We take a holistic approach to our talent initiatives. Our employee value proposition is simple: every day our team delivers excellent service to our customers, and we are committed to delivering an employee experience that creates opportunity and ensures dignity for all.
We are committed to keeping our employees informed and engaged about company news and events while helping them connect to our strategy and values. We share information through a range of channels and actively engage with our employees in topics that impact their experiences at work. Employee feedback is leveraged to shape policies, processes, and other aspects of our workplace.
In October 2021, we conducted our first combined company Engagement Survey after the WillScot Mobile Mini merger. Roughly two-thirds of our employee population participated in the survey. Results were positive, with an overall engagement score of 74%. Given the feedback received, we have launched several projects to deliver on opportunities, including “Project Fusion,” focusing on enhancements to our CRM application, career mapping to show employees the future possibilities for their careers, and our “Give Where You Live” program, providing employees opportunities to give their time, talent and/or treasures to local organizations. We continually seek employee feedback on a quarterly basis through pulse surveys and a feedback email box.
Rewards, Health, and Wellbeing
We crafted our Total Rewards strategy focusing on the health and wellbeing of our employees. We do this, in part, by ensuring competitive pay at every level of the organization. We utilize internationally recognized human capital consultant data to set and maintain pay ranges and pay levels across the organization.
Our benefits begin with a centralized focus on our employees. We use High Deductible Healthcare Plans to promote positive consumer behaviors and pay 70% of the cost of employee premiums. We mitigate the burden on employees from these plans by seeding their Health Savings Accounts (HSAs) at the beginning of the year, covering between 35% and 50% of their deductibles. We also provide a biometric screening incentive, enabling employees to earn an additional HSA contribution.
We have an Employee Assistance Program which includes a partnership with BetterHelp to provide counseling sessions for employees seeking assistance. We’ve begun the process of introducing a partnership with a third-party online platform to provide wellness activities, classes, and contests for employees and their families, as well as targeted programs to support employees in managing diabetes and musculoskeletal injuries.
We offer several ways for employees to feel prepared financially, including a 401(k) plan with a 4.5% employer match on the first 6% of earnings employees contribute. We provide educational services employees can use to strengthen their financial acumen. In the United States, we provide short-term disability pay at 100% of annualized wages for approved cases, and support can last up to 26 weeks. We offer paid parental leave for those employees who expand their families, as well.
At the end of 2021, we launched “Ready to Go,” an enterprise-wide recognition platform. This interactive program allows employees to recognize one another in real-time for working in accordance with our values and going above and beyond. Since its launch, we’ve seen over half our employees enroll in the program, issuing nearly 20,000 recognitions.