Goodman partnered with Sprouta to explore an initial business need in building a comprehensive Diversity & Inclusion strategy and ongoing development of inclusive leadership capabilities to 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 strategy that would support Goodman's sustainable high performance culture.
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. The result would contribute to compliance with the WHS Act (positive duty around psychosocial risk).
Reduced productivity and sustaining performance pose risks that directly impact business deliverables and outcomes 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 and 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 support Goodman's sustainable high - performance culture across the organisation. In addition to making key recommendations through a comprehensive report and action plan.
A Good Psychosocial Safety Climate
The review results indicated a positive psychosocial safety climate the deliverables include:
- Development and delivery of a meaningful strategy that supports Goodman's approach to mental health and wellness.
- Identified the psychosocial risk factors that contribute to and impact mental health and wellness for employees.
- Development of mechanisms to measure and evaluate the effectiveness of interventions.
- Contributed towards increasing engagement and psychological safety across the organisation.
- Supported leaders to develop sustainable performance capabilities that enable and support employees and Goodman high-performance culture.
