More companies in Singapore are starting to recognise the importance of including mental health benefits in their corporate insurance coverage. The shift comes in response to the growing call that emerged during the COVID-19 pandemic to take mental wellbeing more seriously.
Insurers in Singapore have noted a steady increase in corporate insurance coverage for mental health benefits since the start of the pandemic. In addition, businesses have come to realise that offering mental health benefits is crucial to attracting and retaining talent and have implemented systems to support holistic wellbeing. Research shows that wellbeing and productivity are symbiotic in nature, so making sure employees are well taken care of is critical to business success.
While the inclusion of mental health benefits in corporate insurance coverage is a positive step, it is important for companies to do more than just tick a box. As mental health and wellbeing becomes more talked about in HR departments and businesses, organisations should ensure they are making meaningful changes and avoiding the trap of what has been coined “wellbeing washing”.
What is ‘wellbeing washing’
Wellbeing washing occurs when organisations prioritise the appearance of investing in employee wellbeing and mental health over genuinely taking care of their employees. This superficial approach can neglect the real needs of staff, with potentially negative consequences for their overall mental health.
What to look out for
Here are four signs to help identify wellbeing washing in an organisation:
- Box-ticking: Introducing superficial wellbeing measures as a box-ticking exercise, especially in the wake of new psychosocial safety legislation and/or penalties.
- All talk, no action: Promoting mental wellbeing within the workplace through talks and seminars, but not implementing strategies and/or programs.
- Perks in compensation: Offering free yoga classes, gym memberships, and other benefits while overworking employees and leaving little time to use them.
- Excessive promotion on social media: Posting copious amounts of wellbeing messages on social media, websites and internal comms with no real support available to employees.
How to avoid the wellbeing washing trap
To prevent falling into the trap of wellbeing washing, organisations need to establish a robust mental wellbeing strategy and educate workers. Collaboration between company team leaders is essential to align on policies and expectations from a business and human resources standpoint. Policies should include mandatory training on how to recognise and support mental health issues, as well as guidelines for escalating issues and concerns. Third-party solutions like Employee Assistance Programs (EAPs) can provide valuable support in crafting tailored mental health strategies that address the specific needs of an organisation and its employees.
Another way to avoid the wellbeing washing trap is to have predetermined targets and metrics to allow for measurable outcomes. Effective workplace wellbeing strategies require meaningful insights, as a business cannot manage what they cannot measure.
As awareness of mental wellness in the workplace continues to rise, organisations must transcend surface-level efforts and adopt genuine wellbeing practices. Through prioritising authentic support, organisations can not only attract and retain top talents but also cultivate a culture that genuinely values the mental health of their workforce.
About the author
Jamie MacLennan is the Senior Vice-president and Managing Director of APAC at TELUS Health, a global health care leader delivering digital innovations and clinical services in more than 160 countries to support nearly 68 million people worldwide.
