Random story alert: when I was little, I’d sometimes get a weird allergic reaction after eating. Nothing serious – just some light swelling. And then I’d have to take this allergy pill to counter the symptoms. And I hated that pill because it made me super sleepy.

And then finally one day, after long last, we figured out what was triggering the allergy. I changed my diet and abracadabra – no more meds needed!

So now you’re wondering (or at least I hope you are) why I just shared that random detail of my childhood? Well, simply put, it was my first life experience in the power of preventing a problem (like, by not eating the thing I was allergic to) rather than treating the symptoms (with a pill I hated).

It’s a good lesson. And one I try to keep it top of mind – for myself and with my clients.

What is “carewashing”?

And it feels particularly important right now in the context of this thing happening around us that’s being called “carewashing.” Have you heard of it? Whether you have or haven’t, it’s likely happening in your workplace.

And while it’s not so much evil, it can be quite problematic. So today, let’s talk about what it is, why it’s happening, and what you can do to combat it.

So carewashing. I mean, it’s a combo of the words “care” and “washing” which are generally good things. So…what’s the problem?

Well, like its predecessors whitewashing and greenwashing, carewashing is essentially the practice many companies have picked up of implementing lots of programs and policies designed to show care for their employees. But at their core, may be more performative than substantive.

Different forms of carewashing

For some companies, it’s about highlighting their superficial wellness programs – unlimited vacation, yoga and meditation classes. For others, it’s an employee recognition program with lots of bells and whistles when someone hits a homerun. Or maybe it’s events – a fancy holiday party or bagels on Fridays or a monthly happy hour.

But wait. These all sound reasonably fun, right? So what’s the problem?

Well, they’re the corporate version of medicine. They’re there to treat problems – like overwhelm or disconnection or disengagement.  But not to solve them. And too many companies are hiding behind these sexy, shiny programs. They’re winning “Best Places to Work” awards (don’t get me started on those) while their teams are struggling.

What companies should be asking are questions like – why do we need so much meditation and carbs? What is causing the experience we’re trying to combat in the first place? And how do we put meaningful solutions in place?

Maybe you’re struggling.

Actions to combat carewashing

So if you are, let’s talk about some actions you can take.

Don’t be afraid to enjoy

Listen. I don’t mean to be a hypocrite here. But I’m gonna say it. Even if you see these programs for what they are, you still have my permission to enjoy what’s available to you.

Like, maybe you’re feeling overwhelmed. Your to-do list is too long, your calendar double and triple booked, you don’t have the basic tools you need to get your job done. And you need to solve for those things.

But while you work through that, don’t be afraid to hop into a yoga class if it’s there for the taking. Some deep breathing may do your soul some good. Or grab a mental health day. Or go stick your face in a bowl of bagels on Friday.

In the same way my allergy pill wasn’t getting to the root of the problem – it did offer me some relief in the moment. And maybe some yoga or carbs can do the same for you.

Don’t be afraid of a little joy at work. No guilt 

Ask meaningful questions

So maybe you rocked some down dog – and now it’s time to get the real stuff.

I want you to ask yourself, what is all this carewashing trying to wash out? Like, whatever stress or overwhelm you and your colleagues are feeling…what’s causing it?

Like maybe we’ve got a calendar-overload situation. You’re in back-to-back meetings, often double booked. What’s causing that? What information or permission do you need to change that?

Maybe you’re going to every meeting because you’re not clear on what your top priority should be.

Maybe there are too many meetings in general because the team hasn’t agreed to what constitutes a meeting (versus what should have been an email).

Or maybe everyone is being invited to everything because roles and responsibilities haven’t been clearly defined or communicated.

Whatever the source of the actual problem – this is where you start asking questions designed to drive a solution rather than a prescription.

Prepare some questions in advance and then sit down with your boss and push for the clarity you need. You might try…

• I seem to be the point person for all these priorities – can you help me identify which 1 or 2 I should be most focused on right now? This will help me decide which meetings I should be attending.
• Here are 3 examples of meetings I attended last week that really were just status updates. Can we ask the team, in the future, to send out update emails rather than meeting invites?
• The whole team is being invited to every meeting, leaving us all struggling to get our work done. Can we clarify who should be the point person on planning, on communication, and implementation?

Obviously, make these your own. But get the substantive information you need to make substantive change. Once you’re no longer drowning in meetings, you may not need so much deep breathing.

Start your own initiatives

The thing about carewashing is – it’s not evil. Just…misguided. Kind of generic rather than specific.

So this is your invitation to bypass the shiny programs, and drive your own experiences.

Bagels on Friday aren’t bad. But what if you paired it with a book club? So you and your colleagues could come together to share insights while spreading the smear?

Maybe group meditation sounds nice… but group coaching sounds even better. Pull together a small group of peers to create a trusted, safe space in which you discuss your challenges and offer each other ideas and support.

Or find a mentor or start an Employee Resource Group or a speaker series.

The point is, you are empowered to drive your own programming. To bring to life experiences that will actually serve your goals.

Build a coalition to drive change

And finally. Getting feedback to leadership is important. They may mean well with their wellness programs, but if they’re missing the mark they need to hear it.

It may feel intimidating to approach a senior leader on your own. So this is where community matters.

Do you have a group of trusted colleagues all willing to talk about their experiences of overwhelm or unclarity or concern for the customer or patient?

Come together, pool your experiences and your suggestions. Like stronger prioritization from senior leadership or more regular communication or more universal access to key tools and resources. And let senior leaders know what you really need in order to feel cared for, not carewashed.