Re-imagining Healthy Workplaces in Asia




A PATHw Regional Round Table

INTRODUCTION: Tyler Thorpe Senior Consultant, Great Place To Work

SESSION 1: Into The Looking Glass: Key Issues & Challenges

MODERATOR: Julien Remond, CEO, Awakened Mind

In support of Migraine Awareness Week, leaders will discuss the economic burden, top issues and challenges when it comes to migraine and mental health.

Economic Burden of Migraine in Singapore

Speaker: Dr. Eric Finkelstein, Professor of Health Services and Systems Research Program Duke-NUS Medical School, Singapore

Over 600 people with migraine in Singapore took part in this nationwide study that aims to quantify the economic cost of migraine among full-time employees in Singapore. The study looks into factors such as healthcare expenses and loss in productivity, due to missed work days or impacts on capacity to carry out daily jobs. According to this study, migraine cost the city state SGD $1.04 billion in 2018.

Impact of migraine on workplace productivity and monetary loss: a study of employees in banking sector in Malaysia

Speaker: Associate Professor Dr Ivy Chung, Deputy Dean of Health & Wellbeing Research Cluster Universiti Malaya, Malaysia

This is the first study from any Asian countries to report the prevalence of migraine among workers in the banking sector. This study highlights the impact of migraine on work productivity and the substantial monetary loss attributed to not only absenteeism, but more importantly to presenteeism. This study also highlights the unmet needs in migraine management among employees at workplace.

Migraine & Mental Stressors In the Workplace

Speaker: Associate Professor Dr. Wan Aliaa, Neurologist & Associate Professor at Faculty of Medicine & Health Sciences, Universiti Putra Malaysia

Migraine and mental health issues can have direct impacts on employee health and productivity. In this segment, a neurologist will give an overview of migraine, the key mental health issues that affect employees, and the impacts that they bring. The segment will also cover trigger factors to help employers identify and prevent them, as well as solutions or initiatives that can help employees manage these impacts.

New Ways of Seeking Treatment – A Philippines experience

Speaker: Dr Rosalina Picar, Philippine Neurological Association, President

In light of the pandemic, there is a profound shift in the way we manage healthcare, considering many people are remotely working and social distancing. The speaker will share the key issues that affect how people manage their health and consult neurologists in light of the pandemic. She will also share new ways of seeking treatment in the new normal, including best practices on managing consultations.

SESSION 2: The Way Forward – Towards Healthier Workplaces

MODERATOR: Dr Gia Sison, Occupational Health Expert and CNN Philippines host

Speakers from different industries will share perspectives and solutions on how we can effectively adapt to the new normal and new ways of working. The panel will also discuss how we can collaborate, including sharing ideas and resources, and leveraging innovation to mitigate harmful effects of the pandemic on workplace health, and to tackle issues like the impact of migraine on employee health. 

Breaking the stigma around migraine in the workplace

Speaker: Azrul Mohd Khalib, Chief Executive, Galen Centre for Health and Social Policy, Malaysia

Chronic migraine sufferers can experience significant social stigma in the workplace, which can be damaging to their health. In this segment, Azrul will highlight the issue of migraine stigma and discrimination in the workplace, as well as propose tips and solutions that companies can roll out to break this stigma and ensure mental wellness in the workplace.

Leveraging technology for a healthier workplace

Speaker: Jonathon Dixon, Head Enterprise Business Segment, Asia Pacific & Japan, Amazon Web Services

For billions of people, the way we work has rapidly changed as COVID-19 has created new risks, barriers and other challenges. Many companies have quickly moved to maintain safety for employees and customers in order to continuing to operate, providing important services to the public and jobs for employees. This segment will examine the role technology has played in this shift, and look at the way companies have used technology to quickly adapt to changing circumstances.

Adapting to the new normal & new ways of working

Speaker: Dr. Ethan Lim,Head, Clinical & Wellness, Cigna Singapore

COVID-19 has caused far-reaching effects on employee well-being changed the way we work. In this segment, hear how COVID-19 has altered working environments and processes in large companies, and the organisational initiatives that HR leaders can roll out to limit work disruption, improve communication and promote healthier environments, especially when working across multiple teams, and business functions.

Strategizing a well-being programme for employees in the new normal

Speaker: Marla Arnall Senior Principal, Asia Consulting Leader, Mercer

Designing a holistic well-being programme and benefits is not an easy task for employers, having to cater to different needs, demographics and behaviours. However, it has become more important than ever, especially in light of the pandemic. This segment will cover the steps, considerations and tips that go into planning, designing and rolling out effective programmes and initiatives for employees to improve their mental and physical health in the workplace.

Reimagining healthy workplaces in Asia

Speaker: Leonhard Schaetz, Novartis Global Market Access Director

Leonhard Schaetz concludes the discussion with a presentation on role-modelling work through home programmes and initiatives, and remote patient consultations to promote healthier work environments and help people adapt to the new normal.

CLOSING REMARKS: Mathias Domineg, Deputy Head of Mission, Swiss Embassy Philippines

Great Place To Work identifies Best Workplaces in Asia™ by surveying 2.1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting 5.9 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

To determine the 2022 Vietnam Best Workplaces™, Great Place To Work®️ analyzed confidential survey feedback representing nearly 20,000 employees across different industries in Vietnam. Employees responded to over 60 survey questions describing the extent to which their organization creates a Great Place To Work For All™️.

85% of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. Great Place To Work analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical in their industry. The remaining 15% of the rank is based on an assessment of all employees’ daily experiences of innovation, the company’s values, and the effectiveness of their leaders, to ensure they’re consistently experienced.

To be considered, companies had to meet the Great Place To Work-Certified™ standard. To ensure survey results truly represent all employees, Great Place To Work requires that Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results. 

Companies with 10-99 people were considered for the Small category, companies with 100-999 people were considered for the Medium category and companies with 1000+ people were considered for the Large category.