How are diversity and wellbeing connected? Does seperating the two make a wellbeing strategy limiting? Rachel Arkle from Yoke Consultancy points ou the three signs why your diversity programme might be missing the point
For over a decade, we’ve seen a drive for gender balance in the workplace, with leadership in particular under the spotlight. Despite considerable effort and investment, many remark, that progress (even at Google) is glacial, with economists extending their prediction for gender equality until 2186.
On January 9th Theresa May pledged to tackle the ‘stigma’ of mental health and demanded that from a ‘moral and economic standpoint’ employers should join her. So where does this leave wellbeing and more specifically our role in the workplace?
Well, when it comes to stress busting techniques, rightly or wrongly, resilience has been heralded as THE single biggest skill to develop to alleviate these symptoms.
Wherever you are at there are FIVE things you need to understand about mental health to ensure your business’ approach is considered and sustainable.
This month sees the highest number of google searches ever recorded for the term “Mindfulness.” Mindfulness remains a big deal, with the flurry of media attention continuing to grow year on year. However, despite this popularity how many of us really understand what it’s all about. And perhaps more importantly how to integrate it into our working life?
Wellbeing is booming. According to Google Trends there are now 50% more “wellbeing” searches than 5 years ago. Across the globe Australia’s curiosities are the highest, with the UK a close second. And most interesting it is here in the UK that we refine our searches towards work most frequently, asking “What is workplace wellbeing?” and “What are the best steps towards workplace wellbeing?” the most.
As busy HR execs you know it’s important. The business case is well cited and you are aware that some of your competitors are moving forward quicker than others. It’s something you’d like to spend more time on, but as ever divergent priorities pop up, and it’s a challenge to make it happen.
Last month Yoke released a white paper with HR Review on “3 reasons your wellbeing strategy could be ineffective…and how to fix it!” Excitingly it got over 100 downloads in 8 days, which is one of the fastest download rates for the first 10 days. But what does this tell us?
With that campaign comes of flurry of activity promoting mental health, whether that be from your employer, your doctor’s surgery or even your gym.
Last month’s Budget was headlined by a ‘deteriorating’ and ‘uncertain’ economic outlook. Yet again we ﬁnd ourselves in challenging times, but how are you choosing to react?
When we think about stress we think about our brain. For the curious amongst us, notions of anxiety and fear may conjure up images of neuroscientists sketching out the ‘fight of flight’ part of the brain, where these emotions manifest. Understanding this functioning is important, especially for those of us who want to improve our ability to think clearly and effectively.
February has arrived; the month of love, where we take time to celebrate and or commiserate our relationships. Ironically it’s also the period where we realise we’ve let the majority of our new year intentions slip; of which a high proportion relate to improving the quality of our relationships.
So it’s that time of year; the time to set ‘life changing’ resolutions that we hope will build healthier and happier lives for 2016.
Some UK firms, it seems, remain resistant to taking wellbeing seriously. Despite growing employee calls for action, certain organisations remain limited in their belief that health is good for business. Such mindsets not only deprioritise wellbeing but are also enabling worrying behaviours and cultures to emerge that actively
discourage people’s ability to look after themselves.