Over three years on, it’s common knowledge that the COVID-19 pandemic acted as a catalyst for individuals to monitor their mental health more closely, especially while in the workplace (be that remotely or in the office).
Large companies with robust resources have acted fast, with some implementing comprehensive systems to support employees’ state of mind, or providing access to well-being platforms, apps and counselling services. And while the success of these initiatives is a tremendous achievement, some businesses find it harder to implement the same levels of support when focused on keeping their business profitable. Fortunately, with the right training, they can prioritize well-being in the workplace while also supporting diversity, equity and inclusion (DEI).
A recent study from University of York’s School for Business and Society revealed that many managers in smaller UK-based companies are struggling to balance mental health assistance and performance management. Juggling these important factors may feel impossible, and managers’ mental health and stress levels must also be protected if they are to be able to build a strong foundational support that champions well-being at work.
There has never been a clearer need for the right workplace training, especially for leaders, in order to properly support employees to the standard they deserve.
Inclusivity: It Starts With Training
Much of the work behind effective mental health and DEI training courses begins with dissecting and breaking down archaic management practices. Learners will develop skills in how to deal with co-workers and business structures that hold unconscious bias and learn about the full the benefits of promoting inclusivity in the workplace.
Employee well-being training can cover a multitude of topics, from nurturing the talent of neurodiverse individuals to educating teams about LGBTQIA+ inclusion. Ticking all the boxes might seem like an impossible task, but it’s one that they do need to undertake, as HIT Training research revealed that 86% of employees would be more likely to leave a job if there was no obvious support for employee well-being.
With most sectors continuing to face staff retention issues — businesses cannot afford to skip implementing wellbeing support. But what exactly is it that workers want to see?
Well, when it comes to enhancing their benefits package, the majority of employees (69%) told us they were keen to see measures implemented that help create a positive work-life balance, while first aid for mental health was a priority for 45%. And when asked what more their workplace could offer to enhance its benefits package, employee responses to us included training in areas such as diversity and inclusion of ethnic minorities within the workplace (20%), LGBTQ+ inclusion (18%) and understanding the impact of menopause (19%).
Whether it’s providing an upskilled contact in the workplace for people to access immediate mental health first aid or ensuring that employees are aware of any additional support needed by their neurodiverse peers, offering these training opportunities will lead to a more progressive company culture (which our research found that 83% of employees are more attracted to when seeking new roles).
We know that employers want to invest in employee well-being, with more than 60% telling us they would be interested in focusing training to help create a positive work-life balance among staff, for example. But it seems that demand for this training from employees might at present outweigh supply in reality, especially with smaller businesses who may feel they do not have adequate resources, and that’s when working with an external training provider can help alleviate the pressure and pave the way toward a more inclusive and supportive workplace for all.
