Practically Two-Thirds of Seattle Staff Say Employers Ought to Require COVID-19 Vaccination Proof, In accordance with New Eagle Hill Consulting Analysis

Seattle workers have stronger opinions than workers across the country about vaccines and workplace safety protocols.

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Seattle Employee sentiment differs significantly from national polls, where 49 percent of U.S. workers believe employers should require proof of vaccination, while 48 percent said employers should require vaccines. And fewer U.S. workers (35 percent) agree that unvaccinated workers shouldn’t work face-to-face with employees.

This study of Eagle Hill Consulting workforce sentiment comes from the fact that vaccination rates are rising in the state and about 29 percent of Washington residents are fully vaccinated. However, significant COVID-19 challenges remain for Seattle Employers in some countries reported increasing cases and concerns about highly infectious new variants.

Eagle Hill Consulting’s COVID-19 Vaccines in Seattle (2021) and Workplace Survey measure employee sentiment regarding COVID-19 vaccines, return to work, and testing and safety protocols. Conducted from Ipsos April 7th to 9th, 2021This national survey includes 523 respondents from a random sample of employees in Seattle.

“Our state’s health officials have made tremendous strides in vaccinating Washingtoners, allowing for economic and business recovery,” he says Carrie Miceli, who brings Eagle Hill’s technology, media and entertainment practice from the Seattle Office. “But, Seattle Employees have concerns and differing views on a number of COVID-19 issues and this creates a complex situation for employers. ”

“Most Seattle employees support vaccine mandates and evidence, but disagree on how best to treat unvaccinated workers,” said Miceli. “For example, should employees who choose not to stay vaccinated be able to interact in person with clients and colleagues, and should they be given special permission to work remotely?”

“Given that Seattle Employees have different views on these important COVID-19 issues. It is important that employers keep lines of communication with employees open. This means entering into a dialogue with employees and reacting to their concerns. Research also shows that Seattle Employees assume their workplace will be different, but we know that change is often met with resistance. Employers should now develop a change management strategy, especially because changes in the workplace that affect the health and safety of employees are particularly complex, “said Miceli.

Different views of Seattle employees on unvaccinated employees
In addition to sharing views on vaccination mandates, incentives, and evidence, the research found that workers are divided on how to deal with unvaccinated workers.

• More than half of Seattle Workers (52 percent) say unvaccinated workers are not allowed to travel to work.
• The half of Seattle Workers say that unvaccinated workers should not be given special allowances for working from home.
• Almost half of Seattle Workers (49 percent) say unvaccinated workers are not allowed to work with customers in person.
• About half of Seattle Employees (48 percent) say that unvaccinated employees are not allowed to work with colleagues in person.
• The vast majority of Seattle Employees (80 percent) say that unvaccinated employees should be able to stay with their employer.

Seattle employees have mixed views about getting back to work
Research also shows that many Seattle Workers believe that employers should exercise caution when reopening jobs. 50 percent say employers should wait to reopen jobs when vaccines are introduced.

Seattle Workers assume that their job will be different when they return. When asked about the disruption of COVID-19 in the workplace:

• More than half (55 percent) expect the number of people working from home to vary.
• Fifty-two percent expect their physical workplace to be different.
• Almost half (46 percent) expect people to work further apart.
• 46 percent expect the requirements for testing for COVID-19 symptoms will be different.
• 43 percent expect that the requirements for sanitary facilities such as the wearing of masks will be different.

COVID test and security logs
When it comes to COVID testing, most (43 percent) say employers should pay for employer-mandated testing. 25 percent say the federal government should pay for the costs, while 16 percent say insurers or state / local agencies (11 percent) should pay for the required testing. Only five percent agree that employees should pay.

When asked about the role employers should play in COVID-19 precautions after vaccines are widely available, there was widespread support for employer involvement.

• When it comes to social distancing, 89 percent agree that employers should require or encourage social distancing.
• When it comes to masks, 87 percent agree with employers who require or encourage the use of masks.
• For temperature testing in the workplace, 82 percent say employers should encourage or require temperature testing.
• When it comes to personal protective equipment, 71 percent agree that employers should encourage or require personal protective equipment at work.
• When it comes to requiring COVID-19 testing before entering the workplace, 66 percent support employers who need or encourage testing.

Eagle Hill Consulting LLC is a women-owned company providing unconventional management consulting services in strategy and performance, talent and change. The company’s expertise in providing innovative solutions to unique challenges spans the private, public and nonprofit sectors, from financial services to healthcare to media and entertainment. Eagle Hill has offices in the Washington, DC Metropolitan area, Boston, MA and Seattle, WA. More information is available at www.eaglehillconsulting.com.

SOURCE Eagle Hill Consulting

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