COVID-19: AXA Hong Kong prioritises mental health benefits
With the aim of supporting corporates and their employees during the pandemic, leading employee benefits insurer AXA Hong Kong and Macau has announced a series of free new physical and mental health protection and services for all Employee Benefits’ customers.
In addition to providing physical protection for pandemic-related illness, AXA has unveiled a series of complementary mental health-focused digital tools along with an e-consultation service and e-prescription service helping employees and dependents deal with the pressures, stressors and dangers of the current crisis.
“It’s especially important to keep a calm and optimistic attitude to fight the pandemic and we hope that our suite of Mind Health Digital Tools can help our customers cope with the COVID related uncertainties and challenges,” said Sally Wan, CEO of AXA Hong Kong and Macau.
Covid cover marks first in market
Part of AXA’s updated offer includes a first for the Hong Kong market, Benefits for Hospital Income (COVID-19), which AXA has introduced as a standard policy provision, updating the benefits of policy-holders with long-term protection for free.
This makes AXA the first insurer in the market to incorporate such benefits, providing insured employees or dependents with hospital cash for 45 days if admitted to hospital due to COVID-19.
Mind Health Digital Tools
With the aim of providing holistic health, in light of all the anxieties and stressors brought on by the pandemic, AXA has further introduced a series of complementary Mind Health Digital Tools via the Emma by AXA app. These include:
- Mental Health Guru Interactive multimedia platform on mental health education
- Moodgym Scientifically proven tool to help users enhance resilience and prevent anxiety
- Smiling Mind Mindfulness meditation tool
- Mind Charger Mindfulness meditation tool with selective modules guided by celebrity yoga instructor Margaret Chung
[email protected] video consultation service
Thanks to a collaboration between AXA and various healthcare companies, including UMP Healthcare Holdings Limited, Pedder Healthcare Management Limited and Chiron Healthcare, employees and dependents can access via the Emma by AXA app video consultations with doctors.
The key services of the [email protected] service includes:
- A diversified network of doctor services, including access to a GP as well as eight specialist services, from Infectious Diseases to Cardiology.
- Comprehensive care for all age groups, from infants to the elderly
- Free follow-up consultation with 24 hours
- Exclusive e-Prescription service delivering prescription medicine and referral letter directly to their homes
As more employees struggle to live within today’s ‘new normal’ and the pressures and anxieties that come with it, companies worldwide are being forced to take employee health both more seriously and more holistically.
According to Gartner, 68% of organisations already having introduced at least one new wellness benefit to aid employees during the pandemic by late March 2020.
5 Ways Leaders Can Create a Healthy Workplace Culture
This week (14th-20th June 2021) is Men’s Health Week. Physical and mental well-being have been important considerations for leaders over the past year, and it is essential this focus is maintained as we build back for the future. Here we have asked 5 experts for practical tips leaders can implement to create healthy workplace cultures.
Know the early signs of burnout
Recently it was reported by the BBC that burnout for health and social care staff had reached emergency levels.
Monkey Puzzle Training Co-Founder Karen Meager has studied the burnout recovery process in partnership with Coventry University: “The past year has seen people suffer from job-loss worries, work from home challenges, isolation, and feeling overworked. These are continuing, and all have the potential to contribute towards burnout. Healthcare workers, executives, leaders, managers and small business owners will continue to be the top people to suffer from extreme burnout.”
“At the onset of burnout, people commonly enter a phase of denial. So leaders need to be aware of those who are reluctant to take their time off, are compelled to work all hours, or have changes in their behaviour or mood, as these can all be indications of burnout taking hold. Encouraging them to take a burnout self-test provides a starting point to supporting these employees through recovery, as is role modelling healthy sustainable ways of working.” Karen suggests.
Encourage professional self-reflection
Creating an environment that encourages self-reflection is an effective tool for promoting personal development. Journaling may not be something you instantly think of for professional development; however, it is a successful technique for adults to aid mindfulness and productivity. “Journaling is a form of self-expression that can empower you to understand your feelings and ambitions and how to deal with them, therefore promoting positive well-being and a healthy workplace culture,” describes Elisa Nardi, founder of Notebook Mentor.
“Just 15-20 minutes of journaling a day over the course of four months are enough to lessen the impact of physical stressors on your health,” explains Elisa. “It can also inspire creativity, aid your memory, and help set actionable goals. It is an underused tool that can help employees manage tricky workplace situations such as conflict, illness or new leadership roles.”
Manage your stress and resilience too
As a leader or manager, often, your complete focus is on the business or protecting your team, but you cannot pour from an empty cup. Leaders should also have strategies in place to manage their own stress, so they can sustain high levels of positive energy throughout the day. “Fueled by a burning desire for success, I ignored all the warning signs of exhaustion, which eventually took its toll on me - I literally collapsed from stress, and I didn’t even see it coming.” reflects Sascha Heinemann, an expert in Performance Recovery and Stress Resilience.
“When leaders manage their energy, create healthy daily habits, and practice resilience, they are able to perform to their fullest capacity and to provide the best possible support for others.”
“Taking a break every 90 minutes or so helps you to refuel, recharge, and re-energize and ultimately allows you to get more accomplished, in less time, at a higher level of quality, and more sustainably. This role model contributes dramatically to a healthier, more engaged, sustainable, and productive workplace culture," he adds.
Instil a sense of purpose for your team
The idea that success equals working 12-15 hour days and giving everything of yourself to your workplace continues to prevail in many organisations. This is not healthy, nor is it productive for anyone involved. “The healthiest and happiest workplace cultures are the ones that are organised around purpose.” describes business and life coach Anand Kulkarni.
“Leaders should be giving meaning to the work they are doing within their business and beyond and sharing this purpose with their staff, rather than focusing on long hours, crippling workloads or someone else’s idea of ‘success’. When people understand why they are doing what they do and how this contributes to something greater, productivity and well-being is increased.” adds Anand.
Promote well-being from the top down
Leaders need to act as role models if well-being is to become embedded at the very core of the organisation. It’s very unlikely that employees will start acting in a new way that puts their own needs first if the leadership team continues to behave in an entirely different manner.
‘Many organisations have worked hard in recent months to put new policies in place that better support well-being, promote hybrid working and attempt to set clear boundaries, but many leaders seem to assume that they are exempt from it all, that’s when it all falls over’, explains leadership experts Martin Boroson and Carmel Moore, from The One Moment Company.
A recent ONS report into Homeworking in the UK revealed that people are on average working 6 hours extra per week, and many are working until late in the evening, indicating that the boundaries between work and life are more blurred than ever.
“Despite all of these wonderful opportunities for people to self-organise, if the leadership team continues to work in the office Monday to Friday, or are communicating at all hours, then it’s a clear indicator that hybrid working is simply a ‘bolt-on’ tactic rather than an integral part of the company’s approach to promoting the importance of maintaining a healthy work-life balance.’