Organizational Well-being, in the sights of companies

Navarre hosted on May 26 and 27 the first National Congress of Healthy Enterprises (congresoempresasaludable.com). The event was inaugurated on the second day by the President of the Community of Navarre. Carmen Soler, expert consultant in strategic organizational well-being, was in charge of presenting the event, organized by the Economic and Business Development Departmentwhich included 30 speakers, multidisciplinary professionals and discussion tables in which strategic pillars of the new wellness culture.

The initiative analyzed topics such as “Happiness at work, a duty of the company? a theme in which he participated Carmen Martínez, People Director of the Water Unit and Happiness Lead at Mahou who underlined that “taking care of health and well-being in their company is a priority within the framework of the commitment to people” and underlined that in their company they are pioneers in having a space of happiness and by promoting actions such as a holistic plan, or the promotion of the Club Ikigai initiative, which helps professionals to work on their life goal, or the organization of inspiring meetings with experts from the world of happiness, or the mindfulness program to manage stress and anxiety that improves productivity and attention span”.

In this line Cecilia Coll, Manager of Valuable Men at Quinton Laboratories He presented the program that his company develops for the well-being of its team and its environment and highlighted happyforce as one of the actions aimed at promoting the well-being of workers.

Aurora Felez, Director of Quality and Sustainability at Ocean Atlantic explained the Healthy Ocean initiative, a program with free actions to take care of your health: sports in the office, personalized attention from a nutritionist, personal trainer, training in the form of a learning game, fruits in the office, promotion with markets to facilitate healthy shopping, etc. , with the aim of making workers happy in their daily lives and listening to employees and giving them what they need.

Another of discussion tables of this congress was “Diversity as a lever for health organizations” which included the consultant Laura Rosillo who spoke about diversity as a lever for organizations, the era of longevity and how the demographic revolution will affect us in the near future. Rosillo pointed out that “in 2050, 1 in 3 Spaniards will be over 65 and how this will affect the business and business world”. He also analyzed issues such as discrimination based on age (the second cause in our country) and more specifically women over 45, senior talent, multi and intergenerational innovation and the silver economy.

Sonia Ramírez, Amas Group People Manager, addressed how the pandemic has affected workers and thinking about where we are and what we need as a result of a situation like the one experienced. He discussed the psychosocial study as a guide for change, how to manage well-being from diversity and the application of healthy practices.

Mónica Lurguie, Director of the People Lefebvre Department pointed out that “the existence of diversity in organizations is an obligation and the benefits that this generates (improved retention and attraction of the best talent, impact on innovation and creativity, improvement of the image branding of organizations, team productivity and results). Lurguie stressed that “organizations must have diverse teams, in which people of different cultural backgrounds, backgrounds, ages and why not abilities interact. Currently, organizations need to attract young talent, on the one hand they have new training and skills that organizations need, but they also need to know how to nurture and promote senior talent. This talent is of vital importance in organizations. When it comes to gender diversity, we need to work positively in masculinized or feminized sectors to make room for the underrepresented sex. Regarding the inclusion of people with disabilities in organizations, in addition to being a legal obligation, companies must contribute to the integration of people with disabilities in the world of work”.

Pepa Torres, CEO of Walkerpack MPL He highlighted “the equal pay policy, the total dedication to Ford, the integration of workers with special abilities, and the importance of post-pandemic management and sustainability as essential axes of all company action. “.

Table “Well-being in business strategy. What is not measured does not exist. Return on investment” had as participants Juan Carlos Saez de Rus, Health and Wellness Manager at Grupo Santalucía who stressed that health is a “state of complete physical, mental and social well-being, and not merely the absence of conditions or diseases” as the WHO puts it, and the need to care about well-being mental, emotional and organizational. The By Your Side program stands out for helping employees and their family members manage their emotions during this period of uncertainty, with more than 1,500 individual support sessions, 30 workshops with 700 participants and 90 training content.

Pedro Jesús Gregorio, Director at Usinage Luna Gregorio He stressed that the indicators used in his emotional well-being company are qualitative, they reflect the general feeling of the team. In his speech, he analyzed the concept of a healthy climate that provides confidence and peace of mind to workers and that this translates into quality and agility at work”. He also highlighted the strengths according to Hero Check (flexible hours, communication and information, conciliation, training) and the actions taken to help others in the pandemic.

Carmen Naval, PRL Adidas pointed out that “a wellness strategy is a strategy that focuses on the health of people from a holistic point of view, that is to say in all its physical, mental (psychological, social and emotional) and environmental dimensions”. And he emphasized supporting his employees with the best possible tools, leadership, development and experience in the workplace.

“Adidas’ people strategy is to create a culture and environment where our people can consistently thrive, succeed, feel like they belong and, ultimately, enjoy coming to work. This strategy will help us grow and elevate adidas even further.

To comply with this strategy, from the Health and Safety area of ​​the company, at the local level, we have been working for years on Promotion of health with an internal program entitled “Healthy people in a healthy company”, is based on 4 fundamental pillars: sport, nutrition, rest and good humor (as an attitude), which have made it possible to enhance the physical and mental health of the team.

looking for today holistic sense of health, we are moving forward on the path of Well-being, this being our present and future objective. So far we have worked with the analysis of qualitative data and we are currently working on the definition of quantitative indicators that allow us to consolidate an adequate wellness strategy”.

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