Why did Queensway need Stream?
Employee wellbeing sits at the core of how Queensway does business, rooted in its wider culture and values around how it treats its teams. Part of that meant confronting something genuinely difficult: talking about money, and especially talking about struggling with money, isn't easy for most people to do.
"Employee wellbeing is really important to us at Queensway. Our culture and values are a really core part of how we do business, and that really starts with how we treat our teams."
"It can be really difficult to talk about money, and it can be really difficult to talk about when you're struggling with money."
What challenges did Stream solve?
Rather than a single one-size-fits-all benefit, Stream gave Queensway a range of tools employees could engage with privately and on their own terms — lowering the barrier that stigma around money conversations usually creates.
"There's no one-size-fits-all approach to wellbeing, and having a diverse range of offerings really means that people can take whichever parts of it matter to them."
What measurable outcomes were achieved?
What was the business impact?
Perhaps the clearest sign that Stream lowered the barrier to talking about money: nearly 100 employees came forward to find out more about their benefits entitlements, a conversation many wouldn't have had otherwise.
"Almost 100 people have made an inquiry to understand more about their rights in terms of benefits."
Through initiatives like Stream, Queensway is demonstrating how businesses can create meaningful impact by prioritising their people’s financial and personal wellbeing.
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