Investing in healthier cleaning to address sensitivities pays off significantly, given the prevalence of sensitive populations and the growing body of research showing that healthier buildings and better hiring practices promote productivity and other benefits.

“The prevalence of medically diagnosed … chemical sensitivities in the United States increased by over 300%, and self-reported chemical sensitivity increased by over 200% in the past decade,” noted the Journal of Occupational and Environmental Medicine in March 2018. “This rise is linked to increased exposure to fragranced consumer products and other chemicals in everyday environments.”

Payback of healthy buildings

The International WELL Building Institute (IWBI) quotes Dr. Richard Carmona, former United States Surgeon General, as saying: “Buildings—the places where each of us spends roughly 90% of our lives—must be at the heart of the solution to foster wellness and deliver positive health outcomes at scale, not to mention the many economic benefits for organizations implementing these science-backed strategies.”

Avoiding Latex Gloves

Avoid cleaning or medical gloves containing latex, as “latex allergy worldwide remains 9.7%, 7.2%, and 4.3% among healthcare workers, susceptible patients, and general population, respectively” per the National Institutes of Health.

IWBI itemizes these major ROIs (returns on investment), among others, from healthier spaces:

• Annual productivity gains of up to $200 billion are linked to a 20% to 50% reduction in Sick Building Syndrome (SBS) symptoms.
• 61% to 101% better cognition (thinking ability) in work environments, depending on the nature and extent of improvements.
• 5% better student learning performance and 2.5% better daily attendance in primary and secondary schools.

Notably, while IWBI’s focus is on the design and physical operation of a building, the role of cleaning can’t be ignored. The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations for persons with disabilities—including sensitivities to chemicals or fragrances—such as fragrance-free policies or modified cleaning procedures to reduce exposures.

Better hiring, healthier business

The Harvard Business Review reported in 2024 that qualified employees are “force multipliers” whose skills and energy boost team productivity, while the Journal of Business and Management in 2024 found strategic recruitment aligns hiring with long-term organizational goals, optimizing talent selection and matching skills to company needs, an approach that leads to higher productivity, innovation, and competitiveness.

Hiring for Health: A three-step winning strategy

Adopting a Hiring for Health (H4H) staffing or employment model is a transformative strategy with substantial benefits to workers, workplaces, quality, and operational efficiency. It involves a three-step approach with benefits:

Step 1: Have candidates complete an evidence-based cleaning-for-health program before hiring to ensure they possess the knowledge and skills essential to maintaining healthy indoor environments. Benefits of this: Requiring workers to qualify before they are hired will thin the applicant pool to only motivated people, thereby elevating standards, reducing turnover, and minimizing exposure risks through better cleaning practices.

Fragrance-Free Workplaces

The number of fragrance-free public spaces and workplaces is growing as 15% of U.S. offices have a fragrance-free policy (Steinemann, A., 2016) as do a growing number of healthcare facilities and teaching hospitals, cancer treatment centers, and rehab facilities in North America and Canada including the Cleveland and Mayo Clinics, Toronto General Hospital, St. Michael’s Hospital, and Vancouver General Hospital.

Many educational facilities have adopted fragrance-free policies in one or more departments or schools, including UCLA, Stanford, Emory University, the Anchorage School District, the Fresno Unified School District, and others.

Sample fragrance-free workplace policies are widely available online.

Step 2: Pay better wages—such as US$25 to $30 an hour—to workers trained in cleaning for health. Benefits of this: A higher wage will attract and retain people who are genuinely invested in the work, reducing the revolving door effect, raising productivity and quality, while lowering operational costs associated with onboarding new hires.

Safer Chemical Choices

Given the general penchant for “fresh smells” associated with cleaning, it is unlikely your operation will go fragrance-free, at least at first. During the transition, consider using Green Seal® or Design for the Environment (DfE) certified cleaning chemicals as you work toward reducing chemicals that may prove unhealthy over time.

Step 3: Establish an ROI model for H4H. Benefits of this: While hiring workers at a “livable” professional wage will increase payroll costs compared to traditional entry-level wages, it will reduce operational costs in a systemic approach that far outweighs the investment in higher salaries.

ROI models include the following:

• Cost reduction model
• Lower error rates: Highly skilled custodians are less likely to make costly mistakes, reducing the expenses associated with errors, rework, or compliance breaches.
• Efficient processes: Improved workflows and best practices introduced by top custodians lead to time savings and lower labor costs.
• Revenue enhancement model
• Client retention: Reliable custodians boost client trust, leading to higher retention rates and recurring revenue streams.
• Service differentiation: Superior custodial services can be marketed as a premium offering, allowing for increased pricing or attracting new business and increasing satisfaction.
• Risk mitigation model
• Regulatory compliance: High-caliber custodians help ensure adherence to industry regulations, minimizing the risk of fines and reputational damage.
• Asset protection: Enhanced security and oversight reduce the likelihood of asset loss or theft, safeguarding organizational resources.
• Productivity and morale model
• Workplace efficiency: Skilled custodians take initiative and manage responsibilities proactively, allowing other staff to focus on core tasks.
• Employee satisfaction: A clean, well-maintained environment improves overall morale and productivity.

Sample ROI calculation

To quantify ROI, organizations can compare the incremental benefits (cost savings, additional revenue, reduced risk exposure) with the incremental costs of hiring or retaining high-caliber custodians. For example, if investing an additional $50,000 annually in custodial staff results in $120,000 in combined savings and revenue gains, the ROI is:

ROI = (Total Benefits – Total Costs) / Total Costs

ROI = ($120,000 – $50,000) / $50,000 = 1.4 (or 140%)

By applying these models, organizations can clearly demonstrate the financial and operational advantages of investing in top-tier custodial talent—and reap major ROI when cleaning for sensitive populations.

Reality Check:
Pre-Qualifying Workers

Here are responses to three common objections to pre-qualifying custodial or janitorial workers—and possible answers.

Objection: “Frankly, in my travels to schools across the country, it is a struggle just to find ‘warm bodies’ to fill these roles, much less finding those who ‘pre-qualify.’”—an association executive.

Answer: “It is the chicken or egg dilemma, but it is important to break the cycle of hiring uneducated, unmotivated people by starting to gradually turn the massive flywheel of professional education, work, and careers in cleaning, hygiene, and environmental stewardship (indoors and out).”

Objection: “Given the current state of immigration enforcement, just finding willing workers is tough.”—a school manager.

Answer: “By promoting a living wage program for custodial and janitorial work, we create incentive for people of all ethnicities and backgrounds, including legal aliens seeking to make more of their lives through a program of study in their native tongue as they also learn English as a second language.”

Objection: “We advise hiring workers with people skills and a willingness to learn, then teach them once they’re on the job.”—an environmental services consultant.

Answer: “People skills and a willingness to learn are traits of all successful workers who interact with others. Getting before-the-job as well as on-the-job training is a trait of all professional careers.”