The British Standards Institute (BSI) has introduced a new DEI workplace standard (PAS 1948) to assist organisations in fostering a more inclusive and diverse culture. Sponsored by the All-In Diversity project, this code of practice addresses the need for effective DEI frameworks, offering guidance on implementing concepts like ‘diversity of thought’ and ‘cognitive diversity’. It also provides practical strategies for recruitment, retention, and promoting behaviour aligned with DEI principles, as well as supporting underrepresented social and cultural groups. The standard is freely available for download, empowering organisations to tailor solutions that suit their specific needs and goals.
Other areas of focus include:
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- Identifying appropriate DEI learning and development needs.
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- Creating inclusive brands, customer engagement and workplace culture.
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- Incorporating DEI principles into an organisations internal policies, practices, and processes.
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- Establishing the organisational benefits of creating and maintaining effective culture of DEI.
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- Setting achievable targets and objectives and measuring progress.
The practice is aimed at organisations in all sectors in any country, and applies to traditional offices and industrial environments, but also workplaces such as zoos, sports arenas, or film sets.
Diversity, Equity, and Inclusion in the Workplace
Combining three elements, DE&I is an ethos that recognises the value of diverse voices and emphasises inclusivity and employee well-being as central facets of success. To bring those values to life, companies must implement programs and initiatives that actively make their offices more diverse, equitable and inclusive.
Tailoring DEI Strategies to Organisational Needs
DEI strategies should be tailored to the specific needs and challenges of each organisation. This can include cultural competency training to foster understanding and appreciation of different cultures and backgrounds, update of inclusive policies to ensure they don’t inadvertently discriminate against any group or offering flexible work schedules or remote work options to accommodate employees’ diverse needs. According to Forbes, firms that display culturally and ethnically diverse executive teams are 33 percent more likely to lead their industries to profitability. Its essential to regularly evaluate and adapt your initiatives to ensure they remain effective and relevant in creating truly inclusive workplaces.
The Business Case for Diversity
Having a lack of diversity and inclusion within your teams means that you’re potentially missing out on reaching a huge portion of your customer base. For example, around 14 million people are disabled in the UK, this demographic in particular has a spending power of £247 billion a year. If a company doesn’t hire someone on the team with a disability they may not truly understand what it is a person with disabilities needs or what their every-day struggles are.
DEI as a Driver of Workplace Success
Implementing DEI Measures
Most workers have some experience with DEI measures at their workplace. About six in ten (61%) say their company or organisation has policies that ensure fairness in hiring, pay or promotions, and 52% say they have trainings or meetings on DEI at work. Companies that embrace a diverse, equitable, and inclusive work culture not only open their potential talent pool, but they are enhancing the overall employee experience. Deloitte found that companies with more diverse teams have a 22% lower turnover rate than companies that aren’t diverse. People want to stay with companies that embrace who they are and encourage them to grow, this is highlighted in research indicating a desire for diverse workplaces, especially amongst Generation Z.
How Can Wellity Support Your Teams?
As part of this new DEI workplace standard, we offer a four part series focusing on Equity, Diversity, and Inclusivity – ‘We Belong’. Through often used interchangeably, diversity, equity, and inclusion are interrelated yet distinct and separate concepts. This series focuses on educating and empowering attendees in differentiating these terms and creating a shared meaning for application in their working lives.
Throughout the programme, attendees will b invited to reflect on their own experiences and levels of unconscious bias, confronting the realities of every-day working life and tackling beliefs and barriers to their commitment to evoking a sense of belonging for all.
Completion of the programme will enable attendees to truly understand the role everyone plays as an individual part of the whole organisational mission towards DE&I, and how together it is possible to create a working culture where everyone feels they truly belong.
For any information on this training title, or to book a meeting with our team, contact us at hello@wellityglobal.com.
Sickness Absence
New research conducted by personal injury experts Claims has shed light on the significance impact of mental health conditions on workplace productivity. The study delved into the Office for National Statistics’ sickness absence data from 2018 to 2022, revealing that an alarming 18 million days per year, on average, are lost at work due to mental health issues. This underlines the pressing need for a comprehensive approach to managing absenteeism for employee wellbeing within the workforce.
The research highlighted that the UK workforce collectively loses an average of 146.6 million days each year to sickness-related absences, translating to roughly 4.5 days per worker or nearly a full working week. This statistic draws attention to the challenges employers face in maintaining productivity, especially during critical periods such as January when factors like flu season and post-holiday blues contribute to increased absenteeism.
Primary Reasons for Sick Leave
The study revealed significant insights into sick leave patterns across the UK. Minor illnesses such as coughs and colds caused approximately 33 million sick days annually. Mental health conditions, including stress and anxiety, accounted for 12% of lost working days, totalling around 18 million days per year.
Demographic analysis highlighted that workers aged 50-64 experienced the highest annual sick leave, with 56.3 million days lost. In contrast, the 16-24 age group averaged 10.2 million days, indicating a stark disparity that underscores the necessity for tailored wellbeing initiatives based on age.
Gender disparities were evident, with women reporting a 49.4% higher sick leave rate than men, translating to 2.6% of their annual working days. Geographically, the North-East region exhibited the highest sickness absence rates, followed closely by the East Midlands and Yorkshire and The Humber, emphasising the need for region-specific strategies to manage absenteeism effectively.
Surprisingly, workers in Wales took the most days off annually, averaging 5.9 days per worker, while Scotland, England, and Northern Ireland reported lower averages of 4.8, 4.4, and 4.4 days respectively. These variations highlight the importance of tailoring workplace wellbeing initiatives to address the specific challenges faced by different regions of the country.
Strategies for Managing Absenteeism
Mental Health Support Programs
Implementing comprehensive mental health support programs is crucial in addressing the root causes of absenteeism. Employee Assistant Programs (EAPs) can be introduced to offer confidential counselling and support services tailored to individuals facing mental health challenges. Additionally, conducting workshops and training sessions on stress management, resilience, and coping strategies empowers employees with the tools needed to navigate and overcome mental health issues. Creating a workplace environment that openly acknowledges and prioritises mental health can contribute significantly to reducing absenteeism related to these concerns.
Flexible Work Arrangements
Recognising the diverse needs of employees in their individual circumstances, introducing flexible work arrangements can play a pivotal role in managing absenteeism. Providing options such as flexible work hours or remote work allows employees to better manage their time, reduce stress associated with commuting, and achieve a healthier work-life balance. This approach not only addresses practical challenges faced by employees but also reflects a commitment to fostering a workplace that values individual wellbeing and recognises the importance of adaptability in today’s professional landscape.
Promote Work-Life Balance
A key factor in reducing absenteeism is promoting a healthy work-life balance. Encouraging employees to take breaks, utilise vacation time, and avoid overworking contributes to their overall wellbeing. Setting clear boundaries for after-work communication helps prevent burnout and ensures that employees have dedicated time for personal pursuits and relaxation.
Health and Wellness Initiatives
Establishing comprehensive health and wellness programs can address both physical and mental wellbeing. These initiatives might include on-site fitness facilities, yoga classes, mindfulness sessions, and educational programs on nutrition and healthy habits. By providing resources and opportunities that promote a healthy lifestyle, organisations empower employees to proactively manage their wellbeing, ultimately contributing to mitigating absenteeism and fostering a workplace culture that values the holistic health of its workforce.
Open Communication Channels
Establishing an open communication culture is crucial for addressing mental health concerns in the workplace. Organisations should create an environment where employees feel safe discussing challenges with managers and colleagues. Training managers to identify signs of distress and facilitating conversations about wellbeing is essential. Open channels for communication help identify issues early and implement support measures promptly.
Sickness Prevention Programs
Implementing sickness prevention programs is a proactive strategy to managing absenteeism linked to minor illnesses. These programs can encompass initiatives aimed at promoting hygiene and health practices within the workplace. Providing educational resources on proper hand hygiene, offering vaccinations, and encouraging a culture of wellness can contribute to minimising the spread of illnesses. By prioritising preventative measures, organisations improve employee health and reduce sick days.
Geographically Tailored Initiatives
Regular Health Check-ins
Regular health check-ins in the workplace, such as one-on-one meetings or surveys, monitor employee wellbeing and satisfaction. Managers use these to address work-related stressors and provide support for better job performance.
At Wellity we offer a range of sessions to support your teams.
For any information on the sessions we offer, contact our team at hello@wellityglobal.com.
