For many organisations, the concept of wellbeing means providing employees with benefits like gym memberships, mental health days or access to counselling services. Now whilst these initiatives are valuable, they often miss out on the bigger picture.
Wellbeing initiatives within organisations are often fitted into three categories; primary, secondary and tertiary.
Primary initiatives are about tackling the root cause and they are strategic, systemic and structural. Secondary initiatives are about supporting employees to deal with challenges and involve wellbeing promotion. This is where the gym memberships and mental health days come in. Then we have tertiary; initiatives that come into place in a crisis situation when someone needs immediate support and this will usually involve occupational health or an employee assistance programme.
All three need to work together as often organisations are focusing on just secondary or even just tertiary but we need all three. Even more so, organisations tend to take a one-size-fits-all approach, offering the same resources to every single person without considering the unique challenges faced by different groups. The conversation needs to shift from merely offering equal access to resources toward ensuring equitable support tailored to individual needs.
Inclusive wellbeing is about all about recognising and addressing the structural, social, and personal factors that influence each employee’s ability to truly live well. It’s about creating a workplace culture that moves beyond equality and embraces equity - ensuring that every employee receives the support they need to reach their full potential.
So equality vs. Equity: what is the difference?
At first glance, equality seems like the goal every organisation should strive for: ensuring that everyone has the same access to resources and opportunities. But this approach assumes that everyone starts from the same place, with the same abilities and needs. The reality, however, is that employees come from different backgrounds, face different challenges, and have different health, wellbeing, and support needs.
Equality means giving everyone the same resources, but equity means giving each individual the specific support they need to succeed. This distinction is essential for fostering true inclusivity in the workplace, especially when it comes to wellbeing programs. For example, an employee with a disability may need workplace adjustments that go beyond a company’s general fitness initiative, or an employee from a marginalised community may face mental health challenges linked to systemic discrimination, which require tailored interventions.
When organisations fail to address equity in their wellbeing strategies, programmes or offerings, they risk alienating employees who may already feel marginalised or underrepresented. This lack of targeted support can lead to increased stress, burnout, and even higher turnover rates among those who are most in need of customised resources.
For example, consider the widespread issue of mental health stigma in the workplace. While many organisations now offer mental health services, they often do not consider how cultural, racial, or gender identities impact employees' ability to seek help. Research has shown that racial and ethnic minorities, particularly in the workplace, face barriers such as stigma, lack of culturally competent care, and fear of discrimination when accessing mental health resources. Ignoring these dynamics means that mental health initiatives may inadvertently exclude those who need them most.
Furthermore, organisations that don’t prioritise equity in their wellbeing strategies can inadvertently reinforce the systemic inequalities they are trying to dismantle. Offering the same blanket support for everyone can sometimes benefit only those employees who are already well-positioned to take advantage of those resources. For others, especially those facing unique barriers, these programs can feel irrelevant or inaccessible.
To truly support the diverse needs of employees, organisations must embed equity into their wellbeing strategies.
So where do you begin?
Conduct a wellbeing audit
The first step toward equity is understanding the specific needs of your workforce. A wellbeing audit can help you assess where gaps exist in your current programs and how different groups of employees are experiencing wellbeing support. Include questions that dig into personal experiences of exclusion, unaddressed needs, and barriers to accessing resources. Contact us to see how we can support with this as we offer a comprehensive wellbeing insights report which includes an in-depth inclusive wellbeing audit.
Personalised support
It’s crucial to offer wellbeing programs that are adaptable and personalised to meet the diverse needs of employees. One way to do this is by offering individualised wellbeing plans that employees can tailor based on their unique circumstances. This could include offering flexible schedules for working parents, targeted mental health support for employees from marginalised communities, or workplace adjustments for those with disabilities. Flexibility and personalisation are key to ensuring that wellbeing programs are genuinely accessible and useful to all employees.
Provide culturally competent care
One of the most overlooked aspects of equity in wellbeing is cultural competence. This refers to the ability of providers—whether counsellors, trainers, or HR professionals—to understand and respond appropriately to the cultural and identity-based nuances of each employee. Offering mental health support or wellbeing resources without considering cultural backgrounds can unintentionally alienate employees. For instance, an LGBTQ+ employee may feel uncomfortable accessing a general wellbeing resource if it doesn’t acknowledge the specific stressors they face, such as discrimination or harassment.
Address systemic barriers head-on
Organisations should recognise the impact of external systemic barriers, such as racism, sexism, or ableism, on employee wellbeing. For example, employees from marginalised communities may experience microaggressions or unconscious bias, which can contribute to chronic stress and poor mental health. A company that truly commits to equity in wellbeing needs to create safe spaces where employees can talk openly about these experiences and access support without fear of judgment. This may include offering affinity groups, mentorship programs, or safe channels for reporting discrimination or bias.
Measure, adapt and evolve
Wellbeing strategies must be living, evolving entities. Regularly collect and analyse data to ensure that your efforts are making a difference across all employee demographics. Encourage open feedback, especially from those who may feel underrepresented or unheard. Use this data to continuously refine and improve your wellbeing initiatives.
Building an inclusive and equitable wellbeing strategy is not a one-time task - it’s an ongoing commitment to understanding, supporting, and valuing the diverse experiences of every employee. By moving beyond a simplistic focus on equality and embracing a more nuanced approach centred on equity, organisations can foster a truly inclusive culture where every employee has the opportunity to thrive.
Inclusive wellbeing is not just about offering the same resources to everyone; it’s about ensuring that every individual feels supported in a way that reflects their unique challenges, identities, and experiences. By embedding equity into your wellbeing programs, you invest not only in the health and happiness of your workforce but also in the long-term success of your organisation.
Comments