Let's remove the stigma

ESG and the link with Global Workplace Wellbeing?

In a world that’s increasingly interconnected, the health and wellbeing of employees is no longer just a personal issue, it’s a people risk and business priority.

Employers around the globe are recognising that people are their greatest asset, and addressing workplace wellbeing is not only a moral imperative but also a strategic necessity. When combined with the principles of Environmental, Social, and Governance (ESG), investing in employee wellbeing becomes a powerful tool to drive meaningful change, foster engagement, and create lasting value.

Despite progress, the stigma around mental health and workplace wellbeing remains a barrier.

It’s time for employers to do more for their people and make wellbeing a cornerstone of their ESG strategies.

The intersection of ESG and Workplace Wellbeing

The Social pillar of ESG emphasises the importance of fostering equitable, inclusive, and healthy workplaces. Addressing workplace wellbeing aligns perfectly with this, as it underscores an employer’s commitment to its people. To understand this better, it’s important to consider how wellbeing ties into ESG.

• Environmental (E): Encouraging flexible work arrangements, remote working, and sustainable commuting options can reduce stress and improve employees’ work / life harmony while contributing to environmental goals.
• Social (S): Providing mental health resources, Employee Assistance Programmes, and inclusive policies directly supports the wellbeing of diverse workforces.
• Governance (G): Transparent reporting on wellbeing initiatives and outcomes demonstrates accountability and positions the business as a leader in responsible business practices.

Wellbeing whitewashing is becoming more prevalent and businesses’ workplace wellbeing “package” is merely a “tick-box exercise. Employers need to think more out of the box on how to support their people.

By embedding wellbeing into ESG strategies, employers send a strong signal that they value their employees as much as they value financial performance and operational efficiency.

Removing the stigma

Despite growing awareness, stigma around mental health persists in workplaces worldwide. Employees often fear judgment, exclusion, or career setbacks if they disclose mental health challenges.

This silence costs businesses dearly in terms of absenteeism, presenteeism, and reduced productivity.

Employers have a critical role to play in normalising conversations about mental health and creating an environment where employees feel safe seeking support. Removing the stigma isn’t just about offering resources, it’s about fostering a culture of understanding, empathy, and action.

Imagine a day where those who need support most, or sometimes don’t even know they need it, feel heard and supported at the same time.

Doing more to support Workplace Wellbeing

Supporting workplace wellbeing means going beyond surface-level “perks” and addressing the real challenges employees face. It’s about creating a culture where mental health is not only prioritised, but flexible options genuinely meet the diverse needs of employees, and businesses encourage open conversations.

1. Lead with empathy: Leadership must model openness and prioritise wellbeing, sending a clear message that mental health matters.
2. Offer comprehensive resources: Provide access to mental health services, wellbeing programmes, and benefits that cater to diverse employee needs.
3. Create safe spaces: Establish channels for employees to discuss challenges without fear of stigma or repercussions, such as confidential hotlines or peer-support groups.
4. Measure and improve: Track metrics like employee satisfaction, engagement, presenteeism and absenteeism to understand the impact of wellbeing initiatives and adjust as needed.
5. Communicate consistently: Ensure wellbeing initiatives are well-publicised and accessible for all.

?A global perspective on Workplace Wellbeing

?In different regions, Workplace Wellbeing takes on unique challenges and opportunities.

• In Europe, work / life harmony and mental health awareness are becoming central to ESG discussions, but more needs to be done to address stigma in traditional corporate settings. With lack of state funding in many countries, this is leading to referral hospitals needing to close mental health units. In many respects, the state of mental health support in some European countries means further work is needed by employers to put in place more proactive measures and preventative support for their people.
• In Asia Pacific, cultural barriers and societal expectations often make mental health a taboo topic, requiring targeted approaches to normalise these conversations. Employers must understand the cultural and local differences before embarking on centralised Workplace Wellbeing programmes to ensure that what is considered and embedded is fit-for-purpose and appropriate.
• In North America, there’s been significant progress in mental health advocacy, yet access to resources and equitable support remains uneven across industries.

Multinational and domestic employers must adapt their strategies to these cultural nuances while ensuring a consistent framework and commitment to wellbeing is achieved.

Why does it matter

This was a question which took me by surprise, when discussing a global Workplace Wellbeing strategy with a multinational business.

When employees feel supported, they are more engaged, innovative, and productive. Employers that prioritise wellbeing are better positioned to attract top talent, enhance their reputation, and foster resilience in an ever-changing world.

Beyond the business case, investing in wellbeing is a no-brainer.

It’s time to do more

Workplace Wellbeing is not just a perk, it’s a must-have.

As we look to the future, businesses must start to create an evolving Wellbeing strategy aligned to their Employee Benefits programme, and workforce demographics.

• Integrate Workplace Wellbeing into ESG strategies to ensure it becomes a core business priority remaining on leadership agendas.
• Break the stigma by fostering open conversations and normalising mental health support.
• Act now, because the cost of inaction, to both employees and the business, is too great.

What is clear, for this to work, it’s time to lead with empathy, innovate with purpose, and build workplaces where everyone can thrive, feel that they are heard and supported.

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