The Importance of Promoting Resilience at Work

Can you speak about the firm’s commitment to employee wellbeing and mental health and how the firm fulfills this commitment?

The firm’s commitment to employee mental health can essentially be boiled down to two components. For one, we consistently ensure we are offering our people substantial and impactful mental health resources. Secondly, we work as a global team across our offices in the Americas; Asia Pacific; and Europe, the Middle East and Africa to develop a culture of openness and support so our people feel empowered to leverage the resources available to them.

Acting on this commitment means offering quality global support, like our Employee Assistance and Resilience Services programs, access to multiple digital resilience tools, and an advocacy service that enhances navigation of the healthcare system. We regularly vet our offerings to identify any opportunities for enhancement. Recently, we expanded our offerings in India to include a mental health platform available to employees and their family members that offers personalized self-care tools, counseling, and psychiatry services.

We also carry out our commitment by embedding wellbeing and support into our workforce. Our global Mental Health First Aid program, through which over 1,600 of our people have now been certified, guides employees on how to support colleagues through a range of mental health challenges. Managers and vice presidents and above have access to a mental health eLearning, designed to assist them in understanding potential mental health concerns and connecting colleagues with supportive resources.

Finally, awareness campaigns such as Mental Health Awareness Month are additional opportunities for us to openly discuss mental health through a series of resilience programs around the world. We not only bring in mental health experts, but also regularly involve senior leaders in these programs. Last year, for instance, a senior leader in Investment Banking moderated one of our keynote programs on the importance of recharging: this kind of leadership engagement further underscores the firm’s commitment to destigmatizing the topic of mental health and supporting our people.

You mentioned resilience programming. Can you share more about the resilience programs and initiatives the firm offers and what employee engagement has looked like?

Participation across our global offices has been very encouraging, as we’ve seen strong engagement in our mental health and resilience programs. In 2025 alone, we delivered over 175 resilience programs, reaching more than 8,000 participants worldwide.

Last October, we partnered with our digital resilience platform provider for World Mental Health Day to offer programming on resilience strategies for high performance in each of our global regions. These sessions drew high engagement from our people, including nearly 1,000 employees who enrolled in the platform for the first time. We now have nearly 8,000 employees enrolled in our digital resilience offering and almost 11,000 employees enrolled in our mindfulness platform.

Additionally, thousands of our people joined resilience programs focused on critical topics like ADHD support, managing boundaries, and fostering healthy digital habits in children. This kind of engagement reinforces that our commitment to employee wellbeing and the offerings we share resonate.

In your opinion, what are some of the drivers for managing workplace mental health, and how do you measure success?

Managing workplace mental health is a fundamental pillar of a resilient culture, moving beyond reactive support toward proactive prevention and data-informed intervention. Measuring the success of a cultural shift like this involves a multi-layered approach. To measure success, we review aggregate utilization trends for specific offerings, including mental health medical leaves and firm-sponsored mental health counseling, segmented by region, division, and title. This allows us to prioritize initiatives like Mental Health First Aid trainings for specific populations.

We proactively promote our Employee Assistance Program (EAP) and digital resilience tools through year-round programming rather than relying on reactive outreach. Assessment and reassessment data from our mental health counseling and digital resilience tool vendors is also reviewed, and these vendors are evaluated based on the extent to which they drive improvement.

Additionally, this spring, we launched a global preventative health screening program that incorporates the PHQ-4 mental health assessment. This has allowed us to provide automated, personalized health referrals to our people through third-party vendors while gathering high-level data on our population’s wellbeing to help inform our strategy for interventions. We plan to conduct this screening periodically to help us track health trends over time and measure the long-term impact of our mental health resources.

Can you tell us more about the roles of those at the firm who manage these mental health initiatives?

Our mental health commitment is upheld by a dedicated global team. At the strategic level, I oversee the development and implementation of our firmwide mental health strategy, supported by the global head of Benefits and Wellness, who ensures our offerings remain competitive and comprehensive. Clinical integrity is maintained by our global medical director, who aligns initiatives with evidence-based standards, while regional medical directors adapt these programs to meet local regulations. These roles – in conjunction with our broad team of mental health and resilience subject matter experts and vendor partners – create a robust infrastructure that allows us to maintain global standards while providing personalized, day-to-day support for our people.

What does the firm do to support mental health initiatives beyond its workforce?

Our commitment to mental wellbeing extends beyond our workforce through strategic partnerships with workplace mental health thought leadership organizations globally. As a founding member of the MindForward Alliance in London (for the EMEA region) and the City Mental Health Alliance in Hong Kong (for the APAC region), and as a participant in the National Alliance on Mental Illness (NAMI) Workplace Mental Health Collaborative in the United States, we join with global networks of employers dedicated to transforming workplace culture. By sharing best practices and developing innovative solutions with these partners, we actively contribute to raising mental health awareness, improving early identification, and enhancing access to care for those across the professional landscape.