This module will help you to understand the importance of inclusion and how it can lead to a healthy work environment.

1. INCLUSIVENESS IN THE WORKPLACE
Module 6

2. MENTORING AS A TOOL
Module 6
- To understand the importance of a healthy work environment
OBJECTIVE

3. - Understand the importance of a Healthy Work Environment for
Business Growth
- Importance of company leaders and human resources team in
promoting a healthy working environment
- Identify measures that can be implemented in companies to keep
the employee motivated and productive
- Understand that diversity requires a greater openness of mindset
on the part of the leaders and employees of the company
- Measures to promote a healthy work environment adapted to the
individual needs of workers.
EXPECTED LEARNING OUTCOMES
MENTORING AS A TOOL
Module 6
- Be able to understand the importance that companies and their
leaders have in promoting and maintaining a healthy work
environment
- Understand the importance of keeping people motivated to add
value to the company
- Be able to understand that diversity is the focus of innovation, but
requires that leaders be able to build team spirit
- Understand the importance of adapting the workplace to the
needs of workers

4. A healthy workplace – the key
to sustainable success
01
Healthy work
environment
CONTENT
CONTENT
02
03 Adaptation of employees
in the organisation

5. 01HEALTHY WORK
ENVIRONMENT

6. INTRODUCTION
Workplace have evolved greatly over the past
several decades. From an almost exclusive
focus on the physical work environment (the
realm of traditional occupational health and
safety, dealing with physical, chemical,
biological and ergonomic hazards), the
definition has broadened to include health
practice
• Physical Work Environment;
• Psychosocial Work Environment;
• Personal Health Resources;
• Enterprise Community Involvement.
WHAT IS A HEALTHY WORKPLACE?
General definitions

7. People spend a lot of time at work (Kamarulzaman et.al, 2011),
and a healthy workspace can influence both well-being and
productivity.
Factor important in physical work environment:
- Indoor temperature;
- Lighting and ventilation;
- Color;
- Noise;
- Plants towards employees well-being and performance.
PHYSICAL WORK ENVIRONMENT

8. What does the term “psychosocial” mean? The expression,
“psychosocial work environment” covers aspects concerning
both our work and our working conditions. The psychological
factors are perceptions and interpretations of work-related
matters, while the social factors involve the influence of the
social context and the interpersonal factors. These concepts
have merged into the term “psychosocial”. The expression
“psychosocial work environment” can be divided into three
components, to make this easier to understand:
• Organization;
• Social interaction;
• Individual perception
PSYCHOSOCIAL WORK ENVIRONMENT

9. INTRODUCTION
The organization of the work environment can be defined as the relation of
the individual to his duties and with others in the workplace and the
practical organization of work. This component emphasizes external
influences or stimuluses at work. Here you are concerned with specific
characteristics of working conditions, such as if the workplace had an
organizational chart, if facilities were adequate in terms of available
equipment, expectations and working hours were clearly explained. Good
management is essential for a good working environment. A leader who
does not have good leadership skills can make a place of work totally
unbearable. Another factor that fits this component of the psychosocial
work environment is the "reorganization" phenomenon. This can
significantly affect a workplace. Reorganization usually means job cuts and
changes, which again creates turbulence and uncertainties among
employees. Such changes can also influence workers' health.
1. Organisation

10. INTRODUCTIONPsychosocial work conditions are also determined by the interaction between environmental factors, other workers,
and the individual. Included here are "psychological effects" of work. Collaboration and cooperation - or lack there
often - are the consequences of how these interactions work. If there are many conflicts at work, this can reduce
overall productivity and people will try to avoid work at that location. Conflicts can also cause health problems
among workers.
2. Social interaction
All people are unique. We do not perceive things in the same way. People are different, they perceive their
surroundings differently. We have individual perceptions and evaluations, and these have consequences for health,
well-being and performance for ourselves and others. This is the reason why it is almost impossible to create the
perfect workplace. What's perfect for you is not perfect for me! These differences derive from cognitive and
emotional processes as well as individual employee characteristics. This component of the psychosocial work
environment emphasizes the individual interpretation of the worker; how external influences are perceived,
processed, and disseminated.
3. Individual perception

11. Workplace health promotion focuses on a number of factors
that may not be sufficiently covered in the legislation and
practice of occupational health programmes, such as the
organizational environment, the promotion of healthy lifestyles,
and non-occupational factors in the general environment. Non-
occupational factors include family welfare, home and
commuting conditions, and community factors which affect
workers' health.
To be successful, health promotion in the workplace should
involve the participation of employees, management and other
stakeholders in the implementation of jointly agreed initiatives
and should assist employers and employees at all levels in
increasing control and improve the Cheers.
PERSONAL HEALTH RESOURCES

12. While some health promotion activities in the workplace tend to focus on a
single disease or risk factor (eg prevention of heart disease) or changes in
personal health practices and behaviors (eg, smoking, diet), there is a growing
appreciation that there are multiple determinants of the disease. Worker's
health. In addition to person-centered interventions, workforce health
promotion initiatives have moved towards a more comprehensive approach that
recognizes the combined influence of personal, environmental, organizational,
community, and social factors on employee well-being. Effective health
promotion helps employers to adopt appropriate administrative procedures and
workers to use safe work practices. Occupational health professionals benefit
from health promotion training and education so that they can implement it as
part of their occupational health practices.
Experience in health promotion in the workplace has shown that competitions
and awards are valuable to engaging companies in occupational health and
safety activities. Companies and businesses get valuable publicity and boost
employee morale by competing to become the most healthy and supportive
company.
PERSONAL HEALTH RESOURCES

13. - Free/affordable Primary health care to workers/family members;
- Literacy education to workers/families;
- Voluntary controls over pollutants released into the air or water;
- Financial support to worthwhile community causes;
- Minimize greenhouse gas emissions.
ENTERPRISE COMMUNITY INVOLVEMENT

14. INTRODUCTION
Based in Porto, Blip is a software engineering company with a difference. Founded in 2009, has already 300 ‘Blippers’, and still growing.
Award winners? You bet. They won several prices:
- Magazine Viseo – Expresso’s ‘Best company to work for in Portugal’
- Best company for personal and professional development
- Best workplace
- Best technology company to work for
Making the world a bit better? Game on. From events to raising money for good causes, to doing their bit for the environment, they’ve got a
lively CSR programme at Blip where everybody gets stuck in.
At Blip they to that a fair-minded, inclusive workplace is resulting in more engaged employees which create a stronger, better organization for
all of us.
The company is spread over 15 locations, and they understand the importance of valuing each employee’s unique experiences, perspectives
and viewpoints. To continue to promote this, they’ve created ‘Fair Game’, a new diversity team who help to create and maintain a level
playing field for all.
SUCCESS STORY: BLIP
BLIP ‘BEST COMPANY TO WORK FOR IN PORTUGAL’

15. INTRODUCTION
“Mentorship is simply
learning from the
mistakes and mastery
of a successful person
in his/her field.”
Bernard Kelvin Clive
People are stimulated to come up with plans to make working at Blip as lively as possible. Think of installing dartboards, organising
Office Games and charity events, adding the odd Pilates class or pool tournament.
SUCCESS STORY: BLIP
For themselves: there’s no escaping the fact that diverse teams consistently outperform homogeneous teams. Talent and capability are not
found in one particular demographic. What’s more, having a good mix, makes for a more fun, interesting and inspiring place to work.
For their customers: A diverse workplace is better placed to understand customer needs and wants, which makes all of our outputs better, no
matter where you work.
For their industry: As an industry leader, it’s important that they continuously strive to maintain and grow a diverse and inclusive environment
whilst also ensuring that they set the standards in ethical conduct and corporate responsibility.
While it's true that some older people believe they walk on water and get angry if anyone says otherwise, most people want to know how
they can improve.

16. INTRODUCTION
“Mentorship is simply
learning from the
mistakes and mastery
of a successful person
in his/her field.”
Bernard Kelvin Clive
SUCCESS STORY: BLIP
They Have:
- Health plan
- Plan Financial and
Retirement
- Family & Parenting
- Holidays and climate
outsider
- Advantages and
discounts
- Professional Support
Want to know more about Blip? Watch this and this video!

17. 1. It accepts diversity and inclusion as a way of life.
In an inclusive organization, one sees diversity at every level within the institution. Many cultures,
traditions, beliefs, languages, and lifestyles are prevalent in both the workforce as well as the
customer populations, and are respected without judgment. People are viewed as individuals who
have come together to coordinate action towards the achievement of common goals.
3. It operates under transparent policies and procedures.
There are no hidden rules of behaviour that may be apparent to some groups and unknown to
others
4. It is consistent in its interactions with everyone.
There is no double standard. Rules are applied appropriately and regularly throughout the
institution. No group is favoured over another.
CHARACTERISTICS
OF AN INCLUSIVE
ORGANISATION 2. It evaluates individual and group performance on the basics of observable and measurable
behaviours and competencies.
Employees have a clear understanding of their roles and responsibilities. They are evaluated based
upon their actions, not the opinions of others. Goals and expectations are achievable.
5. It creates and maintains a learning culture.
Career development is encouraged and supported for all employees by management. Mentoring
programs are robust, and include both formal and informal systems that meet the individual learning
needs of all employees. Mistakes are recognised, and their consequences addressed, but they are
viewed as learning opportunities rather than character flaws.

18. 6. It has a comprehensive and easily accessible system of conflict resolution at all levels.
It recognizes that conflict is inevitable in a complex multicultural organization, and it has systems in
place to address conflict in a non-confrontational manner that respects the dignity and
confidentiality of all parties.
8. It lives its mission and values.
People work for an organization because they believe in its purpose and goals. An organization that
promises one thing and delivers another, risks losing the trust and confidence of its workforce as well
as its customers.
9. It values earned privilege over unearned privilege.
Employees are recognized for their actions and accomplishments, not simply because of their titles
or degrees. Customers are treated with respect regardless of their socioeconomic status or class.
CHARACTERISTICS
OF AN INCLUSIVE
ORGANISATION
7. It recognizes that it is part of the community that it serves.
Employees, managers, and customers all come from the community. An inclusive organization is an
active participant in community activities, and plays a vital role in addressing its needs.
5. It accepts and embraces change.
Change is inevitable. An inclusive organization recognizes that current and past practices must
constantly be reviewed and updated to meet the changing demands and needs of the industry,
workforce, and customers.

19. 02A HEALTHY WORKPLACE –
THE KEY TO SUSTAINABLE
SUCCESS

20. Businesses are being challenged to develop
strategies that meet the needs of changing
demographics and a growing global economy.
Propelling the need for the creation of inclusive
work environments are several factors: the
increased participation in the global
marketplace, the attraction and retention of
racially and culturally diverse top talent, and
employees’ desires to be a part of inclusive
workplaces.
WHAT ARE THE DRIVING FORCES
BEHIND CREATING INCLUSIVE WORK
ENVIRONMENTS?

21. INTRODUCTION
- Increase in Creativity when people with varying backgrounds and experiences come together, they often end up with
better solutions to business challenges.
- Increase in Empathy. An inclusive environment helps employees develop understanding and respect for one another,
leading to stronger working relationships and a spike in productivity.
- Increase in Brand Awareness. A company known for a strong and diverse talent base is viewed favorably by customers,
investors, and the communities it serves.
- Increase in Recruitment and Retention. Companies known for diversity draw the best candidates and tend to retain
talent. This translates into more creativity, production and revenue.
- Positive impact on business profitability. Organisations that embrace inclusive work practices have greater business
performance in areas such as worker productivity, net operating profits, gross revenues and shareholder value.
ADVANTAGES OF DIVERSITY IN THE
ORGANISATION

22. Leaders need to know that they have to build accountability into
their systems with regard to their managers taking responsibility
for creating a diverse and inclusive work environment.
The diversity of individuals determines the diversity of thought,
attitude, approach, and these, in turn, open up new possibilities,
create different opportunities, and power unique innovations.
It’s important to remember that “diversity” can mean many
things – not just race and gender. Think generational, ability,
experience and so on.
Heterogeneous teams tend to focus on facts, process facts more
carefully and achieve innovation more so than homogeneous
teams.
WHAT DO BUSINESS LEADERS NEED TO
UNDERSTAND ABOUT DIVERSITY?

23. DIVERSITY & INCLUSION STRATEGY
Without support from the top,
strategies for developing
inclusive work environments
are unlikely to succeed.
Effective inclusive practices
require support and
commitment from top
executives, and visible
representation diverse
employees in executive.

24. An organization must be willing to provide organizational supports that can assist in fostering
professional growth of diverse workers. Must establish and encourage supports for employees
diverse backgrounds that can include: Mentoring aimed at supporting professional development,
support networks, Employee Resource Groups or Affinity Groups and training and career
development opportunities to assist with the advancement of employees;
Organizations must promote inclusive work environments by establishing a system of rewards and
consequences. Organizations need to establish reward systems to encourage behavior change and
provide a system of compensation and benefits for adherence to inclusive work environment
practices (Sparks, 2006). To do so, an organization could establish measures of inclusive practices as
a component of employees’ performance evaluations and/or standards that are necessary to meet
in order to advance within the corporation, or provide rewards and recognition from the
organization.
An organization’s commitment to diversity can be reflected through its mission or vision statements,
antidiscrimination and compliance policies, and action plans for an inclusive work environment that
are realistic and operationalized. Additionally, organizations can utilize advertising, public relations
and their websites to further communicate their commitment to an inclusive workplace not only to
their employees, but also to their consumer
bases. This communication should include ongoing training and seminars focused on diversity in the
workplace provided for employees at all levels of the organization.
STRATEGIES FOR
EFFECTIVE
INCLUSIVE
WORKPLACE
PRACTICES
Beyond the recruitment of diverse
employees, strategies for effective
inclusive workplace practices
require organizations to
demonstrate their commitment to
issues of diversity in the workplace,
providing professional supports
such as mentoring and/or
networking opportunities diverse
workers, and implementing
organizational changes that
reflect the respect and value that
the organization has for its
workers.

25. There are several reasons to invest in employee
motivation. It allows management to meet the company’s
goals. Lack of motivation can lead to a risky position.
WHY IS EMPLOYEE MOTIVATION
IMPORTANT?
Motivated employees can
lead to increased
productivity and allow an
organization to achieve
higher levels of output.

26. There are several reasons to invest in employee
motivation. It allows management to meet the company’s
goals. Lack of motivation can lead to a risky position.
WHY IS EMPLOYEE MOTIVATION
IMPORTANT?
Increased employee
commitment
When employees are
motivated to work, they will
generally put their best
effort in the tasks that are
assigned to them.

27. There are several reasons to invest in employee
motivation. It allows management to meet the company’s
goals. Lack of motivation can lead to a risky position.
WHY IS EMPLOYEE MOTIVATION
IMPORTANT?
Increased employee
satisfaction
Employee satisfaction can
lead to positive growth for
the company.

28. There are several reasons to invest in employee
motivation. It allows management to meet the company’s
goals. Lack of motivation can lead to a risky position.
WHY IS EMPLOYEE MOTIVATION
IMPORTANT?
Ongoing employee development
Motivation can facilitate a worker
reaching his/her personal goals,
and can facilitate the self-
development of an individual. Once
that worker meets some initial
goals, they realize the clear link
between effort and results, which
will further motivate them to
continue at a high level.

29. There are several reasons to invest in employee
motivation. It allows management to meet the company’s
goals. Lack of motivation can lead to a risky position.
WHY IS EMPLOYEE MOTIVATION
IMPORTANT?
Improved employee efficiency
An employee’s efficiency level is not
only based on their abilities or
qualifications. For the company to get
the very best results, an employee
needs to have a good balance between
the ability to perform the task given
and willingness to want to perform the
task. This balance can lead to an
increase of productivity and an
improvement in efficiency.
Please watch:
Build a happy and engaging place to work:
https://www.youtube.com/watch?v=7lpJFYQY0qI

30. 03ADAPTATION OF
EMPLOYEES IN THE
ORGANISATION

31. A company's HR department will no doubt provide
training for a new employee during their first week on
the job. During this training, the HR staff will introduce a
series of information concerning the company, such as
the company's corporate culture and values, their
organizational structure, the scope of their business
activities, and their office environment. The purpose of
this information is to advertise the company's good side
and to make the new employee identify with the
company. New employees should take advantage of this
introduction in order to become rapidly familiar with the
company's background, culture, regulations, work style
and relevant departments. This is essential should the
new employee wish to swiftly adapt to their new role.
INTEGRATION NEW WORKER

32. A well-adapted intervention can:
• Show respect for another culture's values and identity
• Improve your ability to connect with your target community
• Increase the relevance of your actions
• Decrease the possibility of unwanted surprises
• Increase the involvement and participation of members of other
cultural groups
• Increase support for your program by those cultural group
members, even if they don't participate or get directly involved
• Increase the chances for success of your intervention (and its
community impact)
• Build future trust and cooperation across cultural lines -- which
should raise the prospects for more successful interventions in
the future.
ADAPT INTERVENTIONS TO FIT
DIFFERENT CULTURAL TRADITIONS

33. Congratulations, you have
now completed module 6!
You can now do the exercises, complete the quiz and/or check out the
additional learning materials
http://recruitpotential.eu/