Offering employees benefit packages has emerged as something of a standard practice. Organizational leaders remain keenly aware that common benefits are necessary to attract and maintain a robust talent pool. That’s generally because team members understand that the company considers their contributions valuable, and these perks add to the quality of their life.
For all of the challenges and difficulties of the COVID-19 pandemic — lock downs, lost loved ones, a looming sense of uncertainty, and dramatic changes to our daily lives and work lives — there are a lot of learning lessons and silver linings that industry leaders are tapping into. One of these is the ability to speak openly about, and recognize the importance of, mental health and wellbeing in the workplace and with all of your diverse members.
In the height of the digital era, we often hear discussion about the advent of technological advancements, AI and machine learning, and trends toward automation. What we hear less about, however, are important social changes that affect work life, like generational gaps in the workplace.
While telehealth options have become more and more popular throughout the last decade, the COVID-19 pandemic has caused a huge surge in telehealth activity. Between March and April of 2021, telehealth plans saw a 41% increase, surging an already steadily growing industry.
It’s important to have a holistic approach to diversity and inclusivity in the workplace, which means that organizations need to focus on all aspects of diversity. This includes race, gender, ethnicity, culture, and disabilities, among others.
One positive impact of the COVID-19 pandemic has to do with something most people can get behind: pet ownership. Surveys carried out in December 2020 showed that 10% of respondents in the United States said that they had recently acquired a new pet, which was an increase from just 6% earlier that year.
In 2021, following a decade of social movements ranging from The #MeToo movement and Black Lives Matter to the legalization of same sex marriage, it’s not enough to simply state that you’re an ally and call it a day.
We often talk about a shared company culture that employees can identify with and embrace, but we hardly talk about the benefits of promoting individuality as part of that company culture.
As the stepmom to a nonbinary, bisexual stepkid, June holds special importance to me. It is a month out of the year where we can celebrate the beautiful diversity that our LGBTQ+ family, friends, and colleagues bring to our lives.
The past year took a toll on our bodies and minds, leaving everyone stressed out, exhausted, and close to burnout. With the return-to-work transition underway, there’s no better time to hang up our pandemic spurs and lay claim to some priceless wellbeing gold. In other words, head into the next normal with a plan to support your employees in a way that promotes self-care, deeper connections, and higher levels of engagement.
As the month of July is upon us, it’s important to remember that the values and sentiments of Juneteenth don’t end in July. The observation and celebration of equity, inclusivity, and diversity in the workplace should be the norm and is something we need to carry on every month of the year.
Don’t let the title mislead you; wellbeing in the workplace is no game. The health and wellbeing of your employees is just as important as (and often a reliable indication of) the health and wellbeing of your company.
Many organizations continue to work in remote and hybrid models as the pandemic winds down, but many employees, when given the option to return to work, would actually prefer to continue working remotely. Our new guide, Taking Care of Remote Employees: The Key To Business Success Beyond the Pandemic, gives you actionable steps to ensure that your employees feel supported no matter where they are working.
