There is no argument about the fact that the quality of student experience at university starts with the quality of the services provided by the university staff: academics and professional support staff. In order for all staff to provide these quality experiences, they need to feel well and supported themselves. You cannot pour from an empty cup. (Bassa, 2022)
yn ei wneud yn ofynnol i gyrff cyhoeddus yng Nghymru feddwl am effaith hirdymor eu penderfyniadau, i weithio’n well gyda phobl, cymunedau a’i gilydd, ac i atal problemau parhaus megis tlodi, anghydraddoldebau iechyd a newid yn yr hinsawdd. (Comisiynydd Cenedlaethau'r Dyfodol Cymru, 2022a)
ennill mwy o amrywiaeth ymhlith y rhai sy’n gwneud penderfyniadau drosom a’n gweithlu’n gyffredinol, a sicrhau bod sefydliadau yng Nghymru yn mabwysiadu ymagweddau a fydd yn rhoi diwedd ar dlodi a lleihau anghydraddoldebau. (Comisiynydd Cenedlaethau'r Dyfodol Cymru, 2022d)
Mental illness and wellbeing are independent dimensions; mental health is not simply the opposite of mental illness. It is possible for someone to have a mental disorder and high levels of wellbeing. It is also possible for someone to have low levels of wellbeing without having a mental disorder. (Adran Iechyd y DU, 2014)
Mental health is a state of mental well-being that enables people to cope with the stresses of life, realize their abilities, learn well and work well, and contribute to their community. It is an integral component of health and well-being that underpins our individual and collective abilities to make decisions, build relationships and shape the world we live in. Mental health is a basic human right. And it is crucial to personal, community and socio-economic development. Mental health is more than the absence of mental disorders. (Sefydliad Iechyd y Byd, 2022)
Digital wellbeing is a term used to describe the impact of technologies and digital services on people’s mental, physical, social and emotional health. (Jisc, 2019a)
| Cyd-destun llesiant digidol | Ffactorau cadarnhaol | Ffactorau negyddol |
|---|---|---|
| Ffactorau cymdeithasol | ||
| Personol | ||
| Dysgu | ||
| Gwaith |
To achieve genuine inclusion there must be positive action, including measures under the Equality Act 2010 to address past, present, and potential discrimination and barriers to enable and empower: Equal access Equal opportunities Equal treatment Equal resources Equal outcomes Equal impact (CIPD, dym dyddiad)
Although education organisations have a duty of care to make sure their employees and students have a safe, legally compliant and supportive digital environment to work and learn in, individuals have responsibility for aspects within their control and should take appropriate steps to ensure they achieve and maintain a positive approach to digital wellbeing. (Jisc, 2019c)
At nine months, none of the women with healthy pregnancies had PTSD, anxiety, or depression. But among women with early pregnancy loss: almost one in five (18%) had PTSD one in six (17%) had anxiety one in 20 (6%) had depression. Farren J, Jalmbrant M, Falconieri N, et al, 2020
Presenteeism (people working when unwell) and leaveism (employees using allocated time off such as annual leave to work or if they are unwell, or working outside contracted hours) are not the signs of a healthy workplace. With debate continuing about the wellbeing risks of an ‘always on’ culture and the rapid increase in homeworking, organisations need to ensure that the boundaries between people’s work and home lives do not become blurred. (CIPD, 2022)
Employee social wellbeing has become more widely acknowledged over the past year as many workplaces have had to do a virtual pivot. Not only have more and more employees been working from home or remotely, but there has also been a heightened sense of job uncertainty, so it’s more important than ever for businesses to focus on improving the social wellbeing of their team, so individuals are satisfied socially and feel as though they belong. (People Value, 2022)
Communication satisfaction factors provide an effective way to distinguish between employees who are in the upper and lower parts of the spectrum in terms of both job satisfaction and self-estimates of productivity. (Clampit a Girard, 1993)
There is a relationship between effective communication and job satisfaction that needs to be of a greater importance for organizations to achieve a higher success. (El-Gawad, 2013, t. 2662)
The amount of technological development that has happened between the birth of the first traditionalists and Gen Z was so vast that it has created two entirely different life experiences. When Baby Boomers first got a job, a computer at each desk wasn’t commonplace, whereas Millennials and Gen Z have never known a world without one. (Rice, 2021)
Inclusion is a broad subject and is a term that trips of the tongue of many. However, people have different understandings of what the word means. … Many people use the words inclusion, diversity and even equality interchangeably. … At Inclusive Employers, we focus on workplace inclusion. For us, inclusion is an overarching culture encompassing diversity, equality, and many other aspects of our working lives. (Inclusive Employers, 2022)
Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one ‘right’ way of thinking, learning, and behaving, and differences are not viewed as deficits. (Baumer a Frueh, 2021)
Cymdeithas sy’n galluogi pobl i gyflawni eu potensial ni waeth beth fo’u cefndir neu eu hamgylchiadau (gan gynnwys eu hamgylchiadau economaidd-gymdeithasol). (Comisiynydd Cenedlaethau'r Dyfodol Cymru, 2022d)
Equality and equity may be inherently different but are also bound together. In order to create true equality of opportunity, equity is needed to ensure that everyone has the same chance of getting there. However, we must act cautiously when dealing with equity; providing too little to those who need it and too much to those who do not can further exacerbate the inequalities we see today. (Social Change UK, 2019)
Accessibility is about removing barriers from a workplace or work function, so that everyone has equal access to the location, tools and tasks required to perform their role. (Office Reality, 2022)
At the start of the COVID-19 pandemic, employers took swift action to create a mentally healthy workplace – often while simultaneously navigating the challenges of an entirely remote workforce for the first time. Now, as workplaces adopt a hybrid model, in which they combine remote and onsite working, employers again need to face the challenge of how to care for the mental health and wellbeing of their workforce – this time in a hybrid model. (Deligiannis, 2022)
All evidence proves that organisations focused on building a more inclusive culture attract and retain a wider diversity of talent. The inclusive culture then empowers diverse talent to think differently and share their experiences and perspectives, which in turn is a key driver for innovation, development and engagement. (Inclusive Employers, 2022)
When an organisation supports the principle of equal opportunities for all, employees can rest assured that they will not be discriminated against in the workplace. Employees are more committed to working hard when they know that they have equal opportunities for advancement and there are no barriers to job progression. Also, knowing that they are evaluated solely on their on-the-job performance and measurable merits empowers employees and encourages them to do their best. (EOC, 2022)
Remote working during the pandemic brought some workers real benefits to their wellbeing and work-life balance, which they are not keen to give up now that work from home guidance is coming to an end. Last year saw a 50% increase in the number of tribunal cases appealing refused flexible working requests. In a context where flexibility is increasingly important to workers, employers who don’t proactively offer longer term flexibility risk losing valued staff. (Florisson, 2022)