Exploring the mental health work perk myth: Part 2
Quick recap: this mini-series examines common workplace wellness initiatives and mental health employee benefits from the POV of a disabled worker.
Last time, I re-imagined meditation app subscriptions and mental health days as successful, long-term employee support systems.
Mental health work perk #3: The Gym Membership
This very “tech startup” perk may be considered more of a culture move than a health one, but I for one appreciate the holistic approach.
My concern: Gyms are often geared towards able-bodied people, which may prevent workers with disabilities from participating.
Looking long-term: Screen your gym partners carefully to ensure they have accessible facilities and locations, or consider offering a health stipend so workers can make their own health choices.
Mental health work perk #4: The Employee Assistance Program (EAP)
From financial wellness to legal assistance and employee education, these programs have the ability to do a lot of good.
My concern: EAPs can become a dumping ground for “trendy” options.
Looking long-term: Create a strategy with dedicated resources that allows for permanency as well as flexibility. Work with experienced EAP partners on a variety of programming for all levels of literacy, ability, and health.
Mental health work perk #5: The Flexible Schedule
The holy grail of work perks, this alluring option had caused many freelancers to rethink their independent status.
My concern: 1) An easy way to hide a multitude of sins, like below-market salaries and 2) “flexible” usually still means a 9hr work day.
Looking long-term: The world is moving away from hourly work weeks, regardless of when workers clock in and out. Consider a permanent shift to results-based work for a healthier, more productive staff.
Next time: what mental health work perks should actually look like.
Originally published on Twitter @leannalost