By Marchel Schwantes
For years, executives and HR chiefs have known that a healthy workplace means more satisfied employees, which also means higher productivity. But just how do you define a “healthy” workplace? According to a study by the World Health Organization (WHO), a healthy workplace is one in which workers and managers collaborate to continually protect and promote the health, safety, and well-being of all workers.
This may include the physical work environment, workplace culture, and the health of not only workers but also their families and other members of the community. The WHO study found that better worker health and well-being can have a substantial positive impact on productivity, competitiveness, and sustainability of enterprises. It means lower turnover, stronger customer loyalty, and better business results.
3 ways to a healthy workplace that will bring results
It’s easier to say you have a healthy workplace than to create and maintain one. So I decided to gather perspectives from three leading industry experts on how they’ve been able to create healthy workplaces.
To them, it came down to embracing diversity, emphasizing empathy, and openly discussing and addressing mental health. In turn, they’ve developed high-performing businesses, resilient to adversity. Let’s take a look.
- If you don’t have diversity, invent new hiring and promotion practices
With years of experience building Rocket Lawyer, CEO and co-founder Charley Moore found the key to a healthy, thriving workplace is diversity. For many, this isn’t a priority. “Silicon Valley is the home of innovation, yet we’re severely lacking when it comes to leveraging our superpower of innovation in support of diversity and inclusion,” said Moore. “Rather than trying to reform broken systems, we should invent and replace them. We need new ideas in place of outdated and inefficient employment practices that keep teams from reaching their full potential.” One of the main obstacles leaders face to more diversity is a lack of innovation in their hiring practices. According to Moore, current employee recruitment and advancement systems too often lead to biased, non-inclusive, and ultimately suboptimal outcomes.