Working Well Beings

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.

The conversation is about occupational health and wellbeing in the workplace. The speakers discuss the mission of the Commercial Occupational Health Providers Association (COHPA) to advance health and wellbeing in the workplace. They explain that occupational health is about protecting employees from work-related risks and ensuring their health does not affect their work. They also emphasize the importance of a positive work environment and the role of work in fulfilling emotional needs. The conversation highlights the need for occupational health to be more proactive in preventing health issues and promoting wellbeing. They discuss the responsibility of both employers and employees in advocating for health and accessing support. The speakers also touch on the importance of data and research in demonstrating the benefits of occupational health and wellbeing programs. The conversation concludes with advice for individuals starting a career in the field and the emergence of new products and services in the wellbeing marketplace. Takeaways   Occupational health is about protecting employees from work-related risks and ensuring their health does not affect their work. A positive work environment and fulfilling emotional needs are important for employee wellbeing.   Occupational health should be proactive in preventing health issues and promoting wellbeing.      Both employers and employees have a responsibility in advocating for health and accessing support. Data and research are important in demonstrating the benefits of occupational health and wellbeing programs. Starting a career in occupational health and wellbeing requires passion, clear messaging, and understanding the benefits to both employees and employers.  The wellbeing marketplace is evolving with new products and services addressing specific needs.

Dal Banwait, from KPMG, discusses the importance of employee wellbeing and the role of positive psychology in creating a flourishing life. She emphasizes the need for individuals to define what wellbeing means to them and take responsibility for their own happiness. Dal also highlights the impact of relationships and the power of savouring positive moments. She suggests practical tools such as creating a photo album of happy memories and practicing gratitude. Dal acknowledges the role of organizations in providing wellbeing resources but emphasizes that personal growth and readiness are essential for individuals to fully benefit from these interventions. Takeaways • Wellbeing is subjective, and individuals need to define what it means to them. • Positive psychology focuses on creating a flourishing life and emphasizes the importance of relationships, accomplishments, and positive emotions. • Savouring positive moments and practicing gratitude can help shift focus from negative thoughts to positive experiences. • Organizations play a role in providing wellbeing resources, but individuals need to take responsibility for their own happiness and personal growth. • Being a wellbeing ambassador and actively participating in wellbeing initiatives within an organization can contribute to personal and professional development.

Sabrina Robinson, Wellbeing Leader at Essex County Council, discusses her role in promoting workplace wellbeing. She shares how the council created a dedicated wellbeing role and the importance of collaboration across different departments. Sabrina emphasizes the need for a diverse range of voices in wellbeing leadership roles and the value of storytelling in creating a culture of psychological safety. She also discusses the challenges of interpreting data and the importance of addressing the diverse needs of employees. Sabrina advocates for mentoring and building networks in the wellbeing field. Takeaways • Collaboration across different departments is crucial in promoting workplace wellbeing. • Diverse voices in wellbeing leadership roles bring different perspectives and experiences. • Storytelling is an effective way to create a culture of psychological safety and authenticity. • Interpreting data requires considering the context and narratives behind the numbers. • Addressing the diverse needs of employees is essential for effective wellbeing strategies. • Mentoring and building networks are valuable for personal and professional growth in the wellbeing field.

Julia, the in-house wellbeing lead at PFAS, discusses the shared responsibility of wellbeing between individuals and organizations. She emphasizes the importance of readiness for change and acceptance in making lifestyle changes. Julia also talks about the role of patience, trust, and non-judgment in supporting employees. She shares her experience in creating a wellbeing champions program to extend her role and promote engagement within the organization. Julia highlights the need for a holistic approach to wellbeing and the importance of understanding individual needs and external factors. She also discusses the challenges and opportunities in supporting women's health and fertility journeys in the workplace. Takeaways • Wellbeing is a shared responsibility between individuals and organizations. • Readiness for change and acceptance are crucial in making lifestyle changes. • Patience, trust, and non-judgment are important in supporting employees. • Creating a wellbeing champions program can extend the reach of a wellbeing lead and promote engagement within the organization. • A holistic approach to wellbeing considers individual needs and external factors. • Supporting women's health and fertility journeys in the workplace is essential.

Jamie Broadley, the Group Head of Health and Wellbeing at Serco, discusses the challenges and strategies for promoting well-being in a diverse global organization. Serco is a service company that specializes in government outsourcing and operates in various sectors, including prisons, immigration, engineering, and defense. Broadley emphasizes the importance of good governance processes, assurance processes, and committee structures in creating change and addressing well-being challenges. He also highlights the role of ally networks and advocates within the organization in promoting well-being. The conversation touches on topics such as ISO 45003, the need for a long-term view on well-being, and the importance of understanding people and speaking the language of senior leaders. Takeaways • Promoting well-being in a diverse organization requires addressing a wide range of challenges and cultural nuances. • Good governance processes, assurance processes, and committee structures are essential for creating change and addressing well-being challenges. • Ally networks and advocates play a crucial role in promoting well-being within the organization. • ISO 45003 provides a framework for addressing psychosocial risks and promoting well-being in the workplace. • Taking a long-term view and focusing on prevention rather than just immediate interventions is key to promoting well-being. • Understanding people and speaking the language of senior leaders are important skills for well-being leaders.