Wellbeing Strategies in the Workplace for an Inclusive Environment

Workplace wellbeing has become a defining issue for UK businesses navigating an era of unprecedented change. Recent research reveals that only 55% of workers at a typical UK workplace report a high state of wellbeing at work.

According to figures from the Health and Safety Executive, 1.9 million workers suffered from work-related ill health in 2024/25. From this data, 964,000 workers reported that stress, depression or anxiety were caused or made worse by work. The HSE estimates that work-related ill health and injuries have led to the loss of 40.1 million working days in 2024/25

The economic impact is substantial, with poor mental health across the UK workforce costing employers around £51 billion annually, according to Deloitte.

These figures highlight the critical importance of workplace wellbeing strategies. However, the challenges extend beyond mental health concerns. For organisations in the office design sector, these statistics present both a challenge and an opportunity.

The physical environment in which people work plays a fundamental role in addressing these issues, making thoughtful workplace wellbeing design an essential component of any comprehensive business strategy.

Workplace wellbeing is a holistic concept that encompasses the physical, mental, emotional, social, and financial health of employees within their working environment. It reflects how individuals experience their working lives and represents their overall assessment of satisfaction, engagement, and fulfilment in their professional roles.

Rather than being a fixed state, office wellbeing is dynamic and influenced by multiple interconnected factors, including physical workspace design, organisational culture, work-life balance, job autonomy, and social connections.

When organisations prioritise wellbeing, they create conditions that enable employees to thrive both professionally and personally, resulting in improved organisational performance, higher productivity, reduced absenteeism, and greater employee loyalty.

B-Corporations

The rise of the B-Corporation (B-Corp) movement has set a new benchmark for workplace wellbeing. To achieve certification, companies must undergo a rigorous B Impact Assessment, which heavily weighs the 'Workers' impact area. This goes beyond surface-level perks, evaluating organisations on metrics such as financial security, health and safety, career development, and engagement.

For B-Corps, wellbeing isn't just a policy; it's a legal requirement to consider the impact of their decisions on their employees. As a result, B-Corp certified businesses often report higher retention rates and deeper employee engagement, proving that high ethical standards and business success go hand in hand.

At Area, we are proud to hold this certification, underscoring our commitment to practicing the same wellbeing principles we integrate into our clients' office designs.

Workplace wellbeing is fundamental to organisational success and employee satisfaction. Companies that fail to prioritise wellbeing risk higher turnover rates, increased absenteeism, and reduced productivity.

The benefits of prioritising wellbeing include:

• Enhanced productivity and performance: Employees experiencing high wellbeing demonstrate greater focus, efficiency, and output quality.

• Reduced absenteeism: Healthy, supported employees take fewer sick days and are more engaged when present.

• Improved employee retention: Organisations with strong wellbeing strategies experience lower turnover rates.

• Increased employee engagement: Wellbeing initiatives foster a positive workplace culture where employees feel valued.

• Attraction of top talent: Businesses known for prioritising office wellbeing gain a competitive advantage in recruitment.

• Lower healthcare costs: Proactive strategies reduce the incidence of work-related illnesses.

• Enhanced creativity: Employees who feel physically and mentally well are more likely to think creatively and solve problems effectively.

• Stronger reputation: Companies demonstrating genuine commitment to employee wellbeing build positive brand equity.

Creating an inclusive workplace that prioritises employee wellbeing requires a multifaceted approach. The following strategies provide a comprehensive framework for organisations seeking to enhance their environment.

Design a Wellbeing-Oriented Office Space

The physical environment in which employees work plays a significant role in their overall health. A well-designed office space contributes to a positive atmosphere.

Consider incorporating elements such as ample natural light, comfortable ergonomic furniture, and adjustable workstations to promote physical comfort and reduce musculoskeletal issues. Additionally, provide designated spaces for relaxation, collaboration, and quiet work to cater to different work styles.

Including greenery, artwork, and pleasant colours can enhance the aesthetic appeal and create a calming environment.

Cultivate a Culture of Respect and Empathy

One of the best strategies for creating an inclusive workplace is to cultivate a culture of respect and empathy. This involves encouraging open and honest communication, active listening, and recognising and appreciating the unique perspectives and experiences of each employee.

By fostering an environment where diverse ideas and opinions are welcomed and respected, organisations can harness the full potential of their workforce and create a sense of belonging for all employees.

Provide Diversity and Inclusion Training

Flexible Work Arrangements

Recognising and accommodating the diverse needs of employees is crucial. Implementing flexible work arrangements, such as remote work options, flexible hours, or compressed workweeks, supports individuals with different lifestyles or caregiving responsibilities. Flexibility promotes work-life balance, reduces stress, and enhances satisfaction.

Create Employee Resource Groups (ERGs)

Prioritise Mental Health and Wellbeing

Promoting mental health is essential. Organisations can offer resources such as mental health programs, counselling services, or employee assistance programs (EAPs). Encouraging work-life balance and providing mindfulness activities are excellent strategies for creating an inclusive workplace. Managers should also be trained to recognise and address mental health concerns effectively.

Review and Revise Policies

Regularly reviewing policies to ensure they are inclusive and free from bias is vital. Organisations should strive to eliminate discriminatory policies and establish fair processes for hiring and promotion. Creating diverse interview panels and implementing strategies to mitigate unconscious bias are critical steps towards building a more inclusive workplace.

Workplace wellbeing design has emerged as a critical factor in supporting employee health. The physical workspace influences everything from physical comfort to mental resilience. Forward-thinking organisations recognise that strategic office design represents an investment in their most valuable asset: their people.

The following design principles provide a comprehensive approach to creating workspaces that actively support office wellbeing.

Biophilic Design and Natural Elements

Biophilic office design recognises the innate human connection to nature. Research has shown that biophilic elements, such as exposure to plants and natural light, can reduce stress, improve focus and boost creativity. According to research from the University of Sydney, certified offices can lead to a 26% increase in cognition and reduce sickness-related absences by 30%

Designing for Neurodiversity

True inclusivity goes beyond physical accessibility; it must also address neurodiversity. With approximately 15-20% of the population being neurodivergent (including individuals with ADHD, autism, dyslexia, and dyspraxia), a standard open-plan office can be a challenging environment. Visual clutter, ringing phones, and flickering lights can cause sensory overload for hypersensitive individuals, making focus impossible.

Workplace wellbeing design must therefore create a "sensory landscape" that offers variety:

• Low-Stimulation Zones: Quiet areas with muted colours, soft acoustics, and dimmable lighting are essential for deep focus and for those who are hypersensitive to stimuli.

• High-Stimulation Zones: Vibrant, active spaces with visual interest can support those who are hyposensitive and seek sensory feedback to remain engaged.

By offering this variety and designing for neurodiversity, you empower employees to self-regulate and choose the environment that best supports their cognitive processing style on any given day.

Natural Light and Lighting Design

Natural light stands as one of the most powerful design elements for supporting employee wellbeing. Maximising daylight exposure helps regulate circadian rhythms, which improves mood and sleep quality. Workspaces should be designed to maximise light penetration through large windows and glass partitions. Where natural light is limited, lighting systems should incorporate adjustable colour temperatures that mimic daylight patterns.

Acoustic Design and Noise Management

Noise can significantly reduce attention span. Research from the University of Arizona found that 50 decibels is the optimal noise level for maximising physiological well-being. Effective office acoustic design requires sound-absorbing materials such as acoustic panels and soft furnishings. Organisations should create distinct acoustic zones, providing quiet areas for focused work alongside collaborative spaces where conversation is encouraged.

Ergonomic Design and Comfort

Ergonomic office design adapts the workspace to fit human needs. HSE statistics reveal that 51% of workers reported backache or musculoskeletal issues. Height-adjustable desks enable employees to alternate between sitting and standing, whilst ergonomic chairs with adjustable lumbar support accommodate different body types.

Flexible and Activity-Based Working Spaces

Activity-based working (ABW) focuses on creating a diverse range of spaces. Rather than assigning employees to a single desk, workplace wellbeing design provides choice. Quiet focus rooms support concentration, collaborative zones facilitate teamwork, and breakout areas provide spaces for relaxation. This variety acknowledges that individual needs change throughout the day.

Spaces for Movement and Wellness

Integrating opportunities for physical movement into the office design promotes health. Organisations can incorporate wellness rooms for meditation, accessible stairways to encourage walking, and standing meeting areas to reduce sedentary time. These spaces signal a commitment to holistic health.

Collaborative and Social Spaces

Human connection is fundamental to wellbeing. Office design should facilitate interaction through comfortable breakout areas and communal dining spaces. Social zones positioned strategically throughout the office create opportunities for chance encounters, strengthening organisational culture and reducing isolation.

Temperature and Air Quality Control

Poor air quality can cause fatigue and reduced concentration. Effective HVAC systems with appropriate ventilation rates ensure fresh air circulation. Where possible, providing zone-based climate controls allows employees to adjust their immediate environment. Air purification systems and plants further help maintain healthy office air quality.

Implementing strategies is step one; proving their value is step two. To ensure continued investment, organisations must measure the Return on Investment (ROI) of their office wellbeing initiatives. While wellbeing can feel intangible, its impact on business performance is measurable.

To effectively track the success of your office wellbeing strategy, consider monitoring the following metrics:

• Absenteeism and Presenteeism: Track the reduction in sick days and "presenteeism" (working while unwell or unproductive) following design changes or new policy implementations.

• Retention and Turnover: Compare staff turnover rates before and after implementing wellbeing strategies. Lower turnover saves significantly on recruitment and training costs.

• Employee Feedback (eNPS): Move beyond annual surveys. Use frequent "pulse" surveys to gauge real-time sentiment regarding the physical workspace (e.g., "Does the office design support your ability to focus?").

• Occupational Health Data: A reduction in referrals for back pain, eye strain, or stress-related leave is a direct indicator that your workplace wellbeing design is working effectively.

By correlating these metrics with business performance, organisations can demonstrate that investing in a wellbeing-oriented office is not just a 'nice-to-have', but a strategic driver of profitability and sustainability.