7 Ideas To Boost Corporate Health and Diversity

Corporate health and diversity management mainly pursue the same goal: to make employees healthy, happy and productive. Both approaches have a high potential to complement each other if they are jointly-coordinated and well-aligned. This second article about diversity and health explains how they can be integrated in a meaningful way.

Diversity management requires managing points of intersection — and works most effectively when it also promotes health. Apart from ensuring equal opportunities for all employees, diversity management strives to utilize the different backgrounds, qualifications and perspectives of individual employees to enhance financial success. However, a diverse workforce will have varying needs when it comes to corporate health programs.

Employees who have been recruited from other countries, for example, might not have the information needed to take advantage of the health services they are entitled to. Plus, older employees or those with chronic illnesses or disabilities might need more frequent breaks or adequately adjusted working stations. So how can companies translate health and diversity into complementary measures?

There are numerous possibilities that can be initiated by D&I or the health management department. Here, we examine seven of them.

1. Intercultural corporate health management
   Compared to the average worker, employees with a migrant background are especially prone to health risks. To ensure that they are fully informed and can participate in corporate health programs, you can appoint selected employees as health guides. These health guides should be well-informed about your health services and serve as a link between the (multi-national) workforce and your health department. Ideally, they are interculturally educated and speak multiple languages.
2. Work reintegration program
   Retaining employees is crucial, especially during a shortage of skilled workers. A corporate work reintegration program supports the employment of chronically and repeatedly ill workers, preserves valuable knowledge and significantly reduces the costs associated with extended sick leave.
3. Age management
   Older employees offer considerable experience and knowledge. Paying attention to their wellbeing can be incredibly beneficial for everyone. There are a number of measures to ensure that workers in an older age group can work as productively as possible: flexible working hours, “life-long learning” opportunities, ergonomic working stations or the work reintegration program mentioned above are just a few. At the same time, it can be rewarding to consider older applicants in your recruiting processes as they are usually exceptionally qualified.
4. Gender and health
   Various studies show that men and women exhibit very different risk behavior and attitudes towards health. This mostly stems from different lifestyles and gender-related roles and expectations, rather than genetics. While men tend towards riskier behavior and are less likely to turn to others for support, women are generally more aware of — and interested in — health issues. At the same time, women often feel disadvantaged by their employer’s health services. Keep this in mind when developing target-group oriented health programs.
5. Awareness, consulting and mediation
   Make sure to prove that your company lives tolerance to the fullest, that there is no tolerance for discrimination based on age, gender, ethnicity, health situation, sexual orientation and other diversity dimensions. It is important to create awareness for topics such as sexual harassment, discrimination, bullying or addiction by offering awareness and prevention workshops. For urgent cases, it is recommended to implement mediation and consulting services.
6. Participation and engagement
   The opportunity to actively shape processes and voice opinions freely can considerably enhance employees’ health. At the same time, organizations depend on the valuable input by their workforce to ensure success and innovation. To do so, you should consider implementing processes that improve active participation, either through frequent surveys, employee appraisals or feedback channels like Lytt.
7. Inclusive and authentic leadership
   Leaders have a strong influence on whether an employee feels happy, motivated and fulfilled at work. These positive feelings towards an employer are also closely related to employees’ health. It remains crucial for leaders not only to stay true to themselves and authentic, but to listen to their employees, to clearly communicate their expectations, and to emphasize the specific purpose of each task.

These seven approaches not only show how diversity and health are deeply intertwined, but they also highlight the key role that both play in the day to day life of any organization. By taking these seven ideas as a starting point, you can gain experience in the integration of both, and explore other win-win opportunities on the way. Never forget to include your employees in this process, because they can offer deep insight into where action is needed.