Agents of change
5 roles of CEOs and leaders who are reshaping wellbeing
This new guide will:
- Explain five roles of CEOs and leaders who are reshaping organisational wellbeing;
- Share case studies from Accor, Atlassian and Woolworths; and
- Help you understand how to lead and build a healthier organisation.
Embracer
You feel the gravity of the “direct link between productivity levels and the general health and wellbeing of the workforce” and become a voracious learner in this space.
Investigator
You impress upon your teams the importance of evidence and rigour around all wellbeing business decisions and are rewarded with a culture of better-informed business cases, greater confidence in budget allocations, and reduced organisational risk.
Challenger
You are an early adopter who always looks for more innovative, effective and scalable ways to support your people. You are not afraid to trial a four-day work week, abandon your office attendance policy, or reinvent your employee assistance program (EAP) when as little as five per cent of employees use EAPs.
Integrator
You integrate wellbeing into your decision-making processes, embed accountability across all parts of their organisation, empower the collection of qualitative and quantitative data, and give your wellbeing teams the profile, training and budget they need to make a genuine difference.
Advocator
Internally, you assume an ongoing advocacy role to keep employee wellbeing at the forefront of conversations across your organisation. Externally, you champion the importance of collective wellbeing and the dismantlement of health care barriers across the community.
Embracer
You feel the gravity of the “direct link between productivity levels and the general health and wellbeing of the workforce” and become a voracious learner in this space.
Investigator
You impress upon your teams the importance of evidence and rigour around all wellbeing business decisions and are rewarded with a culture of better-informed business cases, greater confidence in budget allocations, and reduced organisational risk.
Challenger
You are an early adopter who always looks for more innovative, effective and scalable ways to support your people. You are not afraid to trial a four-day work week, abandon your office attendance policy, or reinvent your employee assistance program (EAP) when as little as five per cent of employees use EAPs.
Integrator
You integrate wellbeing into your decision-making processes, embed accountability across all parts of their organisation, empower the collection of qualitative and quantitative data, and give your wellbeing teams the profile, training and budget they need to make a genuine difference.
Advocator
Internally, you assume an ongoing advocacy role to keep employee wellbeing at the forefront of conversations across your organisation. Externally, you champion the importance of collective wellbeing and the dismantlement of health care barriers across the community.
Case Study 1
Accor is a world-leading hospitality group employing 260,000 team members, represented by more than 40 hotel brands and 30 residential brands worldwide.
In April 2020, when the pandemic closed more than two-thirds of Accor-branded hotels, Accor’s board members and CEO, Sébastien Bazin, stepped up.
Case Study 2
Atlassian is a technology success story. The company employs 7,000 team members, serves 200,000 customers and inspires 4 million members in their community.
Under the “Team Anywhere” policy that Atlassian introduced in April 2021, the company’s team members can work from anywhere they have the legal right to work.
Case Study 3
Woolworths is a household name in Australian retail. The Group employs more than 180,000 team members, across approximately 1,000 stores, serving 29 million customers weekly.
In 2020, determined to make an even more meaningful impact on employee wellbeing, Banducci and his team started reimagining the company’s employee assistance offering.
There's so much more to share
Sonder is reimagining health, safety and wellbeing support. Sonder proves human centric care leads to earlier intervention. Sonder impacts one person at a time to drive meaningful change across an organisation. Sonder understands people and how to support them.
