The dangers of ‘wellness trends’ in workplace culture
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‘One size doesn’t fit anyone’: why group plans must evolve to support all eating disorders
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THE IDEA that eating disorders impact only young teenage girls is an outdated and potentially harmful stereotype. Eating disorders, far beyond just anorexia nervosa and bulimia nervosa, can impact anyone of any age or gender at any time. According to data cited by the Centre for Innovation in Campus Mental Health, an estimated 840,000 to 1.75 million people in Canada have symptoms sufficient for an eating disorder diagnosis.
Despite this, in workplace wellness strategies eating disorders are often overlooked – especially when masked by social media trends such as restrictive dieting, extreme fitness routines, or a focus on “clean eating” culture. But what exactly is an employer’s role here? How do they offer authentic and comprehensive support to their people in a meaningful and accessible way?
Speaking to Insurance Business, Dr. Linda Booij, head of research and academic development, Eating Disorders Continuum of the Douglas Mental Health University Institute, explained that there are still many myths around who’s susceptible to eating disorders.
Desjardins Insurance offers a wide range of flexible life insurance, health insurance, and retirement savings products and services. It is one of the top life insurance companies in Canada and a member of Desjardins Group, the leading cooperative financial group in Canada. Desjardins Insurance has been providing innovative services to individuals, groups, and businesses for over a century. These services reflect Desjardins Insurance’s commitment to employee well-being, as demonstrated by the initiatives and partnerships it has participated in over the years.
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“Creating an environment where it’s okay to seek help, where there’s time and space for treatment, and where health insurance covers mental health care – all these elements can reduce stigma”
Dr. Linda Booij,
Douglas Mental Health University Institute
“Eating disorders can affect anyone – any age, any gender, any education, any social status, any type of employment, and at any weight. They’re also not necessarily visible from the outside.”
Anorexia nervosa is characterized by weight loss and being underweight, but many eating disorders don’t involve being underweight. That doesn’t make them any less real, Dr. Booij adds. Behaviours like binging or purging – which can be part of different types of eating disorders – often come with strong feelings of guilt or shame. These emotions can often make it hard for someone to ask for help.
One of the biggest obstacles to treatment is stigma. As Dr. Booij told IB, it can take years before someone has the courage to seek help. Cultural myths, such as the idea that someone must be emaciated to have a legitimate eating disorder, only compound the problem – as do harmful social media trends, with Dr. Booij pointing out the dangers of extreme dieting and fitness routines found online.
“They’re really hard to maintain and they have negative effects. Extreme dieting could, for example, lead to binges, creating a cycle of restricting, binging, guilt, and shame. People may try to rid themselves of food using laxatives or vomiting – methods that are damaging to the body and not effective for weight loss.”
There’s also the rise in orthorexia to consider here too. Orthorexia is a type of disordered eating characterized by an obsessive focus on eating foods one considers healthy, to the point where it negatively impacts physical and mental health. What makes orthorexia especially dangerous is how easily it can be masked or mistaken for healthy eating – but the extreme restrictions can have a dire impact on employee well-being. Research from The Recovery Village estimates that orthorexia affects around one to seven percent of the general population, with a 2023 meta-analysis reporting that the proportion of individuals with orthorexia is increasing.
From an employment perspective, workplace culture can either exacerbate or alleviate the stress, anxiety, and shame for employees dealing with eating disorders. Speaking to IB, Mélissa Tanguay, health product director at Desjardins Insurance, explained that eating disorders impact employees’ ability to participate in everyday work culture.
“Suffering from an eating disorder can greatly affect employees’ ability to engage in workplace culture and social activities,” she said. “And sometimes it goes unnoticed or misunderstood. Often, these people will avoid meals. They’ll be absent from the kitchen during lunch break, birthdays, after-work dinners. This might be seen as disengagement or a lack of team spirit, and this can lead them to social isolation.”
And the data chimes with Tanguay’s assertions. Research from The Center for Workplace Mental Health found that employees with disorders such as bulimia nervosa or anorexia nervosa are absent an estimated 27.3 more days per year from work than their colleagues, resulting in an economic cost of $6.4 million every year. As Dr. Booij told IB, one way employers can help is by fostering a workplace culture in which employees feel comfortable speaking up and seeking help and are fully aware of the resources that their organizations have to offer.
“One size doesn’t fit anyone. [It’s about] including that prevention [element], helping employees access care before the issue escalates into a more serious health issue or a long-term disability. And preventive care is most cost-effective”
Mélissa Tanguay,
Desjardins Insurance
“Creating an environment where it’s okay to seek help, where there’s time and space for treatment, and where health insurance covers mental health care – all these elements can reduce stigma,” Dr. Booij explained. “It’s important not to put too much focus on excessive dieting at work, because it creates a culture that values a certain body type.”
Even well-meaning workplace wellness campaigns can have unintended consequences. While fitness challenges and healthy eating initiatives are often celebrated, Tanguay highlighted their potential harm.
“For someone with an eating disorder, they may feel judged or ashamed. It can unintentionally trigger unhealthy thoughts or behaviours just to fit in.”
So, how should an employer act if they suspect an employee is struggling in silence? According to Dr. Booij, subtle signs that someone is struggling may include a sudden and dramatic drop in weight, an avoidance of social activities, an increase in sick leave, and a change in performance. As for approaching the conversation, it’s important to walk that line between being compassionate and being intrusive. For Dr. Booij, she warns employers against certain tactics such as telling the employee to “just eat.”
“Don’t try to turn detective to ‘catch’ the disorder. Avoid making comments about the person’s weight too. As an employer I think it’s okay to express your concern and empathy for your employees, just without judgment, and try to create an open dialogue with the individual.”
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Destigmatizing harmful stereotypes around eating disorders
Link between wellness, culture, and eating disorders
Published June 19, 2025
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Eating disorders in Canada
At any one time in Canada, 600,000–990,000 Canadians fit the diagnostic criteria for having an eating disorder
Anorexia impacts 0.5% of the Canadian population
Bulimia impacts 1% of the Canadian population
80% of people impacted by eating disorders are women
Source: eatwell
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Fostering a culture of compassion
How to approach difficult conversations
As with all authentic benefits and initiatives, proactive measures are much better than curative ones – and your group plans should reflect that. With plan administrators increasingly inquiring about mental health coverage in group benefits, now is the time for plan advisors to understand the scope of eating disorders, their hidden costs, and how inclusive, flexible insurance plans can make a real difference. However, as Tanguay told IB, many plans are falling short here.
“Eating disorders can affect all people. Failing to address eating disorders in the design of a group plan can have consequences – not only for the employees’ health and well-being but also in terms of financial and organizational impact.
What should a comprehensive insurance plan include?
“Eating disorders do not occur in isolation. They may co-occur with anxiety, depression, and trauma – and without proper support or early intervention, the condition can worsen and become long-standing. And, when overlooked, these conditions can lead to increased absenteeism, reduced productivity, higher healthcare claims, and even long-term disability. When left untreated, they may require hospitalization, inpatient treatment, even emergency psychiatric care – all of which are expensive. As such, early intervention can prevent all of this.”
Here, plan advisors have a pivotal role in shaping more inclusive coverage. While general health coverage is essential, eating disorders require specific attention. As Tanguay explained, it’s important that employers don’t just assume that eating disorder treatment is covered, because many plans may exclude or limit coverage for these specialized types of care.
“Ask yourself if the maximum allowed in the plan is realistic for a condition like eating disorders. Advocate for higher maximums and for access to specialized facilities.”
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Desjardins Insurance refers to Desjardins Financial Security Life Assurance Company. Desjardins®, Desjardins Insurance®, and related trademarks are trademarks of the Fédération des caisses Desjardins du Québec used under licence by Desjardins Financial Security Life Assurance Company,
200 Rue des Commandeurs, Lévis, QC G6V 6R2 / 1-866-647-5013 desjardinslifeinsurance.com
‘One size doesn’t fit anyone’
An unhealthy view of well-being
1/4 of Canadian women with a healthy weight view themselves as obese
56% of Canadian women are currently dieting
Bulimia occurrence in women is between 1% and 4%
Anorexia occurrence in women is between 0.5% and 4%
Source: eatwell
For employers, it’s about understanding eating disorders and how they should be supported – because that will allow employers to identify potential challenges, take a measured approach, and really help their people in the long run. And while the business case is important here, the human one is even more so.
“From a business strategy perspective, this coverage drives measurable outcomes: improved retention, reduced absenteeism, stronger engagement, and a healthier, more productive workforce,” said Tanguay. “It really is a win-win.”
To learn more about Desjardins Insurance’s group and business insurance solutions and how they can help support a healthy workforce, visit desjardins.com/group-insurance
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It’s not just about broad mental health support – it’s about specificity and clarity. The plan should name an inclusion for eating disorder support and not bury it under the general mental health term, according to Tanguay. It also must be in clear and accessible language, with members knowing what’s available without having to ask HR.
What’s more, EAPs, if included, must be staffed with professionals trained to support eating disorders – and virtual care should be an option where in-person treatment isn’t easily accessible. Ultimately, the goal is diversity, not just in services but in outcomes, because employees are all different and organizational resources and coverages should reflect that.
“What supports one person may not help another,” added Tanguay. “One size doesn’t fit anyone. [It’s about] including that prevention [element], helping employees access care before the issue escalates into a more serious health issue or a long-term disability. And preventive care is most cost-effective for both employees and employers.”
Desjardins Insurance refers to Desjardins Financial Security Life Assurance Company. Desjardins®, Desjardins Insurance® and related trademarks are trademarks of the Fédération des caisses Desjardins du Québec used under licence by Desjardins Financial Security Life Assurance Company.
200 Rue des Commandeurs, Lévis QC G6V 6R2 / 1-866-647-5013 desjardinslifeinsurance.com