This is an article from the HRZone series recognizing National Inclusion Week in 2024:#ImpactMatters
As an employer, it is important to understand that the modern workforce values diversity.
All too often, wellness programmes fail to address the needs of employees. This guide will help you make an impact in your organization, where every employee feels respected, seen and heard.
Step 1 – Take a close look at your existing wellbeing programme
Look at the current situation (if you have nothing, you should get started).
Speak to your employees to find out if your wellbeing program is working. Encourage your employees to communicate openly and honestly. You will be able to better understand your employees’ experiences.
What do they need to be heard and seen at work?
This can be done by arranging one-on-one meetings to discuss areas where employees feel underrepresented. You can also conduct company-wide surveys that focus on employee well-being and workplace inclusion.
It is important to collect feedback from employees if you notice any obvious gaps or trends.
There is no one size fits all!
You’re wrong. The mental health resources available to employees with disabilities will differ greatly from those offered to LGBTQ+ employees. Resources must be diverse, and tailored to different groups.
Do you have any thoughts about the working parents in your family or those with caregiving responsibilities at work? Flexible schedules can be a great benefit when working traditional hours is difficult due to busy family lives.
What about neurodiverse workers? What will it take for them to feel heard and seen at work? employees on the autism spectrum benefit from low-lighting and calm office environments. Dyslexic workers will feel more comfortable with visual tasks than lengthy documents.
Understanding your audience and what they want from you is important.
How accessible is the new program?
Employees from around the globe are often found in global offices. If your content is only available in English, you will have problems.
Deaf employees may also need captions, subtitles or interpreters. Blind employees might need Braille, voiceovers or other assistive tools.
This is only one example of accessibility. Accessibility can be hampered by other barriers such as technology and physical accessibility. Make sure your employees are properly trained on how to navigate wellness initiatives, and that the program is also adapted for disabled workers.
Put wellbeing at the top of your strategy.
The importance of mental, physical, social and financial well-being is highlighted by effective wellbeing strategies.
It is not uncommon for companies to offer a gym membership or fruit in the staffroom. This is not enough and does little to improve employee wellbeing.
Stick to your plan.
Some ideas for a holistic wellbeing strategy that includes all pillars are:
- Mental well-being: stress management coaching, counselling and flexible working.
- Exercise for physical wellbeing: walking meetings, step counts challenges, healthy breakfasts
- Workshops on financial management and retirement.
- Social wellbeing: Organize regular and diverse team-building activities (which don’t include alcohol, because not everyone drinks).
Update your strategy
The world of work is constantly changing. In just a few short years, remote and hybrid working have replaced the traditional 9-to-5 roles. It is expected that the corporate landscape will undergo major changes. Successful leaders are those who are able to adapt to these new environments.
Regularly review your strategy. Check in on your employees every few months and make sure your strategy is effective. Speak to your employees and determine if they are using the program. If you find that your program is mostly untouched, it is an indication that you should rethink.
If you have the resources, create a team to assess the success of the programme. A thriving, happy team will be productive and your business will benefit.
Budgeting Tips
Budgeting for an inclusive wellness programme does not have to be a financial burden, but it is important.
Once you know which groups and areas require the most attention, the task becomes much easier.
Take a look at the following:
- Redistributing funds from less-effective benefits (such as free snacks at work, seasonal gift cards …)
- Look for external partners to provide cost-effective wellbeing services. Headspace, Gympass, Nudge, Unmind…)
- Use internal resources. (Do any of your employees possess mental health, financial or physical health training?) They could lead workshops)
Stick to your plan.
Final Thoughts
We spend a lot of time at work, completing business tasks and attending meetings. Everyone must make employee wellbeing a priority. A wellbeing programme that is inclusive of all employees’ needs will help to create a workplace that values diversity.
Businesses in the UK should strive to ensure that employees are healthy so they can bring their best selfs to work.
More reading and resources
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CIPD-Creating an Inclusive Working Environment
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Mental Health Foundation: How to Support Mental Health at Work
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ACAS- Health and Wellbeing at Work
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Global Wellness Institute – Financial Wellbeing
