share on
In this episode of HRadiO, GM James Walkden and HR Director Cheryl Simon tell Umairah Nasir why embedding wellness and inclusion into everyday employee experiences is key to strengthening engagement, belonging, and long-term business performance.
Welcome to this edition of HRadiO, the podcast by Human Resources Online (HRO), where we explore how organisations are shaping meaningful workplace cultures through candid conversations with industry leaders.
In this episode, Umairah Nasir, Journalist, HRO, steps inside The Westin Singapore to explore how wellness and inclusion are woven into daily operations. What began as a sponsorship with the Standard Chartered Singapore Marathon (SCSM) has grown into a broader effort to engage associates, support the community, and reinforce the hotel’s people-first culture.
Umairah speaks with James Walkden (pictured above, left), General Manager, and Cheryl Simon (pictured above, right), Director of Human Resources, about how the initiative has evolved over three years and what it has meant for driving overall employee engagement.
Here are key takeaways from the conversation:
1. A brand promise that starts with employees
The Westin brand is centred on three pillars: Eat well, move well, and sleep well. While these guide the guest experience, the leaders believe they must also apply to associates.
Creating a workplace where employees feel supported in their wellbeing is seen as essential. The leaders emphasise that associates who experience the brand values themselves are better equipped to deliver them to guests.
2. Growing a partnership with purpose
The hotel has been the official sponsor hotel for elite runners at the SCSM for three consecutive years. Over time, associate participation has increased, with more employees signing up for race categories and even challenging themselves to longer distances.
In its third year, the partnership expanded through collaboration with the Singapore Disability Sports Council (SDSC) under the ‘One Race, Many Journeys’ initiative. The focus shifted from sponsorship alone to making marathon participation more accessible for persons with disabilities, supported by internal activations and conversations throughout the year.
3. Small moments, lasting impact
Associates who took part in the marathon shared personal reflections about running alongside participants with disabilities. Many described feeling inspired by their resilience and determination.
Our interviewees have also observed stronger engagement levels over the years. Guest satisfaction and employee survey scores have improved steadily, which they believe is influenced by the wider culture of purpose and connection built through such initiatives.
4. Inclusion as an everyday standard
Beyond major events, inclusion is embedded into hiring practices and daily operations. The hotel prides itself on equal opportunity employment and supports associates with disabilities as valued members of the team.
To listen to the full conversation and discover more insights from James and Cheryl, tune in to this episode of HRadiO.
Photos of James and Cheryl / Provided
share on
