With the growth of Positive Psychology, the scientific study of well-being, we now have increasing awareness of the diversity in well-being needs. We can also measure changes in well-being. We are also starting to understand that well-being is on a continuum with mental illness.
A 2021 Deloitte survey found that DEI and employee well-being were top priorities of CEOs in 2021. Yet most people see them as separate issues. Yet inclusion is a well-being issue, and well-being is an inclusion issue.
One of the key distinctions between diverse and inclusive organisations is whether they prioritise an employee’s needs or expect the employee to adapt to the organisation's needs. The same can be said for the distinction between a successful or unsuccessful employee well-being policy.
Here are six ways you can promote inclusive well-being in your organisation.
1. Avoid prescriptive well-being.
Prescriptive well-being is where we take an action or assign a positive action to an individual without offering choice. Research has found the best solution is to offer two to three choices.
2. Consider both strengths and challenges
The best well-being solutions cater to people’s strengths while also accounting for people’s challenges.
3. Lead by example
Research suggests that well-being policies have limited impact unless there is whole organisational change. Insure all employees see Senior Managers modelling positive behaviours, self-advocating, and setting boundaries.
4. Environment
Build inclusive environments so the environment is not a barrier to employee’s well-being. In next week's blog, we will be exploring more the importance of an organisation’s physical environment and considering how remote work is impacting this.
5. Listen to the science (again)
This can’t be stated enough. Well-being is a massive market and is poorly regulated. If you are developing a well-being policy consult an accredited professional with expertise in Positive Psychology.
6. Ask and Listen
Individual differences are a big component of well-being. The only way to know what people want or need is to ask your employees and actively listen to their feedback.
