Expert view: Try personalisation over condition-specific support
In a lot organisations, managers don’t fully understand all the different health and wellbeing polices, so they don’t know where to go. Having clear information on what’s available and how to access it is vital.
Before you introduce a wellbeing programme, employers need to find out what is actually needed to make sure that what they are offering is filling identified gaps. To encourage take-up, employers can also frame their support less around specific conditions and more on the barriers employees face. So rather than focusing policy around diabetes, for example, you can build out support for employees who have to manage medication and fluctuating conditions in the workplace. That way, you’ll cover a lot more people – and more equally.
