We’ve all heard of green washing, but more recently the concept of wellbeing washing is starting to emerge.
Wellbeing washing happens when organisations are tokenistic about their wellbeing programs and “box ticking” – where the emphasis on appearance rather than substance in their staff wellbeing initiatives and programs.
Taking this approach can be a double whammy for staff. Staff expectations are raised regarding the level of support their employer outlines they will provide to them. When the reality of their actual experience is much lower, this can leave staff worse off in terms of their mental health. Staff may feel duped, become cynical and disengaged.
Given the important role workers play in organisational performance and productivity, fostering a positive & healthy work environment where workers feel engaged and genuinely valued by the organisation, should be of critical importance to all businesses.
Having a transparent wellbeing program that is well understood and implemented, can improve staff loyalty and engagement and improve overall productivity. Organisations that engage in wellbeing washing run the risk of high turnover, poor morale, increased absenteeism and claims as well as employee burnout.
What does Wellbeing Washing look like?
- Promoting mental health awareness information on social media without supporting staff with managing their own mental health
- Inviting specialists in to talk about burnout but not having organisational strategies in place to back it up
- Offering free yoga classes and fruit bowls in the lunchroom, but having a culture that expects staff to work excessive hours
- Raising money for a mental health charity (eg. morning teas etc) but not offering support to staff
Psychological Safety of Workers
The issue of wellbeing washing is also in contrast to the current legislation in Australia that requires all organisations to take a proactive approach to worker psychological safety. All organisations have a positive duty to identify hazards that can contribute to poor outcomes of psychological safety to staff and put controls on place to manage these risks.
A new International and Australian Standard has been published on this topic AS/NZS ISO 45003:2021 Occupational health and safety management – psychological health and safety at work. A number of safety regulators have also issued Codes of Practice and Guidance Material on this topic.
So not only is it a “must do” from a compliance perspective, it goes beyond that. Contemporary and best practice organisations know that they must place importance upon staff wellbeing including ensuring harmonious workplaces and establishing wellbeing programs that are appropriate to their industry.