In an era where employee wellbeing has become central to organisational health, attention is increasingly turning toward diversity, equity, and inclusion (DEI). While many companies have DEI policies on paper, successfully embedding these principles in everyday wellbeing initiatives remains a challenge. In her new article for The Well Crowd, Bellevue Law Associate Anjali Malik explores how to bridge this gap with intentional, inclusive strategies.
1. Recognise the Limits of One-Size-Fits-All Wellbeing
Generic wellbeing programs often overlook the diverse needs of employees. Anjali highlights that a truly inclusive approach starts with acknowledging the varied identities, backgrounds, and experiences across a workforce. Tailored initiatives whether cultural celebration days or targeted mental health resources are essential for creating equity in wellbeing.
2. Integrate DEI into the Design Phase
Rather than retrofitting DEI after a program is developed, Anjali advocates for weaving inclusive principles in from the outset. Bringing diverse voices into programme design through focus groups, diverse committees, or employee resource groups, ensures that the full spectrum of needs and barriers is understood and addressed.
3. Use Data to Drive Inclusion
Data shouldn’t just track participation rates; it should reflect who is being served and who isn’t. Anjali underlines the importance of disaggregated data to identify disparities and address gaps in engagement. Regular surveys, feedback mechanisms, and pulse checks help maintain accountability for inclusive outcomes.
4. Foster Inclusive Leadership
Wellbeing lies at the intersection of policy and leadership practice. Leaders must not only endorse DEI goals but model inclusion in everyday interactions and decision-making. Anjali recommends DEI training tied to wellbeing leadership, plus mentorship programs that connect leaders with underrepresented employees to foster belonging and equity.
5. Champion Continuous Learning
Embedding DEI in wellbeing is a journey, not a destination. Anjali encourages organisations to build feedback loops, encourage transparency around outcomes, and adjust initiatives based on evolving employee needs. Regular audits and open forums contribute to a culture where continuous improvement is the norm.
Why This Matters for You
- HR and People Teams: Gain guidance on co-designing wellbeing with diverse employee voices.
- Leadership: Learn how to foster inclusive cultures through everyday practice.
- Employers: Understand how to measure and sustain fairness in workplace wellbeing.
Anjali’s article serves as a practical roadmap for any organisation determined to turn DEI from a buzzword into lived experience.
Read the Full Article
From Policy to Practice: Embedding DEI in Wellbeing Strategies – The Well Crowd
