Working Well Beings

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.

Helen Tomlinson, the government's first-ever menopause employment champion, discusses the progress and challenges of addressing women's health in the workplace. She highlights the importance of cultural change and the need for policies to be accompanied by education, allyship, lived experience, and leadership. Tomlinson shares examples of organizations, particularly in the manufacturing sector, that have made positive changes to support menopausal employees. She also emphasizes the intersectionality of women's health issues and the need for global collaboration. The conversation concludes with a discussion on the integration of inclusion and well-being in organizations. Takeaways • Cultural change is crucial in addressing women's health in the workplace, and policies should be accompanied by education, allyship, lived experience, and leadership. • The manufacturing sector has made positive changes to support menopausal employees, such as adapting uniforms for comfort and practicality. • Women's health issues, including menopause, should be approached with an intersectional lens, considering factors such as ethnicity, disability, and LGBTQ+ identity. • Global collaboration is important in sharing best practices and driving progress in women's health in the workplace. • Integration of inclusion and well-being is essential for organizations to effectively support their workforce.

Gareth Hind, Director of Colleague Experience and Relations at First Bus, discusses the importance of well-being and its connection to employee engagement and productivity. He shares examples of well-being initiatives, such as a steps challenge, and emphasizes the need for simplicity and relevance in engaging employees. Gareth also talks about the intersection of well-being and EDI (Equality, Diversity, and Inclusion) and the importance of creating a sense of belonging in the workplace. He encourages organizations to focus on preventative well-being and highlights the value of small, low-cost interventions. Takeaways • Well-being is essential for employee engagement and productivity. • Simple and relevant well-being initiatives can have a significant impact. • Well-being and EDI are interconnected and both contribute to a sense of belonging in the workplace. • Preventative well-being measures are crucial for maintaining a healthy workforce. • Low-cost interventions can be effective in promoting well-being.

Amanda, a reward and wellbeing leader at Ovo Energy, discusses her role in making improvements and progress in organizations and having a positive impact on people. She emphasizes the importance of connecting reward and wellbeing and the benefits of a hybrid role. Amanda believes that the best place for wellbeing to sit within an organization depends on the context and the connection with other roles is key. She also highlights the significance of data in understanding employee feedback and driving action. Amanda shares her career journey and offers advice for those interested in pursuing a wellbeing role. Takeaways • Reward and wellbeing go hand in hand and can be effectively managed in a hybrid role. • The connection between wellbeing and other roles within an organization is crucial. • Data is essential for understanding employee feedback and driving action. • Starting small and experimenting with wellbeing initiatives can lead to meaningful change. • Building a community of advocates and ambassadors can help drive wellbeing initiatives. • Being kind to oneself and prioritizing personal wellbeing is important when supporting others.

Chris Jones, the chief safety and wellbeing officer for New Zealand's Department of Corrections, discusses the vital link between organizational safety and employee wellbeing. He highlights the need for holistic approaches that balance productivity with mental health. Jones emphasizes the importance of vulnerability in leadership, using personal growth to foster transparency in teams. He advocates for adapting strategies to real-world employee challenges and encourages well-being leaders to integrate broader management concepts for a cohesive approach to workplace wellness.

In this episode, we speak with Jodie Hill. She's the founder of Thrive Law and a truly inspiring voice, advocate and leader in this space. She continually challenges herself and her team to do better and shares openly and honestly her journey from mental breakdown to setting up her own law firm on her own terms.

Judith Grant is the workplace wellbeing strategist and director of the Wellbeing Exchange. Previously, Judith has been the head of wellbeing at Royal Mail, and construction firm, Mace. In this episode she shares some fascinating insights into how to tackle wellbeing strategically across a business.