For over two decades, Avtar Career Creators has worked closely with organizations to shape workplaces where people feel included, respected, and able to grow. This journey spanning 25 years has always been rooted in one belief: when people feel valued, they do their best work.
As workplaces evolve, this belief is taking on a broader meaning. Inclusion is no longer only about representation or policies-it is about how people experience works every single day. And that is where workplace wellness comes in.
In many ways, this is not a new direction for us. It is a natural progression.
When the Data tells a Deeper Story
One of the most telling insights from recent findings is this, 31% of the 2025 Best Companies for Women in India (BCWI) reported that women are exiting organizations due to health and well-being challenges, compared to 25% citing childcare responsibilities.
This shifts a long-held assumption. For years, conversations around women’s attrition have largely centered on caregiving responsibilities. While that continues to be important, the data points to something deeper, well-being itself is becoming a critical factor in whether women are able to stay and grow in the workplace.
It raises an important question for organizations: Are we doing enough to support not just careers, but the overall well-being of our people?
From Inclusion to Everyday Experience
Over the years, we have seen organizations move from asking “Do we have the right policies?” to “Are our people truly supported?”
Because inclusion does not end with hiring diverse talent. It shows up in moments that are often invisible. How careers are sustained during life transitions, how growth opportunities are extended, and how safe people feel bringing their full selves to work.
For instance, it is heartening to see that today, 94% of BCWI ensure performance continuity for women during maternity leave. This reflects a shift in thinking from accommodation to equity.
Similarly, 78% of BCWI companies are consciously focusing on retaining employees after parental leave, recognizing that support during return-to-work journeys is critical to long-term inclusion.
Expanding the Meaning of Support
Inclusion has always been about removing barriers. Workplace wellness takes that a step further – it is about actively enabling people to thrive.
This is visible in how organizations are investing in growth. With 74% of BCWI companies supporting learning and development through reimbursements, there is a clear move towards empowering employees to shape their own career paths.
Mentorship, too, continues to play a strong role. 96% of BCWI companies have formal mentoring programs, reinforcing the importance of guidance, connection, and shared learning in building inclusive environments.
At the same time, conversations that were once considered uncomfortable are now finding space. The fact that 89% of BCWI companies now have formal mental health and well-being policies reflects a growing acceptance that psychological safety is as important as professional success.
Introducing the Workplace Wellness Lens
Building on this evolution, the Best Companies for Workplace Wellness (BCWW) study– launched in partnership with Seramount in its inaugural edition, brings a sharper focus to what it truly means to create people-centric workplaces.
The study looks at wellness across four interconnected dimensions:
- Career Wellness – Are employees able to grow and progress fairly?
- Support Wellness – Do systems enable employees to manage both work and life?
- Psychological Wellness – Is there space for mental and emotional well-being?
- Social Wellness – Do employees feel a sense of belonging and connection?
Together, these dimensions reflect a simple idea, wellness is not one initiative, but a combination of everyday experiences.
Carrying Forward a Legacy
Avtar’s work in inclusion has always been about long-term change, not short-term fixes. The move into workplace wellness builds on this legacy of thought leadership, expanding the conversation from who is included to how inclusion is experienced.
Because ultimately, the goal remains the same: to help organizations create environments where people can stay, grow, and succeed without having to choose between their work and their well-being. And as this journey continues, one thing remains clear- when inclusion and wellness come together, workplaces don’t just improve. They transform.
