Wellness in the Workplace

In the backdrop of the COVID-19 pandemic, organizations that had diversity, equity and inclusion (DEI) programs had to reassess the wellness programs they needed in the workplace. Organizations that had not begun their DEI journey needed to pivot and prioritize putting a program in place. Why? Not only did employees expect wellness programs to include DEI, but organizations realized that doing so was critical to establishing a workplace in which all employees were engaged and felt psychologically safe. 

Why Employee Expectations Changed

Traditional benefits programs and employee assistance programs (EAPs) were not sufficient to meet the needs of employees. According to the World Health Organization (WHO), in the first year of the COVID-19 pandemic, there was a 25% increase in anxiety and depression, impacting productivity, employee engagement and well-being. In the wake of the pandemic and social unrest, in part due to the tragic murder of George Floyd, employee expectations for their employer changed.

This change in thinking goes beyond the expectation of offering traditional medical, dental and life insurance; rather, employees expect their workplaces to promote wellness, and support for mental and emotional health. Furthermore, employees expect their leaders to ensure that they feel psychologically safe. Critical to achieving this, is to have DEI programs and training, reflecting social justice values.

The Necessity of DEI Programs

Organizations need to create space for safe discussions surrounding DEI issues such as racism, trauma and violence directed at BIPOC, Asian, Latinx and LGBTQIA+ communities.

Underrepresented and marginalized groups experienced disproportionate outcomes from COVID-19, ranging from mortality rates to economic, mental and emotional health.

According to Guardian’s 10th Annual Workplace Benefit Trends Survey, “Employees who are a part of a corporate culture that values flexibility and inclusion, supports diversity, responds to social justice causes, and encourages empathy generally report 70% better well-being than those who work in an organization that does not offer DEI support.”

Moving DEI Forward: The Wellness Paradigm

Creating and prioritizing a culture of wellness through a DEI lens requires intentionality and investment. It needs to be communicated as a priority to employees, with a structure that allows for feedback and to pivot as needed. Some areas for DEI to be considered part of the wellness paradigm include:

• Anti-racism/unconscious bias training: Provide anti-racism and unconscious bias training to staff, managers, executives and the board.
• Vicarious-trauma program: Recognize that staff may experience trauma through the work they do or their experiences such as caring for a loved one or witnessing a violent event on TV. Bring in mental health professionals to provide training and ongoing support.
• Focus groups for specific issues: Proactively provide opportunities for employees to discuss how they feel on a regular basis. It is important to check in frequently.
• Affinity groups: Support and encourage existing and new affinity groups in the workplace.
• Employee feedback surveys: Conduct a formal, anonymous survey to get feedback from staff.
• Enhanced mental health programs: Ensure that mental health is affordable and that employees are encouraged to seek help, and that this is not stigmatized. Often, therapists do not accept insurance; it is important to offer out-of-network benefits or a health reimbursement or flexible spending program to help cover these costs.
• Employee assistance program (EAP) evaluation: Ensure that the EAP is meeting the needs of your workplace. For example, how many sessions are offered to staff, and how are these short-term therapy sessions linked to the medical program?
• Flexible and remote work options: Examine how work is done and whether jobs can be done remotely or with more flexibility, to meet employees where they are.
• Child and elder care: Consider offering support for child and elder care. This may include a program that provides discounts for child care, as well as, senior day care programs, for example.

DEI, Wellness and Employee Retention

DEI is the right thing to do. Organizations should want to ensure that all staff feel safe and heard. But it also is crucial to employee engagement. Guardian’s Workplace Survey found that how employers responded to the pandemic in terms of emotional and wellness support systems had a direct impact on loyalty. Among employees who thought their employer handled it well, 49% indicated that they would stay with the employer an additional 10-plus years, but that figure dropped to 29% among those who thought their employer handled the pandemic poorly.