Wellbeing at Work
Helping build safe, inclusive and resilient workplaces
- The need to create a workplace where people can bring their whole self to work
- True Diversity & Inclusion
- Cultural diversity
- Beyond gender
- Developing leaders who value inclusion
- Understanding the value of inclusion and safety, and what the cost of not having a strategy can look like
- The importance of holding others to account for non-inclusive behaviours, environments, practices and structural impediments (such as policies and KPIs)
- Defining and implementing a successful, engaging and holistic wellbeing programme for our people
- Partnering with key stakeholders to enhance our wellbeing programme including the integration of technology
- Measuring and communicating the success of our wellbeing programme
- Evolving employee wellbeing aligned to business strategy and transformation
- Our philosophy around wellbeing
- How this philosophy plays into workplace values and strategy, and adds value to our employer brand
- How we identify negative and positive behaviours
- Wellbeing, the work we do and the impact we have
- The quick wins and tenacious grinds
What does wellbeing at work mean to you and your fellow delegates?
- What are your obligations to provide for employees’ mental wellness?
- Proactive approaches for preventing psychological harm – particulary in vulnerable industries & employment
- Giving psychological safety in the workplace equal importance to physical safety
- Supporting recovery at work
- Embedding psychological health & safety into your workplace culture, policies and practices
Lion New Zealand reviews their path to the design, implementation and management of their award-winning initiatives:
2017 Diversity Works NZ Award (Work-Life Balance category, LionFlex flexible working initiative)
2019 NZ Workplace Health & Safety Awards (Judges’ Commendation Award, Zero Suicide Workplace initiative).
- Flexible working: supporting people in their broader lives
- Mental and emotional wellbeing: tackling the stigma of mental health at work
- Practical tips to make these successful in your workplace
In this presentation, you will hear a summary of the journey NZDF has taken to improve the mental health and wellbeing of their people, from strategy to implementation. Their initiative was a targeted programme of work specifically focussed on improving the mental health and wellbeing, turning strategy into tangible outputs: new policies, practices, projects, and accessible tools and resources.
What are your three top take-outs for creating a work place that supports mental health and those with mental illness?
What would it look like for employers to use EAP in the most impactful way possible and to underpin this investment with a strong culture of wellbeing practices? We'll explore:
- How to increase utilisation of EAP through decreasing stigma
- How strong leadership can increase the impact of EAP
- How to support EAP with a human-centered approach
- What else could we be doing to support our people alongside EAP?
You don’t need to invest huge amounts of money to influence a positive wellbeing culture – you just need a group of passionate champions, creativity and access to free resources! Hear practical tips on how Chorus have made wellbeing a top engagement driver through their holistic wellbeing programme that supports their people’s physical, mental, career and financial wellbeing.
- Leveraging internal enthusiasm and capability to reduce the costs of external parties
- Creating engaging and impactful wellbeing initiatives
- Accessing free resources and speakers
- Weaving wellbeing into your organisational culture
- Effectively communicating your wellbeing messages
Correctly, fairly and legally managing long term illness or absence is one of the most fraught areas of employment law. Employers are often dealing with the old adage “how long is a piece of string” – eliciting hard-to-answer questions like “how long should I be prepared for this to go on?” and “how do I balance my obligation for a fair response with the need to keep business going?”. In this session, we look to the law for instruction around how an organisation establishes its red lines.
If done well, a successful return-to-work programme can achieve high levels of employee satisfaction, creating strong and loyal feelings towards employer. The business benefits are tangible. Learn how to achieve a successful reintegration, even for the most difficult cases.
- Minimising reintegration risk
- Coaching to raise awareness and sensitivity
- Continuing support strategies
How does your organisation support long term absences and how could this be improved?
- How resilience equips us to cope with the pressure and stresses of modern life
- Learn practical, easily applied techniques to build resilience in yourself and others
- Pathways to diversity – let inclusion chart your course
- Advocates for inclusion
- Knocking through inherent and latent barriers, unexpected obstacles and speed bumps
- Understanding bullying – definition, behaviours, prevalence, individual and organisational impacts
- Responding to bullying – individual and organisational responses, WorkSafe NZ Guidelines.
- Prevention – promoting healthy work, management competencies
Practical lessons from New Zealand’s leading workplace bullying advocate on how organisations can turn around their culture so that bullying is an unacceptable, and create a safe and inclusive working environment.
Transforming workplace cultures - how to do it?
The introduction of the Domestic Violence Victims’ Protection Act 2018 means employers are required to provide 10 days unpaid leave for victims of domestic violence – greater light is now being shed on the impacts on workplaces, employees and productivity of domestic violence. Hear from a leader who launched this leave in two companies and supported many more too, before it was the law! Lessons and insights will include:
- Creating workplaces where staff feel confident that the company will effectively support them
- How to train your team to ensure people know how to respond safely
- Creating proactive programmes
Balancing action, confidentiality and safety
- Recognising the whole and authentic self – getting serious for true inclusivity
- How can businesses be more inclusive when it comes to transgender employees in the workplace
Unconscious bias can harm organisations and comes at a real cost to the bottom line. Equity, diversity and inclusion are not only important ethically, they are also vital legal requirements. Hiring managers and those involved in succession planning may be inadvertently overlooking the best candidates. Diverse viewpoints an unlock even greater organisation value and success. If organisations are only as strong as their people, then you need to ensure you manage the impact of unconscious bias on your workplace.
- What is unconscious bias?
- The neuroscience
- When does it happen?
- Does it mean I am racist/sexist etc?
- Where are the biases coming from?
- Strategies to mitigate against the bias
- Unconscious bias and decision making
- Raising awareness throughout your organisation and teams
Perpetual Guardian set out to test assumptions about productivity through a company-wide trial, the results of which have made headlines around the world. Hear recommendations from the mastermind behind the Four-Day Week initiative on how flexibility at work can benefit your business.
- Analysing pay and performance measurement, and why it can sometime not be fair or transparent
- Understanding why we might want this practice of unfairness to change
- Future pay and performance structure