Post on 29-Dec-2018
AIMIA’S INCLUSIVE WORKPLACE &
WELLBEING PROGRAMME
Gabrielle de Wardener & Nicky Hemmings 15 April 2015
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At Aimia,
in recognising people’s diverse and
unique skills, talents, thinking styles,
backgrounds and aspirations, we’re
making our business
personal.
a mind-set
a tool kit
D&I IS AT THE HEART OF OUR STRATEGY
5
Distinctive place to
work
Create
competitive advantage
for Aimia through a
distinctive approach
to our people &
their performance
Performance & opportunity
Belief in possibility
Share - Learn - Unlock
our why
Making business personal
1. A clear vision makes it easy to talk about
2. Leadership from the top is vital
3. An active D&I team gets things going
4. It works best when it’s from the ground up
5. It’s nice to be noticed
6. We need to develop cultural awareness
7. Serious issues can be memorable and fun
8. Ideas can be slipped in under the radar by piloting them first
9. Undertaking research gains credibility
QUICK SUMMARY: NINE PRINCIPLES
14 2014 company confidential
WELLBEING: HYPOTHETICO-DEDUCTIVE METHOD
16
Ask a question
Conduct background research
Construct a hypothesis
Test your hypothesis through
experimentation
Analyze your data and draw a conclusion
Report your results: Was your hypothesis
correct?
Our employees are highly committed but report poor wellbeing scores. How can we keep the commitment but improve wellbeing? Psychological detachment and recovery shown to have a positive effect on engagement and various wellbeing measures Improving psychological detachment and recovery will improve employee wellbeing Test a new psychological detachment training. A fully, randomised, control group study See next slide