Introduction
For years, companies have recognized the importance of offering competitive health benefits to attract and retain talent. However, health benefits alone don’t determine employee well-being. A growing body of evidence shows that corporate determinants of health (CDoH)—factors embedded in workplace policies, culture, and environment—play a pivotal role in shaping employee health outcomes.
As HR professionals and corporate leaders, you have the power to influence these determinants, improving both employee well-being and company performance. But how? Let’s break it down.
What Are Corporate Determinants of Health?
CDoH are the factors within a company’s control that impact employee health and well-being. These include:
- Wages & Benefits – Fair compensation and accessible health benefits determine whether employees can afford and prioritize their health.
- Healthcare Access – The design of health plans, deductibles, pharmacy benefits, and care navigation services influence whether employees seek care early or delay it due to costs.
- Work Culture – Workplace stress, engagement levels, and inclusivity determine whether employees thrive or struggle with burnout and dissatisfaction.
- Training & Development – Continuous learning and leadership development improve job satisfaction, mental well-being, and a sense of purpose.
- Work Environment – Office ergonomics, air quality, healthy food availability, safety measures, and movement-friendly spaces impact physical health.
When companies prioritize these factors, they shift from a reactive to a proactive healthcare mindset—one that fosters healthier, more engaged employees while reducing long-term healthcare costs.
Why Should Companies Care?
Neglecting corporate determinants of health comes with a price. The cost of chronic diseases driven by stress, poor nutrition, and sedentary lifestyles is skyrocketing. Delayed care due to financial barriers leads to higher claims and lower productivity. A disengaged workforce is more likely to experience absenteeism, presenteeism, and burnout—all of which impact a company’s bottom line.
On the flip side, organizations that optimize their CDoH create an engaged, healthier workforce that drives innovation and operational success. Companies that integrate health-focused workplace policies see:
✅ Lower healthcare costs
✅ Higher employee satisfaction and retention
✅ Increased productivity and engagement
✅ A stronger employer brand
How Companies Can Take Action
HR professionals and corporate executives don’t need to overhaul their benefits strategy overnight. Small, strategic interventions can make a profound difference.
✅ 1. Rethink Health Benefits
Unsupported Approach: High-deductible health plans (HDHP) with high out-of-pocket costs discourage employees from seeking preventive care.
Supportive Approach: Companies can offer high-value primary care at no cost, cover preventive screenings (e.g., colonoscopies), and eliminate barriers to chronic disease management (e.g., covering essential medications).
✅ 2. Build a Culture of Well-Being
Unsupported Approach: Stressful, transactional work environments with little support for mental and emotional well-being.
Supportive Approach: Companies can create psychologically safe workplaces, offer mental health resources, and cultivate leadership styles that emphasize empathy and support.
✅ 3. Improve Work Environments
Unsupported Approach: Offices with poor air quality, lack of natural light, sedentary work routines, and limited access to nutritious food.
Supportive Approach: Organizations can redesign workspaces to promote movement, healthy eating, and ergonomic safety, all of which contribute to physical health.
✅ 4. Invest in Employee Development
Unsupported Approach: Employees feel stagnant, disengaged, and unchallenged in their roles.
Supportive Approach: Providing ongoing training, career growth opportunities, and leadership coaching fosters a sense of purpose and resilience.
Final Thoughts
The shift toward a corporate determinants of health strategy isn’t just about ethics—it’s about business performance. Companies that take proactive steps to improve workplace health reduce costs, enhance productivity, and retain top talent.
The question is no longer whether companies should invest in employee well-being, but how quickly they can adapt to this new model. Are you ready to lead the charge?
For organizations looking to optimize their corporate determinants of health strategy, reach out to Converging Health for tailored solutions that drive measurable results.
Written by Rob Thwaites in consultation with the Converging Health Consulting Team