Empowering Wellbeing Through Connection and Support – Liberty

What wellbeing initiatives are in place at your organisation?

At Liberty, our Mental Health First Aid Network has become the cornerstone of our strategy, evolving into a genuine peer support network where certified first aiders act as trusted listeners and guides throughout the organisation. These aren’t just trained professionals, they’re colleagues who understand the unique pressures of our industry and can offer both practical support and genuine empathy.

We complement this by partnering with our Employee Assistance Provider (EAP) to run monthly wellness webinars that tackle everything from stress management to financial wellbeing, recognising that wellness isn’t just about mental health, it’s about feeling equipped to handle the complexities of life. Our EAP also provides confidential counselling services, while our Women’s Mentoring Program creates meaningful connections between emerging and established female leaders across the business.

We’ve also established Employee Resource Groups that celebrate the full spectrum of human experience. Whether someone is navigating neurodiversity, juggling parenting responsibilities, caring for ageing family members, or exploring cultural identity, there’s a community ready to offer their understanding and support.

How are leaders modelling balance and promoting mental health awareness?

Leadership at Liberty means leading with empathy first. Our leaders don’t just talk about work-life balance, they demonstrate it by respecting boundaries, encouraging time off, and sharing their own wellness journeys. There’s something powerful about a senior leader admitting they’ve struggled with stress or sought support through our EAP. It transforms the conversation from corporate policy to human connection.

We’ve invested heavily in mental health awareness training for all employees, particularly managers, because we recognise that a leader’s response to stress or struggle can make or break someone’s willingness to seek help. Our leaders participate in these programs alongside their teams, creating shared language and understanding around mental health.

What’s working well in building a supportive and resilient culture?

At Liberty, we’ve cultivated a culture where people feel genuinely heard and empowered to share ideas, make mistakes, and learn from them. This psychological safety doesn’t happen overnight – it’s built through consistent actions and responses that show people their wellbeing matters more than perfection.

Our flexible work policies have become more than just arrangements; they’re expressions of trust. When leaders actively encourage breaks, respect personal time, and adapt to individual needs; it creates a ripple effect throughout the organisation.

Connection is at the heart of our resilience. Strong interpersonal relationships across teams and levels mean that when challenges arise(whether they’re market pressures, personal struggles, or seasonal demands) people will have genuine support networks to draw on. 

Our approach to challenges has shifted too. Instead of viewing setbacks as failures, leaders actively frame them as growth opportunities. This mindset, combined with access to mental health resources, coaching, and peer support, creates an environment where people can bounce back stronger.

Have there been any recent initiatives responding to market changes or seasonal demands?

The past two years have been transformative for Liberty’s Mental Health First Aid network. What’s remarkable isn’t just the growth in numbers, rather it’s the organic enthusiasm driving that expansion. Employees are actively seeking accreditation, not because it’s mandated, but because they want to better support their colleagues. These first aiders have become wellbeing champions, naturally raising awareness and encouraging participation in ways that feel authentic rather than prescribed.

We’ve also recognised that understanding available support is just as important as providing it. That’s why we’ve increased the frequency of our EAP awareness sessions, ensuring everyone knows not just that support exists, but how to access it and what services are available. There’s no point having world-class resources if people don’t feel comfortable using them.

The insurance industry faces unique stressors like market volatility, regulatory changes, and the emotional weight of helping people through their worst moments. We’ve responded by expanding our wellness programming to address these specific challenges while creating more opportunities for connection as hybrid work becomes our new normal.