Your Employee Value Proposition (EVP) is what sets you apart from your competitors. It’s made up of the unique set of benefits and values that you offer employees in exchange for their skills, capabilities, and experience. A winning EVP includes elements such as compensation, career development opportunities, benefits, work environment, and work culture.
It’s also more than just a list of perks and benefits; it articulates the employment experience your company offers. Your EVP answers the all-important question employees have before they apply: "Why should I choose to work here?"
As the workplace evolves, so do employee expectations. Now more than ever, there's a growing need to address mental health and well-being in the workplace, especially when it comes to retaining talent. While basic offerings like yoga classes and meditation apps have become the norm, truly supporting employee mental health demands a more thought out approach.
Why is integrating mental health into your EVP important?
As more organisations recognise the importance of mental well-being in the workplace, it's important to move beyond surface-level perks and embed mental health into the core of your EVP.
This blog shares practical steps for integrating mental health support into your company culture, benefits, and overall employee experience. By doing so, you create a workplace where employees can thrive both personally and professionally, leading to better outcomes for individuals and the organisation as a whole.
Before you introduce specific initiatives, it's important to have a clear vision for how your organisation will approach mental health. This vision should align with your company values, mission, and overall EVP.
Engage senior leadership, HR, and employees in defining what mental health support looks like in your company. Consider the following questions:
By having a clear vision and commitment to mental health, you lay the foundation for a genuinely supportive work environment.
Flexible working has become increasingly important for employee mental health and well-being. By giving employees greater control over when, where, and how they work, you empower them to balance their personal and professional lives more effectively.
Consider offering flexible working options such as remote work, flexible hours, compressed hours and part-time arrangements, and job sharing.
When employees have the flexibility to manage their work around their life, rather than the other way around, they are more likely to experience lower stress levels, higher job satisfaction, and better overall mental well-being.
One of the biggest barriers to asking for mental health support is the stigma surrounding mental illness. As an employer, you have the power to break this down by normalising conversations about mental health in the workplace.
Encourage open conversations by:
By creating a culture where it's acceptable to discuss mental health, you empower employees to ask for support when they need it, without fear of judgement or repercussions.
To integrate mental health into your EVP, consider offering a range of benefits that cater to diverse needs of your employees.
Some ideas include:
By providing a variety of mental health benefits, you demonstrate your commitment to employee well-being and make it easier for individuals to access the support they need.
Creating a mentally healthy workplace goes beyond benefits and resources; it requires a supportive work environment where employees feel valued, respected, and psychologically safe.
As a leader, you can create a more inclusive environment by:
When employees feel supported and valued, they are more likely to prioritise their mental well-being and bring their best selves to work.
A 2023 study found that 69% of people felt their managers had the greatest impact on their mental health. Managers play an important role in implementing and maintaining a mentally healthy workplace. They are often the first point of contact for employees experiencing mental health challenges, and can significantly impact an employee's decision to stay with or leave an organisation.
To help managers become better equipped to support mental health initiatives, you can:
When managers understand the importance of mental health and are trained to support it, they can:
By investing in managerial training and support for mental health initiatives, organisations can create a more resilient workforce and improve talent retention. Managers who prioritise mental health create teams that are more engaged, productive, and likely to stay with the company long-term.
Integrating mental health into your EVP is not a one-time thing; it requires ongoing measurement, evaluation, and refinement. Regularly assess the impact of your mental health programs, and gather feedback from employees to identify areas for improvement.
Some metrics to track include:
By continuously monitoring and adapting your mental health EVP, you can ensure that it remains relevant, effective, and aligned with the evolving needs of your company.
Finally, it's important to communicate and celebrate your commitment to mental health. Share your mental health vision, initiatives, and successes with both internal and external stakeholders.
Companies use Flexa to do this by posting on their live feed. This gives candidates real insight into how the company approaches mental health, and helps attract talent who value a mentally healthy workplace. Employers can also be recognised for being a top employee-verified employer that prioritises mental health.
By openly communicating your dedication to mental health, you not only reinforce your commitment, but also contribute to the broader societal conversation about the importance of mental well-being in the workplace.
In a world where mental health challenges are becoming more common, integrating mental well-being into your employee value proposition is no longer optional; it's imperative. By moving beyond surface-level initiatives and embedding mental health support into the fabric of your organisation, you create a workplace where employees can thrive both personally and professionally.
To find out more about getting recognised for key elements of your EVP such as mental health take Flexa’s 2 minute EVP quiz. The quiz will help you discover the key EVP elements that define your value as an employer.
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