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Learning Hub @ GBRI

Presents

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 GBRI WELL AP V2 Exam PREPARATION

Week 5

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 AGENDA

01 Recap

02 Mind Concept

03 Community Concept

04 Innovations under WELL v2.0

05 Homework & What’s Next

03.
Community Concept

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 Knowledge Domains & Questions

7 Thermal Comfort
Air 11
8 Sound
Water 9
9 Materials
Nourishment 10
9 Mind
Light 9
9 Community
Movement 7
12 WELL Certification

Knowledge Domain 10: Community

Knowledge of:

1. The relationship between community programs, policies and public health.

2. Emergency preparedness plans.
3. Strategies for addressing disparities and promoting diversity, inclusion and community well-being.
4. Occupant surveys and survey implementation.

Skills In:

1. Facilitating provision of education for stakeholders.

2. Coordinating the creation of a health-oriented project mission.
3. Facilitating a collaborative project process.
4. Coordinating with the design team to integrate universal design principles.
5. Assessing compliance of health benefits, policies and services with WELL feature requirements

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 COMMUNITY

COMMUNITY

WELL SERIES
GBRI

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 COMMUNITY

ISSUE

Many people worldwide struggle low health

literacy and access to services that support well-
being.

Additionally, many environments are not designed

with consideration of people with diverse abilities,
backgrounds, and identities.

Copyright© 2022 by International WELL Building Institute PBC. All rights reserved.

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COMMUNITY
IMPACT

Designing built spaces in a way that enables all

individuals to access, participate and thrive within
the systems and structures of their community is
essential to shaping individual and collective health
and well-being outcomes.

Copyright© 2022 by International WELL Building Institute PBC. All rights reserved.

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 COMMUNITY: 14 Features
C01 Health and Wellness Promotion
C02 Integrative Design
4 Preconditions
C03 Emergency Preparedness
C04 Occupant Survey
C05 Enhanced Occupant Survey
C06 Health Services and Benefits
C07 Enhanced Health and Wellness Promotion
C08 New Parent Support
C09 New Mother Support
10 Optimizations
C10 Family Support
C11 Civic Engagement
C12 Diversity and Inclusion
C13 Accessibility and Universal Design
C14 Emergency Resources

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C01 HEALTH AND WELLNESS PROMOTION

Issue

Low health literacy is linked to lower use of preventive care (e.g., flu shots),
poor management of chronic conditions (e.g., high blood pressure) and
lower self-reported mental and physical health. Studies estimate that low
health literacy costs the U.S. economy anywhere between $70-240 billion
each year.

Intent
Promote a deeper occupant understanding of the WELL features pursued
by the project and of how building design, operations and policies impact
health and well-being

Summary

This WELL feature requires projects to provide a guide to occupants that

highlights the WELL features pursued by the project, the relationship between
health and buildings and available health resources and programs.
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 C01 HEALTH AND WELLNESS PROMOTION
PART 1: Provide WELL Feature Guide

Option 1: WELL feature guide

A physical or digital WELL feature guide is prominently displayed and/or made widely
available to all occupants, meeting the following requirements:
 Describes the WELL features achieved by the project.
 Explains how the WELL features achieved by the project impact occupant health,
well-being and comfort and support the project’s health-oriented mission in Part 2:
Provide Health-Oriented Mission in Feature C02: Integrative Design.

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C01 HEALTH AND WELLNESS PROMOTION

PART 1: Provide WELL Feature Guide

Option 2: Communications
 Quarterly communications (e.g., emails, modules, trainings) are sent to regular
occupants, and onboarding communications are given to new employees (as
applicable), about health resources, programs, amenities and policies available to
them addressed by the WELL features achieved by the project.

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 C01 HEALTH AND WELLNESS
PROMOTION
VERIFICATION METHOD

P AR T 1 : Provide WELL Feature Guide

Policy and/or Operations

Option 1: WELL feature guide
Schedule
Policy and/or Operations
Option 2: Communications
Schedule

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C02 INTEGRATIVE
DESIGN
Issue

• Projects that do not consult stakeholders during planning and

development processes often do not serve stakeholder needs and
may even negatively impact the health and well-being of certain
populations.
• In particular, studies show that low-income and minority
populations are most often excluded from planning discussions
and decision-making

Intent
Facilitate a collaborative project process and support adherence to
collective wellness and sustainability goals

Summary

This WELL feature requires project teams to facilitate an inclusive and

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collaborative planning and orientation process and to establish a
health-oriented project mission.

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 C02 INTEGRATIVE DESIGN

PART 1: Facilitate Stakeholder Charrette

Option 1: Stakeholder charrette (Early in the planning process)
The stakeholder discussion must address at minimum the following topics:

 Health and well-being goals

 Environmental and sustainability goals

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C02 INTEGRATIVE DESIGN

PART 1: Facilitate Stakeholder Charrette

Option 2: Stakeholder orientation

 Following project completion, tours of the space are made available to new
employees during onboarding, and to all stakeholders - including at minimum
(as applicable) the owner, manager, facilities management team, architects,
engineers, employees, occupants, residents, contractors and community
members – that communicate how planned or existing building operations,
maintenance, programs and policies will support adherence to WELL.

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 C02 INTEGRATIVE DESIGN
PART 2: Promote Health-Oriented Mission
The project establishes a health-oriented mission that meets the following requirements:
 Outlines the project’s objectives for health promotion.
 Connects supporting and improving occupant health to the organizational
objectives or mission statement.
 Incorporates relevant project goals or strategies established during the
stakeholder charrette.
 Incorporates the ten WELL concepts: Air, Water, Nourishment, Light,
Movement, Thermal Comfort, Sound, Materials, Mind and Community.
 Health-oriented mission is made available to all occupants and is detailed in
the WELL Feature Guide established in Part 1: Provide WELL Feature
Guide in Feature C01: Health and Wellness Promotion. P
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C02 INTEGRATIVE DESIGN

VERIFICATION METHOD

PART 1: Facilitate Stakeholde r

Professional Narrative
Charrette
PART 2: Promote Health-Orient ed Policy and/or Operations
Mission Schedule

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 C03 EMERGENCY PREPAREDNESS

Issue

• Older adults, individuals with disabilities, pregnant women

and children may have special needs during an emergency
and are particularly vulnerable when disaster strikes.

• 40-60% of small businesses permanently close following a

disaster due to the lack of a comprehensive disaster
preparedness plan with proper mitigation strategies.

Intent
Enable organizations, families and individuals to prepare and
respond to diverse emergency situations.

Summary

This WELL feature requires projects to undertake a risk

assessment, create an emergency management plan for
natural, human-caused, technological and health-related
emergencies and educate occupants on the plan to support
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C03 EMERGENCY PREPAREDNESS

PART 1: Develop Emergency Preparedness Plan

a) A risk assessment is undertaken

b) An emergency management plan is in place outlining response

c) The emergency management plan meets the requirements

d) Regular occupants are provided education and training on emergency preparedness

and response

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 C03 EMERGENCY PREPAREDNESS
PART 1: Develop Emergency Preparedness Plan

a) A risk assessment is undertaken to address at minimum the following:

 Identify project assets (e.g., employees, facilities).
 Establish a pathway for occupants or groups who may be more vulnerable (e.g.,
older adults, people with disabilities, pregnant women, children) to confidentially
identify specific needs they may have during an emergency.
 Evaluate potential impacts of relevant hazards and identify high-risk hazards.
 Determine emergency management planning priorities.

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C03 EMERGENCY PREPAREDNESS

PART 1: Develop Emergency Preparedness Plan

b. An emergency management plan is in place outlining response in the case of

emergency situations within the building or surrounding community, addressing at
minimum the following hazards:
 Natural (e.g., flood, tsunami, wildfire, earthquake, heatwave).
 Fire.
 Health (e.g., acute medical emergency, infectious disease pandemic).
 Technological (e.g., power loss, chemical spill, explosion).
 Human-caused (e.g., civil unrest, active shooter, terrorism)

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 C03 EMERGENCY PREPAREDNESS
PART 1: Develop Emergency Preparedness Plan

c. The emergency management plan meets the following requirements:

c. Incorporates annual (at minimum) inventory and maintenance of building
emergency response resources (e.g., first aid kits, automated external defibrillators
(AEDs), emergency notification system, personal protective equipment) and
operations capabilities (e.g., backup power, remote management systems).
d. Includes a list of specialized personnel that is updated annually (at minimum) and
includes roles and contact information of the emergency response team.
e. Plan is reviewed and updated (as needed) on an annual basis and is easily
accessible to all regular occupants.
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C03 EMERGENCY PREPAREDNESS

PART 1: Develop Emergency Preparedness Plan

d) Regular occupants are provided education and training on emergency preparedness

and response, including the following:
 Communications about the emergency management plan and related resources,
including guidance by relevant local-, state-, regional- or global-level emergency
response agencies, annually (at minimum), to employees during new employee
onboarding and during an emergency event.
 Practice drills or other operations-based or discussion-based exercises conducted
annually (at minimum) for each high-risk hazard identified in the risk assessment,
and conducted every two years (at minimum) for other hazards covered under
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 C03 EMERGENCY PREPAREDNESS

VERIFICATION METHOD

PART 1: Develop Emergenc y Policy and/or Operations

Preparedness Plan Schedule

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C04 OCCUPANT SURVEY

Issue

It is difficult to gauge which design, policy and programmatic

approaches will benefit the health and well-being of the most
individuals in a space, given the wide diversity in the design,
operation and use of built spaces.

Intent
Evaluate the experience and self-reported health and well-
being of building users through occupant surveys

Summary

This WELL feature requires projects to collect feedback from

building users through third-party or custom surveys on their

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health, well-being and satisfaction with their environment,
particularly on topics related to WELL strategies.

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 C04 OCCUPANT SURVEY

Issue
Solution

• Surveys are an established tool for understanding and

evaluating people’s perceptions of indoor environmental
conditions, wellness policies and personal health and well-
being.
• Psychometrically validated surveys and questions ensure that
sensitive questions are framed appropriately and measure
what they are intended to measure, and when combined
with environmental satisfaction questions can effectively
capture high-quality data.

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C04 OCCUPANT SURVEY

PART 1: Select Project Survey

Option 1: Third-party survey or Option 2: Custom Survey

 For projects with ten or more eligible employees, a survey is selected from one of the
pre-approved survey providers.
o Occupant Indoor Environmental Quality (IEQ) Survey from the Center for Built
Environment at UC Berkeley.
o Building Evaluation Survey Use Studies (BUS) Wellbeing Survey.
o Sustainable and Healthy Environments (SHE) survey from the University of Melbourne.
o Space Performance Evaluation Questionnaire (SPEQ), High Performance
Environments Lab (HiPE), University of Oregon.
o Leesman Index.
o Occupant Comfort & Wellness Survey from the Institute for the Built Environment at
Colorado State University.
o Comfortmeter.
o Healthy Building Index (HBI), from bba indoor environment & DGMR.
o Occupant Wellness Survey by Well Living Lab China. P
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C04 OCCUPANT SURVEY

PART 2: Administer Survey and Report Results

Option 1: Survey administration

 All eligible employees are invited to participate in the survey annually. Regular
reminders are sent to eligible employees to complete the survey.
 Survey protects all participant-identifying data through appropriate protective
measures such as anonymous reporting and safe data storage. Any communication
of results should be on an aggregated basis, such that no participant can be
identified.
 Analysis of responses is conducted by a qualified survey professional.

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 C04 OCCUPANT SURVEY
PART 2: Administer Survey and Report Results

Option 2: Result reporting

Annually, the project submits the following through the WELL digital platform:
 Project and survey data, including:
o Total number of employees invited to complete the survey and number of
employees who completed the survey.
o Date survey started and finished.
o Project location.
o Project type.
o Level of WELL Certification.
o Sociodemographic information (age and gender at minimum).
 Aggregated, anonymized survey results.
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C04 OCCUPANT SURVEY

VERIFICATION METHOD

P AR T 1 : Select Project Survey

Option 1: Third-party survey Professional Narrative

Option 2: Custom survey Technical Document

P AR T 2 : Ad mi n i s t e r S u r v e y a n d R e p o r t
Results

Option 1: Survey administration Technical Document

Option 2: Result reporting On-going Data Report

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 C05 ENHANCED OCCUPANT SURVEY

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C05 ENHANCED OCCUPANT SURVEY

PART 1: Utilize Enhanced Survey

PART 2: Utilize Pre- and Post-Occupancy Survey

PART 3: Implement Action Plan

PART 4: Facilitate Interviews, Focus Groups and/or Observation

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 C05 ENHANCED OCCUPANT SURVEY
PART 1: Utilize Enhanced Survey

Option 1: Enhanced survey administration

For projects with ten or more eligible employees, the following requirements are met:
 Meet Feature C04 Part 1 using Option 1.
 Address at least one of the topics listed in Appendix C2 through at minimum three
additional survey questions by working with one of the parties listed below.
o The pre-approved survey provider selected in Feature C04 Part 1.
o BeWellLeadWell.
o OHFB-Afriforte.
o The Thrive XM Index.

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 C05 ENHANCED OCCUPANT SURVEY
PART 1: Utilize Enhanced Survey

Option 2: Result analysis and reporting

The project meets the following requirements:
 Conduct enhanced analysis beyond descriptive statistics (e.g., correlations, inferential
statistics such as multivariate analysis) of survey results.
 Annually submit the following through the WELL digital platform:
o Aggregated, anonymized survey results for the additional topics selected from
Appendix C2.
o Results of enhanced analysis.

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C05 ENHANCED OCCUPANT SURVEY

PART 2: Utilize Pre- and Post-Occupancy Survey

Option 1: Pre-occupancy survey administration

 Administer a pre-occupancy survey using one of the pre-approved survey providers
and utilize the same provider in the post-occupancy survey in Feature C04 Part 1.

Option 2: Result analysis and reporting

 Compare results from the pre-occupancy survey against post-occupancy survey
results.
 Submit aggregated, anonymized pre-occupancy and post-occupancy survey results
through the WELL digital platform.

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 C05 ENHANCED OCCUPANT SURVEY
PART 3: Implement Action Plan

The project creates and implements a plan that addresses the following:

 Aspirational satisfaction thresholds for post-occupancy survey responses.

 Strategies for improving unmet satisfaction thresholds.

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C05 ENHANCED OCCUPANT SURVEY

PART 4: Facilitate Interviews, Focus Groups and/or Observation

Option 1: Administration of interviews, focus groups and/or observation

The project annually conducts stakeholder interviews, focus groups and/or observation to
discuss building features and wellness initiatives and their impacts on occupant health
and well-being, meeting the following requirements:
 Interviews, focus groups and/or observation are conducted by a professional
experienced in qualitative research.
 Interviews, focus groups and/or observation protect participant identities.
 A professional experienced in qualitative research analyzes interview, focus
group and/or observation results.

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 C05 ENHANCED OCCUPANT SURVEY
PART 4: Facilitate Interviews, Focus Groups and/or Observation

Option 2: Result analysis and reporting

 Compare results from the interviews, focus groups and/or observation to the
survey results from Feature C04: Occupant Survey or Feature C05:
Enhanced Occupant Survey.
 Annually submit aggregated, anonymized results of interviews, focus groups
and/or observation through the WELL digital platform.

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C05 ENHANCED OCCUPANT SURVEY

VERIFICATION METHOD
PART 1: Utilize Enhanced Survey
Option 1: Enhanced survey administration Technical Document
Option 2: Result analysis and reporting On-going Report
PART 2: Utilize Pre- and Post-Occupancy Survey
Option 1: Pre-occupancy survey administration Technical Document
Option 2: Result analysis and reporting On-going Report
PART 3: Implement Action Plan Technical Document
PART 4: Facilitate Interviews, Focus Groups and/or
Observation
Option 1: Administration of interviews, focus groups Technical Document
and/or observation
Option 2: Result analysis and reporting On-going Report

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 C06 HEALTH SERVICES AND BENEFITS
Issue
Access to basic healthcare services includes physical or
geographic access, affordability, and quality or acceptability of
care, and access varies based on race, ethnicity, socioeconomic
status, age, sex, disability status, sexual orientation, gender identity
and location.

94% of the world’s countries mandate paid sick leave, the U.S.
and Korea are the only OECD countries that do not.

Intent
Support the overall health and well-being of individuals and their
families by offering comprehensive health benefits, policies and
services.

Summary

This WELL feature requires projects to provide access to essential

and on-demand health services, paid sick leave and seasonal
influenza (flu) immunizations.

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C06 HEALTH SERVICES

AND BENEFITS
Issue
Solution
• Basic essential healthcare services include medical, dental,
vision, mental health, substance use, preventive screenings,
disease management and biometric assessments.
• Providing free on-site flu vaccines with education on good
health habits can increase vaccination rates and reduce flu
cases.
• Providing timely access to health services can relieve both
actual and perceived barriers to care

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 C06 HEALTH SERVICES AND BENEFITS

• PART 1: Promote Health Benefits

• Option 1: Medical, Dental, Vision
• Option 2: Community Immunity (Vaccines)
• PART 2: Offer On-Demand Health Services
• PART 3: Offer Sick Leave
• Option 1: Short-term sick leave (At least 10 days of sick leave at 50% or higher of employee’s
wages)
• Option2: Long-term sick leave (At least 12 weeks of sick leave(maybe unpaid), part time option,
work from home option, flexible schedules

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C06 HEALTH SERVICES AND BENEFITS

PART 1: Promote Health Benefits

Option 1: Health benefits plan

 A health benefits plan is available to all eligible employees and their
designated dependents (e.g., spouse, domestic partner, child, parent,
parent-in-law, grandparent, grandchild, sibling) at no cost or subsidized.
 Confidential benefits consultations are available with clearly identified and
qualified support staff (e.g., benefits counselor, human resources
representative).

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 C06 HEALTH SERVICES AND BENEFITS
PART 1: Promote Health Benefits

Option 2: Community immunity

 Projects provide one of the following vaccine programs at no cost to regular occupants:
o Annual on-site seasonal influenza (flu) vaccine starting at least one month prior to
peak flu season in the project region.
o Health insurance coverage or voucher for flu vaccination, including paid time
during the workday to receive immunization for seasonal influenza.
 Vaccine program is accompanied by a seasonal flu prevention campaign that covers
the following:
o Alerts regular occupants regarding the availability of on-site flu vaccine clinic,
coverage or vouchers and encourages or incentivizes individuals to receive the
vaccine.
o Educates regular occupants on the health reasons to receive the vaccine and
good hand hygiene and cough etiquette, and instructs them to stay home when
experiencing flu-like symptoms.

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C06 HEALTH SERVICES AND BENEFITS

PART 2: Offer On-Demand Health Services

Health services are provided for all eligible employees at no cost or subsidized, on-site, in-
person within 0.25 mi(400 m) of the project boundary or through a telemedicine provider or
digital health platform, and meet the following requirements:
 Experienced and qualified healthcare providers are available to provide confidential
medical treatment for episodic, recurrent, urgent or other illnesses before, during and/or
after regular business hours.
 A scheduling system allows for drop-ins and/or appointment booking. If services are only
available during regular business hours, then eligible employees are allowed to use
services during the workday.

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 C06 HEALTH SERVICES AND BENEFITS
PART 3: Offer Sick Leave

Option 1: Short-term sick leave

 At least 10 days of sick leave are paid at 50% or higher of the employee’s full
salary or wages, offered through a flat rate or annual accrual, during any 12-
month period for an acute, chronic or serious health condition.
 Statement that discourages employees from coming into work when they
feel sick, and from doing work while on sick leave.
 Does not require a note from a medical professional or advance notice to
gain approval for sick leave unless employee uses more than three
consecutive days of sick leave.

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C06 HEALTH SERVICES AND BENEFITS

PART 3: Offer Sick Leave

Option 2: Long-term sick leave

 At least 12 weeks of sick leave (which may be unpaid) during any 12-month period for a
chronic or serious health condition that involves inpatient care in a hospice or residential
healthcare facility or continuing treatment and/or supervision by a healthcare provider.
 One or more of the following to support all eligible employees recovering from serious
health conditions:
o Part-time options.
o Work from home flexibility.
o Flexible schedules.

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 C06 HEALTH SERVICES AND BENEFITS

VERIFICATION METHOD

Policy and/or Operations

PART 1: Promote Health Benefits Schedule

PART 2: Offer On- Demand Health Technical Document,

Policy and/or Operations
Services Schedule
Policy and/or Operations
PART 3: Offer Sick Leave Schedule

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C07 ENHANCED HEALTH AND WELLNESS

PROMOTION
Issue

• Workplaces have the potential to promote and encourage

healthy behaviors; however, if employees are unaware of the
health promotion opportunities available, they are unlikely to
participate.

Intent
Cultivate a culture that prioritizes and promotes the health and well-
being of all individuals

Summary

This WELL feature requires projects to cultivate a culture of health

through communications, health promotion programs and
executive-level leadership.

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 C07 ENHANCED HEALTH AND WELLNESS
PROMOTION
P A R T 1 : Promote Culture of Health

Option 1: Health promotion strategies

 Monthly digital communications to employees and/or regular occupants that address the
following:
o Reinforce the project’s culture of health.
o Market health promotion policies and programs.
o Highlight stories from regular occupants who exemplify the project’s health culture.
o Offer education on at least two topics within the ten WELL concepts.
 Quarterly education sessions that offer instruction on topics within the ten WELL concepts, covering
at least two different concepts per year.

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C07 ENHANCED HEALTH AND WELLNESS

PROMOTION
P A R T 1 : Promote Culture of Health

Option 2: Health promotion coordinators

 Health promotion group that meets at least quarterly, is actively involved in planning
and implementing health promotion programs and policies and seeks to cultivate a
culture of health in the project.
 Paid mid- or senior-level employee that plans and implements health promotion
programs. Health promotion must be part of their job description, requirements and/or
performance expectations. Projects that meet Part 2 Health Promotion Leader
automatically fulfill this requirement.

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 C07 ENHANCED HEALTH AND WELLNESS
PROMOTION
P A R T 2 : Establish Health Promotion Leader

 Project has at least one dedicated executive-level employee whose primary responsibility is
to plan and oversee strategies that promote the physical, mental and emotional health and
well-being of all employees. The individual must be employed at the executive (C-Suite) level
or report directly to a member of the executive (C-Suite) team.
 Executive-level employee’s job description and performance expectations must include the
following:
o Established metrics or KPIs for promoting organizational health and well-being that are
linked to employee’s performance evaluation.
o At minimum annual reports by the employee on the progress of health promotion
strategies and employee engagement to the executive (C-suite) team, Board of
Directors and/or equivalent high-level stakeholders.
 Executive-level employee is supported by at minimum one employee who helps plan and
implement health promotion programs and policies.

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C07 ENHANCED HEALTH AND WELLNESS

PROMOTION
VERIFICATION METHOD

P AR T 1 : Promote Culture of Health

Policy and/or Operations

Option 1: Health promotion strategies
Schedule
Policy and/or Operations
Option 2: Health promotion coordinators
Schedule
Policy and/or Operations
P AR T 2 : Establish Health Promotion Leader
Schedule

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 C08 NEW PARENT SUPPORT

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C08 NEW PARENT SUPPORT

Issue

• Maintaining an infant’s health before birth and during its first

months of life is crucial to its long-term health.
• Though infant care is a universal need, and most countries
guarantee a minimum paid maternity leave, many do not
offer paid partner leave, and when they do, it is often
significantly shorter in duration

Intent
Provide support for new parents to properly care for themselves
and their children.’

Summary

This WELL feature requires paid parental leave for primary and
non-primary caregivers and supportive resources for parents
returning to work.

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 C08 NEW PARENT SUPPORT

Issue
Solution

• The International Labor Organization

recommends a minimum of 18 weeks of
parental leave, with research indicating that
40 weeks of paid leave results in the greatest
overall reduction of risk for low infant birth
weight and infant mortality and results in
higher rates of on-time infant immunizations

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C08 NEW PARENT SUPPORT

P A R T 1 : Offer New Parent Leave

Option 1: Parental leave

 At least 40 weeks of parental leave are offered to the designated primary
caregiver and/or the birthing parent during any 12-month period to use non-
consecutively during pregnancy or within the first three years of a child’s life.
 At least some portion of the primary caregiver’s and/or the birthing parent’s
parental leave is paid.
 At least two weeks of paid parental leave are offered to the non-primary
caregiver.

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 C08 NEW PARENT SUPPORT
P A R T 1 : Offer New Parent Leave

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C08 NEW PARENT SUPPORT

P A R T 1 : Offer New Parent Leave

Option 2: Parental support policies

The project offers at least two of the following services to help employees utilize and return
from leave:
 Policy covering at least one of the following:
o Part-time options (e.g., ramp back programs).
o Work from home flexibility.
o Flexible schedules.
 Communications (e.g., emails, modules, trainings) sent to expecting parents about
the project or organization’s parental leave policies and supporting resources,
including guidance on the positive health impacts of parental leave.
 Coaching program, counseling or other resources to help employees transition when
returning from leave.
 Training for managers on how to work with employees to create a plan for leave and
optimally support employees returning from leave.

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 C08 NEW PARENT SUPPORT

VERIFICATION METHOD

Policy and/or Operations

P AR T 1 : Offer New Parent Leave
Schedule

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C09 NEW MOTHER SUPPORT

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 C09 NEW MOTHER SUPPORT

Issue
• Research shows that a lack of workplace accommodations
contributes to shorter breastfeeding duration or leads to a drop
in milk supply, resulting in early weaning

Intent
Provide spaces and policies that encourage and support breastfeeding

Summary

This WELL feature requires the provision of dedicated lactation rooms

with supportive amenities, as well as paid break times, travel
accommodations and resources to help mothers initiate and sustain
breastfeeding.

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C09 NEW MOTHER SUPPORT

P A R T 1 : Offer Workplace Breastfeeding Support

Option 1: Pumping support

o Paid break times for pumping, at least 15-20 minutes every 2-3 hours, with
adjustments as necessary to meet the needs of individuals.
o One-time coverage or a subsidy of at least 50% for the purchase of a
portable breast pump and/or availability of hospital-grade electric pump for
multiple users.
o Postpartum lactation counseling, including back-to-work lactation
counseling, offered at no cost or subsidized by at least 50%, to support the
transition from leave to work.

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 C09 NEW MOTHER SUPPORT
P A R T 1 : Offer Workplace Breastfeeding Support

Option 2: Travel accommodations

o For all trips, breastfeeding employees are provided an insulated cooler at
no cost or reimbursement to cover its cost.
o For all overnight trips lasting longer than 24 hours, breastfeeding employees
are booked in hotels (or other overnight accommodations) with refrigerator
access.
o For trips lasting longer than 48 hours, employer provides coverage for breast
milk shipping service (i.e., expressed milk shipped home).

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C09 NEW MOTHER SUPPORT

P A R T 2 : Design Lactation Room

The project provides at least one dedicated lactation room for employees that meets the
following requirements:
 Is at least 7 ft x 7 ft(2.1 m × 2.1 m).
 Includes at minimum the following:
o Work surface and comfortable chair.
o At least two electrical outlets.
o User-operated lock with occupancy indicator (e.g., signage).
o System in place for room booking.
o Access to sink, faucet, paper towel dispenser and soap.
o Access to a refrigerator, with dedicated, sufficient space for milk storage based on
assessment of occupant storage need, in the lactation room.
o Dedicated storage space for pumping supplies
 Provides a calming and comfortable environment addressing at minimum- Sound
minimization, Ambient lighting and Thermal comfort.
 Present in a quantity that meets current and anticipated employee demand.

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 C09 NEW MOTHER SUPPORT

VERIFICATION METHOD

P AR T 1 : Of fer Workplac e Breastfeeding Policy and/or Operations

Support Schedule

P AR T 2 : Design Lactation Room Technical Document

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C10 FAMILY SUPPORT

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 C10 FAMILY SUPPORT

Issue
• Millions of working individuals take on the role of caregiver for their
children, dependents and family members;
• Employers that fail to meet the needs of caregiving employees can
see reduced company productivity due to increased absenteeism,
workday interruptions and unpaid leave, resulting in an annual
average loss of 3.4 billion, 2.8 billion and 1.4 billion dollar

Intent
Support working parents and caregivers so that they are able to
properly care for members of their family

Summary

This WELL feature requires projects to offer policies and programs that
facilitate childcare and family leave.

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C10 FAMILY SUPPORT

P A R T 1 : Offer Childcare Support

The project provides at least three of the following:

 On-site childcare centers compliant with local childcare licensure, or subsidies of

at least 50% for off-site or at-home childcare, for regular occupants.
 Back-up childcare coverage for regular occupants in case of unexpected
events, at no cost or subsidized by at least 50%.
 Seasonal childcare programs for regular occupants with school-age children.
 Policy allowing all employees to use paid sick time, family leave or personal days
for the care of a child.
 Policy covering one or more of the following to support all eligible employees
with children:
o Part-time options.
o Work from home flexibility.
o Flexible schedules.

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 C10 FAMILY SUPPORT
P A R T 2 : Offer Family Leave

 At least 12 weeks of leave, paid at 75% or higher of the employee’s full salary or
wages, during any 12-month period for the care of a spouse, domestic partner,
child, dependent, parent, parent-in-law, grandparent, grandchild, sibling or
other designated relation with a chronic or long-term serious health condition.
 The option to use paid sick time or personal days for the care of a spouse,
domestic partner, child, dependent, parent, parent-in- law, grandparent,
grandchild or sibling.
 Policy covering one or more of the following to support all eligible employees
caring for a spouse, domestic partner, child, dependent, parent, parent-in-law,
grandparent, grandchild, sibling or other designated relation:
o Part-time options.
o Work from home flexibility.
o Flexible schedules.

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C10 FAMILY SUPPORT

P A R T 3 : Offer Bereavement Support

Employers provide bereavement support for all eligible employees, including, at minimum,
the following:
o Protocol for notifying employers of the loss.
o At least 20 days of bereavement leave.
o Bereavement support resources.
o Coverage for bereavement counseling services at no cost or subsidized by at
least 50%.

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 C10 FAMILY SUPPORT

VERIFICATION METHOD

Policy and/or Operations

P AR T 1 : Offer Childcare Support
Schedule
Policy and/or Operations
P AR T 2 : Offer Family Leave
Schedule
Policy and/or Operations
P AR T 3 : Offer Bereavement Support
Schedule

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C11 CIVIC ENGAGEMENT

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 C11 CIVIC ENGAGEMENT

Issue

• Millennials represent an increasingly large segment of

the workforce, yet surveys find that one in four
millennials plan to quit their current employer in the
next year due to the perception that their company’s
goals do not extend beyond profit

Intent
Encourage individuals to become actively involved in and
connected to the surrounding community through
volunteerism, public spaces and community programming

Summary

This WELL feature requires a commitment to civic

engagement through charitable activities, designated
public spaces and community engagement programs.

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C11 CIVIC ENGAGEMENT

P A R T 1 : Promote Community Engagement

At least two of the following requirements are met:

 All eligible employees are given the option to take paid time off to participate in
volunteer activities for at least 16 hours of paid time annually.
 Projects provide a list of volunteer opportunities in the project area and community, with
at least one opportunity per month for a registered charity or non-profit.
 Projects contribute annually to a registered charity of employee’s choice to match
employee donations
 Projects provide at least one community engagement program, such as events, talks,
workshops, trainings or other public engagement intended to promote education, play,
physical activity, social connection and/or wellbeing.

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 C11 CIVIC ENGAGEMENT
PART 2: Provide Community Space

Option 1: Community space

Designated outdoor or indoor space is made available to the public at no cost that meets
the following requirements:
 Is at least 2,000 sq.ft (186 sq.m ).
 Open at all times, unless closed for security purposes (e.g., during nighttime hours) or
for special events.
 Signage or other communication clearly indicates hours the space is open and the
space’s designation for public use.
 Provides quality seating areas and is easily navigable for individuals of all abilities.

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C11 CIVIC ENGAGEMENT

PART 2: Provide Community Space

Option 2: Meeting space

Access to one or more indoor or outdoor spaces within the project boundary is provided to
the public, such as local community groups, student clubs or non-profit organizations, at no
cost that meets the following requirements:
 Has the capacity to hold to least 10 people.
 Is available for meetings and events on a weekly basis at minimum.

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 C11 CIVIC ENGAGEMENT

VERIFICATION METHOD

P AR T 1 : P r o m o t e C o m m u n i t y Policy and/or Operations

Engagement Schedule

P AR T 2 : Provide Community Space

Option 1: Community space Technical Document

Option 2: Meeting space Professional Narrative

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C12 DIVERSITY AND INCLUSION

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 C12 DIVERSITY AND INCLUSION

Issue
• Global companies in the top quartile for racial and ethnic diversity
or gender diversity are 35% or 15% more likely to have financial
returns above their national industry medians, respectively.
• Yet only 55% of companies in the United States report racial diversity
as a top priority, and only 4% use blind resume reviews

Intent
Promote an equitable culture through the implementation and
disclosure of diversity and inclusion policies and initiatives

Summary

This WELL feature requires projects to implement and

report on internal policies and programs that promote
diversity and inclusion, such as anti-discrimination and
wage equity policies, anti-bias training and employee
resources groups.

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C12 DIVERSITY AND INCLUSION

Issue
Solution

• Addressing diversity in the workplace is complex and

touches upon all of an organization’s operations,
including hiring practices, determination of salary and
wages, workplace culture and organizational structure.
• Projects that promote diversity in the workplace and
espouse fair, equitable and just treatment toward their
workforce through measurable actions drive both profit
and positive culture, by reducing employee stress and
increasing employee satisfaction and loyalty.

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 C12 DIVERSITY AND INCLUSION

P A R T 1 : Promote Diversity and Inclusion

Option 1: Third-party program

 The project or organization participates in an approved third-party certification or

reporting program listed on IWBI’s website.

 Results are made publicly available on-site and/or on the organization's website.

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C12 DIVERSITY AND INCLUSION

P A R T 1 : Promote Diversity and Inclusion

Option 2: Custom program

The project or organization meets at least three of the following requirements:

a) A comprehensive evaluation of the project or organization’s current diversity representation is

conducted, and goals for improvement are established and annually tracked.

 Gender (assigned, identity and/or expression).

 Sexual orientation.
 Race/Ethnicity.
 Age.
 Socioeconomic background.
 Level of ability.
 Other metric(s) as identified by the project or organization

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 C12 DIVERSITY AND INCLUSION
P A R T 1 : Promote Diversity and Inclusion

Option 2: Custom program

b) A comprehensive diversity, inclusion and non-discrimination policy is established and made available
to all employees.
c) A comprehensive wage equity policy is made available to all employees.
d) Annual trainings are made available to all employees that highlight the benefits of diversity and
instruct on preventing, identifying and navigating observed or experienced discrimination, and on
preventing, identifying and reducing bias.
e) Employee resource groups and/or sponsorship programs are in place to support diverse population
groups.
f) Annual reports on diversity representation at all levels, employee engagement, wages and diversity
and inclusion policies are made widely available to all occupants and publicly available on-site
and/or on the organization's website.
g) Project has at least one dedicated executive-level employee whose primary responsibility is to plan
and oversee strategies that promote diversity and inclusion.

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C12 DIVERSITY AND INCLUSION

VERIFICATION METHOD

Policy and/or Operations

P AR T 1 : Promote Diversity and I nclusion
Schedule

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 C13 ACCESSIBILITY AND UNIVERSAL
DESIGN

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C13 ACCESSIBILITY AND UNIVERSAL

DESIGN
Issue

• More than one billion people, or about 15% of the global population,
live with some type of disability.
• Among this population, nearly 200 million individuals experience
difficulties in functioning within the built environment, yet many
environments are not designed with consideration of people with
disabilities.

Intent
Provide buildings that are accessible, comfortable and usable for people of
all backgrounds and abilities.

Summary

This WELL feature requires projects to go above and beyond accessibility laws
and/or codes by integrating universal design principles to accommodate
diverse needs and create a fully inclusive environment.

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 C13 ACCESSIBILITY AND UNIVERSAL
DESIGN
P A R T 1 : Integrate Universal Design

 Physical access: entry, exit and key interaction points that enable inclusive entrance to
the project and strategies that enable flexible usability of the space to accommodate
change as needed
 Developmental and intellectual health: strategies that use color, texture, images and
other multi-sensory visually perceptible information
 Wayfinding: strategies that help individuals intuitively navigate through the project
 Operations: operational policies and programs that support inclusion and accommodate
a diverse range of needs
 Technology: technology that helps individuals fully utilize a space, made available to all
occupants at no cost.
 Safety: strategies that support easy access to all spaces and amenities and minimize risk
of injury, confusion or discomfort.

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C13 ACCESSIBILITY AND UNIVERSAL

DESIGN

VERIFICATION METHOD

P AR T 1 : Integrate Universal Design Professional Narrative

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 C14 EMERGENCY RESOURCES

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C14 EMERGENCY RESOURCES

Issue

• Sudden cardiac arrest (SCA)

• Lack of disaster management training
• Fatal outcomes from allergen exposure
• Drug overdose

Intent
Provide resources, personnel and training to help organizations,
families and individuals respond to diverse emergency situations.

Summary

This WELL feature requires projects to offer resources like first aid kits,
automated external defibrillators (AEDs) and opioid response kits,
coordinate with emergency response teams and provide emergency
preparedness and response trainings.

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 C14 EMERGENCY RESOURCES

Issue
Solution

• Access to emergency resources

• Access to emergency response training
• Rapid and effective emergency response requires coordination
with local emergency responders and maintenance of emergency
resources such as an emergency notification system, first aid kits
and AEDs
• Increasing the availability of naloxone is a critical component of
reducing opioid-related overdose deaths

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C14 EMERGENCY RESOURCES

P A R T 1 : Promote Emergency Resources

Option 1: Emergency resources

Resources are in place that support emergency response, including at least three of the
following:
 Information indicating emergency
 Building emergency notification system with auditory and visual indicators of emergency
 At least one first aid kit per floor meeting requirements of Appendix C3.
 AEDs accessible to any occupant within 3-4 minutes and adoption of routine maintenance
and testing schedule
 Undesignated epinephrine auto-injectors for food allergy emergencies.
 Rides subsidized by at least 50% to destination of need for emergency situations.

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 C14 EMERGENCY RESOURCES
P A R T 1 : Promote Emergency Resources

Option 2: Emergency training and personnel

At least two of the following are in place:
 Emergency response team for medical emergencies, including at least one certified
medical professional or first responder present within the building during regular
business hours.
 Security or crisis response team for human-caused disruptions.
 Annual availability to regular occupants of a certified training course on CPR, first aid
and AED usage.
 Trainings to promote individual and family emergency preparedness available to
regular occupants.

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C14 EMERGENCY RESOURCES

P A R T 2 : Provide Opioid Response Kit and Training

Option 1: Opioid response kits

 All emergency preparedness or first aid kits include:

o Naloxone rescue kits.
o Instructions for how to prepare and administer naloxone, as well as immediate next
steps after administration.
o A list of who on-site has received opioid response training, and their contact
information.
 Protocol is in place for follow-up after an opioid emergency event, including a plan for:
o Debriefing those affected.
o Immediate replacement of naloxone kit following use.
o Replacing expired kits.

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 C14 EMERGENCY RESOURCES
P A R T 2 : Provide Opioid Response Kit and Training

Option 2: Opioid response training

 Regular occupants receive opioid emergency training in-person or virtually, covering:

o General information about opioid use and naloxone.
o Recognizing the signs of an overdose and immediate steps to take.
o How to safely administer naloxone and steps to take following administration.

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 C14 EMERGENCY RESOURCES

VERIFICATION METHOD

Policy and/or Operations

P AR T 1 : Promote Emergency Resources
Schedule

P AR T 2 : Provide Opioid Response Kit and Policy and/or Operations

Training Schedule

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C14 EMERGENCY RESOURCES

C15 Β EMERGENCY RESILIENCE AND RECOVERY

C16 Β HOUSING EQUITY
C17 Β RESPONSIBLE LABOR PRACTICES

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 COMMUNITY: 14 Features
C01 Health and Wellness Promotion
C02 Integrative Design
4 Preconditions
C03 Emergency Preparedness
C04 Occupant Survey
C05 Enhanced Occupant Survey
C06 Health Services and Benefits
C07 Enhanced Health and Wellness Promotion
C08 New Parent Support
C09 New Mother Support
10 Optimizations
C10 Family Support
C11 Civic Engagement
C12 Diversity and Inclusion
C13 Accessibility and Universal Design
C14 Emergency Resources

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Thank You!

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