Inclusive Wellness Series: How to create an inclusive physical wellness program

Wellness and inclusion are top of mind for many organizations, especially those looking to retain and attract talent, raise productivity rates and lower healthcare costs.

In this three-part series, Workplace Wellness Insider talks with subject matter experts that offer advice and experience with creating inclusive programs around physical, emotional and financial wellness. First up in the series: physical wellness programs.

Many factors can keep an employee from accessing their workplace fitness, nutrition and other preventative care benefits. A range of circumstances—such as physical disability, economic disadvantage, cultural boundaries, social stigma or, even, scheduling flexibility—can impact inclusivity.

Susie Silver, a senior consultant with the Diversity Movement, a business consulting company, says organizations should first expand the scope of what it considers wellness.

“Organizations should brainstorm what a scope of wellness should look like,” Silver says. Understanding employee needs and acknowledging systemic issues around healthcare, housing, finances, ability, education and nutrition puts managers in a better position to address inequity when creating a wellness plan.