Equity in Wellness Program Participation: Bridging the SES Gap

Thriving workplaces start with thriving employees’ yet many wellness programs fail to reach those who need them most. Workplace wellness programs strive to improve employees’ physical, mental, and financial well-being (Kaplan et al., 2021). Unfortunately, socioeconomic disparities limit employee participation in employers' wellness programs (Pitesa & Pillutla, 2019). Low socioeconomic status (SES) employees struggle with financial constraints, time limitations, and cultural mismatches that hinder participation (Gifford & Zongrone, 2020). The research on equity in wellness program participation reveals how SES plays a role in workplace wellness engagement and outlines equity-promoting strategies. Research demonstrates that financial incentives, paid wellness time, and inclusive program design increase accessibility (Jones et al., 2019). We also examine how disparities in training, professional development, and childcare support weaken employee retention, productivity, and well-being (Jones et al., 2018; Pitesa & Pillutla, 2019). When organizations neglect socioeconomic barriers, wellness programs deepen inequities instead of closing gaps (Jones et al., 2019). Case studies, such as the iThrive program and Minnesota’s Child Care Assistance Program, prove that removing obstacles and creating inclusive programs boost participation and workplace equity (Davis et al., 2018; Jones et al., 2018). To build truly inclusive workplaces, business leaders, HR professionals, and policymakers must act. This research delivers practical strategies to dismantle systemic barriers and ensure wellness programs uplift every employee - regardless of socioeconomic status.