Apex Benefits | https://apexbg.com/988-lifeline-launches-nationwide/

In 2020, congress approved 988 to be designated the new phone number for the National Suicide Prevention Lifeline. The change goes into effect nationwide on July 16, 2022. This lifeline serves more than 180 centers in all 50 states, providing help to those in need.

Mental health moving forward

The Substance Abuse and Mental Health Services Administration reports that the United States had one death from suicide every 11 minutes and more than 100,000 deaths from drug overdoses in 2020. The shorter code for the lifeline provides more accessibility in emergencies and is available for free, 24/7, for those experiencing mental health crises or distress.

The administration’s goal is to “build a robust crisis care response system across the country that links callers to community-based providers who can deliver a full range of crisis care services,” starting with the lifeline.

Andrea Hickle, a licensed clinical social worker at Apex Benefits, says the lifeline will be a game changer regarding mental health advocacy and crisis management.

“The three-digit number is great because it makes getting help more easily accessible to everyone, especially when someone is calling for themselves or a loved one in a crisis and is not thinking straight.”

988 lifeline as a resource

“I always recommend saving the 1-800 number in phones, but sometimes that’s not feasible. For those who don’t have phones or are out in public, the shortened number helps with the chaos,” said Hickle. “I’m really happy that they passed the legislation for the 988 number, and it will be an even greater resource we can utilize for everyone moving forward.”

Hickle started her journey in social work at Riley Children’s Hospital, focusing on mental health for children and adolescents. “I’ve always had a passion for mental health and suicide prevention throughout my career,” stated Hickle.

“The 988 hotline is a great resource for children and adults, and I’ve received great feedback from those who have utilized it. It’s definitely something we should highlight in hospitals, schools and the workplace for those who may need somebody to talk to or work through a crisis.”

Hickle suggests that employers take steps to promote the new lifeline number in their workplaces and encourage employees to call when in need. It’s important that employees know where to go and feel supported when they’re struggling with poor mental health.

Here are some steps employers should take to support employee mental health: 

• Be transparent about Employee Assistance Program (EAP) resources

• Provide information about mental health resources

• Take steps within the workplace to reduce stress and support employee mental health

“It’s been proven and shown that the more a company is open about mental health, the more productive their employees are going to be. We’re going to see fewer employees take FMLA because of mental health emergencies. The key is to approach the topic in a way that is inclusive for everyone, and make it a conversation that encourages people to engage and won’t make them feel targeted.”xt goes here

Apex Benefits | https://apexbg.com/apex-benefits-extends-partnership-with-indy-eleven/

INDIANAPOLIS — Apex Benefits is proud to announce the continuance of its Corporate Partnership with Indy Eleven. Through the updated agreement, 2023 will mark the third season for Apex as the “Official Healthcare Benefits Provider” of Indy Eleven.

“Indy Eleven has benefitted greatly from our partnership with Apex Benefits in recent years, and that relationship is stronger than ever as we start our 2023 season,” said Greg Stremlaw, Indy Eleven President & CEO. “We are proud to keep this great partnership with a fellow Indiana-based company moving forward this year and beyond as both our organizations continue to grow.”

“As Indy Eleven’s Official Healthcare Benefits Provider, Apex Benefits is excited to continue to build on our partnership and impact our local community,” said Apex Benefits CEO John F. Gause. “We’re looking forward to strengthening our relationship with Indy Eleven’s players, staff and fans.”

In conjunction with the partnership, Apex Benefits will be featured via numerous Indy Eleven promotional avenues including, but not limited to: the presenting partner of content emanating from the club’s Grand Park training center, on-field and in-stadium signage, community ticket block and placements on the team’s official website, indyeleven.com.

About Indy Eleven Professional Soccer

Since its launch in 2013, Indy Eleven’s dedication to its club and community has been driven by empowering a culture of excellence through its players and staff, staying true to its aim of fielding teams that represent the State of Indiana proudly on and off the field. The 2023 season will the 10th year playing men’s professional soccer and the team is currently playing in the United Soccer League (USL) Championship, a 24-team professional soccer league based across the United States. In May 2022, Indy Eleven’s franchise in the USL W League began play in the new women’s league ad captured the Great Lakes Division title. Indy Eleven launched a youth development program that has grown to over 15,000 children via affiliated youth clubs across Indiana. They also have led the way in USL Academy youth play, led by its Boys U-19 Squad that won the inaugural 2021 USL Academy League national championship and the 2022 USL Academy Cup Learn more at indyeleven.com.

About Apex Benefits

Apex Benefits is Indiana’s largest independent employer benefits brokerage and consulting firm focused solely on group insurance programs. The organization’s proprietary solutions for achieving data-driven cost savings are powered by strategists who leverage their underwriting, insurance and health care expertise to save employers more on health care costs so they can invest more in their organizations and employees.

Apex Benefits | https://apexbg.com/apex-recognized-as-2024-adoption-advocate/

INDIANAPOLIS—The Dave Thomas Foundation for Adoption has named Apex Benefits an Adoption Advocate for its employee adoption benefits. For the past three years, the Indianapolis-based employee benefits consultant has been named on the list alongside organizations from across the country that prioritize providing benefits and resources for employees who foster and adopt.

Director of Apex Academy Toni Stinson was one of the first employees to take advantage of Apex’s adoption benefits. “John Gause and HR created the adoption benefit while we were in the process of adopting. Not only did it provide us with the opportunity to be open to an out-of-state adoption, which has extra fees and expenses, but it told us that the company respected and honored adoptive families. In a very real way, this benefit helped Troy, Alex and I become a family,” said Stinson.

“Adoption is expensive, and as our employees and their families open their hearts and homes for adoption, Apex wants to help lift some of the financial burden. We hope that employers across the nation continue to explore this benefit and stand alongside their employees on their adoption journey,” stated Vice President of HR & Administration Stephanie DiBlasio.

Apex Adoption Benefits

Full-time Apex employees are eligible for 10 days of parental leave and receive $5,000 in reimbursement to help cover adoption-related expenses. For instance, these expenses could include:

• Application fees

• Home studies

• Legal, agency or placement fees

• Court costs

• Immigration, immunization and translation fees

• Travel and transportation fees, including meals and lodging

• Parent, child and family adoption counseling

• Medical expenses of the child before adoption

About the Dave Thomas Foundation for Adoption

The Dave Thomas Foundation for Adoption is a national, nonprofit public charity dedicated to finding permanent homes for the more than 140,000 children waiting in North America’s foster care systems. Created by Wendy’s® founder Dave Thomas who was adopted, the Foundation implements evidence-based, results-driven national service programs, foster care adoption awareness campaigns and innovative grantmaking.

More than 30 years ago, Dave Thomas led an initiative advocating for better adoption benefits in the workplace. The Foundation has carried that legacy forward through the Adoption-Friendly Workplace program. The Foundation recognizes organizations that offer best-in-class adoption and foster care benefits, offers a toolkit to help employers develop their policies and shares stories of impact. Learn more at davethomasfoundation.org/AFW.

About Apex Benefits

Apex Benefits is Indiana’s largest independent employer benefits brokerage and consulting firm focused solely on group insurance programs. The organization’s proprietary solutions for achieving data-driven cost savings are powered by strategists who leverage their underwriting, insurance and health care expertise to save employers more on health care costs so they can invest more in their organizations and employees.

Apex Benefits | https://apexbg.com/apex-recognized-for-well-being-by-aha/

The American Heart Association has awarded Apex Benefits national platinum level recognition for its commitments to employee health and well-being as measured in the Association’s 2022 Workforce Well-being Scorecard™.

The Scorecard evaluates factors such as mental health policies, organizational wellbeing strategies to address burnout, health equity measures, employee financial resources and more to provide a comprehensive assessment of an organization’s culture of health. 381 organizations completed the Scorecard in 2022, and all organizations were recognized with an achievement level of platinum (9%), gold (45%), silver (32%) silver, bronze (9%) or completer (5%).

The American Heart Association, a global force for healthier lives for all, developed the Workforce Well-being Scorecard in collaboration with top scientists and industry experts to reflect the latest evidence-based science on workforce health and wellbeing. First launched in 2016, the Scorecard was refreshed in 2022 to place a renewed focus on health equity and comprehensive organizational well-being. The free, web-based tool allows employers to regularly evaluate their health and well-being progress, identify areas of opportunity and see how their results stack up against their peers.

Research has shown that supporting the mental and physical well-being of employees is vital to driving productivity, engagement and successful business outcomes. By investing in a culture of health in the workplace, organizations can improve employee retention and bolster their organizational reputation.

“We are honored to be recognized by the American Heart Association for our commitment to employee health and well-being and our continued efforts to promote equity. Our organization is dedicated to creating a culture that is safe, supportive and provides opportunities for everyone to reach their full potential—in and out of the workplace.”

Stephanie DiBlasio, VP of HR and Administration

The Workforce Well-being Scorecard is a key component of the Association’s Well-being Scorecard Works Better™ platform, which helps business leaders unleash the power of a healthy, happy workforce. Distinct from traditional wellness programs, Well-being Works Better empowers employers to champion the mental and physical health of their employees and provides actionable guidance to meet the unique needs of their
organization.

For more information and a full list of recognized organizations, visit heart.org/workforce.

About Apex Benefits

Apex Benefits is Indiana’s largest independent employer benefits brokerage and consulting firm focused solely on group insurance programs. The organization’s proprietary solutions for achieving data-driven cost savings are powered by strategists who leverage their underwriting, insurance and health care expertise to save employers more on health care costs so they can invest more in their organizations and employees.

Apex Benefits | https://apexbg.com/benefits-of-mentoring-in-the-workplace/

Navigating a new office or even a new career can be stressful. Many businesses have begun implementing mentoring programs to help employees feel more connected with their coworkers and improve their expertise. Such programs are valuable for mentors, mentees and the organization, as a whole.

Mentee Benefits

During these programs, mentees are guided by their mentors to learn the ropes of the business. They’re able to gain new skill sets and talents through one-on-one teachings. The consistency of the mentorship allows for continual growth and networking in their profession.

Mentor Benefits

Teaching someone allows mentors to sharpen their strengths while creating new skills. Leadership and communication skills that are not easily worked on in professional settings are fine-tuned, allowing mentors to grow further in their careers. Enthusiasm is contagious and teaching a newcomer to the profession revitalizes the mentor’s energy and commitment to the field.

Company Benefits

Providing mentoring or peer coaching programs engages employees in their work and gives them more control over their careers. Employee satisfaction, retention and productivity rise as a result. Participants of these programs find new confidence in their work – resulting in fewer mistakes and timelier deadlines.

Happy employees create a positive workplace culture based on cooperation and teamwork. The positive relationships fostered by mentoring programs make it much easier to attract new talent and potential candidates to the companies.

“Peer coaching as a discipline had its roots in education. It was intended as a way for teachers to get out of the isolation of the classroom and work with their peers to tackle specific problems on a tactical level. Peer coaching allows both parties the opportunity to learn from each other and sharpen their skills, provide feedback and develop problem-solving and critical thinking skills that are difficult to train in a traditional classroom environment,” explained Director of Apex Academy Toni Stinson.

Stinson develops and implements new training at Apex Benefits that allow for constant growth of all employees. Recently, she has created a mentoring program that helps employees grow personally and professionally.

“The Peer Influencer program that we are launching this month is intended to provide those people who are already leaders (by influence if not by title) the opportunity to gain the skills necessary to be effective peer coaches — communication, emotional intelligence and building trust, to name a few. At the conclusion of the course, we’ll have a team of peer coaches who can collaborate with people throughout the company, at the request of the team member or their manager, to help create more effective solutions to problems.”

Apex Benefits | https://apexbg.com/5-best-practices-to-support-employee-mental-health/

Recent years have proven that stress can have adverse effects on the quality of life. A survey implemented by Qualtrics and SAP revealed that, since the pandemic began, 67 percent of Americans reported experiencing more stress, 57 percent reported higher anxiety levels and 53 percent experienced emotional exhaustion.

Employees are gaining confidence and are no longer shy about letting employers know what they want from their careers. This means benefits. Importance is placed on health insurance, flexibility, work-life balance and employers who show they care.

It’s time to take strides in the workplace and improve how organizations approach mental health to support their employees.

1. Foster Mental Health Awareness in the Office

Mental health is not a subject that should be silenced in the office. Employers need to work to break down the barriers that hinder mental health discussions. Normalizing mental health and mental illness conversations encourage employees to reach out when struggling. Promoting employee assistance programs, encouraging social support groups and providing resource assistance can make all the difference.

2. Provide More Flexible Schedules

One of the most significant benefits that employees look for in a workplace is flexibility. The typical nine-to-five jobs are no longer the norm. More employers offer flextime, hybrid work options and more generous paid time off. Flexible schedules allow employees to have better work-life balance, less stress and better job satisfaction.

3. Address Workplace Stress

Chronic stress can cause fatigue, irritability and health problems. With 80 percent of Americans considering their jobs stressful, employers should actively reduce or resolve

employees’ stressors. Encouraging managers to create clear lines of communication with employees will reduce uncertainty within job roles and allow employees to discuss their workloads with ease. Organizations should implement zero-toleration policies for bullying, discrimination or other harmful behaviors. Companies can improve their culture and foster safety for their employees by doing so.

4. Evaluate Your Benefit Offerings

Companies should ensure that employees’ current health plans include resources for mental health. Employees may have more access to resources and help if needed by reviewing benefit offerings. Companies have also implemented employee discounts for stress-relief measures such as massages, acupuncture or gym memberships.

5. Provide Mental Health Training for Managers

Proper management training regarding mental health can help reduce the stigma around the topic. When managers can view potential causes of excess stress or recognize symptoms in employees, they are better equipped to address solutions with employees.

Apex Benefits | https://apexbg.com/better-benefits-for-small-businesses/

On April 29, a document was drafted from the desk of the president declaring May 2 – 5 to be National Small Business Week. This proclamation describes the importance small businesses hold within the American economy. In addition, President Joe Biden describes the new plans to help small business owners thrive as the country moves forward, out of the pandemic.

Many small business owners are still struggling to find their footing from the pandemic and the Great Resignation. Those finding themselves short-staffed need to take a thoughtful look into their management styles and employee benefits for the best outcome of employee recruitment and retention.

Small Business Benefits

Whenever the discussion of benefits is raised, the first thing that comes to mind is healthcare and insurance. While they comprise a large portion of company offerings, many employees want something more from their benefits package. Instead of looking at the generalized workforce, a better approach is to appeal to the workforce that makes up your small business. Survey your employees on what they would like to see in their own benefits packages. This information will allow you to make more informed offering decisions when attracting new talent.

Mental Health Matters

During the pandemic, Apex Benefits received many inquiries from employers on how to approach employee attraction and retention. In this article, VP of Client Engagement Amber Chittenden, touches on the rising popularity of flexible benefits such as work-life balance and PTO policies. She further outlines how these benefits can help reduce the amount of stress and burnout that often accompany overworked employees.

With several organizations now providing remote and/or hybrid schedules, it’s no surprise many employees now wish for vacations due to the stressors they face both at home and in the office. Small businesses can assist in making the lives of their employees much more manageable, resulting in a happier and more efficient workforce. In her article, Brooke Salazar, JD, describes how current benefit offerings are lacking. When interest is lost in benefit offerings, it is time to rethink and restrategize. Salazar suggests that, due to these societal shifts, it is pertinent to provide benefits that support employee mental health, such as well-being surveys, company-wide mental health days and additional managerial training to ensure inclusivity.

Culture Defines a Company

With applicants becoming more selective in their job search, small businesses should focus on building a positive company culture even with limited resources. A happy and healthy work environment is a defining factor in retaining current employees and gaining new ones. Businesses that hold training for diversity and inclusion help promote more positive cultures, reducing discrimination and building respect throughout the company.

An organization’s values shine through its culture and treatment of its employees. Forbes conducted a study that found most survey respondents would quit a job at a company whose values did not match their own, and they were less likely to take a position where values did not align.

Invest in Current Talent

Many small businesses face skill-gaps in their workforce. In fact, a survey in 2020 from GetApp found that 20 percent of small businesses cited a lack of employee skills as the single biggest challenge they faced in response to COVID-19. To combat this, arm your employees with the skills they need to excel in their position and provide opportunities for upward mobility. For example, some businesses are creating mentorship programs, certification classes and workshops for employees to enhance their skill sets.

Apex Benefits| https://apexbg.com/cybersecurity-the-fight-against-scammers/

Technology is an essential part of life. Businesses across all industries utilize a wide variety of programs and systems that allow for more efficiency in the workplace. Unfortunately, each new advancement increases the potential for cyberattacks. As a result, it is more critical than ever to know the risks and take precautions for technology usage.

Scammers use many avenues to gain information from employees and businesses. Here are the most common:

• Phishing: Scammers gain information by using fake emails or voice calls in hopes of receiving a response. In some cases, an actual phone number from an organization will be used for voice phishing, or vishing, to solicit personal information.

• Malware: Malware is a computer virus most commonly disguised as a harmless link or email. This type of attack can give scammers access to stored data, personal files and website traffic.

• Brute force attacks: These attacks occur when hackers repeatedly try to log into someone’s account. Accounts are most susceptible to these attacks when passwords are reused on different websites. Scammers may gain access to one password and use those credentials for other sites to eventually gain access

In light of the cyber threats that businesses are constantly facing, it’s more important than ever to arm employees with the education and tools they need to protect their information and stay safe online.

There are several steps companies can take to further data protection, including:

• Behavioral analytics tracking software: Because some hackers can impersonate employees, it can become difficult to detect when credentials have become compromised. This analytics software monitors for abnormal data usage and suspicious activity to spot the transfer of files or large portions of data.

• Automated threat detection software: This software automatically scans programs and files for malicious content to prevent malware.

• Work-from-home guidelines: Employers should implement technology usage policies for employees who work out of the office. Connecting to an unsecured or untrusted Wi-Fi network, for example, can make critical information more susceptible to an attack.

• Employee education: Educating employees about cybersecurity and attacks allows them to spot scams much faster – and provides better technological protection for the entire organization.

As the world evolves, cyber threats will become more sophisticated and commonplace. Creating a solid cybersecurity foundation will help prevent future attacks and secure vital data.

Apex Benefits | https://apexbg.com/teamwork-makes-the-dream-work/

Millions of people gather around the Indianapolis Motor Speedway year after year to watch as drivers race for the title. The driver’s journey to the finish line is not made alone. As the saying goes, it takes a village.

Drivers surround themselves with dozens of people behind the scenes who ensure the safety and efficiency of the whole operation. IndyCar drivers can compete for the trophy thanks to the teamwork of their staff. Like a well-oiled machine, teamwork ensures success in any venture. In every industry, a team of people supports client-facing roles and ensures their success.

Teams who sharpen their skills in communication, mentorship and teamwork are often at the top of their industry. Become a leader in your industry by fostering a strong sense of teamwork amongst employees – and cross the finish line together as one.

Behind every strong team is a good leader.

Making sure the top leaders in the company understand the bottom line and how to encourage and train each employee is vital when it comes to teamwork. These are the people in charge of pushing and maintaining the momentum that fuels the team. According to Forbes Councilmember Alex Kowton, “a qualified executive team knows how to build a team, maintain momentum and foster excitement in all levels of the corporate structure. If your executive team is qualified, they will want to commit to making teamwork a priority.”

Promote teamwork with these leadership tips:

1. Encourage mentoring programs. Companies should foster leadership with programs that allow for further professional and personal growth. In other words, mentorship enables potential leaders to rise within the company.

2. Give a little respect. Every person within an organization is vital to its success, and it’s critical to remember the importance of mutual respect. “If respect is sincere, team members will want to help, rather than feel threatened by or in competition with each other,” stated Kowton. If you can’t find mutual respect, you often won’t find teamwork.

Fuel Your Company Culture

Companies should carefully curate a culture that employees believe in to retain and attract new talent and foster professional growth for each staff member. Similarly, the company culture often reflects the employees that inhabit it. Furthermore, when positivity engulfs a workforce, employees naturally work as a team more cohesively.

Here’s what you can do to improve your company culture:

1. Foster positive workplace relationships. Positivity breeds positivity. Relationships in the workplace that focus on communication and support encourage each team member

2. Communicate effectively. For example, learn to communicate with your team by identifying strengths and weaknesses. Gallup suggests utilizing CliftonStrengths to understand the best ways to encourage and strengthen teamwork in the workplace.

Envision the Finishing Line

Even teams who work well together may still get off track if they have differing views on what the results of projects should be. A clear goal shared throughout the team will make the most impact on the bottom line. Kutwon states, “While each person’s tasks, strengths and weaknesses may be different, if the overall vision, mission and purpose are shared, you ensure that everyone is moving in the same direction.”

Make the most out of the drive that comes with teamwork.

1. Talk about it. Effective communication is crucial, but consistent discussions help ensure the realization of the team’s goals. Daily or weekly check-ins will keep every team member on track.

2. Be clear and concise. Everyone should have clear roles when working on a project. Work can become messy, and negativity can arise when roles are not defined – hindering teamwork.

Apex Benefits | https://apexbg.com/long-term-stress-and-you/

Stress is often associated with rapid heartbeat, sweating and feelings of being overwhelmed with tasks and responsibilities. The brain and body respond to demands and stressors such as exercise, life changes, work and traumatic events. The lasting effects of long-term stress may contribute to heart disease, high blood pressure, diabetes and mood disorders, such as depression and anxiety. Health concerns are only one reason to be concerned about the stressors felt in daily life.

Long-term Effects

Not all stress is bad stress. It motivates people to finish tasks or get ready for important events like interviews or tests. Stress is the body’s way of preparing for fight or flight. This results in tightened muscles and quickened breathing.

While stress can be helpful in certain situations, it’s essential to manage it to prevent long-term stress from occurring. Health problems arise when the body’s stress response is in effect for too long. Stress can cause poor sleep habits, digestive issues and weakened immune systems – leaving the body prone to viral infections.

Too much stress negatively affects job performance, increases medical costs, lost wages and decreases productivity. It also causes shorter attention spans and fatigue – resulting in workplace injuries and on-the-job accidents.

Stress Management

It’s essential to find good strategies for coping with stress to prevent it from causing further issues in life. When it becomes too much to handle, there are many options for managing stress. Regular exercise can help calm the mind, boost mood and allows time for reflection – easing stress on the body. Incorporating relaxation into daily life can also help reduce stress-related conditions.

Improving organizational and time management skills can help with an overwhelmed workload. Implementing these techniques can allow more time to destress while completing important tasks.

Many companies have implemented programs to address employees’ stress and mental health with Employee Assistance Programs (EAP).

An EAP gives employees access to professional counselors to help with the following:

• Stress about work or job performance

• Conflict resolution at work or in one’s personal life

• Marital or relationship problems

• Child or eldercare concerns

• Financial worries

• Mental health problems

• Alcohol/substance abuse

• Grief

• Interpersonal conflicts

These programs allow for the exchange of confidential information – without worries of workplace retaliation.

Everyone feels stressed from time to time. Effective coping strategies are essential in recovering from stressors and preventing chronic stress. If chronic stress has become an issue in mental or physical health, talk to a health care provider for treatment options.

Apex Benefits | https://apexbg.com/small-business-attraction-and-retention/

Many employees leave jobs for better compensation and benefits and prioritize flexible work arrangements or career development opportunities. With these labor obstacles, smaller employers should focus on what’s feasible.

• Select the Right Benefits. The best benefits will vary in each small business depending on the workforce’s needs, but they can be leveraged to attract and attain the right employees.

• Revamp Recruiting, Hiring and Onboarding Practices. Employers can consider using tools such as an applicant tracking system that collects and stores candidate resumes and helps automate common recruiting and onboarding tasks.

• Expand Recruiting Reaches. A good starting point for small businesses looking to grow their recruiting reach is to expand their online presence. This includes creating and maintaining multiple online profiles, posting content regularly and educating prospective workers about job opportunities.

• Focus on Developing Employees. Some ideas or opportunities include providing career pathing plans, creating mentorship programs, offering microlearning workshops to focus on a specific skill, or paying for employees to attain certifications or further their education outside of the workplace.

• Offer a Flexible Work Environment. Surveys overwhelmingly indicate that many employees prefer to retain flexible work options. These offerings include work-from-home arrangements and flexible or hybrid work schedules (working part of the week in the office and part of it remotely).

• Create a Strong Workplace Culture. Leaders are pursuing initiatives such as training managers on how to identify employee burnout, designate fair workloads and support the needs of their team members

Smaller businesses can stay agile and should consider what strategies they can leverage to compete in today’s labor market.

Apex Benefits | https://apexbg.com/monumental-kids-movement-sponsorship/

INDIANAPOLIS – Apex Benefits announced it has extended its title sponsorship of Beyond Monumental’s youth program centered around running, the Apex Benefits Monumental Kids Movement (MKM) and the Apex Benefits Monumental Kids 5K for the next 3 years.

The Apex Benefits MKM is a bi-weekly school-based running club powered by a health and wellness curriculum that educates youth about the benefits of exercise, proper diet and healthy living. The program lasts between seven and nine weeks, culminating with students running the Indy Half Marathon at Fort Ben 5K or the Apex Benefits Monumental Kids 5K.

“The Apex Benefits Monumental Kids Movement and its impact on our community continues to be a primary focus of our organization,” said Jed Cornforth, Executive Director of Beyond Monumental. “Last year, the inaugural Apex Benefits Monumental Kids 5K was such a great success in celebrating our local schools and the students who participate; and we can’t wait to welcome back students, parents, and sponsors for the second annual event later this month.”

In 2022, over 1,500 students participated in a MKM 5K from 4 Indianapolis school districts – Indianapolis Public Schools, Lawrence Township Schools, Perry Township Schools and MSD of Pike. The Apex Benefits MKM program has seen over 10,000 graduates to date.

Apex is Indiana’s largest employer-sponsored group benefits advisory firm focused solely on managing employer health benefits programs. Among other philanthropic and community-service initiatives, Apex supports Beyond Monumental with a mutual strong passion for transforming lives through health education.

“We’re honored to sponsor the Monumental Kids movement. As the group health and benefits partner to some of the largest school systems across Indiana we get the privilege of supporting schools’ employees and their family members,” Apex President and CEO John F. Gause said. “Partnering with Beyond Monumental enables us to expand the reach of our mission and our ability to influence the health of Indiana’s students through fitness and nutrition curriculum.”

For more information, visit the Apex Benefits Monumental Kids Movement program page.

About Apex Benefits

Apex Benefits is Indiana’s largest independent advisory firm dedicated exclusively to the management of group health and welfare plans. Our team empowers organizations to make effective benefits decisions through data-driven decision modeling, health-focused employee engagement and talent management strategies.

About Beyond Monumental

Beyond Monumental provides the Indianapolis community with a complement of activities built around their premiere event that promotes healthy living & fitness for all ages. Beyond Monumental gives back to the Indianapolis community by supporting youth programming that reinforces healthy lifestyles for young people, with an emphasis on working with urban students and Indianapolis Public Schools, donating over $1.5 million in 14 years. The CNO Financial Indianapolis Monumental Marathon is a top 15 marathon in the US and is nationally recognized by Runners’ World as one of “Ten Great Marathons for First Timers”. The 16th annual running is scheduled for Oct. 28, 2023.

Apex Benefits | https://apexbg.com/the-importance-of-women-in-leadership/

March is Women’s History Month – a time set aside to celebrate women for their achievements and contributions to society. Throughout history, women worldwide have had to overcome strife and push the envelope to make their voices heard.

Women in leadership have their own unique perspectives and leadership styles  – and this can lead to more diverse management styles within the workplace.

Challenges Women Face

As far as women have come, the road ahead is still filled with uncertainty. Modern women within business continue to deal with wage gaps, underrepresentation and gender bias. A study conducted by the U.S. Census Bureau found that women who worked full-time earned 18 percent less than their male counterparts for the same job.

Women have a more challenging time than men when it comes to work and family balance. The Pew Research Center found that mothers took 11 weeks off work after the birth of a child compared to one week for new fathers.

Traditional family roles are slowly becoming a thing of the past; however, some stereotypes still exist. Women are often seen as homemakers while men take on the breadwinner role. Women are typically left with the responsibilities and stress of raising a family while taking care of the home.

This disparity in responsibilities at home results in women asking for reduced hours or being rejected for a promotion. 27 percent of women reported being treated as if they weren’t committed to their work.

Women in Leadership 

Women still only make up seven percent of top management positions in Fortune 500 companies.

Studies have shown that when women are promoted to positions of power, they often provide instrumental talents that help businesses succeed. Many women have proven to excel in soft skills that are much needed within the business market, such as empathy, conflict management and teamwork. A study conducted by Hay Group, a global consulting firm, found that women surpass men in most emotional intelligence competencies.

Women’s roles and experiences provide valuable insights and perspectives that an all-male leadership team may not see. Broader representation and diversity allow for more expansive innovation within companies and organizations.

“Women belong in spaces where decisions are being made and deserve to be recognized and compensated accordingly. To know and work with women is to know what the studies show: that women are better at helping employees navigate work-life challenges (24% of men compared with 29% of women) and taking action to prevent or manage employee burnout (16% compared with 21%), according to a Women in the Workplace study,” states Apex EmpactHR Consultant and DE&I officer Brooke Salazar, JD.

“Women also spend more time contributing to diversity, equity and inclusion efforts (7% of men compared with 11% of women). Women have multiple and intersecting identities that absolutely shape their experiences in the workplace. I can cite numerous studies confirming that when organizations are more aware of these dynamics, women can more effectively advance equity and inclusion for all women.”

Companies need to take responsibility and provide more leadership opportunities for women to reduce the disparities between male and female workers. Women placed in leadership roles are more likely to recognize when disparity is present, allowing for faster progress in the workplace.

Companies also must implement no-tolerance policies for discrimination and reevaluate their employee benefits and review processes to ensure that all genders are treated equally — with equal opportunities. Employers that purposely strive for inclusivity reap the rewards of new perspectives and innovation in the workplace. Progress is on the horizon when women are in leadership.

Apex Benefits | https://apexbg.com/value-of-a-learning-culture/

As many employers today are finding ways to combat attraction and retention challenges, learning and development (L&D) efforts are one way for organizations to find and keep employees. Workplace trends and protocols change fast, so today’s workforce wants to broaden their skill sets to keep up with industry and role evolution. To meet this desire, a culture that promotes continuous learning can facilitate an environment that equips employees to maintain a competitive skillset.   

Understanding Learning Culture  

An authentic learning culture supports a growth mindset, an independent pursuit of knowledge, and collective understanding related to organizational missions and goals. Employees want to learn and apply new skills in their job and company, but they’re also open to sharing that knowledge with others. Employers can cultivate a workplace culture that offers opportunities to help support employees on their learning journeys.   

In addition to being a robust recruitment and retention tool for organizations, a learning company culture has the potential to impact workplaces by:   

• Closing worker skill gaps 

• Keeping up with workplace demands 

• Increasing employee innovation and creativity 

• Boosting employee productivity 

As with any workplace initiative, L&D efforts are an investment, and employers should consider L&D an investment in both employees and the organization. Consider the following statistics from ClearCompany that reinforce the importance of workplace L&D opportunities:    

• Most employees (94%) said they would stay at a company longer if it invests in their careers. 

• Employees who have access to professional development opportunities are 15% more engaged. 

• Companies that spend $1,500 or more on employee development annually report 24% higher annual profits than organizations that pay less. 

Creating a Learning Culture  

Developing a learning company culture takes time and dedication, but the payoff is typically worth it in the long run. Consider the following ways to build or reinforce a workplace culture of learning:    

•  Personalize learning. Employers can offer personalized learning plans to help guide employees on their journeys to make learning efforts relevant. Instead of focusing on course completion, employers can support employees’ long-term learning to reach their career goals.

• Support risk-taking. Employers can tolerate and perhaps even encourage mistakes—if they support learning and growth and manage employees appropriately. When employees feel safe taking risks, a significant increase can occur at the individual and team levels. The feasibility of this strategy will vary based on industry and organization.

• Reward and recognize learning. Employers need to show their appreciation and value of learning regularly. Focus on how employees apply their newfound knowledge versus their accomplishments.

• Leverage technology. Employers incorporate e-learning, online coaching, and learning management systems (LMSs) to train and develop their workforce. The right technology learning environment can facilitate and support continuous learning, making it accessible for all employees.

• Hire lifelong learners. Recruiting and hiring managers could leverage assessments and behavioral interviews to gauge if candidates are a good fit or add to the company culture. For example, such an assessment could help reveal if a prospective employee is driven, curious, or has a learner mindset

A motivated and engaged workplace is a powerful one. An approach to workplace learning that focuses on the culture can help ensure that employees continuously learn and develop. A learning culture can motivate and develop current employees. Still, it can give organizations a necessary competitive edge in today’s tight labor market by attracting workers who want to broaden their skill sets. 

Apex Benefits | https://apexbg.com/time-management-techniques-for-improved-efficiency/

Ensuring responsibilities do not fall through the cracks when life gets busy can be a challenge. What do you do when there is so much on your plate that it feels like a juggling act? Finding a time management technique that works for you is crucial for performing tasks while keeping your sanity.

Employing effective time management practices helps ease stressors and improves work performance. A study published in the World Journal of Management found employees who develop time management skills strive to reach more goals and improve the efficiency of their work.

What techniques can you employ to make the best out of every day?

1. Create SMART Goals

Creating goals allows for more focus on each objective – and SMART goals take it one step further. SMART stands for Specific, Measurable, Achievable, Realistic and Timely. Creating goals with these measures in mind allows for more direction – and makes goals easier to reach.

2. Prioritize

Tasks should be delegated based on urgency. Completing the most critical task first creates more motivation to complete other tasks. Not every task has the same amount of importance, and it’s essential to organize which ones should be done first. If it becomes clear that specific tasks can be delegated to someone else – do it! A necessary part of time management is realizing when you need help.

3. Organize

Organizing is vital when it comes to time management. Sorting out to-do’s, creating lists and assigning tasks to certain hours of the day can make all the difference. Schedule your tasks around the time of day when you are most productive so you can achieve your SMART goals. Organizing and planning for the next day can also make it easier to stick to a schedule and ensure tasks are completed.

Without proper time management skills, time can get lost while you’re trying to figure out what’s next – and some tasks may end up never being completed. This loss hinders workflow, work performance and ultimately the time left to spend with friends and family.

Implementing just one of these techniques can improve your efficiency so you can reach your goals much quicker – leading to better work-life balance.

Apex Benefits | https://apexbg.com/unique-benefit-offering-take-your-dog-to-work-day/

The American Heart Association (AHA) encourages companies to adopt unique benefit offerings such as Take Your Dog to Work Day or Best Friend Fridays to boost morale, improve well-being and increase productivity. The AHA’s goal is to spread awareness of the health benefits pet companionship can provide.

With so many employees experiencing burnout, feeling overwhelmed and stressed – it has become essential that businesses take steps to ensure the well-being of all staff members. Policies regarding mental health have become one of the top HR trends of 2022.

These initiatives help employees manage the burdens felt at home and in the workplace. Some companies have begun thinking outside the box to revamp their employees’ benefits. This not only assists with employee retention but also attracts new talent. People want to work for companies that care and offer what others may not.

Why It’s Needed

Long-term stress leads to poor work performance due to weakened immune systems, poor sleeping habits and even digestive issues. Similarly, employees who experience the effects of long-term stress are more prone to fatigue which may result in workplace accidents. Providing this unique benefit offering for employees reduces stress and anxiety within the office.

“According to our research, pet companionship may lead to a more active lifestyle, lower blood pressure and reduced stress at home, in the workplace and when managing medical challenges,” said AHA CEO Nancy Brown. “That’s why the American Heart Association is creating Best Friend Fridays. We’re bringing awareness to the positive impact our four-legged friends have on our hearts and our minds.”

Why It Works

Johns Hopkins Medicine found that the simple act of petting a dog lowers the stress hormone cortisol and raises the “feel-good” hormone, oxytocin. These hormone changes can lower blood pressures and reduce stress or anxiety from overworked schedules and long hours.

Jeremy Barron, M.D., medical director of the Beacham Center for Geriatric Medicine at Johns Hopkins, explains, “Petting and holding an animal allows you to appreciate the beauty of nature. It’s relaxing and transcendental.”

This unique benefit offering will turn heads and raise employees’ spirits. To learn more about implementing Take your Dog to Work Day or Best Friend Fridays, visit the American Heart Association’s website.

Apex Benefits | https://apexbg.com/unique-careers-in-the-benefits-industry/

What kind of jobs come to mind when someone mentions careers in the benefits industry?  Two primary buckets often dominate— sales and service.  However, as the industry continues to become more complex, cutting-edge firms are looking for talent from a wide variety of backgrounds.

One of the fastest-growing areas of demand is clinical expertise. We live in a world driven by data. And the benefits space is no exception. Real insights that could improve people’s lives are waiting to be found in carrier reports.

Just having the data is not good enough. Who is looking at the data is key. This article from geckoboard does a great job breaking down common mistakes made when the wrong person is analyzing dashboards.  Leading benefit firms pair data analysts with clinicians who use their hands-on experience to create solutions that drive better health outcomes.

You may not have a background in the benefits space. But do you have:

• A passion for helping others?

• Experience in the health care field?

• Interest in data-driven solutions?

• Desire for diverse experience across industries?

If any of these ring true, the benefits industry has a need for you. We sat down with some of the clinicians and analysts on our team to highlight three unique roles using their expertise to build a better tomorrow for organizations and their people.

Market Analysts

Market analysts work hand in hand with the service team. They leverage data (financial and benefit related) to analyze employer plans. Their end goal — build a strategic plan that helps the organization meet current and future benefit needs.

We asked our one of our own market analysts, Pin Sorenson, MHSA about what aspect of her role she finds most fulfilling:

“I enjoy taking something from a mess to an organized mess. But the end result is the most fulfilling part. We take proposals, wade through the minutia and transform it into a report that people can understand.

You can see the light go on when someone understands you. It feels great to know to know we are impacting people-even if we’re not personally recognized. It is fulfilling to know I have helped.”

If you can synthesize information and communicate it to others effectively, market analysis could be a great fit for your skillset.

Social Worker

Benefits might be the last place someone would expect social workers to land. But their clinical experience is a vital to address the increasing mental health challenges facing organizations and employees today.

Within Apex, they collaborate with analysts and other clinicians to provide comprehensive mental health care solutions to clients.

Andrea Hickle, LCSW filled us in on what drove her to bring her skills to the benefits industry:

“I wanted to transition into a position where I could create change on a macro level. In previous roles I had experience both working in schools and in a variety of both ongoing and acute mental health treatment settings.

At the time I wasn’t familiar with social work careers in the benefit, but I was excited to learn how I could apply my clinical knowledge to the role.  I was drawn to the position because it allowed me to help employees access mental health care and benefits.”

Andrea’s experience has meshed with her passion. Some of her favorite elements of her role are educating on mental health topics and helping people understand and access their mental health benefits.

Clinical Team

Unique backgrounds abound within our clinical team. They drive prescriptive solutions for medical cost savings and lead programs that help manage and improve the health and productivity of our clients’ employees.

Their work backgrounds are diverse: registered nurses, health actuaries, certified personal trainers, dieticians and more. Their passion and experience help them leverage data to intervene for better health incomes. This team is also responsible for creating impactful wellness initiatives that help employees build healthier lives.

Kayla Hsu, MPH, CHES® shared why she thinks the benefits industry is a great landing place for a dietician:

“In past roles, there has always been some level of organizational hoops to jump through, but since coming to Apex, I’ve always felt supported both professionally and personally. If a current process doesn’t work well or if you have an idea, leadership is open to hearing feedback and receptive to making improvements. Rather than dread coming to the office, each day feels refreshing and my team is supportive. And Apex offers flexibility that makes it easy to enjoy life outside of the office, making work-life balance a real thing, not just a buzzword.”

Making benefits a benefit again.

Benefits are expensive and complicated. Everyone knows that they need them, but understanding and using benefits today might best be described as a burden.

Our industry needs talent from a wide variety of backgrounds. It needs people with the skills to simplify the complicated and a passion to improve health. Together we can make benefits a benefit again – not a burden

This post highlights three unique careers in the benefits industry, but we will be sharing more soon. Until then, head to our team page and meet more of our incredible employees and their own journeys to the industry!

Are you interested in a career in the benefits industry? Visit our careers page to see our openings or submit a general application.