Session Focus: ELE-member case studies and brainstorm how to take the lead in bringing the U.S. surgeon general’s report on workplace mental health and ideas to our organizations.

Welcome to the People-First HR Wellbeing workshop. This session will discuss creating a workplace culture prioritizing employee wellbeing and mental health.

The workshop will begin with an overview of the Surgeon General’s Framework for Mental Health and Well-Being in the Workplace before discussing our role as HR executives to get C-Level buy-in.

💥 CEO Required Reading: U.S. Surgeon General Framework On Workplace Mental Health (Forbes, November 2022)

As a group, we will ideate on defining, repeating, and putting into practice.

• Agree on what the definitions are for each essential area with examples.
• Repetition of definitions, buy-in from C-Suite, wellness promotion from directors/managers.
• Putting essential areas into practice through year-long learning development opportunities, co-working options, financial planning, mental health resources, etc.

Group Activity (Debate), is the US Surgeon General Framework helpful in getting leaders to care?

Hypothesis: Leaders should prioritize the US Surgeon General’s five essentials for employee wellbeing to implement people-first HR practices and measure KPIs for a more engaged and productive workforce, lower turnover rates, and improved business outcomes.

We will split into two groups for a group debate activity:

1. Introducing the hypothesis. All debates start with a topic or resolution.
2. Assign the Affirmative and the Negative. There are two sides to any debate.  Attendees can participate or observe but can’t switch sides.
3. Keep Track of Time.
4. Make a Judgment.

During this highly engaging activity, we will ask each group to support their side on questions such as:

1. Is it a leader’s responsibility to ensure that employees are mentally and emotionally supported at work?
2. Should leaders be held accountable for their employees’ mental and physical health?
3. Should leaders be trained to identify and address mental health issues in their employees?
4. Is it a leader’s responsibility to create a workplace culture prioritizing employee wellbeing?
5. Should employee well-being be centrally funded?

In the last section, we will dive into two case studies showcasing successful wellbeing initiatives that leading organizations implement.

1. Case study #1 will explore how TMS implemented Remote Work: Avoiding Blurry Lines between Work & Home, the “Flex Fridays” program, and Meditation and Yoga Wellness Benefits that significantly increased employee engagement and productivity.
2. Case study #2 LCW will share our internal efforts at creating an environment prioritizing wellness and belonging and creating a space where resources and tools are available for folks to access when needed easily.

Onsite lunch to wrap up and share our key takeaways from the workshop. This roundtable aims to provide HR leaders practical strategies and insights for prioritizing employee wellbeing and driving a culture shift toward a people-first workplace. We hope you will leave this session with actionable ideas and a renewed commitment to employee wellbeing.