At the inaugural The Office Event, which took place within The Watercooler Event in April this year, Chris Moriarty, Co-founder and Director of workplace experience analytics platform Audiem, spent two days interviewing speakers and attendees for this special two-part edition of the Workplace Geeks podcast, which he co-hosts.

We published the first episode during the summer. Workplace Geeks have just released the second episode recorded at the show. You can listen to it by following the link below.

The sequence of mini-interviews features insights into neurodiversity, wellbeing and inclusive design from:

• Clarke and Carrie Carlisle
• Lee Chambers
• Peter Kelly
• Nia Thomas
• Vanessa Champion

https://www.audiem.io/podcasts/the-watercooler-event-2024-part-2-neurodiversity-wellbeing-and-inclusive-design

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Workplace Geeks podcast from The Office Event – Part 1

The Watercooler & The Office 2024 Presentations

The shift towards hybrid working is prompting UK businesses to ramp up their technology investments, according to new research by the International Workplace Group. The study, conducted among 500 UK-based CEOs, highlights how firms are investing heavily in technology to enhance the hybrid working experience, a move aimed at boosting employee productivity and well-being.

A new era of technology investment

An impressive 95% of CEOs reported making significant investments in new technologies over the past year. For 43% of these leaders, this was the largest business expense during that period. The main areas of focus have been cloud technology, AI, automation, and security, as businesses seek to streamline remote collaboration and enhance operational efficiency.

Interestingly, 87% of CEOs revealed plans to continue investing in these technologies, aiming to further support hybrid working models. This trend reflects the growing understanding of hybrid work’s long-term benefits, including improved work-life balance, reduced commuting, and enhanced employee satisfaction.

Hybrid working as the future

The research points to a broader transformation in the way businesses view office spaces and commuting. With more employees preferring to work closer to home, businesses are reducing their office footprints and redirecting resources into technologies that support remote and hybrid working. For example, nearly half of the CEOs surveyed have cut down on traditional office space, lowering overheads and reinvesting those savings into new technologies.

As Mark Dixon, CEO of International Workplace Group, explained, “The investment that CEOs are making in technology demonstrates the long-term commitment companies are making to hybrid working. Advancements in AI, video calls, and cloud computing mean it has never been easier for workforces to collaborate wherever they are.”

The productivity payoff

The investment in hybrid working technology is yielding measurable results. Workers report feeling more productive and motivated when working in a hybrid model. According to the study, 74% of employees said they are more productive in hybrid roles, while 85% noted an increase in job satisfaction.

Further research by economist Nick Bloom found that firms experience a productivity boost of around £14,300 per day for each employee working in a hybrid model. These gains are a direct result of businesses adopting technologies that support flexible working arrangements.

The road ahead

As the workplace continues to evolve, it’s clear that hybrid working is here to stay. With 77% of CEOs viewing hybrid work as the future, and 77% also recognising that technological advancement is crucial to its success, the trend towards remote and flexible working is likely to continue. For UK businesses, this presents an opportunity to rethink traditional office setups, invest in cutting-edge technologies, and ultimately create more sustainable, efficient, and productive working environments.

Hybrid working is no longer a temporary solution—it’s the new normal, and businesses are embracing it with open arms. By investing in the right technologies, UK companies are positioning themselves to thrive in a more flexible and employee-centric future.

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Leading global professional services firm AON has found that while HR professionals in the UK are interested in generative artificial intelligence (AI), they are not yet proactively making use of it.

A recent poll of over 50 global benefits and HR leaders conducted in a session on ‘How AI is changing the benefits world’ during Aon’s Global Benefits Day, revealed a significant interest in exploring the impact of generative AI. However, it also highlighted a lack of clearly defined strategies and proactive measures to harness generative AI’s full potential for HR purposes.

The poll results showed that while 19.5 percent of respondents are developing their own generative AI solutions, 62.5 percent are yet to adopt any generative AI solutions. ‘Communication’ was identified by 16 percent of participants as the top potential area to benefit from the impact of generative AI, but ‘cost’ was cited as the leading barrier to implementing it, with 18 percent of respondents highlighting this factor as a concern.

David Kirk, growth leader, Human Capital technology at Aon in the UK, said: “Generative AI and its potential keeps coming up in conversations with HR professionals. They are eager to understand it, but it’s also clear that they need guidance on how to communicate its benefits and to navigate the regulatory landscape that governs it.

“A well-thought-out approach to generative AI in HR will be able to transform organisations by empowering HR professionals to focus on strategic initiatives while generative AI handles the more repetitive tasks such as employee agent 24/7 support. That way, it can deliver insights to HR leaders from data, helping to deliver impact with actionable suggestions or hyper-relevant communications – and ultimately driving greater efficiency and better-informed decision-making.”

Tech and AI in wellbeing – help or hindrance?

David Kirk continued: “Now is very much the time for organisations to explore the options available to them, including engaging in the right discussions with their advisers to understand the ways in which they can harness generative AI to enhance internal processes and engagement.

“But what are the questions they should be asking? The key topic to start with is impact – what are you trying to achieve? From here you can begin to look at accessing the right data, compliance and who the team will be to execute the tasks.

“Additionally, as generative AI grows in prominence and usage, postponing these conversations risks delays and roadblocks emerging further down the line, as capacity for advice and technical solutions in this area is currently limited.”

You can find out more about the potential of embracing AI to create a step-change in health and wellbeing at work in the panel session which David Kirk will be Chairing at the Leaders’ Summit at MAD World on 17th October. You can also get answers to your specific questions – and learn from peers from across sectors – by joining the roundtable discussions at the event exploring the topic: “Tech and AI in wellbeing – help or hindrance?”

If you’re an employer, you can register for the Leaders’ Summit at MAD World with a 50% discount using code MAD50 here. Or join our Leaders’ Club for VIP registration.

Visit Aon.com for more information about Aon’s Health and Benefits Solutions.

Spending hours at our desks can be a danger to our mental health.

So ahead of World Mental Health Day on 10 October, multinational sportswear brand ASICS has enlisted Brian Cox to play the role of the ‘World’s Scariest Boss’ in a Public Service Announcement for office workers.

ASICS’ commitment to the interconnection of mental and physical health goes right back to their Japanese roots. The name ASICS is an acronym for the Latin phrase anima sana in corpore sano (translated by ASICS as “a sound mind, in a sound body”). 

State of Mind research

ASICS’ global State of Mind study, involving 26,000 participants, revealed a strong connection between sedentary behaviour and mental wellbeing with State of Mind scores declining the longer individuals remain inactive. Further research into desk-based working found that after just two hours of continuous desk work State of Mind scores begin to drop and stress levels rise. After four hours of uninterrupted desk time, workers’ stress levels increased significantly by 18%. However, a new Desk Break experiment shows that just 15 minutes of movement can help to reverse the effects. 

The Desk Break experiment, overseen by Dr Brendon Stubbs from King’s College London, found that when office workers added just 15 minutes of movement into their working day, their mental state improved by 22.5% with participants’ overall State of Mind scores increasing from 62/100 to 76/100.

The experiment showed that taking a daily Desk Break for just one week lowered stress levels by 14.7%, boosted productivity by 33.2% and improved focus by 28.6%. Participants reported feeling 33.3% more relaxed and 28.6% more calm and resilient. 

Notably, an astonishing 79.2% of participants said they would be more loyal to their employers if offered regular movement breaks.

In the PSA, Brian Cox calls on office workers to put their mental health first by taking a Desk Break – a short movement break – during the working day.

Gary Raucher, EVP ASICS EMEA, said: “We hope to encourage office workers around the world to move and feel the mental benefits. We look forward to seeing the empty desk images on World Mental Health Day.”

It’s a great way to convey a clear message with humour and definitely worth sharing with colleagues. See what you think…

Yes, you might still believe that psychologically men are from Mars and women from Venus, but it’s now over 30 years since ‘that’ book on gender was first published, and a lot has changed in the world since then.

Men face particular challenges in 2024 (see this feature for more on the male identity crisis and myths about modern men) and, in order to connect with them on a topic as serious as mental health given the high male suicide rate (see here for more on that), employers need to understand these challenges and how they affect talking to them effectively.

In this feature we list top tips from experts about how to engage men in messages about mental health.

Watch your language

Inviting men to a small room to sit opposite each other to talk about their feelings is unlikely to fly with most men. 

In fact, Shawn Lesser, true to his company name The REAL Mental Health Foundation, keeps it real when he says:

“A woman once said to me, ‘is The REAL a safe place where guys can talk about their feelings?’ and I wanted to throw up because guys don’t talk like that. I replied that guys come to talk about stuff that they’re going through; it means the same but it doesn’t make us want to throw up.” 

Experts tend to agree that, generally, men respond to language around mental health differently to women.

As described in this article, men’s health charity Movember finds that talking about ‘mental fitness’ is more effective than talking about ‘mental health’. 

Lesser also finds this language really helpful in his work with men because “it’s about building up stamina” and then “men can relate it to going to the gym and building up their fitness”.

Stephen Whitton, founder of [M]enable, a mental health company which brings mental health conversations to ‘masculine environments’, like the automotive sector where he used to work, goes one step further, suggesting ‘mental wealth’ is an even more effective phrase, explaining:

“When you talk to a group of men, especially ones working as mechanics which I often see, they don’t want to talk about things like anxiety and depression because it’s too dark. We changed the narrative to mental wealth because then it links to the point of the car industry in the first place, which is to create wealth and help facilitate people’s dreams to get the cars that they’ve always wanted, et cetera.”

How to talk about suicide

The other language point to be aware of is that when talking or writing about suicide now is you should say ‘die by suicide’ rather than ‘commit suicide’. 

This small language tweak is significant because it helps to deshame suicide which was previously considered a crime, and still is in some countries. The resulting stigma which still surrounds suicide is one reason why men feel ashamed of their feelings and so don’t reveal them.

Get them talking side to side

Face to face conversations tend to be more intense and feel more vulnerable than conversations had standing side to side. As Richard Watkins, Founder of collaboration company Let’s Go, puts it:

“A therapist a few years ago told me this heuristic: women like talking face-to-face and men like talking shoulder-to-shoulder – his view was that face-to-face is not coded by men primarily as intimacy, but confrontation, which feels too much when you already feel fragile. Shoulder to shoulder evokes collective problem-solving.”

Peer support works particularly well

One of the things The REAL does is encourage men to come together in cities and go on a walk around a park. Lesser believes peer to peer support is the most effective way to engage men in conversations about mental health:

“Therapists are great but to have someone who can say to you ‘dude, I went through the exact same thing, I know how you feel but I can tell you it’s going to end’, that has a big effect. That gives you hope and you believe them. I don’t think that’s particular to men, I think it’s just human nature.”

He describes a male contact, Brent, as a life saver for him who became his ‘mental health sponsor’, like the well-established idea of sponsors in Alcoholics Anonymous, a peer network that has proved extremely effective around the globe.

Understand the link between male identity and self worth

Lesser ended up in a psychiatric unit, then in two treatment centres, after a breakdown and, when he left this and returned home without a job to do, he realised how intertwined his sense of self was – like many men – to his career:

“My company was my whole identity. My whole life. My whole existence. You find that alot, especially with men. Their identity is baked into what they do. So without this, I fell deeper into depression. I started shaking uncontrollably, so much so that people thought I had Parkinson’s Disease.”

Why is this relevant to employers and employee wellbeing?

Because employers can recognise potential trigger points for an identity crisis, including potentially a breakdown like Lesser’s, following events such as redundancy, being overlooked for promotion, critical feedback or when a project fails.

Somewhat ironically, when your identity is not rigidly tethered to your job, you can take feedback on board more easily, so then you can improve and learn more readily, and progress quicker. 

What can employers do to help?

They can put an emphasis on the importance of work life balance, and encouraging employees to define themself not entirely through work. This will also help avoid burnout.

Increasing awareness of the importance of dedicating time to wellbeing basics, such as exercise, nutrition and sleep, is also helpful, as well as potentially developing new interests outside work.

In some cases, directing employees, who are at risk of their identity becoming completely enmeshed with their work, to therapy could be extremely helpful and lead to a more sustainable approach to work and productivity.

The power of purpose

Related to identity is ‘purpose’, an idea which has become a buzzword in the world of work.

But this goes further than the external measures that people often hook their work identity to – like job title, salary or seniority – because it’s more about intrinsic motivation than extrinsic (see this article for more on this).

Purpose is about doing a job that truly aligns with your values and your strengths leading to a sense of wellbeing and/or sense you are on the right path for you. This also helps you get through the tougher days.

All men are not the same

This may seem obvious but different ages, lifestages and races require different messaging. 

This is particularly true when it comes to health because different ethnicities, for example, have different likelihoods of developing various conditions. 

As clinically-led consultuancy Smart About Health’s Dr Laura David, CEO and founder, says, Black men are more likely to get prostate cancer with the incidence one in four for Black men and only one in eight for caucasian men.

“So there’s actually different things you need to communicate to people within your staff that enable people to go out and get the checks that they need  to stay healthy. Black men, for example, need to be invited to have their PSA checks earlier,” says Dr David. Primarily the differences are found in physical health but not exclusively. She gives the example of the fact that men from particular religious communities may be less likely to feel comfortable going to a psychologist.

Engage them with what they care about – like sex!

Anecdotally we hear that it’s harder to engage men in health conversations than women, and as this feature shows, they tend to see health professionals less. The advice from experts is to pick subjects to talk about that matter to them, and use these as gateways to build up a relationship. 

BAM’s Head of Workplace Wellbeing Ruth Pott in this article explains why sex has been such an important topic for grabbing interest and how you can build on that interest. 

Dr David confirms that in Smart About Health’s work with men, the topic that they most want to talk about is body image:

“And specifically around body image it’s about their sexual desire and function and men are very concerned about penis size and how strong their libido is, because they feel there are certain expectations on them. They often worry they should be having sex all the time, and lasting for a certain amount of time. These are the realities and employers shouldn’t shy away from them in a session on men’s mental health.”

Smart About Health, for example, has run webinars with expert guests such as urologists in which men certainly don’t shy away from asking questions on these topics.

“One of the most common questions is around erectile dysfunction around right use of Viagra,” she says.

Be aware that eating disorders are on the rise among men

This insight also comes from Smart About Health’s Dr David:

“There’s now recognition that certain eating disorders particularly present with men such as Orthorexia, which is an obsession with cleaning eating, as well as obsessions with eating to bodybuild. There’s been a real underserving of men in this area, as there has been so much more focus on eating disorders among women.”

She points out, too, that men also experience all eating disorders including Anorexia and Bulimia, it’s just that Orthorexia is most notable in men currently.

Have senior men showing it’s ok to talk about mental health

When MAD World speaker and CEO of construction media channel The B1M, Fred Mills, was struggling with his mental health (see his profile feature here) he didn’t tell anyone what he was going through, or that he was attending counselling.

For this reason, he’s determined to talk openly now about his experiences in the hope that more men will feel confident to be open about any mental health struggle they might be facing.

“Leaders standing up and saying that it’s okay to struggle is powerful,” he says. “I talk about how I’ve got my career and I also struggle with mental health occasionally, and that’s absolutely normal, just like a high flying Chief Executive also gets a cold every now and then. Normalising it, particularly among our leaders, is really important.”

Call out the unhelpful comments

When Whitton was running a workshop recently, for a client in the automotive sector, one of the senior executives in the room said he’d describe someone who was really struggling with mental health as a “nutter”.

It’s important to understand the older generation of men may not be comfortable talking about mental health and it may manifest in unhelpful comments like this. However it’s important that, like Whitton, you have the courage to call them out:

“I said to him, in this workshop, that if he’s managed to get through life and into a senior position at 50 years old plus, without ever experiencing anything like stress or anxiety, or anything of that nature, then he’s been extremely fortunate. But I told him not to use that to judge others who have, because you could be working right next to someone who is struggling in that way and he’s not going to open up and have that important conversation if he thinks the bloke next to him will call him ‘a nutter’.”

You might also like:

Mental Health Myths about Men

‘We address the things that men want to know about. And clearly, sex is one of those’

What can we learn from Olympians about getting the best out of ourselves?

The mental health crisis in Construction: ‘workers are pretending everything is fine when it’s really not’

Tough Talking: one man’s honest story of his recovery from three suicide attempts

As companies consider future office development plans, examining successful case studies on how to design and operate a zero-waste building can provide key insights into best practices.

Chou Hall at UC Berkeley, the first TRUE Zero Waste academic building, exemplifies zero waste innovation through effective collaboration, leading to sustainable practices campus-wide.

As businesses face increasing pressure to reduce their carbon footprint, zero-waste office buildings are a key aspect of shaping a sustainable, attractive, and future-focused work environment. They align with broader environmental goals while enhancing employee engagement, brand reputation, and operational efficiency.

These buildings aim to eliminate waste sent to landfills by maximising resource efficiency, recycling, and using renewable materials.

“A net zero waste building is operated to reduce, reuse, recycle, compost or recover solid waste streams thereby resulting in no waste disposal to landfills or incinerators,” according to the Federal Energy Management Program.

The workforce of the future, particularly younger generations, is increasingly conscious of sustainability. Employees are more likely to choose organisations that prioritise environmental responsibility. 

A zero-waste office can become a powerful recruitment tool, demonstrating a company’s commitment to social and environmental causes, which resonates with talent seeking purpose-driven work environments.

Zero-waste offices often emphasise the use of non-toxic, sustainable materials that contribute to better indoor air quality and overall healthier environments. Healthier workspaces improve employee well-being, reducing sick days and increasing productivity. 

In the future of work, where employee well-being is closely tied to performance, creating such environments is essential for success. As companies consider future office development plans, examining successful case studies can provide key insights into best practices. 

Project Director Jessica Heiges shares the details behind Chou Hall at University of California Berkeley’s Haas School of Business.

A net-zero building success story

Chou Hall at UC Berkeley Haas School was the first TRUE Zero Waste academic building, certified in 2019. TRUE is a “zero waste certification program that guides facilities, portfolios, events and construction sites to design waste out of their system,” (Byrne, 2023). Today there are over 300 facilities in 28 countries that have received the TRUE certification. 

“TRUE projects have diverted over 5.6 million tons from the world’s waste streams,” according to USGBC, 2023.

Cynthia Milota (CM): What is Chou Hall’s story? How did the project come to be and how were you involved?

 Jessica Heiges (JH): The Chou Hall zero-waste building initiative was the result of a perfect alignment of forces. The project had buy-in from all necessary stakeholders across campus — leadership, facilities and the student body — who were motivated to support innovative sustainability solutions. 

The Haas School of Business wanted to be a “living laboratory” where sustainability solutions could be tested, applied and learned, moving beyond just theory taught in the classroom.

The Haas Dean and COO at the time were also highly supportive of this initiative — and had the initial funds to back it. Chou Hall was newly built, slated to open in October of 2017. 

The building was already on track to receive LEED and WELL certification, so Haas aimed for the “trifecta” by also obtaining TRUE certification. Additionally, the primary donor for Chou Hall deeply believed in and advocated for innovation and sustainability.

I started my master’s program in zero waste and circularity in August 2017. A classmate of mine was already involved in the project; and once he learned of my interest in and capacity to support the certification program, he brought me onto the team. 

CM: What are the goals of a TRUE certification, and what is the process?  

JH:  To receive the GBCI TRUE certification, a facility must have 12 consecutive months of a 90%+ diversion-from-landfill (diversion) rate. It is important to note that incineration, including waste-to-energy, is not considered a diversion method. 

Facilities also need to demonstrate a documented baseline year of waste diversion data and maintain a contamination rate below 10% for all outgoing waste streams.

The TRUE certification process involves earning credits across 15 categories, including innovation, upstream waste management practices, staff training and reporting. 

Unlike other certification programs, TRUE takes a holistic approach, aiming to influence not just on-site waste management, but also upstream and downstream practices within the supply chain. To keep their certification current, facilities must maintain a diversion rate above 90% and submit annual reports.

CM: What are some lessons learned in the certification process and in the on-going operations of Chou Hall? 

JH: Since its certification, Chou Hall continues to excel. It remains a shining example of a successful zero waste implementation, serving as a key differentiator between Haas and other sustainability-minded MBA programs. It has become a north star for other buildings on campus and is now expanding to include other buildings in the Haas ecosystem.

Throughout the two years of working toward zero waste at Chou Hall, our team learned a great deal. Some of the most significant learnings and recommendations that resulted from our experience include:

• Early stakeholder engagement: Get key decision-makers on board early. Clearly define their roles in the initiative and keep them informed to generate buy-in throughout the process.
• Comprehensive education: Develop a multi-channel education campaign tailored to your specific audience and deliver it persistently. Effective communication is crucial for success.
• Strong program management: Assemble a passionate and dedicated team to manage the program. Setbacks are inevitable, so a methodical approach and strong stakeholder relationships are essential.
• Funding matters: Verbal support isn’t enough. Secure dedicated, recurring and sufficient funding to support the initiative’s infrastructure and ongoing operations.
• Planning for events: Events often generate far more waste than anticipated, and managing waste during events requires careful planning to navigate competing priorities and resource limitations.
• Waste audits are powerful: Conduct waste audits (also known as waste characterisation studies) to gain valuable insights into the types and volumes of waste generated. This will help you target your efforts and refine your program. Waste audits can also be a great engagement tool: getting community members involved by having them sort trash while wearing hazmat suits!

CM: You mentioned that the success of zero waste facilities is largely due to a partnership between the site facilities team, the owner and the various consultants. Can you elaborate on this partnership and why it’s so crucial?

JH: Facility staff are the backbone of zero waste implementation and maintenance. They implement the infrastructure changes needed to promote zero waste, such as installing compost and recycling bins and dishwashers. Custodial and janitorial staff are essential as they ultimately ensure proper waste sorting, placing waste in the designated bins for collection and preventing contamination.

Building owners play a key role in approving components within a facility as well, such as installing dishwashers, which is vital for reducing waste. Their support is essential for unlocking zero waste initiatives. And lastly, the success of any zero waste program hinges on the cooperation of building occupants. This means properly sorting waste and avoiding unnecessary printing. 

CM: How does the familiar camping phrase “pack-in, pack out” apply to zero waste buildings? 

JH: The “pack-in, pack-out” mentality is essential for zero waste practices. The core idea is two-fold:

1. It is based on an understanding that we should not bring and leave our waste elsewhere, and
2. It creates a “nudge of inconvenience.” By making it less convenient to throw away waste, individuals may be less inclined to engage in waste-generating practices.

That said, it is not a solution for every situation, and it is important to recognise accessibility concerns. Not all individuals have equal access to reusable versus single-use consumption items. 

Accessibility can vary based on a variety of factors, and there are financial and time constraints to choosing less convenient consumption practices. Physical constraints can be a barrier as well for those with disabilities who may not have the option to choose reusable consumption (e.g. drinking a beverage without a straw).

Yet, ultimately, the “pack-in, pack-out” mentality aims to view all locations like the wilderness and make a conscious effort to monitor and minimise our negative impact. It is one tactic to promote behavioural change toward reducing our current unsustainable rate of waste generation.

“Chou Hall does not have any landfill bins,” according to the Northern California Recycling Association. “You heard it right! Their pack-in, pack-out policy for trash helps students and staff be aware of the waste they generate.”

CM: How has Chou Hall influenced the operation of other buildings on the Berkeley campus? Do you see overall student behaviour changing regarding waste generation?   

JH: UC Berkeley has developed its own zero waste program embodying many principles from the TRUE certification, which is being implemented in buildings across campus. Though not certified by TRUE, all new buildings at UC Berkeley are designed to be zero waste. 

There is a clear change in student behaviour — they are taking more ownership and pride in the sustainability of their campus. Across campus there are student-generated signs, programs, clubs and policies in support of waste reduction education and infrastructural and programmatic change. 

It is powerful and energising. Having that kind of student engagement is not unique, but makes an impact toward achieving such ambitious sustainability goals.

Getting started in your workplace

To help companies get started on a zero waste journey at the office, Dr. Nick Becker provides “18 Zero-Waste Tips to Implement in the Workplace,” (Becker, 2024). Here are some concepts to get started.

For the complete list visit ClimateSort/zero-waste-tips.

More strategic zero-waste strategies include encouraging employee and customer ideas on sustainability, going beyond pilots to create long-term initiatives for zero office waste. Partner with the facilities team, building management and your community to highlight zero waste initiatives. 

Chou Hall is a stand-out example of a zero-waste building, holding the TRUE certification and positively influencing zero waste around the entire UC Berkeley campus. Functioning as a zero-waste facility for 6 years, the success of the Chou Hall project in planning and on-going operation is dependent on effective collaboration between the facility staff, building owners, building users and consultants. 

Eliminating waste can be accomplished by reducing, reusing, recycling and composting to divert waste from landfills or incinerators. 

As companies consider future office development plans, examining successful case studies on how to design and operate a zero-waste building can provide key insights into best practices, as outlined in this AllWork.Space article on zero-waste buildings.

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From wellbeing to sustainability: 5 trends shaping tomorrow’s workplaces

From cancer care to helping working carers, fertility assistance to family support, planning finances to period pain awareness. The range of health and wellbeing benefits now available to employees is vast.

But which are the benefits that employees value most? What are the pain points that aren’t yet being addressed? And what do you think will be the future of employee health and wellbeing benefits to 2030?

Ahead of the Leaders’ Summit session at MAD World on 17th October entitled “The next big thing in employee health and wellbeing benefits”, we’d love to know what you think.

Please take a moment to complete this short survey.

Key, anonymous insights will be used to inform the discussion at the event between Rashree Chhatrisha, Director of Pensions and Benefits, Saga and Francis Goss, formerly Director, People Experience Consulting with Gallagher and now Director of MoneyFit Financial Wellbeing.

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The Leaders’ Summit at MAD World Festival of Workplace Culture, Employee Health & Wellbeing on 17th October 2024, will bring together speakers and attendees from across sectors and with a range of job titles for two tracks of leading-edge content that showcase best practice and provide insights and inspiration for all those looking to achieve maximum engagement with initiatives, optimise investment, stay one step ahead and really make a difference.

The stellar lineup of speakers, as well as Rashree Chhatrisha and Francis Goss includes: Professor Dame Carol Black GBE FRCP FMed Sci; Peter Cheese, CEO, CIPD, Vanessa Harwood-Whitcher, Chief Executive, The Institute of Occupational Safety & Health (IOSH), Dhavani Bishop, Head of Group Colleague Health & Wellbeing, Tesco,  Kirstin Furber, People Director, Channel 4,Dr Clare Fernandes, Chief Medical Officer, BBC, Christian van Stolk, Executive Vice President, RAND Europe, Karen Brookes, Chief People Officer, Sir Robert McAlpine, Jaimy Fairclough, Wellbeing Specialist – People Division, Sainsbury’s, Dr Femi Oduneye, Vice President Health, Shell International B.V. and many more.

If you’re an employer, you can register for the Leaders’ Summit at MAD World with a 50% discount using code MAD50 here. Or join our Leaders’ Club for VIP registration.

You might also like:

Aon: The 2024 Global Benefits Trends Study

Why mental health support should be part of a global minimum benefits standard

More than 20% of employers expect increased demand for caring, fertility, neurodiversity, addiction, and gender identity support

“In a world where many are increasingly disconnected from nature, biophilic design offers a powerful solution for improving both individual well-being and environmental health.” So says Dr Vanessa Champion, founder and editor of the Journal of Biophilic Design. Catching up with Australian designer Chintamani Bird, a leader in this field, they explore how incorporating nature into built environments can reduce stress, boost cognitive function, and enhance overall well-being. Read more about these insights in the full interview here. 

Biophilic design and brain function

Biophilic design is rooted in our innate need to connect with nature, known as biophilia. This connection activates the parasympathetic nervous system, helping us to relax and conserve energy. Chintamani Bird highlights that modern environments, like plain offices with artificial lighting, cause sensory deprivation, leading to stress and fatigue. In contrast, natural elements such as plants, water, and fractals—patterns commonly found in nature—can ease mental strain, freeing up energy for creativity and productivity.

The benefits go beyond aesthetics. Research shows that biophilic environments promote better focus, improved mood, and even physical health benefits like better sleep and cleaner air. These spaces create ideal conditions for both mental and physical well-being.

The collective impact of biophilic design

Chintamani believes biophilic design has the power to heal not just individuals but also communities and ecosystems. By integrating biodiversity into our surroundings, we can regenerate natural systems and restore balance between humanity and the planet. She stresses the urgency of this approach, pointing to the environmental crises we face today. However, her vision is one of abundance, where biophilic design promotes both environmental sustainability and human well-being.

A future shaped by biophilic design

More designers are embracing biophilic principles to create spaces that foster well-being, sustainability, and social cohesion. From healthcare to schools and workplaces, biophilic design has been shown to improve recovery rates, boost academic performance, and increase productivity. As society recognises the need to reconnect with nature, biophilic design offers a path forward for healthier, more sustainable environments.

The transformative power of biophilic design

Biophilic design has the potential to reshape our world by fostering a deeper connection between people and nature. Chintamani Bird’s work reflects this vision, creating spaces that honour both human and ecological health. “We should imbue our environments with reverence,” she says, calling for a balanced relationship between nature, Earth, and humanity. Through this philosophy, biophilic design offers a way to build a more sustainable and connected future for all.

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The traditional approach to organising office space, still used by many design studios, is becoming increasingly outdated as offices seek to create environments that address modern business needs. ZIKZAK Architects has introduced a new design methodology, blending elements from both design and screenwriting, to create a dynamic “storyline” for the future of office life.

Office design by ZIKZAK Architects

The architectural scenario

This architectural scenario is a branching structure, with multiple parallel routes within the same space, unlike the linear path of a film. In architecture, there are numerous potential movement paths, in contrast to the fixed trajectory of a camera. The architectural scenario is based on the emotions it evokes and the level of attention it commands. The feelings of a person entering the space for the first time are markedly different from those of someone who has inhabited the space for a long period.

Someone stepping into a room for the first time usually experiences a range of emotions, whether positive or negative, depending on the space’s aesthetic. In contrast, a person who spends time regularly in that environment won’t experience the same emotional response every day. Gradually, the space becomes part of the background, and instead of emotions, the focus shifts to the state of attention and concentration. The emotions the workspace evokes are crucial for the business client, job candidates, and the entire team, from the day the office opens and beyond. Sustained mindfulness becomes key over the long term.

WOW-effect

Designers are often tasked with creating a “WOW-effect”. This effect is an emotional blend of joy and surprise. Over time, this feeling can develop into anticipation, as the focal point becomes visible from afar or is glimpsed in fragments, drawing visitors’ interest into the space. The resulting surprise and joy depend on the designer’s skill level. Beyond the WOW-effect, customers frequently aim to instil a sense of trust in visitors through their reception areas. The lounge area, however, should ideally convey calmness and tranquillity.

Office design by ZIKZAK Architects

Arsenal of design tools

The ZIKZAK Architects team has developed a comprehensive set of design tools to evoke the right emotions for each space, ensuring that the client’s brand is accurately represented. To enhance business efficiency, the designers focus on how each functional area impacts employees’ levels of attention. For every required state, specific spatial elements are chosen, such as volume, sound insulation, lighting, colour intensity, and texture scales.

While emotions serve as tools for brand positioning, the focus and attention of employees are key to business productivity. Therefore, the office’s layout is crafted to align both with the emotions required in each area and the attention levels of its users. Open spaces are designed to foster divided attention, allowing employees to focus on multiple tasks simultaneously. Deep focus rooms should encourage concentration on one task at a time. The reception area not only serves as a first impression but also as a threshold between leisure and work. It helps transition a person from a state of rest to one of work-related concentration. Attention in this space is still somewhat scattered, but the design should gently guide visitors towards focused attention, whether internal – for specific tasks – or external and shared, as needed for meetings.

The lounge and kitchen areas offer relaxation, with attention shifting from focused internal (in the lounge) to collaborative in the kitchen. Such shifts in focus are essential for recharging employees.

Office design by ZIKZAK Architects

Thus, design approaches continue to evolve alongside technological advancements. If you’re planning to open a new office or redesign an existing one, it’s crucial to ensure that your design team doesn’t rely on outdated methods. From the outset, they should develop a strategy to implement a design scenario that aligns with the business needs and expectations. Architectural expression and functionality should come together to evoke the right emotions in business clients and potential employees, while fostering the optimal attention levels among the office team.

ZIKZAK Architects

Ukrainian architecture and design company specialising in workplace design and commercial interior and architecture. The company operates in 7 countries and offers integrated design services for commercial property.