Vodacom’s CHRO Matimba Mbungela on creating a culture of care and wellbeing

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Now more than ever, we should prioritise mental health in the workplace, writes Matimba Mbungela, CHRO at Vodacom Group, as the world commemorated World Mental Health Day on 10 October .

Employee wellbeing has emerged as a pivotal factor in improving productivity, morale and innovation. This World Mental Health Day, recognised annually on 10 October, focused on the critical link between mental health and work, acknowledging that unsupportive environments for employees can pose risks not just to business outcomes, but to the overall quality of life for individuals.

Despite the growing emphasis on prioritising mental health and work-life balance, a 2024 Deloitte global survey found that only half of millennial and Gen Z employees are accessing the workplace mental health resources available to them, and just under 60 percent of respondents still do not feel comfortable discussing stress or anxiety with their managers. These statistics reveal a crucial gap: while businesses may offer support mechanisms, employees often hesitate to take full advantage of them.

Introducing effective mental health initiatives

To address this issue, companies need to introduce wellbeing initiatives that encourage participation and normalise conversations around mental health. Support should not be an optional perk, but a deeply ingrained part of the organisational culture in which employee wellbeing is a core aspect of a company’s mission and values.

At Vodacom, for example, we believe that employees are the driving force behind the business success. We have therefore recently enhanced our employee value proposition with the Compassion, Acceptance, Respect and Empathy (C.A.R.E.) programme, which entails inclusive policies and practices to create a work environment where people feel empowered to thrive.

Rather than adopting a one-size-fits-all approach to employee wellbeing, businesses need to engage with their workforce to understand their specific needs and what mental health resources would be most beneficial for them. For female employees, for instance, menopause can affect productivity, mental health and overall wellbeing. Vodacom’s C.A.R.E. programme allows for flexible working arrangements should symptoms of menopause as well as menstruation be too debilitating to work in the office.

One of the core principles of our C.A.R.E programme is inclusivity, ensuring that employees from all backgrounds feel supported. This aligns with our emphasis on diversity, equity and inclusion (DEI) in the workplace, enhancing a sense of belonging and psychological safety critical for employee wellbeing.

Demonstrating our commitment to DEI, Vodacom was the first company across our African footprint to introduce a gender-neutral parental leave policy, providing 16 weeks of fully paid leave to all employees, regardless of gender, sexual orientation or length of service, whether they or their partner are welcoming a new child by birth, adoption or surrogacy.

Wellbeing initiatives should also focus on eliminating the stigma associated with mental health. Regular open forums, anonymous surveys, and awareness webinars can help cultivate an environment where discussing stress, anxiety, or other mental health challenges is not taboo.

Within our own company, we have established an employee assistance programme, counsellors, and employee wellbeing ambassadors, who assist with coping strategies, stress management, communication, grief counselling and parental guidance. When employees know they will not face judgment for addressing these issues, they are more likely to seek help.

As the Deloitte survey highlighted, often employees do not access mental health resources because they feel uncomfortable raising these issues with their managers. Mental health training for leaders, wellbeing ambassadors and human resource colleagues is essential to help them to recognise signs of stress, anxiety, and burnout among colleagues.

Additionally, equipping managers with tools to have empathetic conversations with team members can help break down barriers, encouraging employees to come forward when they need psychological support.

The benefits of workplace wellbeing

Companies that genuinely care about their employees’ mental wellbeing are more likely to attract and retain top performers. When businesses prioritise mental health, they send a clear message that employees are valued not just for the work they do but as individuals. This fosters loyalty, reduces turnover, and strengthens the overall culture.

Globally an estimated 12 billion working days are lost every year to depression and anxiety, costing US$1 trillion per year in lost productivity, says the World Health Organization. When businesses prioritise mental wellness, they are not only investing in their employees’ long-term health but also in their ability to remain focused, efficient and productive during challenging periods. The result is a more resilient workforce that can navigate both personal and professional obstacles effectively rather than burn out from stress and anxiety.

It is vital for companies to recognise that mental health in the workplace is more than just a trend – it’s a business imperative. This goes beyond providing resources to promoting a culture of openness, psychological safety, and empathy, where employees feel valued, supported, and empowered to thrive both personally and professionally.
Businesses that invest in mental health will not only see improved performance and reduced costs associated with absenteeism and turnover, but they will also build a reputation as an employer of choice.

 

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