up and doing light stretches.
  • Using internal communication channels to share tips and information about staying healthy and active at work.
  • Offering lunch-and-learn sessions about wellness topics such as nutrition, exercise, sleep and hydration.
  • Making healthier food options available through vending machines or the cafeteria.

4. Plan for Return to Work After an Illness or Injury

Since older workers can take longer to recover from illness or injury, return-to-work and accommodation strategies take on increased importance. Early intervention approaches can include early medical management, functional job analysis and graduated return-to-work planning programs.

The provides Stay at Work/Return to Work resources focused on helping employers retain capable, experienced workers. also emphasizes understanding job demands and developing return-to-work programs that support recovery.

5. Embrace Technology

Automation can help mitigate various injury risks. In the waste industry, for example, side-loader garbage trucks have removed the need for a worker to ride on the step while also reducing hazards outside the truck and musculoskeletal concerns related to manual lifting and repeatedly leaving and re-entering the vehicle.

In healthcare, lift aides and devices such as sit-to-stand lifts and glide sheets can help minimize the potential for strains and sprains. Will we see the age of robotic hospital beds that can eliminate manual lift and transfer exposures altogether? You never know. As technology evolves, the opportunity is to keep asking where physical demands can be reduced before an injury occurs.

6. Communicate with Care and Put Experience to Work

Although adjusting work responsibilities or redesigning job tasks to more evenly distribute physical demands can have a positive effect on older workers鈥� health, the effort may be met with reluctance by the workers themselves. After all, for many, perception is reality.

For supervisors who want to talk with older workers about making changes to the job, choose words wisely and with care. If a worker is beginning to pivot away from more regular manual labor, consider presenting the situation as an opportunity to take on an 鈥渁pprentice鈥� who can learn from and benefit from the worker鈥檚 expertise. The institutional knowledge older workers have may open new, safety-related doors, but communicating in a way that is not perceived as demeaning or 鈥渓ess than鈥� is key.

A potential career path for older workers is to become involved in training, safety and site-safety activities. After a long career, employees may have an opportunity to continue relying on that breadth of experience in a different way. Presented thoughtfully, the transition can reinforce that the employee remains a valued contributor while helping move the organization toward a more focused safety culture.

鈥淪ome of the most valuable safety knowledge in an organization is already on the floor, in the field or at the bedside,鈥� Sowers explained. 鈥淲hen experienced employees are invited to mentor, identify hazards and help shape safer ways to work, organizations are not stepping away from their expertise, they鈥檙e putting it to work in a new way.鈥�

Looking Ahead

Older workers will remain a major component of the workforce for the foreseeable future. For safety professionals and employers, that creates a clear opportunity to act: understand the work, address hazards, adapt where needed and build systems that allow employees to contribute safely throughout longer careers.

Although incident rates are lower for older workers compared with many groups, injuries that do occur can be more serious. Providing appropriate accommodations for older workers can help prevent injuries for employees across age groups. Proactive age management can help organizations retain valuable experience while creating sustainable work systems that use the strengths of an age-diverse workforce.

The goal is not to design a workplace around age. It is to design work around people鈥攗sing thoughtful assessments, practical controls, technology, communication and expertise to help employees thrive at every stage of their careers.

Want additional resources or practical ideas to support your aging workforce? Explore our Risk Management page, or connect with your 糖心传媒 Risk Management Consultant to discuss strategies tailored to your workplace.

In nearly every industry and sector, there is potential for error and unforeseen circumstances. It is critical for businesses that are involved in the selling and distributing of products to implement and maintain a product liability program to reduce their company鈥檚 overall risk.

A product liability program is a set of policies and procedures a business puts in place to reduce the risk of product-related injuries and lawsuits. The program should be designed to identify and control hazards, train employees on safe product use, and respond to product-related incidents.

How to Create a Product Liability Program

To create a product liability program, a business should first assess its risk. This involves identifying the types of products it makes or sells, the potential hazards associated with those products, and the likelihood of those hazards causing injuries. The business should also consider the potential costs of product liability claims, including medical expenses, lost wages and legal fees.

Once the business has assessed its risk, it can develop a product liability program to address those risks. The program should include the following elements:

• Hazard identification and control: The business should identify and control any hazards associated with its products. This may involve redesigning products, adding warnings or instructions, or providing training to employees and customers.
• Employee training: The business should train its employees on safe product use. This training should cover the potential hazards associated with the products, as well as the proper procedures for using and maintaining them.
• Incident response: The business should have a plan in place to respond to product-related incidents. A plan should encompass procedures for reporting incidents, investigation, and corrective action.

Product Liability Across Functions

When building a product liability program, the business should also include multiple business functions. This should always include the following departments:

• Engineering: The engineering department should be responsible for identifying and controlling hazards associated with products.
• Manufacturing: The manufacturing department should be responsible for implementing the hazard controls identified by the engineering department. Note, this function may also encompass quality control, if assigned to the manufacturing department.
• Quality Control: The quality control department should be responsible for ensuring that products meet safety standards.
• Sales and Marketing: The sales and marketing department should be responsible for providing customers with accurate information about the risks associated with products.
• Customer Service: The customer service department should be responsible for responding to customer inquiries about product safety.

By including multiple business functions in its product liability program, a business can help to reduce the risk of product-related injuries and lawsuits.

Keys to Program Success

Once the product liability program has launched, there are important steps to take to ensure it continues to run effectively and efficiently. Consider these tips for creating and maintaining a successful product liability program:

• Ensure the program continues to be tailored to the specific risks of your business.
• Obtain input from all relevant departments when developing and reviewing the program.
• Train employees on the program and ensure that they understand their responsibilities.
• Review the program regularly and make changes as needed.
• Keep records of all product-related incidents and take steps to prevent future incidents.

By following these critical steps, businesses can help to protect themselves and their employees from the possible financial and reputational costs of product liability claims.

The information provided in this article does not, and is not intended to, constitute legal advice; instead, all information, content, and materials contained in this article are for general informational purposes only.聽Further, this information may not constitute the most up-to-date legal or other information.

Preventable injuries, commonly known as 鈥渁ccidents,鈥� are the fourth leading cause of death in the United States, . Join us in observing National Safety Month as we work together to highlight the leading causes of preventable injury and death in order to create healthier, safer environments at home and in the workplace.

Promoting Safety in the Workplace

This year, the following weekly topics will be highlighted during National Safety Month:

Week 1 – : By prioritizing workplace safety, employers can stay prepared and create a positive and productive environment for their employees. This includes implementing robust safety protocols, providing proper training, and maintaining equipment. Organizations can also use this month to review safety policies, conduct risk assessments, and engage employees in safety initiatives to ensure a safer work environment for everyone.

Week 2 – : It may come as a surprise that the third leading cause of unintentional injury-related death is falls. In 2021, 44,486 people died in falls at home and at work, according to . For working adults, depending on the industry, falls can be the leading cause of death. Whether working from a ladder, roof or scaffolding, it’s important for employers to plan ahead, assess the risks and be sure to use proper, well-maintained equipment. Observational safety programs can also help to reduce the risk of falls at work.

Week 3 – : Every year, thousands become sick from occupational heat exposure and, in some cases, these injuries can be fatal. To avoid hazardous heat exposure, employees should:

• Consume adequate fluids (water and sport drinks)
• Work shorter shifts or split shifts
• Take frequent breaks
• Quickly identify any heat illness symptoms
• Wear proper PPE (Personal Protective Equipment)

Week 4 – : Even in familiar surroundings, employers need to be looking for dangers in the workplace. Keeping an eye out for hazards and performing routine building safety measures can help organizations identify and avoid them before an injury occurs.

Moving Forward

As a leading provider of property and casualty insurance, 糖心传媒 aligns with the principles of National Safety Month by offering comprehensive risk management solutions and insurance products tailored to specific industry needs鈥攁ll of which enhance workplace safety, minimize potential losses, and protect your bottom line. This month serves as a reminder that investing in safety is not just a legal obligation, but a responsible choice that benefits everyone involved.

What does a workplace wellness program look like? Here鈥檚 a short list of some of our employees鈥� favorite wellness offerings:

• Flexible work arrangements
• Tuition reimbursement
• Reward and recognition programs
• Stand-up desks and ergonomic workstations
• Free flu shots
• Community volunteer programs
• Financial seminars
• Charitable matching gift programs

All of these offerings, and more, are part of 糖心传媒鈥檚 newly refreshed well-being program 鈥� BE Well 360掳.

We asked a few of 糖心传媒鈥檚 well-being experts to share more about the importance of workplace wellness programs and how 糖心传媒 is embracing wellness in the workplace. Check out what they had to say below!

Erin Buddie, 糖心传媒鈥檚 AVP of human resources operations, on the importance of workplace wellness programs:
鈥淭he benefits of comprehensive workplace wellness programs are numerous. Research indicates these programs can raise employee engagement, increase productivity and contribute positively to company culture. According to the American Psychological Association, 89% of employees at companies that support well-being efforts are more likely to recommend their company as a good place to work. While total wellness for each employee cannot be achieved overnight, companies should be making an effort to foster a healthy working environment for their employees. When employers take wellness into account, the long-term positive impact on overall employee health is undeniable.鈥�

Karen Champine, 糖心传媒鈥檚 manager of benefits and compliance, on the company鈥檚 newly refreshed well-being program:
鈥淏E Well 360掳 is designed to address five aspects of overall well-being. These include: physical wellness, financial security, social and emotional balance, professional development and a sense of community. The program provides a broad range of meaningful initiatives that support overall well-being. From on-site chair massages to complimentary financial seminars, employees are offered various resources that focus on all-around wellness. When our well-being program was refreshed in early 2019, we introduced 31 employee wellness ambassadors. With these ambassadors located at various offices across the country, we鈥檝e seen a notable increase in participation, as well as overall enthusiasm for the program. Monthly wellness activities are held at the corporate level, sponsored by the human resources team, but what鈥檚 really exciting is the growth of local wellness activities, planned by our employee ambassadors. A wellness program that is influenced and supported by the employee population is what every company should strive for 鈥� and I鈥檓 proud to say that鈥檚 what we鈥檝e accomplished at 糖心传媒!鈥�

Yvonne O鈥機onnor, 糖心传媒 claims consultant and BE Well 360掳 ambassador, on office wellness activities:
鈥淎s the wellness ambassador for the Chicago Core Service Center, one of 糖心传媒鈥檚 smaller offices, I鈥檓 always trying to think of new ways to engage our team in wellness activities beyond the companywide initiatives. It鈥檚 a bit challenging for our team because many employees in the Chicago office work remotely, but we鈥檝e found ways to embrace workplace wellness without being in the same room 鈥� or even the same building. My favorite so far was the month-long step challenge our office held in May. Throughout the month, we recorded our steps in a shared spreadsheet. We watched each other progress and provided encouragement to each other along the way. Thanks to BE Well 360掳, the small but mighty Chicago team felt empowered to BE Well and took an amazing 1,897,333 steps!鈥�

Are you interested in working for a company that cares about you and your success? Place yourself amongst people who share a commitment to professional growth, community, and innovation. to view 糖心传媒鈥檚 current job openings.

In today鈥檚 professional environment, there are unique ways businesses can help their employees focus on health. In fact, companies that focus on health can see 鈥� including enhanced productivity, strengthened company culture, lowered burnout, and reductions in turnover.

Ergonomic Safety
Musculoskeletal disorders (MSDs), also known as an ergonomic injury, can affect the muscles, nerves, blood vessels, ligaments and tendons, according to the . Workers can be exposed to ergonomic-related risk factors from performing their day-to-day tasks, such as sitting, heavy lifting, bending, reaching, pushing/pulling heavy loads, and performing repetitive tasks.

Ergonomic injuries can include strains and sprains, carpal tunnel syndrome, tendonitis, and back injuries. These injuries can be reduced at work by promoting ergonomic health as part of an overall safety program, including encouraging employees to stretch and flex each day, conducting ergonomic evaluations, maintaining observational safety, ensuring proper use of equipment. Companies can also consider implementation of artificial intelligence wearables to evaluate and improve worker behaviors.

Mental & Emotional Health
More organizations are realizing the benefits of employee health and the prevention of burnout. Initiative-based and physical health programs can help keep employees safe, healthy and motivated.

Businesses can encourage employees to participate in anti-burnout initiatives that encourage physical and mental breaks through the implementation of free resources and events such walking or running clubs and meditation or therapy sessions. Companies should also consider providing an allowance to assist in meeting these physical and mental health-related goals. This can cover some of the costs for gym memberships, exercise equipment, fitness streaming services, or wearable applications.

Return to Work Programs
Even with proactive measures in place, injuries and accidents can still occur at work. A successful return to work program can help employees feel engage and prioritized as they focus on health and recovery.

After an injury, workers may need physical therapy, occupational therapy or other rehabilitation before they are able to fully function in their jobs again. But rather than not working at all, they may be able to perform light-duty work for several weeks or months until they can return to their full job demands.

Early return-to-work programs provide opportunities for all parties 鈥� the employer, employee and medical providers 鈥� to coordinate and identify accommodations, modifications or light-duty work, and place workers in these modified assignments. Workers who perform light-duty activities while recovering are generally more optimistic about their health and .

Learn More

The World Health Organization has several resources available for businesses to recognize and celebrate World Health Day. To learn more, visit the .

According to the , lung cancer is responsible for more fatalities than colorectal cancer, breast cancer and pancreatic cancer combined. In fact, The American Cancer Society estimates nearly 132,000 men and women have died from lung cancer this year.

Lung Cancer Risks at Work
While smoking tobacco is the most common cause of lung cancer, work-related exposure to carcinogens is also a leading cause of lung cancer. The World Health Organization recently reported that one in ten lung cancer deaths is caused by risk factors at work. These factors can include such as asbestos, soot, tar, radon, welding fumes and arsenic.

Symptoms of lung cancer may not be apparent right away and can include a persisting cough, shortness of breath, chest pain, hoarseness, weight loss, bone pain and headaches, .

Businesses in high-risk industries can take steps to help prevent lung cancer risks for their workers:

• Be aware of hazards on the job, such as the presence of asbestos or other toxins
• Require proper usage of masks and/or respirators to prevent inhalation or ingestion
• Consider , such as ventilation systems to remove air particles
• Encourage a healthy and smoke-free workplace, as the combination of exposure to carcinogens and smoking can greatly

Learn More
As part of the annual recognition, the American Lung Association offers a and other tools and resources to learn and share information about lung cancer research and prevention.

Creating a wellness program and implementing other safety measures into the workspace can have fantastic results for a business. With that in mind, more firms may want to take these steps if they haven’t done so already, so they too can reap the rewards of a motivated, healthy workforce. In order to achieve that goal, here are some tips and trends related to employee fitness.

Improved worker health can benefit the company
Creating an effective wellness program can be one of the best ways to promote employee engagement and turn distracted workers into highly productive ones, according to a recent survey conducted by Virgin Pulse, titled “The Business of Healthy Employees 2014: A Survey of Workplace Health Priorities.”

For the study, Virgin Pulse looked at more than 350 organizations and nearly 4,000 employees, with the goal of learning about the affect of wellness programs on the workforce. The results indicated that these measures can be a fantastic way to not only improve staff members’ health, but also boost productivity and increase profits for the company itself.

“We’re in the midst of an engagement crisis,” noted Chris Boyce, CEO of Virgin Pulse. “Overall employee disengagement is being reported at 70 percent in the U.S. and even higher globally. That means even on a good day, your employees aren’t tapping their full brainpower or reaching their full productivity potential. Making an investment in employees and demonstrating a commitment to them and their well-being is a straightforward way to help employees make daily changes that lead to sustainable healthy behaviors and improvements in workplace engagement and productivity.”

Moreover, participants reported wellness programs can bring in better potential hires, as well as impart a positive change to the company’s culture. Even so, Virgin Pulse explained that some firms are missing out on ideal opportunities regarding wellness programs, including incentives offered via the Affordable Care Act.

More companies look to boost health
Across the country, many companies are quickly realizing the benefits of using wellness programs and other incentives to improve worker health and reduce both insurance claims and costs.

According to The Economist, a number of corporations have started to alter how they approach health and wellness. For example, many firms to employees who hit healthy goals, such as quitting smoking or eating better. On a similar note, many more are starting to penalize workers for not reaching those same benchmarks. For instance, GE Capital’s Connecticut-based office forbids smoking on the property, and the on-site gym comes equipped with personal trainers.

GE Capital isn’t alone, The Economist explained. A number of large corporations, including YMCA, Walgreens and Express Scripts, have started to offer health incentives to employees as a way to control costs and keep workers in better shape. However, this trend may not stop there. More firms could start to turn to harsher methods to encourage healthy behavior, such as a financial penalty for gaining too much weight.

Wellness programs have proven to be effective, affordable means to improve employee health. While companies have a number of options at their disposal, creating a plan that will provide guidance here could drastically reduce insurance costs and improve productivity.