Many talk about workplace well-being, but many organizations are more than guilty of well-being washing rather than providing real support.
What is Well-Being Washing?
The concept of well-being washing is where companies and their leaders advocate for mental and physical health but do not follow through with meaningful support for their employees.
Nancy Alsaberi, Head of People at Business Name Generator, explains that the phenomenon has been likened to the greenwashing of mental health, where companies pretend to support mental health rather than environmental initiatives. She notes that the term has gained attention recently as employees recognize it happening in their workplaces.
Nearly 40% of employees think their company engages in well-being washing, according to a Claro Well-being report. Stacey Lowman, Head of Employee Well-beingWell-Being at Claro Well-being, notes that this is often not intentional, and businesses might not realize they are doing it. However, their research shows it harms both employees and organizations.
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Signs of Well-Being Washing in The Workplace
To stay a supporter of well-being, here are five signs of well-being washing and how you can address them:
1. Celebration Then Going Silent Afterwards
Problem: Over 70% of workplaces observe mental health awareness periods, yet only 35% of employees rate their organization's mental health support positively. Employers acknowledge these events without senior leaders taking the time and resources to understand employees' needs or the overall work culture, which can harm employee well-being.
Solution: Encourage regularity. Highlight mental well-being during dedicated periods, then sustain support with ongoing weekly initiatives promoting self-care and resource access.
2. Not Practicing What's Been Preached
Leaders who fail to embody their preached values and enact them set a negative precedent for employee well-being.
Problem: According to Lowman, poor well-being often arises from various factors, including job demands, organizational culture, leadership conduct, and a gap between leaders and employees.
Solution: It is important to make discussing mental well-being a regular part of conversations. When individuals, especially leaders, feel comfortable discussing their challenges, they are more likely to seek the support they require.
3. Offering Flexibility as a Remedy
Problem: Lots of employees ask for flexible work setups to balance work and life, and many companies offer this, thinking it could keep good employees and support their well-being. However, Gallup's research discovered that flexibility, especially hybrid or remote work, is not always ideal for well-being. People in remote or hybrid setups reported feeling more stressed and frustrated than those working on-site full-time. Still, flexibility can benefit some individuals in maintaining their mental and physical health, so it is not something to completely disregard.
Solution: Encourage autonomy and give employees more control over their time, tasks, and goals.
4. Disconnecting Financial & Mental Well-Being
Problem: Financial worries often impact mental and physical health and work performance, but only 27% of companies provide assistance for financial well-being.
Solution: Provide financial support programs and resources. According to the Claro study, employees commonly utilize financial coaching, wage advances, a financial support helpline, financial education materials, and group sessions.
5. Overlooking Differences
Problem: The gap between those who can prioritize their well-being and those who do not create workplace tension and impact mental well-being; according to Gympass, 90% of leaders feel they can prioritize their well-being, compared to 75% of managers and 66% of non-managers.
Solution: According to Cesar Carvalho, Gympass co-founder and CEO, company leaders and managers need to recognize that their well-being perceptions may not reflect those of their team members. It is crucial to ensure that all employees, especially non-managers and those starting their careers, have equal access to time, resources, and flexibility for self-care.
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