In this episode, Matt interviews Catherine Ritchie, the Wellbeing and People Experience Manager at Clifford Chance. Catherine shares her journey in the wellbeing and people experience space, starting from her university days studying business with marketing. She discusses her experiences working in different organizations, including Bulb and Checkout.com, and how she developed employee value propositions and strategies for enhancing employee experience. Catherine emphasizes the importance of listening to employees and involving them in the design of wellbeing initiatives. She also highlights the significance of language in creating safe spaces and nurturing authenticity in the workplace. In this conversation, Catherine Ritchie discusses the challenges and opportunities of working globally. She shares her experiences working in different countries and the impact of leadership and culture on employee well-being. Catherine emphasizes the importance of listening, understanding different perspectives, and collaborating with colleagues in different locations. She also highlights the need to challenge assumptions and communicate effectively to create a sense of community and shared purpose. Catherine predicts that the future of the well-being profession will involve a growing understanding of workplace differences, a focus on personalization, and the integration of AI technologies. Takeaways Wellbeing and people experience roles often involve creating employee value propositions and strategies to enhance employee experience. Listening to employees and involving them in the design of wellbeing initiatives is crucial for success. Language plays a significant role in creating safe spaces and nurturing authenticity in the workplace. Understanding the unique needs and challenges of each organization is essential when developing wellbeing strategies. Failure is a part of the journey, and learning from mistakes is valuable for personal and professional growth. Working globally presents challenges and opportunities, including differences in perspective, culture, and leadership impact on employee well-being. Listening, understanding, and collaborating with colleagues in different locations are essential for effective global work. Challenging assumptions and communicating effectively are key to creating a sense of community and shared purpose. The future of the well-being profession may involve a growing understanding of workplace differences, a focus on personalization, and the integration of AI technologies.

Jake Sanders, Global Employee Wellbeing Lead, discusses his role in designing wellbeing strategies for a global organization. He shares his personal journey from a failed sports scientist to a wellbeing coach and highlights the importance of passion in this work. Jake emphasizes the need for employers to prioritize employee wellbeing and the potential impact on public health. He explores the challenges of measuring wellbeing and suggests rewarding individuals and teams for creating a supportive work environment. The conversation also touches on the concept of wellbeing as an outcome of work and the balance between pressure and performance. The conversation explores various themes related to well-being in organizations. It discusses the challenges of managing utilization levels to avoid burnout risk. The measurement of well-being is examined, highlighting the need for more complex measures beyond single numbers. The conversation also delves into incentivizing well-being and the role of managers in creating inclusive environments. The distinction between centralized and localized well-being strategies is explored, along with the importance of shared accountability. The role of organizations in providing tools and role modeling behaviors is emphasized. The future of well-being includes personalization and continuous learning, with a focus on having a clear standpoint in approaching well-being. Takeaways Designing a wellbeing strategy requires considering the diverse needs of employees across different geographies and roles. Passion for wellbeing and a desire to create change are key drivers in this field. Employers have a moral obligation to prioritize employee wellbeing due to the significant amount of time spent at work. Measuring wellbeing and its impact on performance is a complex task that requires robust measurement tools and a focus on outcomes. Utilization levels should be managed to balance performance and burnout risk. Well-being measures should go beyond single numbers and consider complex factors. Incentivizing well-being can be effective in driving behavior change. Managers play a crucial role in creating inclusive environments and supporting well-being. Organizations should provide tools, time, and environments for well-being and role model behaviors. Personalization and continuous learning are key aspects of the future of well-being. Having a clear standpoint and perspective is important in progressing a career in well-being.

Hannah Meredith, a health and wellbeing lead, shares her journey and experiences in the field. She started her career in a global tech marketing company, MVF, where she introduced the first mental health and wellbeing strategy. Hannah emphasizes the importance of data and influencing skills in her role. She also discusses the need for an industry-wide framework and recognized qualifications for wellbeing leaders. Hannah's personal experience with mental health has shaped her passion and purpose in this field. In this conversation, Hannah Meredith discusses the importance of mental health and wellbeing in the workplace. She highlights the need for organizations to have a proactive approach to mental health and to create a supportive and inclusive culture. Hannah also emphasizes the role of line managers in promoting wellbeing and the importance of empathy and psychological safety. She reflects on her own experiences and challenges in implementing wellbeing strategies and shares her hopes for the future of workplace wellbeing. Takeaways Wellbeing leaders should have a passion and purpose for the field, as well as the ability to influence others and use data to support their strategies. There is a need for an industry-wide framework and recognized qualifications for wellbeing leaders to ensure consistency and credibility. Personal experiences with mental health can provide valuable insights and motivation for wellbeing leaders. The role of a wellbeing leader can be challenging, but also rewarding when aligned with one's purpose. The field of wellbeing is evolving, and there is a growing recognition of the importance of data and evidence-based approaches. Organizations need to have a proactive approach to mental health and wellbeing in the workplace. Creating a supportive and inclusive culture is essential for promoting wellbeing. Line managers play a crucial role in supporting employee wellbeing and should receive training to handle conversations about mental health. Empathy and psychological safety are key factors in promoting wellbeing and creating a positive work environment. Challenges in implementing wellbeing strategies include the need for data-driven approaches and managing individual health conditions. The future of workplace wellbeing lies in organizations investing in employee health and supporting multi-generational workforces.

In this episode, Sara Bird, the Safeguarding and Well-being Lead for the National Trust, discusses the importance of safeguarding and its connection to well-being. She shares her career journey, which includes working in the prison service and the police force, and how her fascination with people led her to her current role. Sara emphasizes the need to put people first and the power of storytelling in creating a culture of well-being. She also discusses the skills required for well-being leadership, such as active listening, empathy, and curiosity. In this conversation, Sara Bird discusses the importance of patience and self-care in well-being leadership. She emphasizes the need for individualized support and the recognition of emotional fatigue and vicarious trauma. Sara also highlights the value of life experience and personal growth in the field. She encourages professionals to prioritize mental fitness and take control of their well-being. Sara shares the impact of mentors and supportive peers in her own journey. She advises young professionals to embrace change, reflect on their values, and find meaning in their work. Finally, she discusses the challenges of bringing one's whole self to work and the rewarding nature of one-on-one conversations. Takeaways Safeguarding is about protecting vulnerable groups from harm and abuse in society. Well-being roles can evolve and be situated in different departments within organizations. The perception of well-being as a serious profession can be enhanced by linking it to areas like safeguarding and health and safety. Storytelling and case studies can bring well-being initiatives to life and build psychological safety in the workplace. Skills required for well-being leadership include active listening, empathy, and curiosity. Patience and understanding are crucial skills in well-being leadership. Life experience is a valuable qualification in addition to strategic approaches. Mental fitness and self-care are essential for maintaining well-being. Mentors and supportive peers play a significant role in personal and professional growth. Embracing change, reflecting on values, and finding meaning in work are important for young professionals. Bringing one's whole self to work can be challenging but rewarding. One-on-one conversations can have a significant impact on individuals' well-being.

In this episode, Aletheia and Matt are joined by Natasha Hill, a police officer and wellbeing lead. Natasha shares her personal journey and how it led her to focus on wellbeing in the police force. She discusses the importance of passion and empathy in her role and the need to address burnout and trauma early on. Natasha also highlights the support provided to families and the creative initiatives implemented to promote wellbeing. The episode emphasizes the significance of community and the role of creativity in addressing wellbeing challenges. In this conversation, Natasha Hill discusses the importance of putting humans at the centre of creativity in the well-being space. She emphasizes the need to address sensitive topics and provide support tailored to individual needs. The conversation also explores the challenge of creating constructive conversations on heavy subjects and the importance of building empathy and understanding in the workplace. Natasha highlights the significance of baking well-being into all decisions and addressing practical issues such as uniforms. The conversation concludes with a discussion on the skills required for the role, including empathy, vulnerability, and continuous learning, as well as the importance of self-care. Takeaways Passion and empathy are crucial in addressing wellbeing challenges. Early identification of burnout and trauma is essential to prevent further harm. Supporting the wellbeing of families and children is an important aspect of overall wellbeing. Creativity and collaboration are key in developing effective wellbeing initiatives. Put humans at the centre of creativity in the well-being space. Address sensitive topics and provide tailored support. Create constructive conversations on heavy subjects. Build empathy and understanding in the workplace. Bake well-being into all decisions and address practical issues. Develop skills in empathy, vulnerability, and continuous learning. Prioritize self-care and find activities that bring joy.

Sara Davison, also known as the divorce coach, helps people cope with breakups, divorce, and domestic abuse. She founded her business after going through a devastating divorce herself. Sara's mission is to provide tools and support to as many people as possible. She has trained over 600 coaches in 27 countries and written two bestselling books. In the workplace, breakups and divorces can have a significant impact on productivity and well-being. Sara helps employers support their employees by providing training, tools, and strategies to navigate these difficult situations. She emphasizes the importance of trust in oneself and learning from past experiences to prevent repeating toxic relationship patterns. Takeaways • Breakups and divorces can have a significant impact on productivity in the workplace. • Employers can support their employees by providing training, tools, and strategies to navigate these difficult situations. • It is important to trust oneself and learn from past experiences to prevent repeating toxic relationship patterns.

Ross, the head of health and wellbeing for Green Cross Global, discusses the link between health, safety, and wellbeing in the workplace. He emphasizes the importance of addressing both physical and mental health and the need for organizations to take wellbeing seriously. Ross also highlights the challenges of implementing wellbeing initiatives, such as the lack of regulations and the tendency for some organizations to treat it as a tick-box exercise. He advocates for vulnerable leadership and authentic support systems to promote employee wellbeing. The conversation also touches on the impact of COVID-19 on mental health and the need for a balanced approach between personal and employer responsibility. Takeaways • The link between health, safety, and wellbeing in the workplace is becoming increasingly recognized. • Organizations need to take wellbeing seriously and not treat it as a tick-box exercise. • Vulnerable leadership and authentic support systems are crucial for promoting employee wellbeing. • There is a need for a balanced approach between personal and employer responsibility for wellbeing. • The impact of COVID-19 has highlighted the importance of mental health and wellbeing in the workplace.

Lee Chambers, founder of Male Allies UK and Essentialise, discusses the concept of allyship and its intersection with workplace wellbeing. He emphasizes the importance of allyship in creating diverse and effective teams and highlights the difference between productive allyship and performative allyship. Chambers also explores the challenges and roadblocks faced by allyship and the direction of travel for workplaces in terms of diversity, equity, and inclusion. He emphasizes the need for a holistic approach to wellbeing and DEI, and the importance of experimentation and learning in these areas. Takeaways • Allyship is about supporting people who have had different lived experiences and working together effectively to create better outcomes. • Productive allyship involves taking everyday actions to make a difference and amplifying the lived experiences of others. • Wellbeing and DEI are interconnected and need to be addressed together to create inclusive and equitable workplaces. • Experimentation and learning are key in developing effective wellbeing and DEI strategies. • Patience, humility, and a willingness to adapt are essential in the journey towards creating positive change.

The conversation explores various aspects of workplace wellness and the need for a shift in mindset and approach. It touches on topics such as personalization, employee responsibility, the role of CEOs, the importance of empathy, and the need for authentic leadership. The conversation emphasizes the need for a change in language and perception, moving from viewing well-being as a perk to considering it as an outcome. It also highlights the importance of measurement, senior leader buy-in, and having brave conversations. The conversation concludes with a call to stop being disproportionate and to prioritize the well-being of employees. Takeaways • Workplace wellness should be viewed as an outcome rather than a perk. • Personalization and empathy are key in addressing the diverse needs of employees. • Measurement and senior leader buy-in are crucial for the success of workplace wellness initiatives. • Authentic leadership and brave conversations are needed to drive change. • Language and perception around well-being need to be shifted. • Employee responsibility and self-awareness play a role in personal well-being. • The well-being of employees should be prioritized over profit and productivity.

Isaac Harvey, a disability advocate and content creator, discusses the power of community on LinkedIn for raising awareness about disability and well-being. He shares his experience of joining LinkedIn and how it helped him connect with others in the disability community and learn from their lived experiences. Isaac emphasizes the importance of disability awareness being a year-round conversation and highlights the need for accessibility in the workplace. He also discusses the challenges faced by individuals with disabilities in finding employment and the role of government schemes like Access to Work. Isaac shares his self-care practices and encourages senior leaders in the well-being space to have conversations, listen to others, and challenge assumptions about what people with disabilities can and cannot do. Takeaways   LinkedIn is a powerful platform for raising awareness about disability and well-being. Disability awareness should be a year-round conversation, not limited to specific awareness weeks or months. Accessibility is crucial in the workplace to ensure inclusivity for individuals with disabilities. Government schemes like Access to Work can provide support and resources for individuals with disabilities in the workforce. Self-care practices, such as meditation and taking time for oneself, are important for overall well-being. Senior leaders in the well-being space should have conversations, listen to others, and challenge assumptions about what people with disabilities can achieve.