Assess Your Workforce Resilience

1 Your details
2 Your organisation
3 Your results

Over the next few pages we will show you a series of statements. Please indicate your agreement rating with each by moving the red dot across the slide bar.

Question set 1 of 6

1. Financial wellbeing is important to our organisation and we offer resources and programs to help our employees.

Strongly disagree
Strongly agree

2. We educate our employees to be prepared for unexpected expenses and periods of financial uncertainty.

Strongly disagree
Strongly agree

3. We communicate with our employees around the financial returns of the business (positive and negative) and measure the impact this has on productivity.

Strongly disagree
Strongly agree

4. Senior leadership has clear metrics to assess the state of physical, mental and emotional wellbeing throughout the entire organisation.

Strongly disagree
Strongly agree

5. Managers feel confident and comfortable addressing mental health with employees.

Strongly disagree
Strongly agree

6. Employees often engage in programmes designed to address underlying health conditions and risks (diabetes management programs, healthy eating, etc.).

Strongly disagree
Strongly agree

Question set 2 of 6

7. Opportunities for personal and professional growth and development are available and encouraged at all levels.

Strongly disagree
Strongly agree

8. The culture of the organisation fosters the growth of employees, collaboration and innovation.

Strongly disagree
Strongly agree

9. Employees are encouraged to learn skills and abilities beyond what is needed for their immediate role; resources and time are provided for this.

Strongly disagree
Strongly agree

10. Leadership ensures that your diversity, equity, inclusion, and belonging philosophy is articulated in your people's vision statement and weaved in the people strategy

Strongly disagree
Strongly agree

11. Overall, senior leaders demonstrate healthy behaviours.

Strongly disagree
Strongly agree

12. Tools/support is provided for employees to create support networks in order to gain confidence, share experiences and improve representation in the workplace.

Strongly disagree
Strongly agree

Question set 3 of 6

13. My organisation's efforts to optimise our workforce are strategic and integrated.

Strongly disagree
Strongly agree

14. My organisation is agile (has the ability to quickly move employees into new roles or areas to support changing business needs).

Strongly disagree
Strongly agree

15. My organisation helps employees (i.e., provides resources, equipment, and non-financial support) who work in remote work settings be effective in performing their jobs.

Strongly disagree
Strongly agree

16. The organisational vision supports individual development and responsibility.

Strongly disagree
Strongly agree

17. Coaching, tools, programmes, and related support is provided to allow employees to help take charge of their wellbeing.

Strongly disagree
Strongly agree

18. The effectiveness of communication campaigns related to benefits and wellbeing is measured regularly

Strongly disagree
Strongly agree

Question set 4 of 6

19. My organisation regularly benchmarks our total rewards (i.e., wellness, benefits and pay) programmes against relevant market trends.

Strongly disagree
Strongly agree

20. My organisation ensures pay equity (equal pay for work of equal value).

Strongly disagree
Strongly agree

21. My organisation considers all options to acquire the right talent for the future (e.g., we grow our own talent, use gig workers, and hire talent on the open market).

Strongly disagree
Strongly agree

22. Talent mobility (i.e., developing and moving people vertically and laterally through the organisation) is important to my organisation's ability to meet its future goals.

Strongly disagree
Strongly agree

23. My organisation engages with all employees about ways to grow their careers.

Strongly disagree
Strongly agree

24. My organisation has a process to identify employees who can thrive in a virtual work environment.

Strongly disagree
Strongly agree

Question set 5 of 6

25. My organisation has measurable goals related to diversity, equity and inclusion.

Strongly disagree
Strongly agree

26. My organisation has designed career development to support the career growth of our workforce.

Strongly disagree
Strongly agree

27. My organisation understands the talent landscape, including where strengths and gaps lie.

Strongly disagree
Strongly agree

28. The organisation's mission/vision statement creates a strong sense of purpose.

Strongly disagree
Strongly agree

29. The organisation has clear objectives to help employees feel their work contributes to a greater cause.

Strongly disagree
Strongly agree

30. The culture of the organisation creates the feeling of belonging, connection and a sense of community for employees.

Strongly disagree
Strongly agree

Question set 6 of 6

31. Our employee value proposition is robust, up to date and serves us well in attracting and retaining key talent.

Strongly disagree
Strongly agree

32. My organisation has adapted its total rewards strategy (i.e., strategy on pay and benefits) to drive transformation.

Strongly disagree
Strongly agree

33. My organisation has adjusted its location strategy, (e.g., location-based pay, flexible working and remote working), to meet the needs of an increasingly flexible workforce.

Strongly disagree
Strongly agree

34. My organisation provides clear guidance about where and how employees will work (e.g., in the office, from home, hybrid combination (home and office).

Strongly disagree
Strongly agree

35. My organisation holds different people / levels accountable for realising our Diversity and Inclusion goals as part of our people strategy.

Strongly disagree
Strongly agree

36. Employees engage in programmes to maintain physical, emotional and financial wellbeing provided by the organisation.

Strongly disagree
Strongly agree

Did you know?

59% of HR leaders surveyed by Aon say that their organisation does not have a defined set of skills needed for their digital transformation.

Did you know?

11% of HR leaders surveyed by Aon strongly agree that their rewards structures promote organisational agility.