Guardian Life Logo

All fields are required unless marked optional.

1. How much of a priority for your organization is addressing the mental health of your workforce?
Unimportant
Critical
012345678910
2. What policies and resources does your organization provide to help address workforce stress and anxiety?

3. How well utilized are the mental/behavioral health-related resources you offer to employees, such as an EAP or separate behavioral health program?
Not Utilized at All
Utilized Very Well
012345678910
4. How does your organization measure the success of its mental/emotional health resources in improving workforce stress and anxiety?

5. How well prepared do you feel your organization’s managers and supervisors are to identify and respond to mental health needs of the workforce?
Not Prepared at All
Very Well Prepared
012345678910
6. Do you provide training or education on mental health topics for employees, managers/supervisors, senior leaders?

7. How effective are your organization’s communication efforts to keep employees informed about mental/behavioral health resources available to them through work?
Not Effective at All
Very Effective
012345678910
8. What are the top sources of stress for your workforce?

9. How would you rate the overall mental health of your workforce?
Poor
Excellent
012345678910
10. Our organization and the benefits we offer should do more to improve employees’ mental health?
Strongly Disagree
Strongly Agree
012345678910

2 Workforce State of Mind, Page 14, Guardian 11th Annual Workplace Benefits Study, 2022

3 Workforce State of Mind, Page 18, Guardian 11th Annual Workplace Benefits Study, 2022

4 Spring Health proprietary research based on results from use of the Spring Health platform, May 2021

5 "After treatment, 69.3% of participants showed reliable improvement for depression and 68.7% showed improvement for anxiety." Bondar J, Babich Morrow C, Gueorguieva R, et al. Clinical and Financial Outcomes Associated With a Workplace Mental Health Program Before and During the COVID-19 Pandemic. JAMA Netw Open. 2022;5(6):e2216349. Doi:10.1001/jamanetworkopen.2022.16349; 5/13,7/13.

6 Log-days in treatment were associated with fewer missed days (incidence rate ratio = 0.94; 95% CI, 0.93-0.95), corresponding to total posttreatment outcomes of missing 0.32 fewer days per week. Missing 0.32 fewer days per week translates to 25% fewer missed work days. Bondar J, Babich Morrow C, Gueorguieva R, et al. Clinical and Financial Outcomes Associated With a Workplace Mental Health Program Before and During the COVID-19 Pandemic. JAMA Netw Open. 2022;5(6):e2216349. Doi:10.1001/jamanetworkopen.2022.16349; 7/13.

7 Based on Guardian’s 2019 voluntary participation rate

9 Spring Health proprietary research based on results from use of the Spring Health platform, May 2021

10 "After treatment, 69.3% of participants showed reliable improvement for depression and 68.7% showed improvement for anxiety." Bondar J, Babich Morrow C, Gueorguieva R, et al. Clinical and Financial Outcomes Associated With a Workplace Mental Health Program Before and During the COVID-19 Pandemic. JAMA Netw Open. 2022;5(6):e2216349. Doi:10.1001/jamanetworkopen.2022.16349; 5/13,7/13.

11 Log-days in treatment were associated with fewer missed days (incidence rate ratio = 0.94; 95% CI, 0.93-0.95), corresponding to total posttreatment outcomes of missing 0.32 fewer days per week. Missing 0.32 fewer days per week translates to 25% fewer missed work days. Bondar J, Babich Morrow C, Gueorguieva R, et al. Clinical and Financial Outcomes Associated With a Workplace Mental Health Program Before and During the COVID-19 Pandemic. JAMA Netw Open. 2022;5(6):e2216349. Doi:10.1001/jamanetworkopen.2022.16349; 7/13.

12 Log-days in treatment were associated with fewer unproductive days (incidence rate ratio = 0.94; 95% CI, 0.92-0.95), corresponding to total posttreatment outcomes of being unproductive for 0.64 fewer days per week. An extra 0.64 days/wk translates to 24% increase in productivity. Bondar J, Babich Morrow C, Gueorguieva R, et al. Clinical and Financial Outcomes Associated With a Workplace Mental Health Program Before and During the COVID-19 Pandemic. JAMA Netw Open. 2022;5(6):e2216349. Doi:10.1001/jamanetworkopen.2022.16349; 7/13.

13 In the non-Spring group, the risk of turnover was 7%. In the Spring group, the risk of turnover was 4%. This translates to a risk difference of 7% - 4% = 3%, or a risk ratio of (7% - 4%) / 7% = 43%. Bondar J, Babich Morrow C, Gueorguieva R, et al. Clinical and Financial Outcomes Associated With a Workplace Mental Health Program Before and During the COVID-19 Pandemic, Supplemental Online Content, eResults 3, Results of Employee Retention Analysis; 3. JAMA Netw Open. 2022;5(6):e2216349. Doi:10.1001/jamanetworkopen.2022.16349.

14 Spring Health provider network proprietary data, 2022

15 American Psychological Association, 2020, https://www.apa.org/workforce/data-tools/demographics

Mental wellness benefits discussed herein are provided by Spring Care, Inc., d/b/a Spring Health ("Spring Health"), 60 Madison Avenue, Floor 2, New York, NY 10010. Spring Health is not an insurance benefit. Insured products are offered by The Guardian Life Insurance Company, New York, N.Y. ("Guardian") which has a financial interest in Spring Health. Spring Health may not be offered through Guardian in all states. Guardian© is a registered trademark of The Guardian Life Insurance Company of America, New York, NY. ©Copyright 2023 The Guardian Life Insurance Company of America.