In an era where workplace wellbeing is central to employee productivity and satisfaction, traditional approaches to mental and physical health are not always sufficient. For many African employees, healing and well-being extend beyond Western medical practices and tap into ancestral, spiritual, and traditional health systems.
These beliefs play a significant role in the lives of a substantial number of African employees who rely on traditional health practitioners (THPs), such as sangomas or herbalists, for guidance, healing, and balance. To create truly inclusive workplace wellbeing programmes, it is time for organisations to consider incorporating THPs into their Employee Assistance Programs (EAPs).
Such integration would not only resonate with cultural values but would also potentially improve employee well-being and performance.For many, seeking the guidance of a THP is an act of connecting with identity, community, and cultural heritage.
Western medicine often treats symptoms in isolation from the individual’s broader context. In contrast, traditional health practitioners often approach health as a balance between body, spirit, community, and environment. This holistic approach resonates deeply with employees who come from cultural backgrounds that see well-being as more than the absence of physical illness.
Including THPs in EAPs would, therefore provide these employees with a form of support that is meaningful and resonates with their beliefs. If the aim of workplace wellbeing programmes is truly to support employees, these programmes should then cater to the diverse perspectives on health that exist within any given workforce.
Another advantage of including THPs is the increased trust it can foster within the workplace. Research has shown that employees who feel understood and valued by their organisations are more likely to be engaged and productive. Many African employees are hesitant to discuss traditional beliefs or practices with Western-trained healthcare providers, fearing misunderstanding or judgment.
Adding THPs in well-being programs can bridge this gap, showing employees that their cultural perspectives are recognized and respected. This recognition could help employees feel safer and more accepted within their workplaces, leading to greater job satisfaction and loyalty.
Moreover, THPs provide valuable support for dealing with emotional and psychological challenges, which are often the root causes of workplace stress. For instance, traditional healers may help individuals address issues of ancestral disconnection, perceived curses, or unresolved family matters. Though these concepts may seem unfamiliar in a typical corporate setting, they are deeply significant to many individuals and affect their mental well-being.
By acknowledging and addressing these issues through culturally attuned professionals, workplaces can help employees resolve stressors that would otherwise go untreated, benefiting both the individual and the organization. Of course, including THPs in workplace programmes does present challenges. There may be legal, ethical, and practical considerations to address, especially around standardisation and accountability.
Not all organisations may have a framework for understanding the qualifications of THPs, and integrating traditional practices into a corporate environment may initially feel foreign. However, these challenges are not insurmountable. Employers can work closely with registered associations of THPs, ensuring that employees have access to credible practitioners.
In addition, employers can provide educational sessions to increase awareness and acceptance within the workforce, laying a foundation of mutual understanding. As organisations strive to build inclusive, supportive workplaces, they must recognize that employee well-being is complex and culturally nuanced. Integrating traditional health practitioners into EAPs could offer a powerful solution, enhancing well-being programmes in ways that are deeply meaningful to African employees.
This step would mark a significant move towards inclusivity, showing that workplace wellbeing is not a one-size-fits-all solution but a dynamic, culturally-informed commitment to supporting all employees in ways that respect their identities and values.
Dr Sizile Makola is a senior lecturer in Unisa’s Department of Business Management. She writes in her personal capacity.
