{"id":15095,"date":"2026-01-29T14:29:52","date_gmt":"2026-01-29T14:29:52","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=15095"},"modified":"2026-04-13T10:51:42","modified_gmt":"2026-04-13T10:51:42","slug":"wellbeing-that-works-what-the-research-tells-us","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/wellbeing-that-works-what-the-research-tells-us\/","title":{"rendered":"Wellbeing that works &#8211; what the research tells us"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\">Neurodiversity. Menopause. Men&#8217;s health. What are organisations doing and what should they be doing to truly support the wellbeing of their people? Brightmine HR data insight analysts Hannah Mason and Vernujaa Nagandiram join the podcast to reveal surprising trends and share their latest research insights. <\/p>\n\n\n\n<p id=\"listen\" class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR strategy.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: Wellbeing that works - what the research tells us\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/1pbwxDWv92EyoZlNbrYjYT?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-fa7bb305e8d966c2a1d6f1e68c66c96e is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore:<\/strong> Hello, and welcome to the Brightmine podcast, formerly known as the<br>XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at <a href=\"\/uk\/\">www.brightmine.com<\/a>.<\/p>\n\n\n\n<p class=\"\">Hello everyone. My name is Robert Shore, and today we\u2019re going to be talking about wellbeing that works; what the research tells us. To do this, I\u2019m joined \u2013 appropriately \u2013 by the Brightmine research team, Hannah Mason and Vernujaa Nagandiram.<\/p>\n\n\n\n<p class=\"\">Right, let\u2019s begin by talking a bit about the kinds of research that you conduct across the board. Obviously it runs the gamut from, as we\u2019re going to discuss today, wellbeing strategies right through to pay data. So Vernujaa, if I can bring you in at this point. Hello. Welcome to the podcast.<\/p>\n\n\n\n<p class=\"\"><strong>Vernujaa Nagandiram:<\/strong> Hi. So we carry out in-depth research across the full breadth of HR.<\/p>\n\n\n\n<p class=\"\">So that\u2019s everything from pay data to core workforce metrics, so like absence and labour turnover to wider topics like wellbeing. And each of our surveys are shaped by input from our customers and experts in the people profession, and it\u2019s informed by responses from hundreds of UK HR professionals across sectors and organisation<br>sizes. And from all of that we analyse our findings using both qualitative and quantitative methods to produce evidence-based insights that really help HR teams make informed, forward-thinking decisions.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And obviously you find the results of our surveys on the website, along with the analyses written by the team. So we collect this data, and to do that of course we have to write good questions and then be able to interpret what the data is telling us.<\/p>\n\n\n\n<p class=\"\">So Hannah, if I can bring you in at this point. Hannah, again welcome to the podcast. Tell me a bit about your sort of professional educational background for doing this kind of work. And do you need a particular kind of curiosity about people to do it well?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> Thanks, Robert. So both of us actually have psychology backgrounds. That\u2019s what we did our degrees in. <strong>__<\/strong> also has a Master\u2019s in HR management. And both of us have worked in the public sector in research roles.<\/p>\n\n\n\n<p class=\"\">And I like the term \u2018curiosity\u2019 that you used because we wouldn\u2019t do research if we already knew all the answers. So curiosity and wanting to understand beyond what we already know is really important for our roles.<\/p>\n\n\n\n<p class=\"\">We also have to consider how to approach questions in the right way so we\u2019ll get insightful data and try to imagine how a respondent might answer the questions. And we also have to think about how to analyse the data for it to be most interesting and representative of what people were saying.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So there, when you say \u2018the right questions\u2019 or \u2018asking questions in the right way\u2019, can you give me an example of, say, how to arrive at a good question and, you know, what a bad question might be?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> Yeah. So sometimes we have questions where we want to know what an organisation does, and we can fall into the trap of almost priming people by giving them a list of what we think that their organisation might do. But we\u2019ve found that sometimes just letting our respondents talk openly gives us the most insightful and<br>interesting responses, and provides ideas that we haven\u2019t even considered.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Obviously we are Brightmine and we are a mine of data, so just before we get into the questions \u2013 into the big themes, rather, can I just ask Vernujaa, typically how many people do we survey? So here we\u2019re talking today about a menopause support survey, men\u2019s health and neurodiversity.<\/p>\n\n\n\n<p class=\"\"><strong>Vernujaa Nagandiram: <\/strong>So from our wellbeing research, in total we heard back from 450 organisations. So that was 237 on menopause, 74 on men\u2019s health and 139 on neurodiversity. And our responses ranged from small businesses to household name organisations who represent thousands of employees. <\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Very good. Okay, so that gives us an idea basically of the range of work that we do and the sorts of questions you have to ask yourself before beginning this. So again, Vernujaa, across all the research tell me about a big pattern that we\u2019re noticing. What\u2019s a trend?<\/p>\n\n\n\n<p class=\"\"><strong>Vernujaa Nagandiram:<\/strong> So across our wellbeing research we\u2019ve noticed a consistent pattern, which is that most organisations are doing things around wellbeing but the support isn\u2019t always embedded as a proper system. So you\u2019ll see a lot of initiatives, signposting or, like, awareness work, but the structures that make that support consistent, like policies and manager training, aren\u2019t always there. So the support ends up feeling a little bit uneven.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. And you\u2019ve written some excellent commentary and insight pieces on this, showing how to build out some of those structures as well. So what evidence are we seeing that this gap is real and how is it in the data?<\/p>\n\n\n\n<p class=\"\"><strong>Vernujaa Nagandiram:<\/strong> We see it really clearly in our data. So organisations are putting the support in place but the delivery isn\u2019t robust. So in our menopause research we found that many organisations offer practical support but 47% aren\u2019t assessing the impact of what they\u2019ve rolled out. So that means support might exist but employers aren\u2019t consistently checking whether it\u2019s actually improving outcomes or if it\u2019s even meeting needs.<\/p>\n\n\n\n<p class=\"\">And similarly in our men\u2019s health research we noticed that 69% of all organisations run at least one men\u2019s health initiative yet only 12% think they\u2019re doing enough. And so that really suggests a big gap between running initiatives and feeling that support is effective or even sufficient.<\/p>\n\n\n\n<p class=\"\">And similarly again in our neurodiversity research, over 7 in 10 organisations report increased requests for neurodiversity-related support but only 5% have a standalone policy. So here what we\u2019re seeing is that the employee need for support is increasing but many organisations haven\u2019t built the consistent frameworks that are needed to respond to that.<\/p>\n\n\n\n<p class=\"\">And so that, I think, is that big underlying theme here, which is that there\u2019s often more progress on awareness and activity than actually on the behind-the-scenes systems that actually make the support reliable. And that\u2019s why organisations can look busy on wellbeing but still report low confidence or patchy uptake or inconsistency in practice.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. So tell us a little bit about what actually turns support then into something consistent. How do organisations bridge this gap?<\/p>\n\n\n\n<p class=\"\"><strong>Vernujaa Nagandiram: <\/strong>And that really comes down to policies. So having clear documented \u2018what happens next\u2019 when someone discloses a wellbeing need. And without policies, support ends up depending on who your manager is or how confident someone feels about speaking up or how consistently HR can handle things  case by case. And the data once again shows how uneven that foundation still is. As mentioned before, only 5% of organisations have a standalone neurodiversity policy, 45% have a menopause policy and no organisations reported having a standalone men\u2019s health policy. And so I think a really useful way to think about that is that support needs a pathway. So if someone discloses a need, what happens next? Who do they speak to or what adjustments are available? What\u2019s the process? So building that pathway into policy is really what makes support reliable rather than something that\u2019s reactive.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. And are we seeing a shift towards formal wellbeing frameworks and not just initiatives? Is there any evidence for that?<\/p>\n\n\n\n<p class=\"\"><strong>Vernujaa Nagandiram: <\/strong>Yeah, I think we are seeing that shift. There\u2019s definitely more movement towards building proper frameworks instead of relying on one-off initiatives.<\/p>\n\n\n\n<p class=\"\">So a really good example of that direction of travel is in menopause. From 2027, employers with 250+ employees will be required to publish menopause action plans. And so that requirement should help push organisations towards more structured, consistent approaches.<\/p>\n\n\n\n<p class=\"\">And I think for any of the listeners who are wanting to visualize what that looks like, Brightmine\u2019s HR and Compliance Centre has model policies. So that includes menopause and neurodiversity templates which really lay out those \u2018what happens next\u2019 steps.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Hannah, I think you want to talk about line managers. Line managers are critical to wellbeing strategies. Why is that?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> Yes. So we know that line managers are often the first point of contact for employees when discussing wellbeing, and they also play an important role in areas like creating the right work environment, minimising stress, spotting wellbeing concerns and also implementing policies effectively for their employees\u2019 wellbeing. So basically they\u2019re at the front line of employee wellbeing.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. And again, according to our research, are line managers well equipped for that role?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> Not necessarily. So we conducted some line manager research also last year in 2025, and we found that around half of HR professionals think that managers need more training and support in handling employee wellbeing. And I don\u2019t think that\u2019s particularly surprising given the wide scope of responsibility that their role covers. Like Vernujaa mentioned earlier, often organisations are focusing on wellbeing awareness campaigns without giving managers the practical tools to make a real difference.<\/p>\n\n\n\n<p class=\"\">Wellbeing is also deeply personal, so both managers and employees could feel uncomfortable having these sorts of conversations.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. So what about the legal side of things?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason: <\/strong>So the employment tribunal statistics show that disability discrimination cases are among the most common types of tribunal cases, so it\u2019s really crucial for line managers to understand their responsibilities when it comes to managing health and wellbeing. They need to know how to support their employees in a compliant way, and what reasonable adjustments look like, because without that knowledge they can risk serious reputational risk and financial consequences for their organisation. So having effective training and support is really important.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. And of course on the website we have regular tribunal reports that point to issues that typically occur.<\/p>\n\n\n\n<p class=\"\">Again, according to the research, what does the current training landscape look like?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason: <\/strong>So across our research, training for managers really does seem to be lacking. So we found that only around a third of organisations offer training for line managers on supporting neurodivergent employees. 28% do the same for menopause and just 1% offer training for men\u2019s health. So managers are often expected to take general wellbeing training and apply it to very specific situations, which I think is a huge ask.<\/p>\n\n\n\n<p class=\"\">So it\u2019s also interesting to mention that despite just 1% of organisations offering specific men\u2019s health training, many organisations reported feeling confident in their managers\u2019 ability to support their male employees effectively with their health. Now, is that because men\u2019s health issues are seen as more familiar because they represent half the population and so it\u2019s quite easy, they think, to manage? Or is it a bit of an overconfidence? And I think regardless of the answer, if you look at the men\u2019s health<br>statistics, you can see that men face unique health challenges. But this is slowly starting to be recognised at a national level with the Government launching the first ever men\u2019s health strategy, which is a positive, and hopefully this begins a trend of more organisations paying attention to men\u2019s health.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. I mean, you mentioned there the sort of starkness of some of those figures. Maybe you want to just tell us a little about men\u2019s health.<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> Sure. So we know that if we\u2019re talking about mental health, men account for three-quarters of suicide deaths. So that is 3 in every 4 deaths from suicide are men.<\/p>\n\n\n\n<p class=\"\">And if we\u2019re thinking about physical health, 72 men per day die from cardiovascular disease, which is more than double the number of women. And thinking about illnesses that affect just men, more than 12,000 a year die from prostate cancer. So the idea that men don\u2019t face any unique health challenges simply isn\u2019t true based on the findings.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. So this is an area possibly where organisations might be focusing a bit more in the future.<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> Yeah, hopefully.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>So let\u2019s be practical. What can HR teams do to support managers?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> Yeah. So I think the first think \u2013 Vernujaa touched on it earlier \u2013 is considering having specific policies rather than having just one generic wellbeing policy, because this shows your staff that you\u2019re taking these issues seriously and gives managers a clear framework for how to manage these particular topics.<\/p>\n\n\n\n<p class=\"\">And I think for employees, also understanding how an issue will be handled when they go to their line manager can be really important in encouraging them to seek support.<\/p>\n\n\n\n<p class=\"\">And so secondly, investing in training. So that\u2019s not just on wellbeing but on skills like having difficult conversations, managing stress and workloads, and understanding line managers\u2019 legal obligations.<\/p>\n\n\n\n<p class=\"\">Managers also do need to have some understanding of conditions or symptoms to look out for to best support their employees, so it\u2019s important that training covers both aspects of this.<\/p>\n\n\n\n<p class=\"\">Finally, providing your line managers with practical tools. So maybe that\u2019s a wellbeing toolkit with conversation starters, checklists and processes that managers can easily adopt. And this just helps take the guesswork out and helps managers feel more confident having these conversations.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So, other topics, words, themes that come up quite a lot. I think \u2018stigma\u2019 is one that comes up a lot in wellbeing, doesn\u2019t it, Vernujaa? So why is it such a big theme, and whether support actually gets used, this idea of stigma?<\/p>\n\n\n\n<p class=\"\"><strong>Vernujaa Nagandiram:<\/strong> I think stigma\u2019s a huge factor because people won\u2019t actually use support if they\u2019re worried about being judged or if they think they\u2019re going to be seen as difficult, if they really just don\u2019t trust what will happen after they disclose something. So you could have initiatives and resources available, but if the day-to-day environment doesn\u2019t actually feel psychologically safe or if they think that confidentiality feels shaky, uptake of support will always stay low.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So what actually creates an open, supportive culture, one that genuinely reduces stigma and makes people feel safe to speak up?<\/p>\n\n\n\n<p class=\"\"><strong>Vernujaa Nagandiram:<\/strong> I think it comes down to quite a few key strategies, really. So the first is awareness and education. That really helps normalise the conversation and clear up misinformation around these topics. And then obviously open communication matters too. Make sure people know what support exists and how to access it. And a huge part of that is visible leadership, so when senior people talk about wellbeing properly. And that really sends a signal that it\u2019s safe to speak up and it won\u2019t damage your career.<\/p>\n\n\n\n<p class=\"\">And finally, employee networks really help too because they give people a space, a peer space where they\u2019re not alone. And that really matters for topics like menopause, men\u2019s health, neurodiversity that really still carry a lot of stigma.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. Another term that we hear quite a lot is \u2018practical adjustments\u2019. Obviously this is a very important subject. Hannah, what do practical adjustments look like in the workplace?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> So often it\u2019s the small things that can have a big impact. For example, for women experiencing menopause something as simple as adjusting the dress code or uniform requirements can make a big difference. This small change prioritises their comfort without really disrupting the wider team.<\/p>\n\n\n\n<p class=\"\">And flexibility is another big one. So allowing flexible working arrangements if that\u2019s possible at your organisation, or having flexibility with breaks so that employees can manage their symptoms effectively, can be really effective. They can not only help ease physical symptoms but can also ensure that employees feel supported and trusted at work.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay, that sounds quite straightforward. Is it always very straightforward?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> I don\u2019t think so. So our research found that almost half of organisations offering menopause support don\u2019t actually assess the impact. So there\u2019s a huge evaluation gap. Without monitoring interventions, you risk offering things that don\u2019t meet your employees\u2019 needs. If that is the case at your organisation, some employees might speak up and agree with their manager adjustments that would work for them or that they need. But there might be some employees that don\u2019t, and this can create inequality if only those who know what to ask for get the support that they need.<\/p>\n\n\n\n<p class=\"\">And from a business perspective, if you\u2019re not monitoring success it can be really hard to justify ongoing expense or resource on particular issues because you\u2019ve got nothing to show for it, running the risk of valuable support being cut. On the other hand, you might keep funding something that isn\u2019t working. So that\u2019s why proper<br>evaluation is really important.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>What about men\u2019s health? What works there?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> So for men\u2019s health, I think creating community really is key. So this could be in the form of informal get-togethers, employees networks or creating men\u2019s health champions, all things which can help encourage men to open up and create positive connections at work. Our research found that a third of employees don\u2019t run any kind of men\u2019s health initiatives, and those that do tend to rely on signposting to resources or mentioning men\u2019s health in wider wellbeing campaigns, which highlights that perhaps organisations are missing a real opportunity to make impact. While signposting resources can be helpful, it doesn\u2019t actively engage employees or foster a culture where men necessarily feel comfortable discussing their health concerns.<\/p>\n\n\n\n<p class=\"\">We know that men are typically less likely to talk about their wellbeing, so spaces to connect and share really can matter. And thinking not just specific to work, we are seeing some creative approaches to men\u2019s mental health becoming more common, like social prescribing, which is essentially non-medical interventions focused on connecting people to activities in groups. For example, at the moment there\u2019s a pilot scheme running where free football tickets are being prescribed for depression. And I\u2019d assume that this would be quite popular for some people, and I think it\u2019s just quite a nice example of finding ways to support men\u2019s mental health in ways that might be more accessible to them.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Although obviously if you\u2019re a supporter of a team and they\u2019re not doing very well, that could be quite depressing!<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> Yeah! But we know that loneliness and depression are linked, so initiatives like this can play a vital role in breaking that cycle. It\u2019s also a good reminder that support doesn\u2019t always have to be formal. Sometimes the most effective interventions are those that feel natural and accessible.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Presumably communication of all of this is important.<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> Yeah, I really think so. Because having initiatives that work is important but you\u2019ve also got to communicate them in ways that work. So keeping on the trend of football, I\u2019ve seen a couple of football clubs that have been doing really great adverts about men\u2019s mental health, highlighting the silent struggle that some men face and bringing the topic into mainstream conversations. I think creating awareness campaigns that resonate with men is so important, but it does require a bit of out-the-box thinking.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> How can organisations translate this into practice?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason: <\/strong>I think one thing that would be good is reviewing your communication strategy and making sure that wellbeing initiatives are shared with everyone. So if you\u2019re an organisation where the work environment looks different across different roles, it\u2019s really important to make sure that information is being shared consistently. Say you have warehouse staff and head office employees, if all your health and wellbeing information is being communicated virtually via email or intranet, you might be missing a significant number of your employees. So to avoid this, making sure that information is also being shared physically, like on noticeboards or in bathrooms, can make sure that you\u2019re reaching as many people<br>as possible.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And as we said, as you\u2019ve said repeatedly today, obviously measurement of success is really important, not just to launch initiatives but also to measure how well they work. So how do you measure success, say with men\u2019s health initiatives?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> I think that\u2019s really tricky actually because we know that men are perhaps less likely to open up. Usual mechanisms like surveys or talking to your manager might not be the best tool and could mask issues. So thinking outside of just men\u2019s mental health, you could consider looking at behavioural measures like absence rates to get insights into the wellbeing of your employees.<\/p>\n\n\n\n<p class=\"\">But for men\u2019s mental health this won\u2019t necessarily give you clear answers either because the data suggests that men take fewer absences than women. So in fact, if an intervention to support men\u2019s health had worked, you might actually see men taking more time off work, but that\u2019s completely opposite to what you would typically want to see in a wellbeing intervention and might be a bit of a hard sell. So it\u2019s a real puzzle. Maybe the answer is having a range of different success metrics.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So again, analysing the results you find and really trying to think carefully about different things that it can mean, the interpretation is really key, isn\u2019t it?<\/p>\n\n\n\n<p class=\"\">We haven\u2019t talked that much about neurodiversity so let me ask you a question there. What adjustments can be made to support a neurodiverse employee?<\/p>\n\n\n\n<p class=\"\"><strong>Hannah Mason:<\/strong> So our research showed that almost three-quarters of organisations are seeing an increase in the number of requests for support for neurodiversity, which shows that these kind of initiatives are really important. Often for neurodiverse employees these kind of initiatives are things that you can roll out to everyone, making inclusivity the standard and not the exception. This can especially help those that don\u2019t feel comfortable sharing their needs, or perhaps they\u2019re not diagnosed yet. Adjustments like quiet work areas can benefit everyone and not just those who disclose their needs.<\/p>\n\n\n\n<p class=\"\">I think another area that\u2019s quite exciting when we think about neurodiverse employees is the potential of AI, and with so many organisations already implementing AI, this could be such an easy win. As an example, someone with ADHD that struggles with prioritisation or time management, having an agent that could instantly summarise their emails and meetings they\u2019ve attended to create a to-do list could be great. Or for someone with dyslexia, proofreading and summarising long reports can be incredibly<br>powerful.<\/p>\n\n\n\n<p class=\"\">There was some really interesting research done by the Department of Business and Trade when they were rolling out CoPilot to their employees, and they found that neurodiverse employees were more likely to be satisfied with the software, and they also found that there were benefits outside of neurodiverse employees for others<br>with disabilities or health conditions, for example those with visual or hearing impairments. And in their report they quoted an employee with a hearing disability, who explained that they could relax more in meetings and had confidence that they weren\u2019t going to miss key details. AI is proving to help level the playing field and empower employees who face challenges despite really being in its infancy. And I think this research was also a really nice example of not just rolling out interventions and hoping that they work, but actually measuring success and demonstrating the impact.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So in summary, we\u2019ve been discussing various wellbeing surveys today. Why does wellbeing slip down the priority list though, Vernujaa? Can you say  something generally about that? Even where employers care about it.<\/p>\n\n\n\n<p class=\"\"><strong>Vernujaa Nagandiram:<\/strong> I think a lot of the time wellbeing gets treated like an add-on. So you\u2019ll see they\u2019ll put in a campaign somewhere or a webinar somewhere else, and it\u2019s not something that\u2019s actually built into everyday processes. And so anything that is seen as extra is naturally already vulnerable to shifting priorities.<\/p>\n\n\n\n<p class=\"\">And our findings show that the barriers to support are rarely about intention; they\u2019re more about capacity. So employers keep pointing to the same pressures. You know, limited budgets, limited time, limited staff capacity and a lot of competing demands. So it\u2019s not that the organisations don\u2019t care; it\u2019s that support hasn\u2019t always been designed in a way that survives this organisational pressure. And I think that\u2019s where design really matters. The most sustainable approaches make wellbeing feel normal. So clear pathways to access support or consistent signposting in places that employees already go to. Or adjustments that have become a standard rather than something that is specially requested. And that should be built into everyday systems like workload planning or return-to-work processes and communication that reaches everyone, including non\u0002desk-based staff. And so the aim here is to really make support feel like a normal part of work and not just an extra programme.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Wonderful. Well, thank you both so much for coming on today to talk about our wellbeing surveys. So you can find the results of these surveys and the analyses on our website, www.brightmine.com and of course on a range of other subjects, and I\u2019ll put some links in the show notes to that.<\/p>\n\n\n\n<p class=\"\">So it just remains for me to thank again Hannah and Vernujaa for coming today and to say, until next time.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"200\" height=\"200\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/09\/09172725\/Vernujaa-Nagandiram-hs.png\" alt=\"Vernujaa Nagandiram headshot.\" class=\"wp-image-13479\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/09\/09172725\/Vernujaa-Nagandiram-hs.png 200w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/09\/09172725\/Vernujaa-Nagandiram-hs-150x150.png 150w\" sizes=\"auto, (max-width: 200px) 100vw, 200px\" \/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Vernujaa Nagandiram<\/strong><br>HR Data Insights Analyst, Brightmine<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/23014143\/hannah-mason-headshot-e1727056329431-144x150.webp\" alt=\"Hannah Mason, HR data insights analyst headshot\" class=\"wp-image-9085\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Hannah Mason<\/strong><br>HR Data Insights Analyst, Brightmine<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-9690 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i tag-employment-rights-act topic-employment-law-updates\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/labour-government-employment-law-changes-tracker\/\" target=\"_self\" >Employment Rights Act \n2025 hub<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-16154 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i topic-dei topic-talent-management\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/hidden-barrier-to-womens-progression\/\" target=\"_self\" >Over mentored but under sponsored: A hidden barrier to women&#8217;s progression<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-15159 resources type-resources status-publish has-post-thumbnail hentry category-podcasts\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/gender-pay-gap-reporting-lessons-learned-and-what-comes-next\/\" target=\"_self\" >Gender pay gap reporting &#8211; lessons learned and what comes next<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-e63ff10784fa0d63c697a4b58ad46af8 wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/world-cup-2026-employers-guide-to-workplace-implications\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2001\/05\/02090540\/soccer-players-competing-for-ball-during-match.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/world-cup-2026-employers-guide-to-workplace-implications\/\">World Cup 2026: Employers&#8217; guide to workplace implications<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Major sporting events such as the 2026 World Cup can affect attendance, productivity and employee relations. This guide &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/pay-and-benefits-compliance\/minimum-wage\/four-rate-rises-for-2026-you-should-watch-out-for\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/02\/20085647\/team-discussion-in-modern-office-lounge-area.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Whitepapers<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/pay-and-benefits-compliance\/minimum-wage\/four-rate-rises-for-2026-you-should-watch-out-for\/\">Four rate rises for 2026 you should watch out for<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Are you ready for 2026 minimum wage changes? Learn about four anticipated rate rises and how to stay &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/wellbeing-that-works-what-the-research-tells-us\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/06\/27081837\/smiling-hr-colleagues-at-laptop.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/wellbeing-that-works-what-the-research-tells-us\/\">Wellbeing that works &#8211; what the research tells us<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Brightmine analysts Hannah Mason and Vernujaa Nagandiram join host Robert to share fresh research on what truly supports &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-0fd240ca wp-block-group-is-layout-constrained\" id=\"newsletter\" style=\"margin-top:0;margin-bottom:0;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 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type=\"submit\" id=\"contact-us-submit-button\" class=\"wp-block-button__link wpcf7-form-control wpcf7-submit has-spinner\">Get our latest updates<\/button>\n<\/div>\n<\/div>\n<p>\n*<a href=\"https:\/\/www.brightmine.com\/uk\/\" target=\"_blank\">Brightmine<\/a> is a tradename of <a href=\"https:\/\/risk.lexisnexis.com\/group\/\" target=\"_blank\">LexisNexis Risk Solutions<\/a>. By registering your details, you understand that your personal data will be handled according to our <a href=\"https:\/\/risk.lexisnexis.com\/group\/privacy-policy\/\" target=\"_blank\">Privacy Policy<\/a>. \n<\/p><input type=\"hidden\" name=\"client_id\" class=\"client_id\" \/><input type=\"text\" class=\"elq-itemhp-tel5\" name=\"Telephone5\" value=\"\" style=\"width:100%;\" autocomplete=\"2S0OI3\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel6\" name=\"Telephone6\" value=\"\" style=\"width:100%;\" autocomplete=\"DduwX4\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel7\" name=\"Telephone7\" value=\"\" style=\"width:100%;\" autocomplete=\"8ihsaF\"><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Brightmine analysts Hannah Mason and Vernujaa Nagandiram join host Robert to share fresh research on what truly supports employee wellbeing, revealing key trends across neurodiversity, menopause and men&#8217;s health.<\/p>\n","protected":false},"author":11,"featured_media":12614,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[19],"tags":[],"topic":[23],"class_list":["post-15095","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","topic-employee-engagement"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Wellbeing that works - what the research tells us | Brightmine<\/title>\n<meta name=\"description\" content=\"Discover evidence\u2011based insights into employee wellbeing, including trends in neurodiversity, menopause and men\u2019s health to improve workplace support.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/wellbeing-that-works-what-the-research-tells-us\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Wellbeing that works - what the research tells us | Brightmine\" \/>\n<meta property=\"og:description\" content=\"Discover evidence\u2011based insights into employee wellbeing, including trends in neurodiversity, menopause and men\u2019s health to improve workplace support.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/wellbeing-that-works-what-the-research-tells-us\/\" \/>\n<meta property=\"og:site_name\" content=\"Brightmine UK\" \/>\n<meta property=\"article:modified_time\" content=\"2026-04-13T10:51:42+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/06\/27081837\/smiling-hr-colleagues-at-laptop.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"627\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@WeAreBrightmine\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"60 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/wellbeing-that-works-what-the-research-tells-us\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/wellbeing-that-works-what-the-research-tells-us\/\"},\"author\":{\"name\":\"Liz Sables\",\"@id\":\"https:\/\/www.brightmine.com\/uk\/#\/schema\/person\/770bc7a44e5228cf41f2c90e73acf793\"},\"headline\":\"Wellbeing that works &#8211; 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