Connections of Wellness with Power and Privilege in the Contexts of Lived Experiences and Employee Well-being
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2024
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Abstract
Wellness is a multidimensional construct that includes different dimensions that provide additive value to one’s life. Wellness is more than the absence of illness and wellness within a workplace can decrease stress and mitigate burnout. Whether or not someone is able to or would like to prioritize wellness is influenced by identities and life experiences. Considering the various levels of the ecological model and the influence of power and privilege on identity and experiences, this phenomenological study sought to understand the connections between power, privilege, and wellness within the context of a single organization in Honolulu, Hawaiʻi. Three frameworks were used to understand this complex topic: the Substance Abuse and Mental Health Administration’s Model of Wellness, which utilizes eight dimensions of wellness; Hays’ ADDRESSING Model, which incorporates ten identity constructs; and McLeroy’s Ecological Model which incorporates five levels of influence. This phenomenological study examined connections between power and privilege broadly, how intersecting identities influence wellness perceptions, how people’s lived experiences impact their occupational wellness, and how organizations can support the specific wellness needs of those with lived experiences that mirror the community they serve. Overarching results suggested strong connections between time, money, and the impact of less money/less time as important in wellness. Results also suggested a need for an intersectional approach to program development that considers how identities and experiences conflict or compound with one another to help or hinder the prioritization of wellness. Overall, study participants’ lived experiences positively affected occupational wellness through a sense of living their purpose, connecting with others, and sharing unique insights that can only be learned experientially. A few challenges working in communities with similar lived experiences as the employee also arose, especially concerning creating boundaries and a work-life balance, coping with the mental toll of the work, and dealing with trauma. These negative effects were generally mitigated by a strong organizational culture that prioritizes wellness and supportive supervisors who proactively support staff wellness. Utilizing a trauma informed approach to understanding wellness needs supports an organizational culture where people feel safe, they are supported by managers and the organization, and they can bring their full authentic lives that integrate previously marginalized identities. Two recommendations arose from this research. The first is for the organization to dispose of predetermined definitions of what constitutes wellness and let staff self-identify what wellness means to them. This will help create empowering and trusting atmospheres where people can utilize their tools to promote wellness that make sense on an individualized basis. The second recommendation is for the organization to provide supportive training for supervisors to intentionally integrate principles of trauma-informed care into their leadership as they support wellness in their departments. The sample of this study was skewed toward individuals who believed in the importance of wellness and, therefore, is not representative of all barriers organizations will face in terms of supporting staff wellness. Future research could include assessing experiences of people who do not believe in the importance of wellness or examining specific intersectional experiences of how certain communities experience wellness.
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Psychology, Employee wellness, Equity, Lived experiences, Power, Privilege, Wellness
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182 pages
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