Picture this: You've just landed a job at a company that seems to have it all—glowing mission statements, coveted "employee-first" policies, and a slew of perks that promise a work-life balance you've only dreamt of. You think to yourself, "This is it. I've finally found a workplace that will value me as a person."
Fast forward a few months; the rose colored glasses have started to fade. Slowly, you realize that you've become just another worker bee after all. Those mission statements, mere words on a website. The promised employee wellbeing programs? Vanity metrics for those ‘best place to work’ ratings.
This is “wellbeing washing”—where companies excel in the art of public image, but overall fall painfully short on genuine action, especially when it comes to supporting the unique needs of employees. And the grim reality is that at least one-third of employers are actual culprits of this practice.
For women already navigating countless inequities and uphill battles like gender pay gaps to limited opportunities for advancement, wellbeing washing is a bait and switch that adds insult to injury.
That's why having resources that spotlight organizations that go beyond lip service and truly invest in their employees is so important on our pathway to our next career opportunity. Finding a workplace that values employees as a human being is hard enough, but for women it can often feel like a Herculean task.
Needless to say, it's beyond time for companies to understand that when it comes to employee wellbeing, optics are not enough. Action is what counts.
So, let's pull back the curtain on wellbeing washing to examine the deceptive façade, explore how current employees and job seekers can spot the red flags—and identify the ways in which organizations can spark genuine change.
Behind the smoke and mirrors of employee wellbeing initiatives
In the aftermath of the pandemic, companies are increasingly vocal about their commitment to employee wellbeing. Yet, the gap between promise and practice is alarmingly wide. While 71 percent of organizations are taking part in mental health awareness initiatives today, research has found that only 36 percent actually offer mental health benefits that employees would deem ‘good’, and according to InHerSight data, only 35 percent of employees say companies are delivering on their wellbeing promises or benefits. These discrepancies are prime examples of how leadership is missing the mark even with good intentions.
If you’ve been wondering if your company's leadership is truly committed to employee wellbeing, here’s your reality-check checklist of problematic behavior. If you find yourself nodding along to one or more of these, you might be in a scenario where a company is simply ticking off boxes instead of investing in real change.
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Surface-level investments: Beware when leadership opts for superficial fixes like inspirational speakers or mental health seminars, sidestepping the root causes that contribute to employee burnout all year long.
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Chasing awards, not welfare: Keep an eye out if companies that push employees to vouch for them in 'best place to work' contests, but then don't back it up with genuinely nurturing benefits and supportive policies.
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Social media virtue signaling: Watch out for companies that showcase corporate social responsibility or diversity initiatives online, but fail to deliver internally. Company ratings platforms like InHerSight can help you see whether employees are truly satisfied.
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Rewarding hustle culture: A major red flag is when companies overload employees with tasks that inevitably split into late nights, early mornings, and weekends while praising the virtues of work-life balance.
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Gatekeeping time off: If unlimited PTO is advertised as a benefit but then you find leaders subtly discouraging its use, you've got an issue. It's even more concerning if they demand an itinerary for your time off, creating an environment where you're hesitant to take the break you need.
When you take an even closer look, you’ll also find that a lack of tangible benefits and true commitment to wellbeing amplify existing gender disparities.
Consider the backpedaling on remote-first work policies without adjustments made to flexible work or time off policies. Initially celebrated as a game-changer for work flexibility at some of the world’s top organizations, day-by-day this policy is disappearing just as quickly as it emerged. The result? Disproportionately affecting women who have come to rely on flexible working arrangements to balance career and family life.
Case in point, the “motherhood penalty” still applies amid declarations of equitable workplace practices. With inadequate parental leave policies, and mentality of glorifying the grind, mothers often feel forced to choose between career ambition and family responsibilities. An imbalance that became even more glaring during recent tech layoffs where parents approaching or currently on leave were hit hard with job loss. And let’s not overlook the ongoing issue of unequal pay — it’s still very much a thing and contributes to the heightened job-related stress many women experience.
If companies truly want to be champions for their workers, they've got to do better than catchy phrases and flashy initiatives for all employees. Otherwise, they're just playing pretend.
How to be more intentional about wellbeing in your job search
When you’re in the market for a new position, you need to make sure that you’re taking steps to identify organizations where commitment is more than just a selling point for recruiting new talent. You don’t want to just buy into what’s on the ‘About Us’ or ‘Vision’ pages. But how can you pinpoint whether or not a company genuinely practices what it preaches?
Here’s a game plan to help you figure out if a prospective employer will really deliver on their promises.
1. Listen to current and former employees
The most revealing testimonials come from the people who have experienced the culture firsthand. Take a look at trusted feedback that amplifies the voices of employees and spotlights wellbeing policies, giving you a truer sense of how the company treats its workforce.
2. Evaluate the interview process
After securing an interview, observe how it’s conducted and don’t take the process lightly. Multiple long rounds of interviews or requests for unpaid project submissions may indicate that a company doesn’t value your time or your worth.
3. Analyze the employee turnover rates
High employee churn is generally a big red flag. Anonymous reviews on the web can provide a revealing look at staff treatment and why previous employees have chosen to leave.
4. Examine layoff history
While layoffs can sometimes be unavoidable, how they are executed is very telling. When researching the profiles of employees who were laid off, you can begin to see patterns that could indicate biased or unfair practices.
5. Vet the leadership team
Your compatibility with a potential job often depends on the values of the company’s leadership. Research the public statements, activities, and general makeup of the senior management team to determine whether their ideals align with your own views on wellbeing and work culture, and you feel represented.
It’s important to remember that you're not just job-hunting; you're seeking a partnership with an organization that values your wellbeing as much as its bottom line. When you're investing your skills and time, you owe it to yourself to make it count.
When you do, you're not just landing a job—you're choosing a work environment that respects and nurtures your growth. That's not just smart career planning, it’s self-preservation.
Read more: 10 Questions to Ask a Prospective Employer About Their Commitment to Diversity & Inclusion
How leaders can turn wellbeing promises into reality
A concerning trend that has recently come to light is that employers are more likely to overestimate the wellbeing of their workforce, failing to recognize the scale of the struggles that employees face. Leaders are so dialed into the balance sheets that they’re losing touch with the very people who make those numbers happen.
The fact is, the priorities of today’s workforce are shifting—and 68 percent of employees are telling us straight up that enhancing their overall wellbeing is more crucial to them than career advancement. They’re telling leaders that they don’t just want a paycheck, they’re looking for a work-life balance that enhances their quality of life.
So how can companies step up their game? It starts with a cultural overhaul. It’s not just about slapping a “Wellness Wednesday” on the calendar. Real change has to be demonstrated from the top, with leadership setting the tone.
Here are a few actionable steps that companies can take do a better job of providing benefits that actually support the needs of all employees:
1. Invite regular feedback—anonymously
To keep the pulse on what employees need, ask them. Welcome real feedback—and don’t just let it sit in a folder. Act on the responses you receive and let your teams know what an action plan looks like. Communicate that you’re listening and responding.
2. Commit to providing flexible work
Remote work and flexible schedules weren’t just a pandemic fad. It has become a game-changing opportunity that allows employees with diverse needs to show up for themselves, their families, and their jobs. If teams are getting the job done, does it really matter if they’re using your standing desk or their own?
3. Champion comprehensive mental health support
Offer access to counseling services, mental health days, stress management programs, and PTO without having to share all the nitty gritty personal details in order to take advantage of them.
4. Consider tailored benefit programs
It’s cliche, but true that one size doesn’t fit all. Providing customizable traditional and non-traditional benefit packages allows employees to choose what’s most valuable for them—from healthcare to investment options—while signaling that leadership is willing to invest resources in what matters.
For a meaningful shift toward employee wellbeing, cosmetic changes won't suffice—because culture is not dictated by a mission statement, it's modeled by behaviors. Companies must initiate deep, transformative, and authentic shifts championed by their leaders.
The future of work is demanding a holistic approach to employee wellbeing. The question is, are we as leaders listening? And more importantly, what are we going to do about it?
