Bridging the Gap: Integrating DEI and Well-being Initiatives for Underrepresented Employees
Bridging the Gap: Integrating DEI and Well-being Initiatives for Underrepresented Employees
Written by: Paula Antalffy 4-5 minute read
In a world where the Great Resignation has forced businesses to prioritise employee well-being, it's heartening to see that 83% of large companies are offering health and wellness programs. (Kaiser Family Foundation's 2021 Employee Health Benefits Survey)
While these initiatives are a step in the right direction a crucial aspect often overlooked is the intersectionality of well-being and diversity, equity, and inclusion (DEI).
In this blog, we breakdown the findings of a recently published Harvard Business Review article, highlighting the necessity for business leaders to bridge this gap and recognize that supporting underrepresented employees' total well-being is integral for organisational success.
The Disconnect: Well-being and DEI
The HBR article sheds light on the disconnect between efforts to promote diversity, equity, and inclusion and those focused on employee health and wellness.
Despite the well-documented benefits of a diverse workforce, such as increased financial performance, innovation, and creativity, these advantages are often not linked to initiatives supporting employee well-being. In practice, this often means managers creating ‘one-size-fits-all’ policies, which hinders them from creating meaningful change for their team.
Making truly meaningful changes within the organisation’s attitude towards well-being has to start with understanding how each team member’s unique human experience shapes them, taking into account physical, mental, emotional, and financial health; as well as work-life balance; and social equity.
Unique Challenges Faced by Underrepresented Employees
The article shares a poignant story about Nichelle, a Black health coach who faced insensitive comments during the George Floyd protests.
In her personal account Nichelle shares a phone conversation with a member who commented: “Those people can’t afford to take care of their children. They don’t even know George Floyd personally. They have no reason to vandalise buildings and streets. They should just get over it.”
Nichelle expressed gratitude for the member's opinion in a respectful manner and encouraged them to consider alternative perspectives. She shared: “It’s easy to express frustration and disappointment when we don’t know the full story and can’t fully empathise with the community being impacted.”
Afterward, she guided the discussion back to the patient's well-being. Nichelle shared in the article that she had to take her time to digest the experience, and seek assistance from colleagues and supervisors.
Unfortunately, the absence of established policies addressing coaches' mental health left her with limited options to address the situation.
This personal account illustrates the daily reality for many underrepresented employees. Creating proactive measures which aid a workplace culture centred on well-being is crucial. For leaders looking to truly make a difference for underrepresented employees this means weaving DEI and wellness into the fabric of their organisations.
Inextricable Links: DEI and Well-being
Research cited in the article underscores the inextricable link between DEI and well-being.
For example, police killings contribute to 1.7 additional poor mental health days for Black Americans. American Indian or Alaska Native populations are disproportionately uninsured, leading to higher prevalence of chronic health conditions. LGBTQ individuals, facing discrimination in healthcare, are 2.5 times more likely to experience mental health issues.
Key Challenges Faced by Underrepresented Populations
In order to truly create representative policies for employees from all walks of life, manages must take into consideration key challenges unique to individual employees.
1. Physical and Mental Health Disparities
Underrepresented populations, particularly Black, Hispanic, and Asian communities, face exacerbated health disparities due to historical systemic inequalities. The pandemic has further magnified these disparities, impacting presenteeism and performance at work.
2. Limited Access to Healthcare
Underrepresented populations, especially those in lower-income areas, struggle to find quality healthcare and healthy lifestyle options. Widely available doctors, specialists, and health infrastructure are lacking, influenced by social determinants of health (SDOH) that significantly affect health outcomes.
3. Poor Mental Health Outcomes
Mental health challenges are prevalent among underrepresented populations due to difficulties accessing high-quality mental health services, cultural stigma, discrimination, and lack of awareness.
Mental and behavioural disorders are leading causes of disability, accounting for 13.6% of all years of life lost to disability and premature death.
Holistic Strategies: Integrating DEI into Well-being Programs
The Harvard Business Review article emphasises the imperative for companies to implement comprehensive programs and policies that address the intersectionality of employee well-being and diversity, equity, and inclusion (DEI).
One managers recognise the unique challenges faced by underrepresented employees, there are a series of actions, suggested by the article, which then can potentially take to begin working towards a truly inclusive workplace.
1. Bring in Subject Matter Experts
To address the impact of racial trauma and injustice on underrepresented employees, the article recommends bringing in and compensating subject matter experts.
A powerful example of this is Virgin Pulse, where a licensed psychologist and DEI expert facilitated a month-long "Gathering Space." This space served as a healing experience, providing support and tools for navigating emotional trauma related to racial issues.
2. Upskill Managers for Inclusive Leadership
It’s important to acknowledge that managers play a crucial role in fostering inclusivity. Therefore, it's crucial to help upskill them to navigate the mental toll of social unrest on their teams.
Training sessions, as conducted at Virgin Pulse, equip leaders with tools to communicate solidarity and support underrepresented employees. The emphasis should be on reframing support to offer specific, tangible assistance that can help reduce emotional burden.
3. Embed Mindful DEI Practices into Talent Strategy
Small changes in daily practices, such as starting department meetings with centering activities or using more inclusive language in job descriptions, contribute to a more active role in employees' well-being.
These practices also weave DEI considerations into broader talent strategies, fostering a workplace culture that values diversity and well-being simultaneously.
4. Showcase Employee Stories for Learning and Inclusion
Sharing personal journeys within workplace settings can open avenues for individuals to gain insights into perspectives which differ from their own. This can help foster growth, as colleagues become more understanding and inclusive of one another’s differing personal experiences.
5. Create Well-being-Centred Employee Resource Groups (ERGs)
Employee resource groups (ERGs) focused on well-being, mental health, and caregiving can contribute significantly to creating an inclusive workplace. Whether these groups are in-person or online communities, creating a wider safety net for employees within their company can build trust and understanding.
What’s more these groups can help collaborate on events and initiatives, aligning with the organisation's mission, values, and goals.
6. Personalization for Meaningful Results
Recognising that there's no one-size-fits-all solution, the article emphasises the importance of personalisation.
By using data and analytics, companies can tailor messages and programs to the specific needs and experiences of their employees. This includes considering demographic information, social determinants of health (SDOH), health history, and other data to drive action and achieve meaningful well-being outcomes.
As organisations navigate the complex landscape of employee well-being and DEI, the key lies in adopting a multifaceted approach. By integrating these strategies, companies can foster an inclusive culture that not only acknowledges the challenges faced by underrepresented employees but actively works towards their well-being and success.
An Easy First Step Towards Inclusivity: myday
Navigating employee well-being and Diversity, Equity, and Inclusion (DEI), begins with embracing a comprehensive approach. Building a culture that genuinely champions workplace inclusivity and diversity starts with gaining a deep understanding of each team member's unique needs.
The initial strides must involve establishing secure, supportive environments where individuals believe their well-being is valued, and their voices resonate throughout the organisation.
Embarking on the journey toward a truly inclusive workplace may seem daunting, but innovative tools like the myday app offer customisable solutions to elevate your workplace wellness strategy.
Here are just a few ways the myday app can make a difference:
Integrated Social Features: myday encourages employees to prioritise well-being while fostering internal and external support networks. These groups can be tailored to meet individual and unique needs.
Concrete Metrics: Gain valuable insights into employee well-being with myday, making direct measurements easier. Understand if there are key demographics or team members who are underrepresented, enabling more targeted support.
Global Impact Initiatives: myday rewards employees dedicated to well-being with verified global impact projects, aligning businesses with human sustainability goals.
For businesses dedicated to employee well-being and accountability, myday presents a potent, out-of-the-box solution.
In today's ever-evolving landscape, reshaping workplaces into inclusive, equitable, and compassionate environments isn't just a choice; it's a necessity.
You can learn more about the myday app by booking a call with our team today!
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