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Home Explore Workplace Wellness Magazine Summer Issue July 2021

Workplace Wellness Magazine Summer Issue July 2021

Published by joyce, 2021-06-21 03:49:11

Description: Inclusive wellness requires intentional action to incorporate all aspects of life wellness that are relevant to everyone at work. This summer issue will expand on the elements of inclusive wellness and showcase the Global Workplace Wellness advisory board members and their work to promote inclusive wellness around the globe. Get your copy of this issue.


Read the Text Version WELLWNEELSLNSESS Global Workplace Wellness Summit Inclusive Wellness at Work

Professionals from around the World are gathering to expand on Inclusive Wellness! ?Will you be there NOVEMBER, 8-10, 2021 Save 4your th ANNUAL SUMMIT seat to attend the and explore ways to build back smarter with Inclusive Wellness Strategies.

Workplace Wellness Inclusive Wellness at Work Can we do more to practice inclusive wellness at work? In a conversation with a leader, I asked if their wellness committee was diverse and she responded yes, we have people from all genders and ages. While I am clearly a black woman, she was oblivious that inclusion to me meant more than gender and age, it also includes people of other races and diverse racial groups. We in the era of inclusive wellness. At no other time have we stopped to look at the impact of discrimination and racialization on wellness at work. Inclusive wellness requires us to think beyond the narrow lenses we used before the global pandemic to ask the broader question. Am I ready to embrace inclusive wellness at work? What is inclusive wellness you may ask? Inclusive wellness calls us to utilize systems thinking. It requires us to think holistically at all the dimensions of wellness for each person at work. It is providing a framework that shows everyone at work that their wellness needs can be considered and addressed accommodated in this space. Employee wellness is the lifeblood of any successful organization and as explained in this article below (Odidison, 2020). “Wellness should be part of the DNA of the organization. I maintain that every organization should reflect the nine wellness competencies as part of their overall workplace wellness program to ensure that the diverse needs of employees are met”. Page 1

Workplace Wellness How can companies make sure health issues that taken seriously by their physicians, they tend to have are demographic-specific are discussed and more high-stress jobs and often hold more than one addressed in the workplace? How do workplaces jobs, they are less likely to take quarterly vacations account for covering the multitude of health because they cannot afford it and yes, they tend to eat concerns for a variety of groups? (For example, more carbohydrates because those foods are more African Americans are 2x more likely to die from affordable. heart disease than Caucasians, according to the CDC.) Make health and wellness education relatable, practical, and relatable, there is no need to blame or It is impossible for a company to run the lives of each shame others for today's present realities as we have of its employees and take on responsibility for their all inherited them. The programming and education health and lifestyle choices. The employees are not should not be condescending, off-putting, or laced slaves to the organizations. The responsibility of the with microinequities. organization is to ensure that employees have had the awareness and access to the correct health As a leader, it is important that you see wellness as a information and resources. business investment because if you get it wrong, you will have fewer people showing up at work to get the Organizations should take a more direct role in job done. Wellness must be inclusive because the wellness education. My company runs an entire issues facing the workforce are complex and multi- institute offering wellness education teaching and faceted and needs a comprehensive approach. We are coaching for public and private sector employees. I facing an epidemic of autoimmune diseases that see it every day and employees tell me how much reduce employee's capacity to remain productive for they benefit from having access to the wellness extended periods of time. They may be present at mindset teaching. It is hard for employees to change work, but they may have brain fog, dizziness, eye pain, their behavior without the time and energy being or fatigue that is keeping them from being highly invested in to help them develop the key wellness productive. Many of these hard-to-diagnose diseases competencies to live and work well. can come on and affect employees' capacity and ebb and flow. I call these invisible diseases, in addition to The key to changing behavior for employees is to mental health illnesses they are even more prevalent provide them with the information they can easily than first believed. digest, from someone who demonstrates compassion and understanding for their experiences. The In my work, I use a multiprong approach to promote information should educate them on their risk factors wellness competencies and a wellness mindset as many and provide them with concrete options and solutions of the issues we see manifesting and interpersonal or point them in the direction of the support they conflicts have a root cause in some of these ailments. need”. Helping employees to make sense of wellness and have a roadmap to follow is another way to promote inclusive wellness-at-workplaces wellness. It shows them that there are not alone and that it is possible to attain health and wellness if they Diverse groups are tired of hearing health and follow a simple path. I call it the Wellness Improvement wellness information statistics about their race System® or WIS® Method. without exploration of the realities. Teaching your employees that Blacks, Indigenous, and Hispanics are more prone to have type 2 diabetes is an insult when the realities that lead to this are not addressed. Blacks, Indigenous, and Hispanics have less access to preventative health care, they are less likely to be Page 2

Workplace Wellness I have used the WIS® Method to help instill a sense of hope and possibility in the mindset of clients who are facing extremely difficult situations of conflicts. They tend to think that their situation is hopeless and that it will never end. WIS Method shows them a path forward, inviting them to do an inventory of their wellness in the nine life dimensions, that instill in them a wellness mindset and introducing them to the wellness competencies that provide some key principles they can adopt for improvement of their situation. Given the diversity of cultures, races, languages, learning styles, and education levels in the workplace, it is extremely important that inclusive wellness strategies be employed to ensure that everyone can visualize a path to wellness improvement in your workplace wellness process. The Global Workplace Wellness Summit is designed to the world's leading expert on Interpersonal Wellness explore the conversation on inclusive wellness at work. Competency Mindset teaching and coaching. She is If you have not heard of us or are looking for a safe the Host of the and What's Happening at Work place to have that conversation, join the movement as podcast and LinkedIn Newsletter. Joyce is a C-Suite we work to foster inclusive wellness at work. This year's level workplace wellness expert, author, and corporate summit will take place from November 8 to 10, 2021. trainer, who works with government, private sector, Learn more at non-profits, and post-secondary institutions struggling with difficult work relationships or stressful situations. She can be reached at phone 1 877 999-9591 Joyce Odidison is President of Interpersonal Wellness Services Inc. for over 24 years and is the Founder of the Global Workplace Wellness Summit. She is also Coach Training Director and Founder of Coach Velocity School of Coaching, the first black-owned coaching school offering an approved International Coach Federation (ICF). Joyce is a Conflict Analyst, Speaker, Author, thought leader, and Page 3

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