Businesses need to recognise a healthy work environment is important for both productivity and success, say experts.
Almost a hundred thousand employees were interviewed by the talent assessment platform, Thomas. It found staff being unhappy as the main cause of people leaving permanent jobs within six months.
CEO of Thomas, Sabby Gill, said businesses need to recognise that workplace success comes from people being happy at work: “Understanding the diverse personality traits of the workforce, and measuring emotional intelligence, can help businesses boost morale”
Meanwhile, a report by Leading Edge, whose team is made up of HR professionals, found more than two thirds of organisations don’t have wellbeing initiatives engrained in their culture.
One in 10 said their D&I is still a “gesture” and only one in five said they feel ready to adapt to hybrid working.
The report wants businesses to recognise that “belonging” is different to inclusion, saying that if people have to conform to be included, this is not proper inclusion.
COO of the home improvement firm Wickes said in the report: “You cannot judge the world based on the way you see and experience it. This, of course, means you have to listen to everyone in the team – really listen – accept what they share as true (even if you haven’t seen it or witnessed it), and then work together to develop actions to improve.”
English Cricket on Diversity and Inclusion
The English Cricket Board’s (ECB) Player Lead, David Court, was also quoted in the report. He said: “I think we can focus too much on culture, and not a lot on ‘belonging’. Culture comes from a sense of ‘belonging’ and understanding the identity of the organisation.”
Earlier this week, the ECB said it would investigate its culture and policies after cricketer Azeem Rafiq accused English cricket of being “institutionally racist”. The former spinner for Yorkshire Cricket Club gave an emotional testimony this week to a Digital, Culture, Media and Sport select committee.
He said racist language was “constantly used” when he was at the club and he had been subjected to “inhuman” treatment after his son was still-born in 2017.
Nick Le Riche from the law firm BDB Pitman said: “Azeem Rafiq’s powerful evidence to the DCMS committee underlines the huge emotional impact on an individual and their family where they feel they have been subjected to race discrimination.”
He added: “It is very clear that it is vital for all employers, particularly in this day and age, not to make assumptions when employees come forward with allegations of discrimination and harassment.”
He also said “culture” or “banter” is not an excuse for businesses to not investigate complaints independently.
Mr Le Riche said organisations needed to show staff that racism isn’t tolerated and that there will be disciplinary action, even if those staff are not sacked.
Patrick Marr, Owner Director of Leading Edge, said: “(The pandemic) has provided a genuine chance for us all to reframe, renew, and revitalise the way we approach work. This report aims to gives you gives you compelling insight into high performance for 2022 and beyond.”
Feyaza Khan has been a journalist for more than 20 years in print and broadcast. Her special interests include neurodiversity in the workplace, tech, diversity, trauma and wellbeing.
This study, based on Aon’s 2026 Human Capital Trends Survey and insights from human capital specialists, equips senior leaders with the perspective needed to navigate this shift and unlock sustainable growth.
Employees are often living day by day, attempting to stay afloat on their salary alone with the rising cost of living and a bonus scheme does not always have much of an impact on that, says Ann Marie Bell.
"If we reflect inward and look a bit deeper than the highest level, we can see that accountability is more than just owning up to your mistakes and missteps, or completing your work on time."
