Sarah McSharry
KeepWell Mark Account Manager, Ibec
Discover a framework that enhances workplace wellbeing with pillars on inclusion and belonging, as well as talent support to help companies thrive through diversity and development.
In September 2024, Ibec launched the updated KeepWell Mark™ framework, modernising all pillars to reflect current best practices in workplace wellbeing. Two new pillars —’Inclusion and Belonging’ and ‘Talent, Support and Development’ — will help companies elevate their workplace wellbeing culture.
Inclusion and belonging is good for business
An inclusive culture can help shift the dial so that more people have the chance to thrive at work. Employers must also comply with legal obligations supporting workplace inclusion. The new Inclusion and Belonging pillar aims to provide a structured approach to driving an inclusive culture in support of wellbeing, where individuals feel valued and supported to excel, regardless of background. It provides standards for employers, which will guide them in how to approach core aspects such as policies, training, branding and strategy.
Diverse thinkers help us solve
complex problems as we are less
likely to suffer from groupthink.
Global research on the benefits of EDI
Research has shown that gender, ethnic and cultural diversity, particularly within executive teams, are strongly linked to financial performance. Gender diverse organisations outperform their peers by 15% on all of the key financial indicators while ethnically diverse organisations are more likely to outperform peers by a staggering 35%. Recent research has also revealed that diverse thinkers help us solve complex problems as we are less likely to suffer from groupthink.
Key areas of evidence that companies need to showcase to demonstrate their commitment to the Inclusion and Belonging pillar include:
- Evidence that the company is committed to promoting an inclusive culture (eg. Employee Resource Groups, diverse hiring practices)
- Evidence that policies have been reviewed to determine their impact on inclusion.
- Inclusive policies
- Dignity At Work policy and/or procedure
- Engagement in some campaigns/initiatives that underpin the business’s commitment to supporting individuals and groups from various communities and backgrounds (eg. Pride Month, International Day of Persons with Disabilities, etc.)
- Evidence of employee training in areas that support inclusion
Supporting talent and growth
The Talent, Support and Development pillar helps to build a resilient workforce, enabling organisations to adapt to market changes, retain top talent and foster a culture of continuous improvement and innovation.
A Talent, Support and Development strategy focuses on identifying high-potential employees; providing training and career growth opportunities; managing performance with regular feedback; and fostering employee engagement through recognition and flexibility. It also promotes diversity and inclusion through supportive policies and culture.
