𝗜𝗻𝗳𝗼𝗴𝗿𝗮𝗽𝗵𝗶𝗰: 𝗖𝗛𝗥𝗢𝘀 𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗩𝗮𝗰𝗰𝗶𝗻𝗮𝘁𝗶𝗼𝗻𝘀
With health officials and employers alike seeing COVID-19 vaccinations as critical to fully reopening the economy, CHROs are ready to help persuade the unvaccinated to get their shots. Nearly a third (29%) of HR leaders identified encouraging employees to get vaccinated against the virus as a top priority for the next three to six months.
While a growing number of large businesses are mandating vaccines, others are hoping they’ll be able to stop short of a mandate if they can entice their workforce to get the vaccine by choice. Increasingly, employers are offering incentives such as paid time off or spot bonuses to encourage vaccinations. Some are also hosting COVID-19 vaccine clinics on-site for their workforce — a measure that 77% of employees told us in March that they’d be willing to participate in. With the rise of delta and other variants, this may go far in increasing safety and alleviating worker concerns about missing work for vaccination appointments or illness.
Regardless of whether companies mandate vaccinations or opt for encouragement, CHROs will need to be prepared with policies and responses related to vaccine status. For example, if your company implements a mandate, how will you accommodate employees who cannot be vaccinated for medical reasons and therefore cannot work on-site? How will you create an inclusive environment and address the risk of bias if people who do not get vaccinated cannot return on-site? Involuntary or voluntary employee attrition also may be a consideration, as employees in some areas say vaccine mandates would cause them to leave.
Given the politicization and divisiveness of vaccines and masks in the workplace, HR can lead by being inclusive and working to manage discord. For example, 41% of HR leaders said in November that they were already working to create opportunities for employees to have conversations about difficult social issues; the topic of vaccines may be something employees also want to explore with others, and HR can help enable those discussions.
CHROs should also be prepared for potential secondary impacts of delta or other variants, such as employees who may have to miss work to take care of sick children or family members or those who will need to work from home because their child’s school or daycare has closed due to rising cases.
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The study was completed by PWC.
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