Who Does Workplace Wellbeing Actually Work For?

Asking the Tough Questions This World Wellbeing Month

🌍 June is World Wellbeing Month - a time when many organisations proudly promote their wellbeing policies, benefits packages and mental health initiatives. But amidst the social media posts and staff emails, there’s a question we don’t ask often enough:

Who does ‘wellbeing’ actually work for in your organisation?

It’s a tough one. And it matters.

Because too often, workplace wellbeing initiatives work best for the people already doing OK - those with the time, flexibility and confidence to engage. Meanwhile, others are quietly overlooked, their needs unmet and their voices unheard.

This month we have been encouraging leaders and organisations to get curious, get reflective and get honest.

Here’s what we think you should be asking:

Is Your Wellbeing Strategy Inclusive?

Workplace wellbeing should be for everyone. But is it?

A few key questions to consider:

• Are your wellbeing resources accessible to all roles, shifts and contract types?
• Do your initiatives consider financial, cultural, caring and neurodivergent needs?
• Who’s actively involved in shaping your wellbeing strategy, and who’s missing from the conversation?

If we design for ‘the majority’ without considering those on the margins, we risk leaving valuable people behind. An inclusive wellbeing culture is one where everyone — from the senior manager to the part-time temp — feels seen, valued and supported.

Are Your Leaders Creating Safe Spaces?

The best wellbeing strategy in the world will fall flat if leaders aren’t having genuine, compassionate conversations.

When did your managers last ask their teams how they're really doing — and mean it? Not the polite, passing "How are you?" but an open, safe, no-strings-attached check-in.

If your people don’t feel they can say “I’m not OK” without fear of judgement or consequence, your strategy isn’t working, no matter how good it looks on paper.
Psychological safety is the foundation of any effective wellbeing culture and it lives (or dies) in the everyday actions of your leaders.

Are You Measuring What Actually Matters?

Many organisations are quick to report on wellbeing KPIs — absence rates, EAP uptake, pulse survey scores.

But are we measuring what really matters to our people, or just what’s easy to record?
A simple exercise for your leadership team:

• List three ways you currently measure wellbeing.
• Now ask: who’s involved in those conversations?
• Who might be falling through the cracks?
• Are we focusing on outputs over experiences?

Real wellbeing isn’t about ticking boxes, it’s about listening to lived experiences and responding to what you hear.

The Best Ideas Aren’t Always in the Boardroom

Before the week’s out, why not gather your team and ask:

“What would a truly wellbeing-focused workplace look and feel like for you?”

You might be surprised by what you hear.

Some of the most valuable insights come not from the boardroom but from the breakroom. When you invite honest, open feedback, you give people permission to help shape a culture where wellbeing is felt, not just promised.

Final Thoughts

World Wellbeing Month is a brilliant opportunity to reflect on what we’re doing well — and where we need to be braver.

So let’s move beyond glossy policies and wellbeing apps.


Let’s ask the awkward questions.


Let’s listen without defensiveness.


And let’s build workplaces where wellbeing is not a privilege for some, but a culture for all.
Because good intentions are not enough — it’s the lived experience that counts.

Join the Conversation

What’s one tough but necessary wellbeing question your organisation needs to ask this month?
We’d love to hear it in the comments.