Edcor Newsletter March 2026

EDCOR NEWSLETTER

Scholarship Programs as a Talent Magnet

Picture this. A benefits leader spends months designing a tuition reimbursement program that she is genuinely proud of. Competitive cap, clear policy, fast turnaround. She launches it with a company-wide email and waits. Six months later, utilization sits at 3%. Meanwhile, turnover among her experienced staff is climbing. The benefit exists, but nobody is using it. Worse, the people she most needs to retain are still walking out of the door.

This scenario plays out across industries every year. Not because employers aren’t trying, but because tuition reimbursement, well-intentioned as it is, is designed for a specific type of employee at a specific point in their career. It’s not intended for a parent concerned about their child’s college tuition, or employees who face challenges participating when large upfront payments are required, nor the longtime employee whose growth path is not about a degree for themselves, but about securing their family’s future. An employer scholarship program is designed for these individuals. And when it is designed well, it does something tuition reimbursement can’t: it makes staying feel personal.

Why This Matters Now for HR and Benefits Leaders

Gallup’s most recent data shows that U.S. employee engagement is at its lowest level in ten years, with only 31% of employees engaged at work. One in four workers reports having no meaningful growth opportunities where they currently work. Moreover, replacing a single employee now costs an average of $45,000, according to HR Dive. The financial case for retention investment has never been more concrete.

The recruiting side matters too. An HBR Analytic Services survey found that 91% of business leaders say education benefits create a competitive advantage in talent acquisition. Aflac’s research found that 62% of employees would consider a lower salary for better benefits. A mid-career professional with two college-bound kids is doing that math every time they look at an offer. A dependent scholarship program changes their answer.

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CEO’S CORNER

March is a month I genuinely look forward to every year. Not just because spring is around the corner, but because International Women’s Day gives us a real moment to pause and celebrate the women who lead, build, and show up every single day with purpose.

Being a woman in business is not always easy. Thriving in it requires something deeper than skill. It requires belief. I am proud to stand alongside so many women across industries who lead with both strength and heart, and I am grateful to be part of a community that honors that.

This month, we are heading to the IPMI Wellness Conference, and the agenda is exactly where the industry needs to be focused right now. Employee well-being is no longer a perk. For healthcare organizations, especially, it is a comprehensive business strategy built around integrating mental, physical, and financial health into how people experience work. Financial wellness, in particular, is having a long-overdue moment, and technology is making it possible to deliver that support at scale. There is a lot to learn, and I plan to bring every bit of it back to our work together. Stay tuned.

Let’s future together!

Adrienne L. Way, Edcor Owner, President, and CEO

INDUSTRY ARTICLES

Read these articles to see how Edcor partner schools are leading the way in higher education with innovative programs and ideas.

ARTICLES OF INTEREST

Gain information and insight from Edcor’s partner schools in these articles:

SCHOOL NETWORK UPDATES

Edcor partner schools respond to the needs of client employees with new course offerings and programs. Read about the steps these schools are taking to serve their students.

Edcor Newsletter March 2026