Uniting three initiatives
Picture a workplace where wellbeing, engagement, and inclusion aren’t separate initiatives competing for attention, but rather work together in perfect harmony. That’s exactly what we’re talking about when we suggest bringing these vital elements together as one unified strategy – what we call WEI.
Think about it: right now, most organizations handle employee engagement, EDI, and wellbeing as separate programs. They end up competing for the same resources and attention, even though they’re all working toward the same goal – creating a better workplace. It’s like having three chefs in the kitchen making the same meal without talking to each other!
By bringing these elements together, something magical happens. Each one strengthens the others, creating a powerful cycle of positive change. When people feel included, their wellbeing improves. When they’re well, they’re more engaged. When they’re engaged, they create more inclusive environments. It’s a virtuous circle that builds momentum over time, fostering a workplace built on fairness, justice, and shared success.
But here’s the real game-changer: when we integrate WEI into the heart of how we do business, it transforms both the employee and customer experience. In fact, we’d argue that any attempt to improve either experience without considering wellbeing, engagement, and inclusion is like trying to build a house without a foundation – it simply won’t stand the test of time.
Wellbeing, engagement, and inclusion (WEI) is one of the eight enablers of a transformational culture. It drives, and is driven by, a systemic and holistic view of our organizations and the people who work within them, who invest into them, who trade with them and who buy from them.
What makes a truly great workplace?
When these three elements work together, they create what we call a Transformational Culture – where people feel valued, supported, and empowered to do their best work. This isn’t just good for employees; it drives better business outcomes through increased innovation, improved customer experience, and sustainable high performance.
Wellbeing in the workplace goes far beyond just offering health benefits or occasional wellness programs. It’s about creating an environment where people can truly thrive, both professionally and personally. This means:
- Protecting both mental and physical health through comprehensive support systems and resources
- Creating psychological safety where people can speak up without fear and be their authentic selves
- Promoting flexible working practices that respect work-life balance and personal commitments
- Developing leaders who understand the impact of their Actions, Interactions and Reactions (AIR) on team wellbeing
- Offering proactive support systems before issues escalate, including coaching, mediation, and counseling
- Building resilience through training, stress management, and wellness programs
- Ensuring workload and job design support sustainable performance
Engagement isn’t just about keeping employees happy – it’s about creating meaningful connections between people and their work. This starts with ensuring everyone understands not just what they’re doing, but why it matters.
- Creating multiple channels for employee voice and genuine two-way dialogue
- Providing clear communication about organizational purpose, direction, and decision-making
- Connecting individual roles to meaningful organizational impact and values
- Implementing fair recognition systems that celebrate both achievements and effort
- Encouraging adult-to-adult conversations across all levels of the organization
- Supporting career development and growth opportunities
- Building trust through transparent leadership and open dialogue
- Promoting collaborative problem-solving and innovation
We know that inclusive workplaces don’t happen by accident. They require active effort to break down barriers, challenge assumptions, and create new ways of working together. This includes training leaders and managers in inclusive practices, measuring progress through regular feedback, and being willing to have honest conversations about where we can do better.
- Ensuring recruitment and promotion decisions are based purely on merit and potential
- Creating systems that actively reduce bias in decision-making
- Providing equal access to development opportunities and resources
- Celebrating diversity in all its forms – from thinking styles to cultural backgrounds
- Establishing clear processes for resolving conflicts fairly and constructively
- Building diverse teams that harness different perspectives and experiences
- Training leaders and managers in inclusive practices
- Measuring and monitoring progress on inclusion through regular feedback and data analysis
Learning to listen
Inclusion starts with listening. When employees feel heard and valued, they’re more engaged, innovative, and committed to your organisation’s success.
Our scalable listening exercises help People & Culture teams, HR leaders, and executives capture real employee insights, shaping equitable workplace cultures. Our unique audit and diagnostic support and expert-led training equips People & Culture professionals, managers, and leaders with the skills to actively listen, foster workplace inclusion, and embed WEI in daily interactions.
Ready to make WEI a priority?
Get in touch with us through this form to start a conversation about your current WEI practices and how they might be enhanced so you can establish a truly transformative culture.
