Creating a culture of belonging is not just a buzzword—it is a vital aspect of fostering a healthy and inclusive workplace environment. When employees feel a sense of belonging, they are more engaged, productive, and loyal to their organization.
However, our recent 2024 State of Workplace Empathy study revealed some concerning statistics: 52% of CEOs, 36% of HR professionals, and 35% of employees view their workplaces as toxic.
A toxic work environment has a direct impact on employees’ mental health, with those in toxic workplaces being 47% more likely to cite mental health issues.
To combat workplace toxicity and promote mental well-being, employers must be intentional about creating a culture of belonging. A culture where employees feel connected, valued, and empowered to bring their whole unique selves to work. This is not only crucial for fostering a healthy workplace culture but also for promoting mental well-being among employees.
To achieve a culture of belonging, it’s important to prioritize certain benefits that have a significant impact. Let’s take a look at what benefits you should consider to help create a more connected and supportive workplace for your employees.
Open-door policies are a valuable resource for employees to express their concerns, share ideas, and seek support. These policies foster transparency, trust, and open communication within the organization.
However, only 14% of employees know they have access to a benefit like this.
Encouraging employees to take advantage of open-door policies can help create a culture where everyone feels heard, valued, and included. But organizations need to do more than talk the talk. Employees need to know what flexibility looks like and feel safe to take advantage of that perk in the workplace.
Supporting employees’ mental well-being is crucial for their overall health and happiness. By offering mental health benefits at the time of enrollment, employers demonstrate a commitment to employees’ holistic well-being while also working to reduce the stigma associated with mental health challenges.
However, despite the increasing availability of mental health benefits, employees and HR professionals alike are expressing a desire for more diverse and equitable offerings. Unfortunately, the tools and resources necessary to support mental well-being may not always be readily available or visible to employees, resulting in a significant 60-point average gap between the mental health benefits employees value and what is currently provided by their employers.
So, what are the mental health benefits that employees are seeking? Some of the most sought-after benefits include flexible work hours, support and encouragement from managers to take time off when needed, open-door policies for face-to-face communication with managers and HR, and access to online mental health resources or clinics.
Surprisingly, despite the availability of these benefits, only a small percentage of employees, around 10%, are utilizing them. This highlights the need for better visibility and promotion of mental health resources within organizations to ensure that employees are aware of and able to access the support they need.
Employee Assistance Programs (EAPs) are valuable resources that offer professional counseling, support services, and resources to employees facing personal or work-related challenges. These programs address a range of issues affecting employee well-being, including mental health, stress management, and work-life balance. However, simply offering EAPs is not enough. Employers must go further to connect the dots and dismantle stigmas surrounding mental health issues and workplace toxicity.
A report by the U.S. Surgeon General highlights the direct link between workplace toxicity and employee mental health and well-being. It reveals that 84% of respondents experienced a mental health issue related to at least one workplace factor that negatively impacted their mental health. Emotionally draining work, work-life balance challenges, and a lack of recognition are some common factors contributing to these negative impacts.
To bridge this gap, employers can take proactive steps to make EAP benefits more accessible and encourage their utilization. This includes providing easy access to benefits through mobile apps or email, implementing a year-round benefits communication strategy using plain language, and fostering a culture that values employee well-being and growth. By promoting the use of EAPs, employers can provide employees with the support they need and cultivate a workplace culture that prioritizes well-being.
In addition to EAPs, our study also identified flexibility, such as flexible work hours and remote work, as perceived mental health benefits. Offering flexibility in the workplace acknowledges the importance of work-life balance and provides employees with the autonomy to work when, where, and how they choose. Recognizing and supporting work-life balance and providing flexibility are essential contributors to employee mental well-being.
Building a culture of belonging and supporting employees’ mental well-being are foundational elements for a thriving workplace. By prioritizing open-door policies, mental health benefits, and employee assistance programs, organizations can create an environment where employees feel valued, supported, and included.
Investing in benefits that foster a culture of belonging is crucial for organizations to create a workplace where employees feel valued and connected. Open-door policies, mental health benefits, and employee assistance programs are invaluable resources that contribute to employee well-being and overall organizational success.
By prioritizing these benefits and addressing the gaps in their utilization, organizations can build a culture where every employee feels a sense of belonging, leading to increased engagement, productivity, and satisfaction.
Curious about other ways to build a culture of belonging? Read our State of Workplace Empathy study here.
