Goodman partnered with Sprouta to explore an initial business need in building a comprehensive Diversity & Inclusion strategy and development of inclusive leadership capabilities that would contribute to the organisation's performance. Following the impact and outcomes of this partnership, Goodman engaged Sprouta to conduct a comprehensive Organisational Health Review. The key deliverable being the development of a clear, focused, and well-defined strategy that would support Goodman with addressing mental health, wellbeing and sustainable performance for the organisation.
Recent engagement survey data and diversity and inclusion work served as key insights to support the business case for change.
Challenges and Opportunity for Impact
Goodman recognised a need to identify and address psychosocial risk factors in the workplace that contribute to and impact mental health and wellness for Goodman employees. There was a need for more accurate data, a clear and meaningful strategy of all workplace factors including root causes that contribute to and impact on the mental health of employees. The result would contribute to compliance with the WHS Act (positive duty around psychosocial risk).
Reduced productivity and sustainable performance being a key risk which contributes to a business impact through:
- Absenteeism
- Engagement
- Talent Attrition
- Presenteeism
- Burnout
- Injury claims
- Customer and employee experience impacting reputation
- Collaboration and problem solving.
Enabling workplace safety, wellbeing, diversity, inclusiveness and social equity
Goodman is a specialist global industrial property and digital infrastructure group. Goodman own, develop and manage high-quality, sustainable properties that are close to consumers and provide essential infrastructure for the digital economy.
As part of Goodman’s commitment to the psychological health and safety of their people, Goodman engaged Sprouta together with our Sprouta partner encountas to conduct an Organisational Health Review (positive duty for employers under WHS requirements). This initiative evolved from Goodman's partnership with Sprouta along with Sprouta partner Leaders For Good's work in developing a comprehensive Diversity & Inclusion Strategy and building inclusive leadership capability across Goodman's leaders. The purpose of the Organisational Health Review was to:
Identify and assess organisational factors (enablers and barriers) that affect the wellbeing of people; Review the current controls in place to support the mental health and wellbeing of Goodman employees
Identify key risks and opportunities to address legislative requirements and improve the wellbeing of Goodman’s people; and
Make key recommendations through a report and action plan to address any concern.
A Good Psychosocial Safety Climate
The review results indicated a good psychosocial safety climate the deliverables include:
- Development and delivery of a final report with a meaningful strategy that supports Goodman promote a holistic approach to mental health and wellness.
- Identified the psychosocial risk factors that contribute to and impact mental health and wellness for Goodman employees.
- Helped develop proper mechanisms to measure and evaluate the effectiveness of interventions.
- Contributed towards increasing inclusion including voice, decision making and psychological safety across the organisation.
- Develop further understanding of managers capability in being able to identify and effectively manage mental health issues of employees.
