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,

Takeaways 

The conversation is about occupational health and wellbeing

Takeaways  

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.

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.

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.

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.