The Business of Belonging: Watson-Marlow’s Blueprint for a Thriving Workplace

| April 2026 Edition

Happiness Takeaways

• Purpose fuels performance

• Flexibility with structure wins

• Inclusion in action, not intent

• Wellbeing built into the system

• Local ideas, global impact

At a time when organisations are still defining what employee happiness truly means, Watson-Marlow Fluid Technology Solutions (WMFTS) is already living it, through purpose-led culture, inclusive action, and deeply human workplace design.

Across its APAC operations, with Singapore at the helm, WMFTS has built more than just policies, it has created an environment where employees feel seen, supported, and inspired to contribute meaningfully. Whether it’s aligning individual purpose to organisational goals or enabling flexibility without compromising performance, the organisation’s approach reflects one clear belief: when people thrive, business follows.

As a finalist in the Employee Happiness Awards 2026 for Best Company to Work For – Medium and Best Diversity & Inclusion Program, WMFTS presents a compelling case of how culture, when done right, becomes a competitive advantage.

A Purpose-Driven Culture 

At the heart of WMFTS’ transformation lies its “Work with Purpose” campaign, an initiative designed to align individual motivations with team and organisational goals. Launched in late 2022, the campaign achieved 100% employee participation, demonstrating strong cultural adoption.

The framework connects three layers: organisational, team, and individual purpose, creating alignment across the business. While organisational purpose drives global impact, team purpose shapes collaboration, and individual purpose fuels personal motivation and meaning at work.

This alignment has led to improved engagement, stronger collaboration, and a deeper sense of meaning in everyday work. Employees are not just performing tasks, they understand why they matter.

Measuring Impact: A Stable and Engaged Workforce

WMFTS’ people-first strategy is reflected in its workforce metrics across APAC:

Workforce Overview (APAC)

Metric	2021	2022	2023
Annual Voluntary Attrition	13%	9.9%	9.6%

These numbers point to a relatively stable workforce with strong retention, particularly when isolating voluntary attrition, indicating employee satisfaction and engagement.

Flexibility as a Foundation, Not a Perk

WMFTS has embedded flexibility into its operating model through structured yet adaptable policies. Employees benefit from Flex Time, offering multiple working hour options with defined core hours, alongside a Flex Workplace model that enables hybrid working while maintaining in-office collaboration. For more dynamic needs, Everyday Flexibility allows case-by-case adjustments to support personal or professional priorities.

This is further strengthened by home office reimbursements (up to GBP 150 every two years), monthly internet and mobile support, and ergonomic workspace provisions. Together, these initiatives ensure flexibility is equitable, structured, and sustainable, supporting both productivity and employee wellbeing.

This approach ensures flexibility is equitable, structured, and sustainable, supporting both productivity and wellbeing.

Inclusion in Action: From Policy to Practice

WMFTS’ inclusion strategy is comprehensive, spanning policies, partnerships, and behavioural change. Its Group Inclusion Commitments reflect a progressive and human-centric approach:

Key Inclusion Policies

Initiative	Details
Gender-Neutral Parental Leave	16 weeks, flexible over 24 months
GIC Leave (15 days)	Covers caregiving, mental health, pregnancy loss, domestic abuse
Hybrid Inclusion	Policies enabling diverse work styles
Monthly Inclusion Themes	Topics from LGBTQ+ to mental health awareness

Beyond policy, the company actively drives inclusion through diversity hiring initiatives, including PWD employment and second-chance hiring via the Yellow Ribbon programme, while fostering connection through colleague networks such as a strong APAC Women’s Network. These efforts are further reinforced by global awareness campaigns aligned with key inclusion events, ensuring inclusion is continuously visible, relevant, and embedded in everyday workplace culture.

Singapore: The Engine of Inclusion and Innovation

Singapore plays a critical role as WMFTS’ APAC headquarters and innovation hub for people practices. Several standout initiatives originate here:

Inclusive Hiring & Partnerships

WMFTS advances inclusion through strategic partnerships like TomoWork, supporting students with special educational needs (SEN). This is complemented by internship and accelerator programmes that improve employability and workplace integration, alongside real-world projects such as warehouse optimisation, where diverse talent contributes meaningfully.

Mental Health & Wellbeing

• Partnership with Intellect providing:

  • 1:1 coaching sessions

  • Clinical mental health support

  • 24/7 distress helpline

Measurable Outcomes

These initiatives are reinforced by strong outcomes, including 70+ hours of DEI and wellbeing training in 2024, improved inclusion scores in engagement surveys, and progress towards gender-balanced leadership.

Purpose is not what we say. It’s what people feel when they come to work.

Learning, Growth, and Career Development

WMFTS invests heavily in structured development through initiatives like the Development Festival, which combines leadership panels, skill-building workshops, and collaborative learning.

Training Framework Highlights:

WMFTS’ training framework is designed to build well-rounded capabilities across all levels, focusing on leadership development from new to senior managers, technical and functional upskilling, and mindset training that emphasises resilience and a growth mindset. This is complemented by strengthening core capabilities such as communication and emotional intelligence, enabling employees to perform, adapt, and lead effectively.

This multi-layered approach ensures employees are continuously learning, adapting, and growing.

Building Community and Belonging

Beyond the workplace, WMFTS fosters connection through volunteering and sustainability initiatives, Employee Assistance Programmes (EAP), and recognition platforms supported by thoughtful onboarding experiences. Together, these efforts reinforce a culture where employees feel supported both professionally and personally.

Conclusion

Watson-Marlow Fluid Technology Solutions has successfully built a workplace where purpose drives performance, inclusion fuels innovation, and flexibility enables sustainability.

Its holistic approach, combining data-driven strategies, inclusive policies, and meaningful employee engagement, positions it as a strong contender for both Best Company to Work For and Best Diversity & Inclusion Program.

More importantly, WMFTS demonstrates that employee happiness is not a standalone initiative, it is the result of intentional, consistent, and human-centric design.