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Total Wellness Case Study from Beyond
- 1. Total Wellness | A case study from Beyond
- 2. Lu video To be made
- 3. We are 200 product experience, and service design experts in New York, London, Austin and San Francisco.
- 4. Introducing your facilitator Kate Rand Director, Operations AgileHR Practitioner | Public speaker
- 5. In one year, we’ve been shortlisted for more than 8 awards, hired over 50 people, interviewed over 600, opened our doors to children, dogs and drag queens and thrown over 52 inclusive socials, taken on 1 extra floor and introduced agile HR
- 6. What diversity means to Beyond
- 7. To remove exclusivity and barriers, and encourage new thinking and perceptions, in a space of belonging. Diversity and Inclusion at Beyond It is not about race, gender or age, it is about people. And without our people being their most creative and innovative selves, we are nothing.
- 9. 3 Common Misconceptions Mentally ill or mentally healthy Mental health is a sign of weakness People with mental health needs can’t hold down jobs 01 02 03
- 10. Workplace wellbeing The creative industry can be a competitive and pressurised environment 66% are stressed by their work x5 more depressed in tech than the UK average 52% have suffered anxiety or depression at some point
- 11. Our approach
- 12. Mental health + Physical Health = Total Wellness
- 13. A Better Tomorrow Breaking down the taboos around mental health Repositioning the sickness allowance as wellness days Training mental health first aiders A Better Tomorrow used to help people share experiences in a non confrontational way
- 14. A Better Tomorrow Breaking down the taboos around mental health Raise awareness
- 15. Need to cater to different lifestyles and needs Demanding and growing freelance mindset Embrace the 1.9+m women in the UK who are carers Lifestyle diversity No one size fits all
- 16. Lifestyle diversity No one size fits all
- 17. Financial Wealth The creative industry can be a competitive and pressurised environment 22% Less engaged at work 41% More absent 27% Less productive at work
- 18. Financial Wealth The financial stability of your employees can massively impact their wellness Nudge theory for Pensions (UK) & 6% matched Season ticket loans Cashback programmes Specialist talks
- 19. Lu video To be made
- 20. Tech and creative industries have higher % of employees suffering from depression and anxiety 52% of all employees have experience mental health issues Wellness is holistic- look at all lenses Look at repositioning sickness allowances for instant support Run a programme like A Better Tomorrow to instigate healthy discussion Key Takeaways
- 21. Thank you
- 22. Get in touch: belong@bynd.com Get involved: #belongatwork
Editor's Notes
- Problem Statement & Current Realities for the creative sectors talent strategy Narrow views of diversity Include facts etc etc What that means for the future (brexit?)
- The solution: Flipside is a talent development and exposure programme in the digital sector for young people resident in the boroughs of Newham, Tower Hamlets, Hackney and Waltham Forest who are currently: Aged between 18 and 25. Unemployed or underemployed (ie not having enough paid work, or not doing work that makes full use of their skills and abilities). Not in full-time education or training. Within this, there is an expectation that 70% of participants will be recruited from groups traditionally underrepresented in the digital industry, including non-graduates, women and non-binary people, people from Black, Asian and ethnic minority backgrounds, and neuro-diverse people. Led by London’s leading digital agencies, Flipside provides participants with a 3-month, training programme designed to be experiential, practical, collaborative and broad.
- Problem Statement & Current Realities for the creative sectors talent strategy Narrow views of diversity Include facts etc etc What that means for the future (brexit?)
- Problem Statement & Current Realities for the creative sectors talent strategy Narrow views of diversity Include facts etc etc What that means for the future (brexit?)
- Problem Statement & Current Realities for the creative sectors talent strategy Narrow views of diversity Include facts etc etc What that means for the future (brexit?)
- Problem Statement & Current Realities for the creative sectors talent strategy Narrow views of diversity Include facts etc etc What that means for the future (brexit?)
- Problem Statement & Current Realities for the creative sectors talent strategy Narrow views of diversity Include facts etc etc What that means for the future (brexit?)
- Problem Statement & Current Realities for the creative sectors talent strategy Narrow views of diversity Include facts etc etc What that means for the future (brexit?)
- The solution: We spent 18 months building a Total Wellness programme which follows a “holistic health” approach. This means that at Beyond there is no delineation between mental health, and physical, and that all are of equal value. The same principles apply for employees’ financial, legal and relationship health. Within this are three overarching themes. Awareness - A Better Tomorrow: A safe forum for employees to anonymously share their experience of mental health issues, helping to de-stigmatise the issue and make employees feel less alone. Recognition - Social & Cultural Wellness: We bake wellness into our social strategy. Alongside traditional social events, Beyond has hosted: a panel talk about breaking the taboos of mental health; breathing classes; mindfulness events; yoga classes; volunteering events for charities; a panel on people empowering people; and a lunchtime lecture on neurodiversity. Prevention - Wellness Days: Beyond’s policy of 15 days paid sick leave is now available for mental as well as physical requirements.
- Beyond has spent the last two years developing a series of people-centric D&I toolkits. We call these the Belong at Work frameworks. These toolkits are designed to ensure that we create a working environment that supports our employee’s diverse needs, which in turn allows them to make their best work for our clients. We have been repeatedly asked how we developed these toolkits - by small and big players alike. As a result we will be sharing our work in these areas in the form of open source toolkits which can be adopted and iterated upon, so we can all collectively continue to improve and progress.