Detailed findings – organisational commitment and provision
We asked respondents to reflect on their organisation’s commitment to their wellbeing:
- 40% felt cared for and described their organisation as prioritising workforce wellbeing
- 37% didn’t feel cared for, and stated that workforce wellbeing was not prioritised in their organisation
- Respondents were more likely, over 50%, to have a positive experience of wellbeing at team level, with line managers and colleagues contributing to this positive experience
Organisational interventions
We asked respondents what their organisations had in place to support workforce wellbeing.
Most common intervention
57%
had access to an employee assistance programme
Common interventions
52%
had access to mental health first aiders
51%
described workforce wellbeing policies
for example respect and dignity and career break policies
40%
had access to an external occupational health provider
38%
described wellbeing programmes and training
for example mindfulness sessions and yoga
32%
described their organisation as having a workforce wellbeing strategy
Less common interventions
15%
were provided with financial management support or workshops
14%
had access to an in-house occupational health team
11%
had ringfenced funding for external wellbeing activities
for example contribution to gym membership
7%
were provided with wellbeing days
for example a paid wellbeing day off per quarter
Other examples of wellbeing interventions shared included:
- Wellbeing focus groups and forums
- Wellbeing roadshows or dedicated weeks, for example stress awareness week
- Unmind app
- Workplace choir
A number of responses indicated that while interventions were in place, they were not accessible to all staff or there was reluctance to use them, for example an employee assistance programme.
Several responses stated that no wellbeing support was in place at all, or if it was in place respondents were not aware of it.