Independent Employee Wellbeing Advisory · Psychosocial Risk · Governance & Measurement

A clearer, measurable approach to employee wellbeing.

I help Saudi organisations review their current employee support initiatives and services, identify governance and measurement gaps, and set practical priorities for the next 90 days.

Start a discovery conversation Download evidence & services brief (English)(العربية)

An initial, no-obligation conversation to understand the need and identify the most appropriate starting point.

Where leadership teams get stuck

The problem is not always a lack of initiatives, but a lack of connection, governance and measurement.

Governance before expansion

Scattered activity

Initiatives and support channels exist, but ownership, sequencing and strategic connection remain fragmented.

Unclear value

Participation and use are counted while decision-useful outcomes and organisational relevance remain undefined.

Privacy risk

Sensitive data, support pathways and role boundaries need clearer safeguards and oversight.

Why now?

Work itself is now part of health and safety.

International evidence links psychosocial risks to how work is designed, organised and managed — not only to an individual's capacity to cope.

Primary sourcesILO · 2026 WHO Gallup · 2025

More than 840,000

deaths each year are linked to psychosocial risks at work

ILO · 2026

12 billion

working days lost globally every year to depression and anxiety

WHO

48%

of employees in MENA reported experiencing a lot of stress during the previous day — the third-highest regional rate globally

Gallup · 2025 data

1.37%

of global GDP in estimated annual economic losses linked to psychosocial risks at work

ILO · 2026

A bounded first step

Before spending more, know what deserves to start.

The review starts with what already exists and turns it into a practical leadership view of what is missing, what should be measured, and what matters over the next 90 days.

1
Kick-off
Confirm the objective, stakeholders and data boundaries.
2
Current state
Review policies, programmes and available aggregated data.
3
Leadership input
Understand decision needs, concerns and current pressure points.
4
Analysis
Map governance, implementation and measurement gaps, and priorities.
5
Executive readout
Present findings and a practical 90-day roadmap.

What leaders receive

Decision-ready outputs.

Current-state map

Gap map

3–5 executive priorities

90-day roadmap

Initial measurement frame

Executive readout

Start a discovery conversation

Local context

Independent support designed for workplaces in Saudi Arabia.

Advisory services are delivered from Jeddah to organisations across the Kingdom, with attention to the local operational and regulatory context. This is an independent professional perspective and does not imply government endorsement, partnership or formal affiliation.

Corporate services

Two corporate paths, starting with the decision — not the activity.

We start with the smallest practical scope that clarifies the current state, gaps and priorities, then move into programme design or improvement where needed.

Employee Wellbeing Readiness & Governance Review

A focused review of current arrangements, governance and measurement gaps, leadership priorities, and a practical 90-day roadmap.

Employee Wellbeing Programme Design & Improvement

Design or improve the operating model, initiatives, support pathways, measurement, reporting and privacy boundaries.

Where relevant, a separate clinical pathway for employee therapy access can be discussed, with contracting, governance and privacy safeguards independent of the corporate advisory engagement.

About Mansour

Psychology expertise in organisational language.

Mansour Alsikhan is a Psychology Specialist registered with the Saudi Commission for Health Specialties and holds the SCFHS Certificate of Professional Competency in Clinical Psychology. He has more than 11 years of institutional experience, including employee wellbeing and workplace mental health programme design, needs assessment, ISO 45003-informed psychosocial risk tools, outcome measurement and leadership reporting.

SCFHS-registered Psychology Specialist
SCFHS Certificate of Professional Competency in Clinical Psychology
More than 11 years of institutional experience
Governance, measurement and leadership reporting

Professional qualifications

Six qualifications supporting the corporate scope

NEBOSH HSE Certificate in Managing Stress at Work

Managing work-related stress within an occupational health and safety framework.

IOSH Certificate of completing in Approved Managing Occupational Health and Wellbeing

Managing occupational health and wellbeing at work.

Psychological Health and Safety at Work (ISO 45003) — BSI Training Academy, Certificate of Completion

Psychological health and safety at work.

Occupational Stress and Other Psychosocial Risks — BSI Training Academy, Certificate of Completion

Occupational stress and psychosocial risks.

ISO 31000 Risk Manager Training — PECB

Risk management informed by ISO 31000 principles.

GRCP Certification — PDI

Governance, risk and compliance.

Next step

Discovery conversation — 30 minutes

A conversation to understand the organisation's size, workforce profile, existing initiatives and the challenge to be addressed. Relevant service options and indicative scopes can be discussed, followed by a detailed proposal once the need is understood.