Good Health and Wellbeing
Good health and wellbeing are multidimensional in nature and can be affected by workplace conditions, the home environment, as well as a balanced division between the requirements of each. The company can support good health and wellbeing through safe and healthy working conditions (detailed above) as well as ensuring workers’ ability to enjoy their right to leisure and paid time off, at minimum as stipulated by law. Workers have a right to reasonable working hour limitations and should have the opportunity to rest, recover, and relax between shifts, this includes adequate time between rotations for workers in camps, on vessels, or in other conditions where they are unable to return home at the end of a workday. The company provides employees and contractors with health benefits that support health and wellbeing.
This platform provides a broad range of tools and resources for workplace mental health and psychological safety. Designed for workers across the corporate spectrum, this one-stop shop includes resources on organizational strategy materials for leaders, such as policies, programs, and preventative strategies; materials to help manage employee concerns and improve leadership and teambuilding; and materials to support employee well-being both at work and at home. They also provide assessments, workshop slides, and facilitator guides to help you with sharing the information.
This toolkit from the Mental Health Commission of Canada is an excellent resource for creating an accommodating and inclusive workplace and addressing the needs of workers living with mental illness.
The toolkit is divided into five sections: an organisational self-assessment that will help you to identify what your organisation is doing well and where it can improve; an exploration of workplace strategies and resource for addressing key issues; case scenarios; a framework to help you assess your organisation's ROI and predict related costs; and practical tools that will help you to monitor, evaluate, and ensure ongoing improvement.
The toolkit will benefit HR professionals and employees tasks with wellness, diversity, and other sustainability-related responsibilities to improve recruitment and retention, and to support policies and practices that affect everyone.
Are corporate wellness programs making people worse? Researchers Andre Spicer and Carl Cederström explore how our current approaches to wellness may be resulting in guilt, reduced productivity, and a number of other outcomes that actually make us less healthy and more anxious. This will be an interesting read for practitioners involved in wellness programs at their organisations.
Historically, employee wellness programs have been viewed as an extra benefit to employees, rather than a strategic imperative to the business. But research suggests that the ROI on comprehensive, well-run employee wellness programs can be impressive. In this article, authors Berry, Mirabito, and Baun explain that the most successful wellness programs are supported by six essential pillars: engaged leadership at multiple levels; strategic alignment with the company’s identity and aspirations; a design that is broad in scope and high in relevance and quality; broad accessibility; internal and external partnerships; and effective communications.
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