Westcon-Comstor’s wellbeing strategy forms a key part of its people strategy, which has an ongoing focus on inclusion.
The global technology provider and specialist distributor operates in more than 50 countries, including the UK, with around 3,700 employees globally.
Westcon-Comstor has based its wellbeing strategy around its definition of the word: it believes wellbeing means feeling included and valued, having access to resources to provide support when needed, and having wellbeing benefits to secure the best possible treatment if needed.
It wants all its employees to thrive at work and to provide managers with the relevant information and training to know how best to support their team members.
This means taking a holistic approach to its strategy, explains Claire Horton, HR director and strategic business partner. “We have an employee assistance programme, which also includes a manager assist resource,” she says. ”This is a confidential, 24/7 service designed to support our people on a range of issues that may impact their health or mental and emotional wellbeing. Employees can talk to a qualified expert in their local region about a variety of subjects, such as building relationships, managing life changes, improving self-esteem and confidence and achieving work-life balance.”
The firm has a range of wellbeing-related benefits, such as private medical insurance, a health cash plan, life assurance, and income protection, along with financial wellbeing sessions run by Hargreaves Lansdown. These cover saving for retirement and managing day-to-day spending.
It also has an accessibility and neurodiversity policy for employees seeking accommodations or wanting to learn how the firm is creating an inclusive environment for all ways of thinking and working, volunteer leave and access to the OnHand App so staff can make a difference in their local community, and employee resource groups. These offer the opportunity to connect with colleagues, share experiences, and help foster a workplace where everyone feels seen, heard and supported, which, in turn, improves wellbeing.
“Our strategy has evolved over time,” says Horton. ”While we’ve seen increases in the cost of our offering over time, we recognise that investing in our employees’ wellbeing not only benefits the individual, but is also good for our business.”
As with many organisations, the Covid-19 pandemic prompted Westcon-Comstor to build the case for wellbeing initiatives, and embed greater awareness and a clearer determination to provide a supportive work environment, which continues to grow.
The organisation’s initiatives are led by its people team with input and buy-in from the executive leadership team, who are passionate about creating a positive work environment and supporting staff. Its chief people officer, Erna de Ruijter-Quist, has driven positive changes since she joined in October 2023, while its local in-country and regional HR teams around the world also play a role.
Having a wellbeing strategy that works for its people is simply the right thing to do, says Horton.
“Measurement of return on investment and impact is a work in progress. There are numerous other drivers that impact staff engagement and absence, so we measure the impact of our people strategy more holistically,” she adds.
