An approach to wellness in five dimensions

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WELLNESS MEANS different things to different people. Generally, however, when we think about overall wellness, it falls into three broad categories: physical, mental, and financial. But do these three areas represent the totality of what constitutes “wellness”? Could there be more to it? These are some of the questions that Desjardins Insurance recently decided to explore with a detailed survey of 2,000 Canadians. And the findings confirmed Desjardins Insurance’s hunch. While survey respondents cited physical, mental, and financial dimensions as key to their sense of well-being, two other significant factors emerged as well: • the health and safety of the environment where they live and work; • the social interactions they have with friends, family, and colleagues. These findings have prompted Desjardins Insurance to change the way it views wellness, and will hopefully inspire employers to take a more comprehensive view of wellness as they adapt their strategies and solutions to further improve the lives of their employees. Before delving deeper into the survey’s findings, let’s consider what Desjardins Insurance means by five dimensions of wellness. 1. Physical: Good physical health, with no disease or disability that could negatively affect how a person lives or works. 2. Mental: The ability to overcome stress, deal with tension, and achieve self-real- ization. 3. Financial: The confidence that a person has in their ability to deal with day-to- day issues over the long term, plan for the future, and achieve their goals. 4. Social: The existence of meaningful relationships, and connections and interactions with other individuals or the community. 5. Environmental: The ability to live and work in a healthy and safe environment. These five dimensions may appear to be very distinct categories, but it would be a mistake to think that their effects on wellness are isolated. As it turns out, they often overlap and blend together, with one dimension having cascading effects across the others. For example, while study respondents agreed that the physical and mental dimensions contribute most to their overall wellness, they found that the other three areas all play a material role as well. From that perspective, improvements in one area can be predicted to have a positive influence on the rest. What that means is that to truly address and improve wellness, all five dimensions have to be addressed holistically. With that in mind, let’s look at what the survey tells us about Canadians today.

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Burnout and quiet quitting

These five dimensions may appear to be very distinct categories, but it would be a mistake to think that their effects on wellness are isolated. As it turns out, they often overlap and blend together, with one dimension having cascading effects across the others

Given the challenges millennials identified, it should come as no surprise that working conditions are a big deal for them. They want to work for organizations that contribute to their wellness, and they have high expectations. But why focus on millennials? Because this generation already makes up a bigger share of the working population than Baby Boomers, and that percentage will only grow. But they’re a new type of worker. More than older generations, they want to be able to turn to their employer for help. And for them, it all starts with a healthy and inclusive work environment and flexible working conditions. In fact, 70 percent of millennials believe that a work environment free from harassment and discrimination is essential to their wellness. And 63 percent want their companies to offer benefits that promote an inclusive workplace. Millennials value equity, diversity, and inclusion, and these values are the common thread of their engagement at work.

So, if benefits matter, it’s worth considering which types of benefits matter. Similarly, it’s worth examining which dimensions of wellness benefits can improve – and it isn’t always in the ways you’d expect. While group insurance is intended to improve mental and physical wellness (and it does!), it actually affects financial wellness most of all. Similarly, group retirement savings are intended to improve financial wellness (and they do!), but this also has a major impact on social wellness, according to respondents. These findings should remain top of mind when considering investments in wellness. The interconnectedness of the different areas of our lives means that our actions can reverberate in unexpected ways, and the benefits might be seen where you least expect them. The Desjardins Insurance study expanded the concept of wellness by showing that employee wellness is more than just physical, mental, and financial health. In addition to introducing new concepts of social and envi- ronmental wellness, it also underscored the intricate relationships among the various dimensions of wellness itself. And this presents a great opportunity for employers. By tackling employee wellness from a five-dimensional perspective, employers can demonstrate that they care about the whole person—not just the “employee.” Because ultimately, while employees are increasingly seeking value and purpose at work, it’s just as important to them to feel valued themselves. Workplace wellness is truly at a turning point, and employers have an opportunity to revisit their approach to transform their focus on wellness as a tool for success.

Employers would be well served by using a wide lens when considering employee wellness, as the evidence shows that environmental and social improvements can have a powerful impact on physical, mental, and financial wellness.

The millennials’ point of view

Published 03 Jul 2023

1 Desjardins InsuranceTM, Quantitative Study of Overall Wellness by Ad Hoc Research for Desjardins, December 2022. Survey of 2,000 respondents over 18 years of age, living in Canada, including both members and non-members of Desjardins. 2 A generational portrait of Canada’s aging population from the 2021 Census, Statistics Canada, 2022.

What is wellness?

How Canadians are doing

About three-quarters of Canadians report their state of wellness as good, giving it a rating of seven or more out of 10. However, less than a quarter describe it as very good (at least nine out of 10). Canadians’ biggest worries are about money. When asked which of 20 topics they were most worried about, inflation topped the list, followed by their personal financial situations. And while Canadians overall report their well- ness as moderately good, millennials are faring a little worse. Nearly three-quarters reported symptoms of burnout, and no fewer than 43 percent are thinking about leaving their current jobs within the next year.

Millennials aren’t alone when it comes to burnout. Sixty-two percent of Canadian workers say they’ve experienced symptoms, and that number is even higher for specific groups. For female employees the number is 68 percent, and for members of the LGBTQ+ community, it’s 78 percent. These numbers are cause for concern, especially when you consider that the same number of Canadian workers, 62 percent, also reported some form of quiet quitting to avoid burnout.

Reshaping workplace wellness strategies

The relationship between benefits and overall wellness

Conclusion

The survey provides a useful snapshot of what workplace wellness looks like today, and identifies emerging trends that will have an impact in the future. Responding to these trends will be key to ensuring employee wellness for years to come. It also identifies areas where employers can improve. Because millennials aren’t alone – 84 percent of Canadian workers believe their employers can play a role in the financial dimension of wellness, and 73 percent believe the same for the mental dimension. And about half of workers want their employers to play a part in the physical, social, and environmental dimensions of wellness. As this study shows, wellness is made up of many interconnected elements. Employers would be well served by using a wide lens when considering employee wellness, as the evidence shows that environmental and social improvements can have a powerful impact on physical, mental, and financial wellness. In support of this, no fewer than 96 percent of respondents said a positive environment in which to live, work, and study creates a greater sense of wellness overall. And 93 percent said forming lasting connections with other people had a similar influence on other aspects of their health. Understanding this interconnectedness provides an opportunity for employers to adjust and expand their strategies. With a little care, employee wellness strategies can be tweaked and existing group benefits and retirement savings plans can be leveraged to enhance wellness across multiple dimensions: • flexible work hours, breaks and workcations; • a wellness fund that covers physical fitness expenses; • an allowance for telecommuting; • financial planning services. A tailored range of benefits can improve morale and increase retention. The survey found that 78 percent of workers would remain with their companies for the long term if they were offered more benefits.

Desjardins InsuranceTM refers to Desjardins Financial Security Life Assurance Company. Desjardins®, Desjardins InsuranceTM and related trademarks are trademarks of the Fédération des caisses Desjardins du Québec used under licence by Desjardins Financial Security Life Assurance Company. 200 Rue des Commandeurs, Lévis QC G6V 6R2 / 1-866-647-5013 www.desjardinslifeinsurance.com

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