Creative Brand Manager
4 Minutes Read
This blog is inspired by an episode of Kara Connect’s Can We Have A Word? podcast, featuring Tobba Vigfusdottir in conversation with Equiniti’s Chief People Officer Andrew Stephenson.
At Equiniti, a technology-driven financial services business with operations spanning both sides of the globe, wellbeing isn’t an afterthought. It’s built into their culture and shaped by data, transparency, and a willingness to rethink old processes. Andrew’s insights on AI, employee listening, and wellbeing are refreshingly grounded and practical for any HR leader navigating digital transformation or aiming to build a healthier workplace.
Here are five strategies Andrew and his team are using to make a real difference in employee wellbeing…
Use Technology to Move HR from Menial to Meaningful
“A lot of people see AI and tech as a threat to jobs. I actually see it as a way of moving roles from being menial to meaningful.”
For Andrew, tech isn’t about replacing people – it’s about freeing HR to focus on work that matters. At Equiniti, basic questions are answered by chatbots, leaving HR staff to tackle strategic and complex work, rather than getting bogged down in admin. The tech-savvy approach aligns HR with the company’s overall strategy and helps managers get answers fast, improving both efficiency and job satisfaction.
Listen to Your People – And Act on What You Hear
“We deliver an employee engagement survey every single month. It’s filled in by more than 80% of the organization… and we deliver actionable insights to managers in real time.”
Equiniti runs monthly engagement surveys, often topping 30,000 responses, using AI to generate tailored, actionable plans for managers. This regular listening means feedback gets turned into action fast. Crucially, Andrew points out that transparency matters: sometimes, changes can’t be made, but staff are always informed of what’s possible—and what isn’t. The result? High participation and trust in the process.
Tackle Wellbeing Holistically – Physical and Mental
“We were very proud to win the CIPD’s award for best wellbeing initiative last year… [Initiatives] go from our global volunteer network to simple changes like making meetings 25 or 50 minutes, not 30 or 60.”
Staff wellbeing at Equiniti goes beyond mental health. Recognising the risks of sedentary, screen-based work, Andrew’s team focuses on physical movement as well—introducing healthcare programs, rewarding healthy behaviour, and even capping steps in step challenges to encourage balance. Small changes, like shorter default meeting lengths, help create space for breaks and movement, especially for remote teams.
Measure What Matters – Then Show Your Work
“Once you’ve got very good data, you can analyze lots of things so you can start to look at productivity… and work out what you can afford to invest in order to get a return on that investment.”
Data underpins Equiniti’s people strategy. With digitized processes, they can reliably measure productivity impacts, sick leave, and benefits costs. But it’s not just about numbers; Andrew suggests getting qualitative feedback, too – from wellbeing networks who speak to staff directly and champion grassroots change. When people see their feedback leads to visible action, engagement grows.
Lead by Example – Share, Be Transparent, and Take Breaks
“If in the middle of the day I feel like going for a run, I’ll do it. That’s visible to all of our employees so that they know that’s okay.”
Andrew is open about his own mental health history and how he now prioritizes breaks and physical activity. He believes managers sharing their own wellbeing struggles and self-care routines helps normalise healthy behaviour across the business. Leadership visibility (like execs joining walking challenges) sets a tone of authenticity, trust, and care for staff.
Conclusion
Equiniti’s approach is a mix of tech-enabled efficiency and human-centred care. By investing in the right tools, listening regularly, acting transparently, and leading by example, they’re showing that wellbeing can be woven into everyday business—not just as a benefit, but as a strategic asset.
Listen to the full Kara Connect interview with Andrew Stephenson and Tobba Vigfusdottir.
For HR leads and managers keen to future-proof their approach to wellbeing, Andrew’s insights are well worth a listen.
