The Often Overlooked but Critical Role of Demographics in Addressing Workplace Wellbeing Challenges

Workplace wellbeing has become a significant focus for organizations aiming to enhance engagement, reduce absenteeism & voluntary turnover, and improve productivity & innovation amongst other things. In short, good health and wellbeing is good for business

It is now abundantly clear (but always, IMHO, obvious) that understanding and addressing wellbeing challenges in the workplace, requires a nuanced approach that considers the diverse demographic makeup of the workforce. Factors such as age, ethnicity, gender, parental or carer responsibilities are more obvious, but there’s also job-related factors such as and income, tenure, seniority, and commute and travel commitments that all significantly impact employee health, wellbeing & performance. These, and many more should be accounted for in any well-designed wellbeing improvement strategy.

Here we explore just a few of the factors at play, in a bid to demonstrate some of the considerations wellbeing practitioners should be cognisant of throughout the planning, implementation and measurement phases.

Age and Wellbeing

Age is a critical factor in workplace wellbeing. Younger employees often face different challenges compared to their older counterparts. For instance, younger workers may experience higher levels of job insecurity and stress related to career advancement. In contrast, and according to a study by the National Institute for Occupational Safety and Health (NIOSH),

workers aged 45 and above reported higher levels of work-related stress compared to younger workers, primarily due to health concerns and caregiving duties .

Ethnicity and Wellbeing

Ethnicity also plays a significant role in workplace wellbeing. Employees from minority ethnic backgrounds often face unique stressors, including discrimination and a lack of representation in leadership positions. A report by the American Psychological Association found that

employees of colour are more likely to experience workplace discrimination, leading to higher stress levels and lower job satisfaction.

Gender and Wellbeing

Gender impacts workplace wellbeing in various ways. Women often face challenges related to gender discrimination, pay inequality, and balancing work with family responsibilities. Men experience stigma around expressing emotions and seeking mental health support, they often take on more high-risk occupations and thus face greater physical health risks. The World Economic Forum reports that

women are twice as likely as men to experience anxiety and depression due to workplace stressors.

Tenure and Wellbeing

Employee tenure is another important demographic factor. New employees may experience higher levels of stress due to the pressure of adapting to a new work environment and proving their competence. Conversely, long-tenured employees might face issues like burnout or feeling undervalued. A Gallup study found that

employees with over ten years of tenure often report feeling less engaged compared to those with shorter tenure, highlighting the need for ongoing engagement strategies.

Commuting and Wellbeing

Long commute times are associated with higher stress levels, lower job satisfaction, and poorer mental health. According to a study by the Royal Society for Public Health,

long commutes can lead to increased stress, anxiety, and loss of productivity.

Income and Wellbeing

Income is a fundamental factor influencing workplace wellbeing. A study by the American Psychological Association found that

individuals with lower incomes are more likely to report high levels of stress compared to those with higher incomes.

Developing a tailored workplace wellbeing strategy

Given the diverse factors influencing workplace wellbeing, it is crucial for organizations to develop tailored wellbeing solutions that address the specific needs of their workforce. There are a few stages to this process:

1. Understand the unique wellbeing challenges faced by a broad-range of demographic groups within the organization. Tip: Repeat this every 12-18 month to account for situational and people changes over time.
2. Design a wellbeing strategy that addresses the identified challenges AND aligns with business goals.
3. Develop a communications strategy to enable you to target the intended employees with the targeted solutions.
4. Measure if the solutions have been effective across a range of wellbeing and business metrics.
5. Reassess the unique wellbeing challenges faced by different demographic groups within the organization
6. Using the data and insights from stages 4 & 5, make improvements and changes to the strategy to address ineffective areas.

By recognizing and addressing the diverse demographic factors that influence workplace wellbeing, organizations can create a healthier, more inclusive, and more productive work environment.

WellWise offers these stages as a full or partial service utilising our pioneering organisational diagnostics, strategy development, and guidance system. Please reach out to me directly for more information.