It’s important for employers to ‘walk the talk’ and ensure their employee well-being efforts are effecting real results and not just an exercise in ‘carewashing,’ said Paula Allen, global leader and vice-president of research and client insights at Telus Health, in an emailed statement to Benefits Canada.
Carewashing occurs when companies lag in their efforts to turn their well-being speak into meaningful action that moves the needle on employee mental health and well-being.
Read: 38% of plan members experiencing loneliness, isolation, social disconnection: 2024 BCHS
By walking the talk, employers can ensure employees have a positive state of mind and are as innovative and productive as they can be, she said, adding carewashing can affect the employer-employee relationship, eroding trust and fuelling cynicism. “Carewashing will lead to the question: ‘What else are you lying about?’ Appearing disingenuous regarding something as personal as one’s own well-being will stand out in people’s minds.”
According to the 2024 Benefits Canada Healthcare Survey, 17 per cent of benefits plan members self-reported their mental health to be poor and 22 per cent reported currently dealing with a diagnosed mental-health condition, such as depression or anxiety. Among this group, more than half (54 per cent) rated their mental health as poor.
In addition, self-assessed poor mental health was more likely among plan members with poor personal health (56 per cent), poor social health (49 per cent), who are heavy users of mental-health benefits (46 per cent) and who rated their workplace health (44 per cent) and work-life balance (41 per cent) as poor.
Read: 2024 Mental Health Summit: How plan sponsors can support employees’ self-management of mental health
It’s more important now than ever for employers to ensure their well-being programs and supports are meeting the needs of employees, said Allen. “Needs are higher with the several and increasing threats to well-being in our society — finances, cynicism and loneliness, to name a few — and expectations are higher, not just among employees, but from consumers in the treatment of employees and the culture of the companies they support.”
While employers have steadily invested in mental-health benefits, she noted they also need to focus on addressing the underlying stressors affecting employee mental health through policies and practices. “The truth is that there are foundational things that are needed, such as psychological safety, support in times of need at work and for personal challenges, inclusion and a sense of belonging, recognition and equity in rewards and a sense of control.”
Allen noted engaging with employees is the best way to determine what actions and supports will make a difference. “Surveys, focus groups and resource groups offer great insights to prioritize and problem-solve as needed. . . . Carewashing will always cause more harm than good. Caring actions will always yield more than typically expected.”