Hannah Grace Llapitan, a Republishing Sales Executive based in Manila, shares a reflection on how the Financial Times fosters a workplace where wellbeing truly matters. From co-leading mental health initiatives to embracing the company’s culture of trust and vulnerability, Hannah discusses how FT’s support systems create meaningful spaces for personal growth and healing. Her story is a testament to the power of small steps, shared humanity, and the transformative value of curiosity in building a more inclusive and compassionate workplace.
What does wellbeing at the FT mean to you?
Personally, it means being able to hold space for mental, physical, emotional, spiritual, and all holistic aspects while reaching for your goals professionally and personally. It means when these goals are met or not, the aspects where you’ve held space will carry you through until your “being” is well and whole.
How has FT supported your mental health and well-being?
In this world, one is expected to separate personal problems the moment you step in to work but what the FT does is it holds space for those personal things and tries to provide a better way to process it through the Employee Assistance Program (EAP) which includes counseling and health & wellness coaching. It would be hypocritical to still assume employees’ personal baggage does not affect their professional performance. I am thankful that the FT knows and respects this and fosters a culture where vulnerability is met with support and not judgment.
Can you share a personal experience where FT’s well-being initiatives made a positive impact on you?
There are two notable instances where FT’s wellbeing initiatives made a positive impact on me — co-leading our mental health network and training as a mental health first aider. These great opportunities corrected and humbled me in so many ways and gave me a fresh perspective, allowing me not just to acknowledge but also to respect the diverse mental health journeys of my colleagues.
How does being part of the CRG help foster a culture of care and support?
Each CRG/ERG champions a cause — a responsibility of great value. These groups provide safe spaces where employees can share their experiences, seek advice, and connect with others who might be facing similar challenges. When these safe spaces exist, we’re not just supporting individuals—we’re building a stronger, more inclusive, and equitable future for our entire organisation.
What advice would you give to employees on prioritizing their wellbeing at work?
Start small — whether it’s taking a 15-min work break or finally filing that much needed annual leave, what’s important is you are trying to communicate what you feel and what you need. Great things weren’t created because they were already there but because a great absence was felt and something needed to change. If you want to prioritise your wellbeing at work, start small and start now.
FT's values are Ambition, Inclusion, Integrity, Curiosity, Trust and Subscriber Focused. In relation to your role at the FT which of these values speaks to you most and why?
Curiosity. When you are curious, judgment is held back. You are interested to know all the bits and pieces of things — why does this work that way, how come this ended with that and so on.You don’t conclude right away and you allow the process to reveal the truth behind the why. Contrary to the popular opinion of curiosity killing the cat — it was curiosity that kept the cat alive, the cat had a purpose and this made her life worthwhile.
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