Good health and well-being are essential for an organisation’s overall success and productivity. By taking steps to embed good health and well-being in the workplace, organisations can create a more supportive and inclusive work environment that enables all employees to thrive. This can involve various activities and initiatives that promote and support employees’ physical, mental, and social well-being. By investing in the health and well-being of their employees, organisations can help to improve productivity, reduce absenteeism, and foster a positive and supportive work culture.
Good health and well-being in a work environment
Understanding good health and well-being is important to know how to embed good health and well-being in a work environment.
Good health and well-being
Good health and well-being in a working environment refer to employees’ physical, mental, and social well-being. It involves having the necessary resources and support to maintain good physical health, such as access to affordable healthcare and nutritious food and managing stress and mental health challenges. It also involves having a safe and healthy work environment that promotes employees’ physical and mental well-being. In addition, well-being in a working environment involves having social support and a sense of belonging and balancing work and personal life. By supporting the well-being of their employees, organisations can help to create a more positive and supportive work environment that enables all employees to thrive.
Work-life balance refers to the balance that individuals strive to achieve between the time and energy they devote to their work and the time and energy they devote to their personal life, including their family, friends, and other activities and interests. Achieving work-life balance can be challenging, especially for those working long hours or demanding jobs. However, individuals must balance their work and personal lives to maintain their overall well-being and avoid burnout.
Negative impacts on the employment opportunities within an organisation
It is also important to understand the negative impacts on employment opportunities within an organisation. These include the following:
Lack of suitably qualified candidates
A lack of suitably educated candidates can negatively impact employment opportunities within an organisation in several ways. One way is that it can limit the pool of qualified candidates from which the organisation can hire. This can make it more difficult for the organisation to fill positions, especially for positions that require specific knowledge or skills. As a result, the organisation may have to settle for less qualified candidates or spend more time and resources on training new hires to meet the job requirements.
A lack of suitably educated candidates can also impact the overall workforce quality within the organisation. Suppose the organisation cannot hire individuals with the necessary knowledge and skills. In that case, it may struggle to meet the needs of its customers or clients and may struggle to compete with other organisations in its industry. This can lead to reduced productivity and profitability and make it more difficult for the organisation to achieve its business objectives. Overall, a lack of suitably educated candidates can negatively impact employment opportunities and the overall success of an organisation.
Gender inequality
Gender inequality can negatively impact employment opportunities within an organisation in several ways. One way is by limiting the pool of qualified candidates the organisation can hire. If an organisation is not actively seeking to attract and retain diverse candidates, it may miss out on a large and qualified pool of potential employees. This can make it more difficult for the organisation to fill positions, especially for positions that require specific knowledge or skills.
Gender inequality can also impact the overall quality of the workforce within the organisation. If the organisation is not inclusive and does not promote equal opportunities for all employees, it may struggle to retain its top talent, particularly among women and other underrepresented groups. This can lead to reduced productivity and profitability and make it more difficult for the organisation to achieve its business objectives.
In addition, gender inequality can negatively impact the overall work environment within the organisation. Suppose women and other underrepresented groups feel they are not treated equally or given the same opportunities as their male counterparts. In that case, they may be less likely to feel motivated and engaged in their work. This can lead to higher absenteeism and turnover, which can be costly for the organisation.
Gender inequality can have negative impacts on both employment opportunities and the overall success of an organisation. By promoting diversity and inclusion and creating a more equitable work environment, organisations can help to minimise the negative impacts of gender inequality and create a more positive and supportive work environment for all employees.
Recurring health issues
Recurring health issues can negatively impact employment opportunities within an organisation in several ways. One way is by limiting the pool of qualified candidates the organisation can hire. If an individual has recurring health issues that prevent them from performing the duties of a particular job, they may not be considered a suitable candidate for that position. This can make it more difficult for the organisation to fill positions, especially for positions that require specific knowledge or skills.
Recurring health issues can also impact the overall quality of the workforce within the organisation. If an employee has recurring health issues that prevent them from performing their duties effectively, it can lead to reduced productivity and profitability for the organisation. This can make it more difficult for the organisation to achieve its business objectives.
In addition, recurring health issues can negatively impact the organisation’s overall work environment. If employees are frequently absent due to health issues, it can disrupt the workflow and morale of the team and may lead to increased stress and workload for other team members. This can create a negative and potentially toxic work environment that can be difficult for employees to navigate and may lead to higher absenteeism and turnover.
Recurring health issues can have negative impacts on both employment opportunities and the overall success of an organisation. By providing support and resources to help employees manage their health and well-being, organisations can help to minimise the negative impacts of recurring health issues and create a more positive and supportive work environment for all employees.
Lack of social mobility and integration
A lack of social mobility and integration can negatively impact employment opportunities within an organisation in several ways. One way is by limiting the pool of qualified candidates the organisation can hire. If an individual lacks social mobility, they may be unable to access certain education and training opportunities that would enable them to qualify for certain positions within the organisation. In addition, if an individual lacks integration, they may feel disconnected from the rest of the team and struggle to collaborate and communicate effectively with their colleagues. This can make it more difficult for the organisation to fill positions, especially for positions that require specific knowledge or skills.
Lack of social mobility and integration can also impact the overall workforce quality within the organisation. If employees lack social mobility, they may be unable to take on new opportunities or responsibilities within the organisation, limiting their potential for career advancement and growth. In addition, if employees lack integration, they may feel disconnected from the rest of the team and struggle to collaborate and communicate with their colleagues effectively. This can lead to reduced productivity and profitability and make it more difficult for the organisation to achieve its business objectives.
A lack of social mobility and integration can negatively impact employment opportunities and an organisation’s overall success. By promoting diversity and inclusion and creating a more inclusive work environment, organisations can help to minimise the negative impacts of lack of social mobility and integration and create a more positive and supportive work environment for all employees.
Clare, a mother of two young children, was a financial analyst for an insurance company in Bristol. She worked long hours and was often under a lot of stress due to her workload and responsibilities. Despite her busy schedule, Clare was committed to her job and dedicated to providing for her family. However, the stress and long hours were taking a toll on her health and well-being.
Clare’s company recognised the importance of promoting good health and well-being in the workplace, and they took steps to support employees like Clare who struggled to balance work and life. Here’s how they did it:
The company introduced flexible working hours, allowing employees to start and finish work earlier or later to accommodate their personal commitments and reduce stress levels. This helped Clare balance her work and family life better and allowed her more time for self-care and rest.
The company also provided access to mental health support, including counselling and stress management workshops. Clare could attend these workshops, which helped her manage her stress levels better and improve her mental well-being.
The company also introduced healthy food options in the workplace, including nutritious snacks and drinks, and ensured that these were affordable and accessible to all employees. This helped Clare access nutritious and affordable food during the day, reducing her stress levels and improving her overall health and well-being.
The company encouraged physical activity in the workplace by promoting walking meetings, on-site gym memberships and lunchtime yoga classes. Clare took advantage of these initiatives, which helped her to stay active and improve her physical health.
The support and resources provided by Clare’s company had a significant impact on her health and well-being. She managed her stress levels better and improved her overall physical and mental health, which allowed her to be more productive and focused at work. The company also saw the benefits of promoting good health and well-being in the workplace, with increased employee engagement, productivity, and morale. By prioritising the well-being of their employees, Clare’s company demonstrated their commitment to creating a supportive and inclusive work environment.
Embedding Good Health and Wellbeing
Positive Actions
Businesses can play a key role in promoting good health and well-being in the workplace by implementing sustainable human behaviour. Here are some ways in which they can contribute to achieving the targets of Sustainable Development Goal (SDG) 3:
- Encourage healthy lifestyles: Businesses can encourage their employees to maintain a healthy lifestyle by offering access to on-site gym facilities, healthy food options, and wellness programmes.
- Foster work-life balance: By promoting flexible work hours and encouraging employees to take breaks and rest, businesses can help create a healthy work-life balance, improving overall well-being.
- Address mental health: Businesses can create a supportive work environment that addresses the mental health needs of employees. This could involve offering mental health support and resources, such as counselling services and mental health days.
- Support physical health: By providing access to preventative healthcare services and resources, businesses can help employees maintain their physical health and prevent the onset of chronic conditions.
- Address workplace safety: By ensuring that their workplace is safe and free from hazards, businesses can reduce the risk of injury and improve the health and well-being of their employees.
By promoting these types of sustainable human behaviours, businesses can help achieve SDG 3 and contribute to the goal of embedding good health and well-being in the workplace.