What is a pressing question among HR professionals? It is this: How can corporate wellness programmes be transformed from mere company policies into multifaceted benefits packages that enhance employee engagement and work culture? The answer lies in recognising that, post-pandemic, wellness programmes have evolved beyond transactional roles—they are now essential for adding value to the workplace. Organisations that do not prioritise both the physical and emotional well-being of their employees risk significant challenges in hiring and retaining talent. This is especially relevant in Southeast Asia, where concerns about climate change and its impact on employee well-being are increasingly urgent. Therefore, organisations must rethink and redesign their initiatives, including wellness programmes, to be more sustainable and people-centric.

In this context, People Matters spoke with Jing Tan, Regional General Manager & Director, Southeast Asia at International SOS, who shared exclusive insights on creating holistic corporate wellness programmes that prioritise employee well-being and foster a healthy workplace culture where employees can thrive.

Here are the edited excerpts: 

In your view, how crucial are corporate wellness programmes for fostering a healthy workplace culture? Can you provide examples of how these programmes have enhanced employees' holistic well-being, particularly in Southeast Asia, where job pressures and limited mental health support are significant concerns?

When it comes to wellness programmes, it's evident that they are increasingly vital for organisations of all sizes. The paradigm has shifted, with employee wellbeing recognised as a strategic priority rather than just a nice addition. It's no secret that these programmes not only aid in reducing healthcare costs but also in fostering a healthy workplace culture. 

“According to the World Economic Forum (WEF), poor employee health leads to annual productivity losses worth a staggering $530 billion globally, and millions of occupational accidents and work-related illnesses are reported each year. Investing in preventative health programmes is a strategy to mitigate these adverse impacts. A study commissioned by the International SOS Foundation, "The Return on Prevention," reveals that for every dollar spent on these programmes, companies can expect a return of $2.53. Moreover, prioritising employee wellbeing is crucial for attracting and retaining talent, with 82 per centof global risk professionals acknowledging its pivotal role.” 

Despite the surging demand for these programmes, many organisations need help with where to begin and what will work best. At International SOS, we’re frequently asked about what works, what doesn't, and how these programmes can impact an organisation. In our experience, we've found that a wellness programme achieves the most remarkable success when it seamlessly integrates with a company's identity and aspirations, for example. One of our global clients in Southeast Asia initially encountered resistance when they implemented wellness initiatives, such as mandated health screenings for employees. However, they observed a significant change after collaborating with our wellness experts and developing a comprehensive, long-term wellness strategy. Today, employees fully embrace the organisation's wellness culture, with more than 50% participating in health risk assessments (HRAs) led by International SOS and about three-quarters of those also engaging in wellness activities.

Our HealthCore360 health screening programme has been instrumental in delivering positive results for Southeast Asian clients. By integrating medically led, data-driven health screenings with a digital platform for employees, we have provided management and wellbeing managers with crucial visibility on employee health risks, trends, and early prevention and management recommendations based on aggregated health data. Using AI and health screening data we are now able to individualise bespoke wellbeing programmes for individual employees based on their specific health profile.  

It is quite fulfilling to see these results discussed at the boardroom level, signalling a strategic shift toward prioritising employee physical and mental health within organisations.

What are some challenges faced by HR professionals in implementing mental wellness programmes across the Southeast Asia workplaces? What are some effective strategies to address these challenges without affecting organisational culture and business performance?

Supporting employee mental health is a complex battlefield for organisations. It's easy to find employees who don't participate in wellness programmes. Some cite lack of time, little perceived benefit, or it could be a cultural stigma towards mental health, lack of awareness, and limited resources and geographical barriers that make accessing help difficult. The shift to remote and hybrid work models adds another layer of challenge, with isolation and disconnection impacting mental wellness. Despite these hurdles, prioritising employee mental health isn't just the right thing to do; it's essential for fostering a healthy and productive work environment where employees can thrive.

In my experience, as with any worthwhile initiative, creating a culture of health takes passionate, persistent, and persuasive leadership. International SOS offer data-led tailored programmes including science-based mental health app and evidence-based interventions that proactively address the unique wellness challenges based on organisational profile and mental wellness maturity. In Asia, employees are often hesitant to engage in traditional Mental Wellbeing programmes or reach out to EAP hotlines. Our International SOS App features mental first aid and Mental Wellbeing Self-Help, which play a crucial role in addressing this reluctance.

From strategic planning, personalised learning pathways, and policy development to round-the-clock assistance, our subject matter experts design corporate strategies that fulfil Duty of Care obligations, reduce absenteeism, boost productivity, and minimise overall health costs.

We recently spearheaded an initiative that has profoundly enhanced mental wellness in our client's workplace. Instead of treating mental health as a standalone component, we’ve woven it into the broader benefits strategy. By blending human expertise with advanced technology, the organisation offers a holistic approach to mental health care, addressing the needs of every employee.

What stands out about this initiative is its focus on empowering and educating employees to manage their wellness challenges. From personalised counseling and awareness training to access to trusted experts, the mental health resilience services are available around the clock, ensuring convenience for both organisations and employees.

It's truly inspiring to see how this initiative prioritises mental health resilience and reflects a genuine commitment to employee well-being. It underscores the transformative power of a thoughtfully designed mental health strategy within the workplace.

Does offering flexible work arrangements in addition to corporate wellness programmes help foster a healthy work culture? Additionally, how can organisations working in remote or hybrid modes ensure the better wellbeing of their employees effectively?

Based on my experience, remote and hybrid work arrangements can have a profound impact on employee well-being. Remote rotational work may come with the perks of higher pay, but with its propensity to be isolating at the best of times. On and offshore, working pressures and varying shift patterns also add their weight.

Organisations prioritising effective communication tools, collaboration strategies, and programmes to combat social isolation can make a positive difference for their employees. It's all about finding that balance and creating an environment where employees feel supported and connected, whether working from the office, home, or a combination of both. Regular surveys and feedback can also help organisations understand their employees' unique challenges and adapt their wellness programmes accordingly.

I have seen how our TeleHealth services not only help clients' employees, but also provide vital support to families and dependents of remote assignees. This allows them to connect directly with our highly experienced health professionals via phone, instant messaging, and video where available. International SOS has built a global network of accredited, locally licensed TeleConsultation providers who can conduct video-based clinical consultations and remotely prescribe medication when necessary, providing easy and direct access to clinical care.

How can HR and employers leverage new technologies to monitor the mental wellbeing of their employees, including both frontline and outdoor workers?

Last year, International SOS integrated a new digital platform into its client workforce resilience subscription due to the increasing demand for technologies to monitor employee wellness. The platform includes the International SOS Self Help app, Mental Wellbeing Survey and Biometric testing.

The mental health app is a clinically validated tool to support employee wellbeing. Through evidence-based interventions and activities such as Cognitive Behavioral Therapy (CBT), Acceptance and Commitment Training (ACT), Positive Psychology, and more, users have reported significant benefits within two to four weeks of use. These benefits address common mental health challenges like anxious thoughts, stress, burnout, and sleep problems.

The app offers organisations a digital solution to enhance mental resilience and tackles barriers individuals encounter when accessing quality mental health care, such as concerns about stigma, efficacy, and affordability.

Employers can use new technologies to monitor their employees' mental wellbeing through anonymous digital surveys, mental health apps, and wearable devices that track stress levels. For frontline and outdoor workers, GPS tracking and geofencing can ensure safety and rapid response to incidents that may impact mental wellbeing, with a focus on privacy and responsible data usage to support employees' wellbeing.

How can organisations better support women facing work pressures and family responsibilities to reduce career attrition? What are effective strategies to ensure their holistic well-being? Should raising awareness about stigmas faced by women returning to work be included in corporate wellness programmes?

“International SOS’ case data shows top health concerns for females in 2022 included infectious diseases, respiratory illnesses, heart attacks and accidents and injuries. Requests for mental health assistance were common. Research shows that mental health issues affect both men and women, but not in equal measure.”

As an expert in workplace health and safety, I firmly believe that organisations hold the power to improve the well-being of their female employees significantly. Gender-specific considerations are crucial not only in developing workplace well-being and travel management policies but also in tailoring initiatives to address the unique health needs of women. By creating inclusive wellness programmes designed specifically for women, organisations can boost female employee engagement and create an environment where women feel genuinely supported and understood at work.

Conventional wellness programmes often overlook the diverse needs of a modern workforce, and this is where gender parity becomes essential. Women employees, in particular, require personalised healthcare solutions to thrive in the workplace.

To create genuinely gender-inclusive wellness initiatives, organisations should take proactive steps such as conducting surveys and focus groups focused solely on women's health needs to gather essential data. By analysing health data through a gender-specific lens, organisations can pinpoint areas where women may need additional support, whether it's in addressing higher stress levels, specific health risks, or lower participation rates in existing programmes.

Engaging senior leadership to champion gender-inclusive wellness initiatives sends a powerful message of commitment and encourages participation from all employees. Furthermore, regular reviews of wellness programmes, accompanied by anonymous feedback channels for employee input, can help organisations adapt their offerings to meet the evolving needs of their workforce.

I strongly advocate for organisations to implement measures like flexible work hours, access to childcare support, mentorship programmes, and a culture of inclusivity to support their female employees. By understanding and addressing the specific challenges women face in the workplace, organisations can create a truly supportive and inclusive environment, ultimately benefiting the entire workforce.