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The bottom line benefits of considerate management

Many boardrooms consider there to be two kinds of issue: Those matters that affect the bottom line and the strategic direction of the business – profitability and growth, if you like; and then those matters that need to be considered for regulatory and governance purposes (i.e. risk and compliance). I would like to suggest that the concept of mental wellbeing straddles both. A happy workforce will be more productive and more stable than one that is less content.

A considerate workplace

Mental health is widely considered in HR circles to be the next frontier in diversity, equality, and inclusion (DEI). A considerate workplace can ensure employees feel a genuine sense of belonging. This could include specific considerations for staff from different religious and ethnic backgrounds, for example from the types of food available in the canteen, to the types of fund in which their pension contributions might be invested. For example, something that was brought to my attention in this context is where an employer offers Muslim employees the opportunity to invest their pension contributions in a Sharia compliant investment fund.

Examples such as this are out there, although they are not commonplace. In fact, there are still far too many workplaces where wellbeing and inclusion are an afterthought.

Care needs to be taken to ensure that ways of working and even benefits provided are equal for all. Otherwise there is a risk that such ways of working and/or access to benefits could lead to stress, anxiety and lead to mental health issues.

Changing your company’s long-term prognosis

The motivation for inclusion goes beyond ticking a box. Evidence shows that having a considerate culture in relation to all employees increases engagement, productivity and a sense of belonging.

A senior management team that sees wellbeing as an essential ingredient of growth will develop a culture that looks to eliminate a sense of exclusion, provides the necessary space for discussion and engagement and will enjoy greater commitment, productivity and creativity from a diverse and inclusive workforce.

If you have enjoyed this article you may also be interested in reading How good is your company at change?

For specialist legal and strategic advice for boards and those who sit on them contact Richard Port rport@boardside.co.uk