Tackling Discrimination to Boost Wellness, Belonging, and Inclusion for a Healthier Workplace.

This year, as we introduce new topics to our corporate clients, we are committed to integrating wellness with professional development by exploring a different wellness competency each month. As we wrap up August, where we focused on vibrancy by enhancing physical wellness through vital topics like stamina, focus, and self-care, I want to conclude with an equally important discussion: the impact of chronic diseases on diverse employees.

As we embark on a new workplace learning year, it's crucial to consider the lasting impact of the behaviours we seek to change through training, coaching, and development. This is why I strongly advocate for incorporating wellness competencies into professional development programs, as they have the power to transform corporate cultures for the better.

Understanding John Henryism and Its Impact on Chronic Diseases

Many of you are familiar with the concept of John Henryism, which describes the high-effort coping mechanism employed by individuals from diverse backgrounds to combat systemic barriers, including racism and discrimination. This relentless drive to outperform and overcome adversity can elevate stress levels and blood pressure, contributing to chronic health conditions like hypertension. John Henryism serves as a stark reminder that our work environment and societal pressures can profoundly affect our physical health.

High blood pressure and chronic diseases are particularly prevalent in some ethnic groups. It's crucial to understand that social determinants of health, like socioeconomic status, access to healthcare, and workplace discrimination, play a significant role in these disparities. Recognizing these factors highlights that health isn't just a personal issue; it's deeply intertwined with workplace culture and practices.

A Critical Intersection

In many workplaces today, employees from diverse backgrounds face a unique set of challenges that can adversely affect their health. Discriminatory actions whether overt or subtle can contribute to a hostile work environment, triggering stress responses that can lead to long-term health issues, including chronic diseases like hypertension and diabetes. This is not just a personal health concern; it’s a workplace wellness issue. Especially now that we know that psychological safety at work is crucial of mental health and well-being.

When we consider that a significant portion of an adult's life is spent at work, the implications of a stressful or discriminatory workplace become even more profound. Chronic stress, often resulting from discrimination or microaggressions, can weaken the immune system, increase blood pressure, and elevate the risk of cardiovascular diseases. These health risks are further exacerbated in environments where there is a lack of support or understanding from leadership and colleagues.

At Interpersonal Wellness Services Inc ., we are committed to integrating wellness competencies into professional growth, recognizing how workplace dynamics impact employee health and well-being.

Join Us in Promoting True Workplace Wellness

As we wrap up August and our focus on physical wellness, we invite you to reflect on how your workplace practices might impact employee health and wellness. Let's work together to reduce the negative effects of discrimination, lower stress, and prevent chronic diseases.

Let’s use this platform to share ideas, foster discussions, and support one another in building a more inclusive and healthier workplace. Like, share, and contribute your thoughts to continue this important conversation.

Here are some strategies you can employ to improve corporate wellness, inclusion, belonging and well-being.

Our 4-Step Process to Wellness Promotes Inclusion and Belonging

At the Wellness Competency Academy , we train professionals to apply a simple 4-step process to foster a culture of true wellness at work. This curriculum focuses on:

1. Assessing and Addressing Well-being Risks : Assessing well-being risks and setting well-being KPIs to address target and measure success.
2. Promoting Wellness Competencies: Teaching wellness competencies like Responsible Communication and Belonging to get the message across
3. Implementing Well-being Restorative Practices: Incorporating well-being prompts and microskills exercises to reduce stress and improve mental health.
4. The Well-being Curriculum Training: Building Resilience and Well-being Skills and taching wellness competencies like attending resilience, and self-mastery to help employees navigate challenges effectively.

Together, we can create a workplace that not only excels in performance but also in promoting wellness and belonging for all.

Learn more about our well-being scholarship training and how you can promote true wellness at work by clicking here.

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Joyce Odidison, a keynote speaker, thought leader, and global leader on well-being. Pioneer of the Wellness Improvement System? and the Well-being Intelligence Curriculum?, a four-step process to identify and reduce hidden risks impacting psychological safety, performance, and well-being. With 27 years as a Conflict Analyst, Corporate Trainer, University Lecturer, and Master Certified Coach, she guides clients from high-stress conflicts to interpersonal wellness. As President and CEO of Interpersonal Wellness Services Inc., Joyce developed the first ICF-approved Wellness Coach Training program, the Global Workplace Wellness Summit, and the Wellness Competency Academy. She provides targeted well-being solutions for EAPs, HR departments, health plans, workplace wellness programs, healthcare professionals, coaches, consultants, and families, revolutionizing organizational well-being.