Synchronize Wellness & DEI

Ensure DEI Goals and Wellbeing Efforts are Linked

According to the researchers at BrightPlan, "It is not uncommon for companies to treat workplace wellness and DE&I as separate initiatives. However, they’re not mutually exclusive. You can’t have an engaged workforce without focusing on wellness, and you can’t have a wellness culture if you don’t foster DEI (diversity, equity, and inclusion)." With this in mind, we need to help our leaders and teams better understand the value of DEI and its inextricable link to wellness. Synchronizing DEI and Wellness efforts and strategies make the perfect business case for understanding the vital role of psychological safety in your overall retention efforts.

Marshall Kupka-Moore, a business coach specializing in mindfulness, diversity, inclusion, and wellness, believes that employees are the engine of the workplace. Without a healthy work-life balance, employees will experience diminished motivation and productivity. In addition, a workplace with high levels of stress and anxiety is less likely to achieve its goals. This is why companies and organizations must tie their wellness goals to their DEI objectives and strategies.

According to Gallup, “diversity, equity and inclusion (DEI) and wellbeing are top priorities as leaders navigate the disclosure economy, the "Great Resignation" and a competitive talent market. But many leaders are treating DEI and well-being as two distinct initiatives, despite the fact that they are fundamentally connected. You can't improve either in isolation, and leaders who attempt to do so are probably getting both wrong.”

Mindfulness at work

Mindfulness instruction can improve employee and student attention skills and help them cope with stress and trauma. It may also help students and employees deal with emotional issues that prevent them from performing well in school. Implementing mindfulness programs into any culture is essential to benefit students and staff.

Mindfulness teachers should be sensitive to DEI and ensure that their teachings are inclusive. Although mindfulness is beneficial for all people, exclusive teaching of mindfulness defeats the purpose of the practice. Its ultimate goal is to foster peace and release suffering. If mindfulness is not practiced in diverse settings, wellness programs are likely to be white-centric and devoid of a diverse perspective.

Inclusion

Inclusion in DEI and wellness is an ongoing challenge for employers. However, it can be achieved by weaving it into your talent strategy. Even a few small changes can make a difference. For example, starting department meetings with a "temperature check" and guided meditation can help employees stay centered. Organizations must create mindful, inclusive, and equitable wellness strategies that understand the individuality of diverse employees. Comprehensive, thoughtful, and inclusive DEI initiatives must deliver a consistent experience. Similarly, leaders must also “recognize that diverse employees' experiences and needs related to wellbeing can differ dramatically. No employee can do their best work if they are struggling in their health and wellbeing -- and their needs vary.” (Gallup).

Inclusion starts with recruiting, training, and promoting your employees. Could you make sure your people represent your company's different backgrounds and cultures? Also, don't allow a culture of homogeneity to keep diverse talent from succeeding. If you don't include diverse talent in the recruiting process, they will unlikely stay in the organization.

It is also essential to listen to employees. Could you gather their opinions and feedback and learn about their challenges? This way, you can tailor resources to their needs. This will signal that you care about your workers.