How can businesses take charge of human sustainability?
Sustainability is not just about the natural environment. It is also the focus on individuals and their wellbeing, to better protect their health and live healthier lives.
It is estimated around 65% of UK workers feel burnt out, 1 in 5 employees experienced work related stress and mental health problems which caused them to take time off. It is clear that Human sustainability in the workplace is not only a priority for the workforce, but a necessity. How can employers ensure that they are enhancing their employees wellbeing, and what tools can be utilised?
Emphasise Wellbeing
Supporting employees with a strong EAP (Employee Assistance Programme) provides them with the self-guided skills needed to improve their mental health, and receive counselling and assistance from qualified professionals to ease any stresses, and cope with any feelings of burnout. Employees can also access legal advice, money management information and guidance on grief,so that they can feel positive and stronger, and relieve some of the pressures they face in their lives.
Invest in your people
Sustainability is also about investing in “human capital”, and understanding that people are one of the most valuable assets a company has. Businesses that regularly train up their employees, encourage development and career progression within the organisation retain and recruit the best workers compared to employers who do not see the value in their teams.
Advancing employees skills and careers improve morale and motivation, and will improve the reputation of the business as a great place to work.
Cultivating your culture
Creating an inclusive and equitable environment for all employees is an absolute essential in the modern workplace. There should be fair treatment and the aid to break down barriers for all members of staff, whilst celebrating differences. Foster an environment in which people feel excited to be a part of, and acknowledges and actively praises diversity.
This also includes helping neurodiverse employees. They may struggle to maintain schedules, or understand instructions or requirements in the same way as their neurotypical colleagues.Implementing changes such as flexible working can benefit everyone, and remove the anxiety employees may feel regarding their roles.
Psychological Safety
Ensuring an organisation opens up space for their employees to comfortably speak up; ask questions and propose new ideas, with the security that their voices will be respected and listened to.
When employees feel psychologically safe, they are more likely to admit and own their mistakes and raise concerns without the fear of being reprimanded in an unconstructive way. Employees can also feel able to raise valid concerns without worrying about the reaction or consequences, making turning up to work a more enjoyable experience, and more productive overall. Companies should host meetings or survey their employees to see if they are doing enough to protect their team’s psychological safety.
Human sustainability is a critical investment for a business’s successful future. By prioritising employee wellbeing and health, employers can create an environment that is not only healthier and happier for their team, but also increase engagement and productivity. Addressing burnout and stress isn’t just about HR’s presumed responsibility; it’s a strategic necessity that drives better talent retention, employee efficiency and passion for their careers.
