Employee wellness programs lack intersectional support—Here’s how to change that

Despite the growing emphasis on workplace wellness, many corporate programs still miss the mark by failing to address the nuanced and diverse needs of their employees. This lack of inclusive support can lead to lower performance and more burnout.

Employee burnout costs the global economy approximately $322 billion each year in turnover and lost productivity, according to Gallup. This data shows that employee well-being should be a company’s priority, but to do it effectively, leaders must understand and address the intersectional identities of their employees. 

Viewing employee wellness through the lens of intersectionality helps leaders identify programs and benefits that cater to interconnected identities such as race, gender, ethnicity, age, disability, parental status, and other characteristics. 

Companies can then create an inclusive environment that provides inclusive healthcare benefits, caregiving support, cultural or religious accommodations, accessible workplace practices, skill development opportunities, parental leave arrangements, and other essential resources. 

For companies that want to develop more impactful wellness programs that support diverse groups of employees, here are five steps they can take.

1. Understand the impact of intersectionality, systemic biases, and discrimination

To develop effective wellness programs, it’s crucial to acknowledge that employees' stress and mental health challenges are shaped by multiple intersecting identities. Understanding this complexity starts with training programs that educate people about intersectionality and its impact on mental health.

HR, talent, and people leaders should receive comprehensive training to understand and respect diverse cultural backgrounds, recognize biases, and address specific stressors related to discrimination and cultural dissonance. This training should also encompass broader issues like pay equity, career advancement opportunities, and inclusive decision-making processes to ensure a well-rounded approach to employee well-being.

2. Create safe spaces for open dialogue

Provide opportunities for employees to openly discuss their wellness concerns without fear of stigma. 

Support the formation of Employee Resource Groups (ERGs) focused on mental health and well-being for various communities, including those based on race, gender, disability, and caregiving status. Regularly survey employees to gather input on what types of support they find most helpful and what resources the company can provide them. 

Hosting open forums and feedback sessions also gives employees a voice in shaping wellness initiatives.

3. Offer diverse mental health resources

Reassess your benefits package and wellness programs to ensure there is a variety of mental health resources that cater to employees’ needs and requests shared in surveys. 

This can include support groups for caregivers or wellness programs that include neurodiverse-friendly options. Offer flexible work schedules to accommodate working parents, or introduce stress management workshops that are culturally sensitive, acknowledging different views on mental health across different communities.

Ensure these resources are easily accessible and widely promoted within the organization.

4. Be transparent with employees about changes in policies and benefits

Communicate openly with employees about what will be added, implemented, changed, or removed. Transparency in this process helps build trust and ensures employees are informed about how the company is addressing their needs. 

Encourage ongoing feedback by making it easy for employees to share their thoughts and concerns. This transparency is important because it demonstrates a commitment to continuous improvement and responsiveness to employee needs.

5. Assess and adapt mental health policies on a regular basis 

Conduct regular assessments of your company's mental health policies and programs to ensure they meet all employees' needs. Gather feedback from diverse groups and use this data to make informed improvements. 

Surveying every quarter or twice a year is essential because as companies acquire new hires and existing employees go through life changes, they need to adapt their support mechanisms accordingly. This iterative process helps maintain relevance and effectiveness in your wellness efforts.

Train your people leaders on how to manage and support diverse teams 

Employee well-being should be a priority at every company, which means leaders must be trained on how to assess the needs of diverse communities and how to support them accordingly. 

Perfeqta’s consultants can facilitate virtual and in-person trainings for leaders to bring awareness to systemic barriers in the workplace, and provide strategies for building a culture where everyone feels valued, respected, and empowered.

Learn more about our company training sessions here.