First Search Inc.’s Post

Being in a management position would you admit that half of employees rate company wide well-being support as average or poor? This is becoming very scary when you read that in response, about a quarter of the workers are looking for a new job, one report indicates. Appreciate you sharing Carolyn Crist. #management #employees #leadership #workforce #genz #millennials #lgbtq #hispanic

The stigma around mental health at work remains formidable. How on earth might we see this changing? Whose responsibility is it? This article suggests it’s the workplace’s responsibility to help end the shame–especially as new sources of potential stress are hoisted on a workforce. Many employees are navigating financial worries, disruptive new technology like A.I. (“AI anxiety” is already documented), social policy issues, and ongoing racial, religious, and LGBTQ discrimination in a polarized society-at-large. How a business runs from top down will and can make it a place where employees are psychologically comfortable and thriving. We need progressive leaders to step up. #leadership #mentalhealth

This Indigenous History Month, we’re urging companies to reflect on what it really means to decolonize the workplace. The truth is, many organizations’ efforts to empower Indigenous team members starts and ends in the hiring room. But it’s important to consider the work that must come after these positions are filled. How will your organization address the fundamental inequities that continue to face Indigenous peoples at work? Efforts to Indigenize often include hiring and tokenizing Indigenous peoples for the sake of representation. Beyond that, Indigenous peoples are commonly expected to be an on-demand educational resource for team members who are non-Indigenous, also known as settlers. We encourage you to take this month as an opportunity to reflect on your organization’s efforts. How can you avoid tokenization? How can you create roles with autonomy and be more intentional in your approach to Indigenous inclusion? Check out our blog, "Decolonizing Wellness: A Guide for Workplaces to Successfully Cultivate Well-Being for All Team Members," for a place to start. https://bit.ly/3XGrFaB #IndigenousHistoryMonth #IndigenousHistoryMonth2024 #IndigenousRights #IndigenousPride #Equality #LandBack

Exciting News! Happiness Is Courage is now officially certified as a Certified LGBT Business Enterprise® (Certified LGBTBE®) by the National LGBT Chamber of Commerce (NGLCC)! As the founder and CEO, I am incredibly proud of this achievement. This certification not only reflects our unwavering commitment to diversity and inclusion but also underscores our dedication to excellence in providing transformative workplace development solutions. I know DEI has gotten some bad press lately, but the data is strong: When we bring our whole selves to work (and to life), everyone benefits. Even the cranky people who don't like it. (Yeah... I said it out loud.) From a supplier diversity perspective, this certification opens doors to new opportunities for collaboration and partnership. It allows us to connect with like-minded organizations and corporate partners who value diversity in their supply chains. Together, we can drive positive change and create inclusive workplaces where every individual feels valued and empowered. On a personal and professional level, this certification enhances our credibility and demonstrates our commitment to fostering diverse and inclusive workplace cultures. I am proud to lead Happiness Is Courage in its mission to inspire passion and ignite excellence in workplaces across the nation. I invite you to join us on this journey as we continue to champion diversity, equality, and inclusion in the workplace as crucial components of the employee experience and performance landscape. Together, we can create a future where work is not just a place to be, but a place to grow. #SupplierDiversity #CertifiedLGBTBE #DiversityandInclusion #WorkplaceCulture #HappinessIsCourage https://lnkd.in/g6WXJhNx

The third installment in our article trilogy on employee benefits is out! Have you ever thought about the specific needs of employees with disabilities, members of the LGBTQ+ community, or employees from diverse ethnic or religious backgrounds? Building an inclusive workplace means caring for everyone, not just the majority. What benefits are the HK employers at the forefront of diversity benefits offering? https://lnkd.in/eQYPFh_A Alex Wong Chu Kelvin Jason Ang Herrera Benjamin Brustis

Research from HCML finds that organisations do not understand the different gender drivers affecting wellbeing in the workplace and this is having a profound impact on the health of their businesses https://loom.ly/YB9v11E #wellbeingintheworkplace #wellbeing #gender

Dr. Brian Grim, founder and president of the Religious Freedom & Business Foundation and a member of our board of advisors, believes that workplaces should include religion as a full-fledged part of their diversity, equity, and inclusion commitments. The Global Wellness Summit featured Grim's work, "Having Faith in Business," as one of the twelve global wellness trends impacting the wellness economy. Grim writes that, as workplaces become radically reshaped to address inclusivity, more companies should encourage employees to form official, company-sponsored groups around their faith, just as companies encourage women, people of color, and LGBTQIA+ groups to do. Read the full "Wellness + Faith" trends summary here: https://hubs.ly/Q02cZXF80

Providing extra support for LGBTQIA+ individuals is crucial for a truly inclusive workplace, as these employees are 7% less likely to have a psychologically and emotionally healthy work environment. Check out these 5 strategies to cultivate a supportive workplace, from fostering allyship to implementing policies. #PrideMonth #AuthenticallyMe https://hubs.la/Q02BShzr0

Having worked at multiple organizations, I understand the role one's place of work plays in the feeling of fulfillment a person experiences, and with regard to their mental and physical wellbeing. However, I have experienced and observed that in many scenarios we employees experience specific challenges that the management might not even know at times. Here, there is a requirement for support from employee allies who are colleagues and can understand and address specific challenges of other employees. Every organization needs to nurture 'employee allies' to support their employees. In order to understand more about employee allies, read the article link shared below and if you need further assistance, do reach out to organizations like Kelp who will help you create an inclusive workplace where every employee feels heard. https://lnkd.in/gv--322g

With a large portion of our lives spent at work, integrating wellness into the workplace is essential for overall physical and mental health. In the latest issue of Susquehanna Style Magazine, Penn Medicine Lancaster General Health wellness educator Cathy Newkirk shares her insights on boosting workplace wellness in honor of #EmployeeWellnessMonth. She recommends that employers focus on physical space, build team support, work on comfort with critical conversations, emphasize resources, and accept individualism. Click the link below and turn to page 18 in the digital issue to learn how to put these recommendations into action!