The battle to secure and hold talent means that employers have stepped up their corporate wellness offerings. However, the consensus is that most employees are not enthralled with what their organisations are bringing to the table.
Much like the term ‘greenwashing,’ ‘wellbeing washing’ describes how some companies are hiding behind their wellbeing initiatives, rather than addressing the real issues impacting their staff. Addressing employee wellbeing impacts absenteeism and its associated costs.
Insurance broker Lockton has said employers need to refine their approach to employee benefits to avoid being accused of wellbeing washing, in which employers use quick-fix offerings like gym membership and yoga classes.
In an insight posted on its website, the (re)insurance broker said in the battle to secure, retain and engage talent, employers have stepped up their corporate wellness offerings but by focusing too much on traditional wellness ‘activities’ that fail to consider employees’ actual needs. These investments often miss the target.
The insight said wellbeing support needs to be adaptable to meet ever-evolving needs of employees. But few employers are offering such support.
It said a survey conducted by the Institute of Occupational Safety and Health found that 51% of UK employees believe their employer is guilty of so-called ‘wellbeing washing’, providing quick-fixes such as free fruit, gym memberships and yoga classes, while simultaneously pushing staff towards unsustainable workloads, long hours and burnout.
Another survey found that while 71% of organisations participate in mental health awareness initiatives, only 36% of staff describe the offerings as ‘good’.
To attract, engage and retain employees, organisations must challenge their current well-being programme against the four pillars of well-being, which include:
- Mental wellbeing
- Physical wellbeing
- Financial wellbeing
- Social wellbeing
The broker said programmes to deliver wellness should not be viewed in isolation, but rather as an integral component of an organisation’s employee benefits offering.
Lockton said for some organisations, a review of their communications and engagement strategy around an existing offering, communicated holistically, is an excellent first start that can yield a tangible and low-cost impact. M