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Food for thought: Are your organisation's wellbeing programmes truly inclusive, or is there scope to reach a broader group? It’s time to rethink how we can build wellbeing strategies that work for everyone.
Employee wellbeing is no longer a "nice to have". From improving retention to reducing absenteeism, wellbeing strategies are now a core part of HR playbooks across the globe. But here’s the uncomfortable question many organisations have yet asked: who’s still being left behind?
Despite the best of intentions, many corporate wellbeing programmes are unintentionally designed for the majority. But true inclusion means acknowledging that wellbeing isn’t one-size-fits-all. And if your initiatives aren’t reaching your most marginalised employees, they may be reinforcing existing gaps.
The overlooked dimensions of wellbeing
Wellbeing strategies often focus on physical health (fitness classes, healthy snacks), mental health (counselling hotlines, stress awareness weeks), and, in recent years, hybrid work support. But these solutions may fall short for employees who:
- Live with disabilities, where traditional wellness apps and office setups don’t account for accessibility.
- Are neurodivergent, and may benefit from alternative forms of engagement, focus tools, or sensory-friendly environments.
- Come from underrepresented or marginalised communities, and may be carrying additional mental loads related to discrimination or identity-based stress.
- Are caregivers, whose mental strain and work-life tension are rarely addressed in standard wellbeing frameworks.
- Work in frontline or shift-based roles, often excluded from benefits designed for desk-based or corporate employees.
As a result, many wellbeing offerings — while meaningful — may not account for the lived realities of all workers. An inclusive approach to wellbeing not only reflects your organisation’s DEI values, but also:
- Builds psychological safety, especially for those who may not feel comfortable voicing their struggles.
- Increases engagement and loyalty, as employees feel genuinely seen and supported.
- Improves performance, because people work better when their needs are met.
Bridging the wellbeing gap won’t happen by accident. Here’s how HR can lead the way in closing it:
Start by listening: Surveys are a start, but safe spaces for qualitative feedback — particularly from underrepresented groups — will give you a bigger picture.
Move beyond the office lens: Design wellbeing options that are flexible and accessible across roles, locations, and job functions — not just within the headquarters.
Partner with ERGs: Partnering with employee resource groups (ERGs) can help co-create wellbeing solutions that resonate with the wider communities.
Rethink your organisations' metrics: Track not just participation but equity: Who is using your wellbeing benefits? Who isn’t — and why?
Reframe "wellbeing" as a culture, not a programme: True wellbeing happens when policies, behaviours, and leadership styles support people’s full humanity — not just their productivity.
All-in-all, if your wellbeing strategy feels like it’s not working, don’t just ask what’s missing — ask who’s missing. The most powerful wellbeing initiatives aren’t the most expensive or trendiest — they’re the ones that meet people where they are. In a world of increasing complexity, inclusive wellbeing isn’t just a moral imperative — it’s a business one.
READ MORE: Fostering an inclusive workplace for persons with intellectual disabilities: Your how-to guide
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