How to effectively communicate with a multigenerational workforce
By Sally Pritchett
CEO
How can you help your communications resonate with a multigenerational workforce?
In today’s world, people are living and working for longer. For the first time in history, five generations are currently in the workforce, each with their own preferred ways of working and communicating.
While a multigenerational workforce brings diverse skills, experiences and perspectives, it also presents challenges – one of which is communication. While it’s important not to make assumptions and remember everyone has their own preferences, there are noticeable differences between each generation’s communication style. For example, Baby Boomers typically prefer a balance between email, phone calls and face-to-face communications, whereas Gen Z typically prefer direct personal communication and short, digestible digital messages.
With each generation valuing different communication styles, ensuring everyone feels informed, heard, and engaged is crucial. But as a communicator, what can you do to help your communications resonate with a multigenerational workforce?
Use various communication channels
Consider the different communication channels available to you and how you can use these to reach employees better. For example, if you are communicating a company-wide update via email, could you share this on other internal channels too? If appropriate, condense your email down and share via Teams or your internal social channel as well to help keep everyone informed.
Give employees flexibility on how they communicate with you
When it comes to communicating with employees, it’s not just one-sided – you should give colleagues the opportunity to share their thoughts, provide feedback, and raise concerns in ways that they feel comfortable. Where possible, consider offering employees different ways to communicate with you. For example, if you’re asking employees to contribute their ideas on a project during a meeting, you could also let them share their thoughts via email afterwards.
Balance digital and in-person communications
Using the right balance of digital and in-person communications can help you better engage employees with different preferences and ways of working. However, it’s important to make sure you are using the best approach for what you are trying to achieve.
While messaging platforms such as Teams are great for quick updates, it may be better to have in-depth discussions or more personal conversations in person. When communicating virtually with employees, always make sure you are clear and concise to ensure your communications are accessible to all.
Continue reading:
If you’re looking to develop engaging communications that resonate with a multigenerational workforce, we can help.
Navigating the multi-generational workforce within SMEs
By Sally Pritchett
CEO
In this video, we navigate the challenges of a multi-generational workforce within SMEs, offering practical solutions to overcome communication hurdles.
With up to five generations present in the workforce – as Gen Z enters working age and discussions about a new pension age of 71 begin – the age gap between your youngest and oldest employees is widening, presenting both a challenge and an opportunity.
In this recent session tailored specifically for HR leaders within SMEs, we addressed the challenges stemming from an increasingly age diverse workforce. From talent attraction to productivity, company culture, and fostering diversity, we discussed practical insights and real-world solutions.
We examined the critical issue of retaining experienced employees to avoid ‘history and wisdom walking out the door’, particularly creating a challenge in sectors such as healthcare, where invaluable knowledge is at risk of being lost with an ageing workforce and retiring staff. Additionally, we explored the difficulties many businesses face in recruiting, and then retaining, Gen Z talent.
We would like to thank Daniel Broome, Strategic Director from People Puzzles, for joining the session and sharing his perspectives. If you’d like to connect with Daniel, please reach out to him on LinkedIn.
Five ways to improve collaboration within a multigenerational workforce
By Sally Pritchett
CEO
Learn how to foster collaboration across generations in the workplace with these five practical strategies.
For the first time in history, five different generations are working together. While having a range of ages in the workplace brings diverse perspectives, ideas, and experiences, it also presents new challenges that employers haven’t faced on this scale before.
One of the biggest challenges multi-generation workforces present is around communication. With each generation typically having different communication styles, communication barriers are forming between employees. These barriers can impact employees forming positive work relationships, resulting in reduced collaboration and productivity.
According to the London School of Economics, employees with age gaps of more than 12 years with their managers are 1.5 times more likely to report lower productivity. While this could be partly down to different ways of working and communicating, negative stereotypes and perceptions could also play a part in employees not working together.
With the impact of a multi-generational workforce already being felt in many businesses, what can your business do to help improve collaboration between employees?
Help employees understand generational differences
Bridging the gap between different generations starts with helping employees understand what generational differences look like in the workplace. If employees don’t know how their colleagues prefer to communicate or why they work in a certain way, they could make assumptions or stereotype someone based on their age. Educating your workforce on generational differences can help prevent employees from making these harmful stereotypes, which in turn can help to improve collaboration and bridge the productivity gap.
Create an environment of open communication
Creating a safe environment where discussing ideas and sharing different perspectives is encouraged can help nurture a more collaborative workplace culture. When employees feel safe to speak up and share their thoughts, everyone gets a chance to bring their unique experiences to the table and learn from others. This can help employees work together more productively as they can learn from one another while working to achieve a common goal.
Encourage skills and knowledge sharing
While a multigenerational workforce presents certain challenges, it also brings huge opportunities. One of which is the opportunity for skills and knowledge sharing. While older generations may have extensive knowledge from years of experience in a particular industry, younger generations may bring new perspectives on ways to do things into the workforce. Encouraging employees to collaborate and share this knowledge not only helps employees develop their own skills – it can also lead to better creativity and problem-solving.
Take practical steps to support employees working together
Alongside educating employees on generational differences, providing more opportunities for connection and collaboration can help bring together employees from different generations. For example, skills workshops and knowledge-sharing sessions are a great way to get employees together to learn from one another.
With many businesses now working in a hybrid way, online collaboration is more important than ever. However, some employees may not feel confident using online tools and software. Offering training and support to all employees ensures everyone can contribute in this way, improving online collaboration between employees.
Introduce mentoring (and reverse mentoring)
Mentoring is a great way to bring employees from different generations together. It gives employees an opportunity to build positive, supportive relationships that benefit both the mentor and mentee. As well as introducing traditional mentoring opportunities, you should also consider reverse mentoring – where employees early on in their careers mentor more senior employees.
By giving employees opportunities to better understand and learn from one another, mentoring can help build respect between employees from different generations, break down stereotypes, and encourage open communication.
Ultimately, the key to improving collaboration is going beyond stereotypes and encouraging flexibility in working practices. Enabling different communication methods within the workplace and helping your workforce better understand one another can help employees collaborate more effectively and find good compromises that work for both parties.
Continue reading:
If you want to start the conversation about collaborative ways of working with your employees, we can help create engaging communications that resonate with every generation within your workforce. Talk to us.
Tune In: Uniting the multi-generational workforce
Our CEO Sally Pritchett will be joined by two expert speakers for an insightful exploration into the voices of the multi-generational workforce – uncovering strategies to improve relationships, enhance communication, and boost productivity.
Join the guestlist: https://www.tickettailor.com/events/somethingbig/1216229
Unraveling ageism and workplace age discrimination
By Sally Pritchett
CEO
Ageism is the most common form of workplace discrimination, but it is not often talked about. It’s time for that to change.
With five different generations working together for the first time, age discrimination is something that is particularly affecting both younger workers who are starting their careers and people aged 50 and over.
But what can we do to help as communicators? It starts with increasing our understanding of what age discrimination is, and what we can do to create safer, healthier and happier workplaces for employees of all ages.
What is age discrimination?
Age discrimination occurs when someone is unfairly disadvantaged based on their chronological age. In the UK, age is a protected characteristic set out in the Equality Act.
Ageism refers to treating someone unfairly due to their age, including negative stereotypes, prejudice, or discrimination. In the workplace, this discrimination often manifests through biased hiring practices, limited advancement opportunities, and unequal treatment.
One in three people in the UK report experiencing age prejudice or age discrimination.
Centre for Ageing Better
Typically, ageism is U-shaped across a person’s lifetime, with the youngest and oldest workers most likely to suffer from age-based discrimination.
Despite one in three people in the UK reporting experiencing age discrimination, very few cases are prosecuted under the Equality Act, indicating a lack of seriousness in addressing this issue.
In the UK, like across much of the world, our population is undergoing a massive age shift. By 2050, one in four people will be over 65. Among countries with ageing populations, raising retirement ages and extending working lives is widely viewed as an economic necessity. This means that age diversity in the workplace is set to continue to widen.
Age discrimination against older workers
Older workers, including Gen X (those born between 1965-1976), Baby Boomers (1946-1964) and Traditionalists (1945 and earlier) often report encountering age-related stereotypes and myths that can undermine their confidence and capabilities.
These negative stereotypes influence not only how people are treated by others, but also how people view their own ageing. Stereotypes like technological ineptitude or resistance to change can marginalize the contributions of older workers and restrict opportunities for their career progression.
The workplace is an all-too-common setting for ageism, and negative attitudes towards older workers risk harming not just older people but the economy at large. With a third of the workforce now over 50, ageism risks jeopardising business success and economic growth.
A study found that 52% of over 50s who have searched for work in the past five years believe their age made employers less likely to hire them, exacerbating feelings of exclusion and diminishing morale in the workplace.
People in their 50s and 60s most commonly experience age discrimination in the workplace.
Centre for Ageing Better
In another recent study, 11% of workers over the age of 50 said they have had comments or ‘jokes’ from colleagues or managers relating to their age, 4% said they have considered leaving their job because they feel they are discriminated against because of their age, and 29% don’t think their workplace values older workers.
Negative age stereotypes are also associated with worse health outcomes, including a reduction in longevity and an increased risk of dementia. Along with age discrimination in society, internalised ageism can discourage older workers from embracing the behaviours and opportunities that would enable them to fully participate within the workforce.
Age discrimination against younger workers
Going back at least 2,500 years, there’s a longstanding tradition of older generations pointing fingers at younger people for society’s troubles. Now, as Gen Z (those born between 1996-2015) steps into the workforce, they find themselves bearing the brunt of these accusations, just like Millennials (born between 1977-1995) did before them.
Younger employees can be perceived as lazy, less reliable, less organised, selfish, and poorly motivated simply because of their age. This can result in them being overlooked for training opportunities, greater responsibilities, and promotions. Younger workers also tend to receive lower pay and benefits relative to similarly experienced older workers and tend to be at greater risk of being laid off during a downturn.
A study across the US, UK, France, and Germany found that 52% of younger employees had witnessed or experienced ageism in the workplace
Celebrating a multi-generational workforce
Communicators have a pivotal role to play in breaking down barriers and creating workplace cultures where people of all ages are valued, empowered, and able to flourish. By challenging age-related biases and fostering an environment of respect and appreciation, organisations can look to unlock the full potential of their workforce.
One in five employers think age discrimination occurs in their organisation.
Centre for Ageing Better
If you’re looking for support in communicating with employees across diverse generations and building a cohesive culture regardless of age, talk to us. Together, we can break down barriers and create workplace cultures where people of all ages are valued, empowered, productive and able to flourish.
Join the conversation
Tune In: Uniting the multi-generational workforce
Our CEO Sally Pritchett will be joined by two expert speakers for an insightful exploration into the voices of the multi-generational workforce – uncovering strategies to improve relationships, enhance communication, and boost productivity.
Join the guestlist: https://www.tickettailor.com/events/somethingbig/1216229
Unifying the multi-generational workforce
By Sally Pritchett
CEO
We're raising our voice on multi-generational workforces. Find out how you can create an inclusive workplace for #GenerationAll.
Workplaces are becoming more multi-generational – for the first time, five different generations are working together. From Gen Z to traditionalists, each generation brings its own perspectives, experiences, and preferences to the workplace. Understanding these differences can help us create generationally inclusive workplaces where everyone feels like they belong.
These generational differences, combined with negative stereotypes and misconceptions, are affecting employee relationships. However, only 6% of organisations strongly agree their leaders are equipped to lead a multi-generational workforce effectively. Businesses need to get ready to support a changing workplace to ensure generational differences positively impact relationships, communication and productivity.
For the next month, we’re raising our voice on multi-generational workforces. We’ll be helping you understand the challenges and opportunities a multi-generational workforce presents and how your business can create an inclusive workplace for #GenerationAll.
Expand your knowledge
Unraveling ageism and workplace age discrimination – Ageism is the most common form of workplace discrimination, but it is not often talked about. It’s time for that to change.
Five ways to improve collaboration within a multigenerational workforce – Learn how to foster collaboration across generations in the workplace with five practical strategies.
Join the conversation
Tune In: Uniting the multi-generational workforce
Our CEO Sally Pritchett will be joined by two expert speakers for an insightful exploration into the voices of the multi-generational workforce – uncovering strategies to improve relationships, enhance communication, and boost productivity.
Join the guestlist: https://www.tickettailor.com/events/somethingbig/1216229
Raising the profile of HR: strategies for shaping perception and impact
By Sally Pritchett
CEO
HR has never been more essential. But how can you elevate the profile of HR to drive transformative change, foster a thriving organisational culture and begin to change the professional stereotype?
With global uncertainty – conflicts, climate change, and economic struggles – employees are navigating tough times. They’re also increasingly seeking a stronger sense of belonging and purpose in their work. On top of this, challenges such as multi-generational workforces, a healthcare system under extreme pressure, and a growing burnout and mental health crisis are compounding the difficulties for HR. And ever present are the rapid technological changes and heightened concerns about AI and automation. These all combine to make HR’s role more vital – and complex – than ever.
Never more has HR needed to be positioned as a strategic partner, contributing valuable insights to decision-making.
Examining the reputation of HR
On the 19th April, we were delighted to host a virtual discussion for HR leaders focusing on raising the HR profile both externally and internally. Our CEO and Co-Founder, Sally Pritchett was joined by expert in HR PR, Kay Phelps, and together they discussed the impact of the negative media narrative on HR.
Kay shared a range of recent headlines from ‘What’s the point of HR?’ (FT Podcast) and ‘How the HR monster destroyed the workplace’ (Telegraph) to the rather depressing ‘Why everyone (still) hates HR’ (TLNT) and ‘HR viewed as least productive department by employees’. (HR Magazine).
Kay and Sally reflected on the adage ‘sticks and stones can break my bones but words can never hurt me’ suggesting that in this case, it appears that words are hurting the professional reputation of the HR function with 83% of HR professionals believing that HR is suffering from a tarnished reputation (Cezanne/HR Ninja research) and 54% of HR professionals feeling they rarely or never receive recognition for their efforts.
But there’s evidence that the damage is far worse than purely this tarnished reputation within organisations with poor and ever-diminishing investment in HR clearly out of balance with other functions.
Average HR function spend (as a percentage of revenue) stands at just 0.76% in comparison to other better-funded functions like Finance achieving 1.30%, IT at 3.25% and even marketing (a previously also function challenged by its reputation as a colouring in the department) now achieving a whopping 7.5%. (Gartner research)
Worst still, this underfunding is potentially set to worsen as 25% of 2023 HR budgets decreased year on year, (adding to a decrease of 12% in the previous year). (Fortune)
Strategies for shaping perception and impact
HR’s role in the business is expanding rapidly, encompassing critical areas such as workplace culture, diversity, equity, and inclusion (DEI), employee well-being, and talent acquisition. This includes fostering a sense of inclusion, belonging, and psychological safety, as well as aligning the workforce with the organization’s purpose and creating fulfilling roles. HR is also tasked with navigating the complexities of hybrid working arrangements, engaging a diverse workforce, and ensuring a seamless employee experience from start to finish. Furthermore, HR plays a pivotal role in talent retention amidst a competitive landscape, bridging generational gaps, supporting executive development, and preparing for the AI-enabled future of work. Amidst organizational transformations, HR juggles these responsibilities alongside redundancy programs, restructures, and job redesigns. The scope of HR’s remit is ever-expanding.
With HR being the least funded function and investment headed in the wrong direction whilst the remit and complexity of strategic HR’s role growing, Sally and Kay were keen to create a circuit breaker, seeking practical and tangible ways to help HR leaders move forward.
Sally reflected on a similar challenge a decade ago in her career, supporting a shift in the reputation of a marketing function including successfully increasing team size, budget and strategic profile within the business after three years of educating the wider business, shifting narrative from output (delivery) to impact (the difference made).
Kay and Sally shared their advice on building personal profiles, leveraging external media, engaging in the HR award landscape, educating their internal stakeholders and demonstrating their strategic contribution.
To find out more about their advice, watch the video below, or book a call to talk about your challenges with Sally here.
Championing workplace health, wellbeing and safety
By Sally Pritchett
CEO
In this article we share insights for internal communications leaders on a quest to move the dial on health, wellbeing and safety conversations.
The conversation on health and safety at work has been shifting for some time now. The emphasis used to be on safety, prioritising physical injury prevention, such as addressing slips, trips, falls, proper lifting techniques, and the importance of PPE, or adherence to safety protocols for tasks at heights. However, there has been a notable shift towards a more comprehensive perspective, encompassing not only physical safety but also considerations of health and wellbeing.
At Something Big our mission is to make a meaningful difference to workplaces, making them fairer, healthier and happier for all. In this article, we’re unraveling a little more on what we might mean by a ‘healthier’ workplace.
What is a healthy workplace?
We often refer to an organisation only being as healthy as its people, so it’s great to unravel what that might look like in the context of a world where according to the World Economic Forum we’re living longer but not necessarily healthier. Interestingly wealth has often also been seen as a measure of health, the thought that those with money could therefore afford better food, lifestyles and would automatically thus be healthier. We now know that wellbeing is not this linear.
If we narrow health down to the workplace we can see some clear buckets of health and wellbeing including:
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Physical injuries (perhaps the heartland of HSE)
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Cancer (an area of opportunity for employers to provider better support)
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Cardiovascular disease (the largest global killer according to the WHO)
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Respiratory conditions
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Macular degeneration
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Mental health issues (a topic of much greater awareness in the past few years)
When we consider these six themes it’s clear that much of our HSE effort in the workplace focuses in on a small part of the wider topics.
Of course, the nature of risk varies depending on the industry in which an organisation operates. Physically demanding industries may understandably prioritise injury prevention, while desk-oriented businesses are increasingly focused on mental wellbeing.
It may be useful to consider the nature of your workforce to spot who may need what support:
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Outdoor workers who may have physically demanding roles
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Indoor workers, desk-based workers, in particular those working from home may now have very sedentary or lonely roles
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Workers in high-stress roles, like those with abusive customers or in traumatic situations
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Vulnerable workers, like pregnant people, older adults, or employees with disabilities
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Workers from challenging demographics, such as those facing language barriers or discrimination for example.
Looking at the workforce through this lens enables communications and support to be more tailored and as a result more effective.
Whichever sector an organisation operates in or whatever the makeup of their workforce, it’s critical that organisations drive the health, wellbeing and safety agenda. Here are top three tips for successfully leading the wellbeing conversation in the workplace:
1. Avoid the ‘one and done’ approach
Whilst celebrating awareness days like World Day for Safety & Health at Work are great, try to avoid big campaigns being the only time in the year to communicate with the workforce. We find creating sustainable and meaningful awareness and driving healthy cultures requires a rumble and roar approach. There needs to be year round, always on, communication supported by big campaign ‘roars’ a couple of times a year to be the most effective.
2. Make your messaging clear (and then repeat it often and consistently)
There is such truth in the quote “If I’d had more time, I would have written a shorter letter” but any communicator will know that creating simplicity and clarity of message are the hardest parts of their role. With multiple messages being crammed into every communication the role of Chief Editor is a critical one. The most effective communications are well-positioned, quick, to the point and clear on what the audience need to think, feel and/or do. The well-established single-minded proposition approach applies so well here and can create a disciplined approach to HSE messaging.
To ensure consistency of message, an audit of how an employee may be communicated to during their work is really useful here. From their recruitment process to inductions and onboarding, through to daily supervisor communications or annual refreshers, it’s important to ensure that the same message is being delivered.
3. Avoid empty communications
‘Empty communications’ is a phrase we refer to a lot, alludes to the words not backed up by actions. In the case of HSE, ’empty communications’ would be walls plastered with ‘Safety First’ posters whilst only delivering a first aid kit, limited PPE and an acceptance of stressed, burning out employees. How do Internal comms professionals avoid this disconnect? By working closely with stakeholders to ensure that what their communications are expecting / asking of employees is realistic and practical.
Championing workplace safety – an inside look at a multi-award-winning communications program
In today’s complex landscape, workplace safety is more important than ever. In this concise session, you will discover the innovative strategies and practices that go into creating a multi-award winning health and safety program.
In this live showcase our Commercial Director, Felicity Allen and Creative Director, Sam Hennig, explored the global DHL Supply Chain ‘Our Safety is in Our Hands’ program. This program, winner of Best Frontline Campaign at the Simplys and Platinum at the MUSE Creative Awards, is currently a finalist for the 2024 Safety and Health Excellence Awards in the Best Campaign category.
If you’re looking for a health and safety campaign that reaches the frontline, elevates safety standards within your organisation, protects your people and fosters a culture of wellbeing – let’s talk.
What is the role of communicators in attracting women to male-dominated industries?
By Sally Pritchett
CEO
When one gender clearly dominates a business or sector, it means a loss of valuable skills, perspectives, and ideas. So, what can communicators do to promote gender diversity?
At Something Big, we have lots of experience working within industries that are typically male-dominated, like logistics, engineering, construction, finance and tech. To start a dialogue and share insights across businesses and sectors we brought together HR, Diversity, and Internal Comms leaders for a meaningful discussion on how to attract women into traditionally male-dominated sectors and drive a better gender balance. In this article, we’ll share the insights gathered and the actionable takeaways you can use to enrich your DEI toolkit.
Are we bridging the gender gap?
There are many industries that are male or female-dominated. For example, within the construction industry, 15% of the workforce is female, with just 2% of on-site workers being female. In contrast, some industries are predominately female, with just 2.22% of nursery nurses and assistants being male. A quick glance at the statistics reveals a stark gender imbalance across various sectors.
But the big question is, are we making any progress in this area? When looking at early careers, internships, and apprenticeships, a report by the Young Women’s Trust showed that in key sectors such as engineering, men outnumber women 25 to one. This glaring inequality emphasises the need for change.
What can communicators do to attract women to male-dominated industries?
During our discussion, we identified multiple ways that communicators can drive change and address gender imbalance in the workplace.
During the recruitment process:
- Ensure that gender-biased language is removed from job ads. You can use AI tools or dedicated gendered language decoders to help you identify any subtle bias in job ads.
- Simplify technical jargon in job descriptions to better welcome new people to your industry.
- Listen to the experiences of women within your business to find out why they like working there and use that insight to understand what could attract new employees.
- Use diverse advertising channels to reach new audiences. Within our discussion group, both Mosques and school newsletters were identified as channels for reaching new audiences.
- Have diverse and inclusive imagery in your recruitment materials, while ensuring your photography is representative of your workplace and culture.
Within workplace culture:
- Recognise that the workplace can still be a challenging environment for women. 61% of Gen Z’s and 49% of Millennials believe they’ve been harassed in the workplace in the last 12 months, including physical advances, inappropriate emails, exclusion and gender-based undermining.
- Implement safe avenues for employees to speak up and seek help about any negative experiences.
- Develop a culture of allyship and consider training all team members on the 5Ds of active bystander intervention – Distract, Delegate, Document, Delay, and Direct.
- Consider the language that is used within your business. It’s common to hear things like ‘working mums’ and ‘women in business’, and often these are meant in a well-meaning way, but we never hear about ‘working dads’ or ‘men in business’.
- Properly fund, support and empower employee resource groups (ERGs) to ensure your employees have a voice. This will enable you to get to the crux of what’s working, and what’s not.
Employee communications:
- Avoid empty communications or empty promises by ensuring your communications align with your actions. Employees are quick to spot inconsistencies, and empty promises can lead to a loss of trust.
- Effective communication is not one-size-fits-all. Tailor your messages to reach employees at the right time with the right information. Avoid sending blanket messages that may make it difficult for employees to access the specific information they need.
Policies and processes:
- Scrutinize your policies and processes to identify any unnecessary barriers that hinder the hiring and retention of female talent. An example shared during our discussions was a company writing into the contract of an autistic worker that they did not need to answer the phone, making the role accessible without affecting performance.
- In the UK, men spend about 16 hours a week on unpaid tasks like taking care of children and cleaning, whereas women dedicate 26 hours a week to these responsibilities. Businesses could consider revising some policies to better support men and women in achieving a work-life balance. For example, in Norway fathers are entitled to 15 weeks of non-transferable parental leave, designed to foster a more equal split of childcare responsibilities. Whilst this might not be the regulations within your country, that doesn’t mean organisations can’t support changes like this.
Leading the charge in attracting women to male-dominated industries
In the journey toward creating more gender-diverse workplaces, it’s essential to acknowledge and support the organisations and individuals who are already pioneering change. Here are some organisations that may be relevant to your sector:
- Women in Logistics
- Women into Construction
- Women in Tech
- Women’s Engineering Society
- Women in Fire Services
- British Association for Women in Policing
- Lean In Circles – Women in Finance
As a final point within our discussion group, we underscored the advantages of cultivating a growth mindset and exchanged recommendations for three insightful books to help develop our thinking and understanding: “Lift as I Climb,” “Invisible Women,” and “Lean In.”
By adopting clear communication, shifting cultural norms, and embracing a diverse and inclusive workplace, businesses can create environments that support all employees. This not only fosters gender diversity but also contributes to a more inclusive, caring, and productive work environment for everyone.
If you’re looking for a partner agency to help make your workplace fairer, healthier and happier, then we’d love to hear from you.
How to champion cancer awareness in the workplace
By Sally Pritchett
CEO
Explore how we supported our client with a global campaign to advance cancer awareness in the workplace.
With cancer causing 1 in 6 deaths worldwide, it’s a disease that that touches many employees’ lives. Employers have a duty to support employees in staying healthier for longer by promoting prevention and early detection awareness.
Internal communications plays a vital role in ensuring that messaging around cancer prevention and detection engages the workforce. Strategically placed creative campaigns can help draw attention to, and remind people of, the importance of checking for any changes in their health.
So, what could an effective cancer awareness campaign look like for your business?
Case study: Promoting early cancer detection awareness at DHL Express
DHL actively encourages employees to take time to care for their health as part of their authentic and people-focused commitment to employee wellbeing.
When they discovered that more than 2 million cases of breast cancer are diagnosed worldwide and that half of those diagnosed with cancer are working age, this global organisation decided to focus on prevention.
They swapped their signature red and yellow in favour of pink to support Breast Cancer Awareness and encouraged every individual to commit to regularly checking their breasts and chests.
Our challenge was to maximise the opportunity for employee engagement and drive awareness of the message that ‘early detection can save lives’ across a global workforce.
Driving cancer awareness in the workplace
So, how did our campaign go about driving cancer awareness in the workplace?
1. Cultural considerations
This campaign needed to reach as many employees across the globe as possible, so our approach had to work cross-culturally.
2. Intimate messages in private environments
Playful visuals encouraged employees to get to know their bodies and understand the importance of frequent checks.
3. Survivors shared their stories
Stories from employees removed the stigma and encouraged meaningful conversation around early detection.
4. Employee awareness events
Toolkit assets were activated locally at over 100 events to drive awareness during Breast Cancer Awareness Month and beyond.
5. Educational infographics
Engagement relied on a careful balance of hard-hitting statistics, lifestyle advice and human impact.
The campaign not only helped to promote early detection, but opened up conversations around cancer across the business, and encouraged employees to pay closer attention to their health and wellbeing.
To gain deeper insights into why businesses should proactively support employees facing cancer, read our article on the business case for enhanced employee support, including practical tips on the steps you can take to make a positive impact.
If you’re committed to enhancing employee wellbeing, let’s talk how we can help you in empowering your employees to prioritise their health and wellbeing.
Join the conversation
Join us for an enlightening discussion as we ‘Tune In’ to the experiences of employees living with cancer.
Employee Wellbeing Calendar 2024
By Sally Pritchett
CEO
Download your free Employee Wellbeing Awareness Days Calendar for 2024.
Stay committed to your employees’ health and wellbeing in 2024 with our free downloadable calendar that highlights key health and wellbeing dates and events.
Engaging your employees and delivering important health and wellbeing communications is not something you can just tick off the list once a year, nor is it something to pick up when your culture, productivity or morale seem a bit low.
With healthy employees 59% more likely to be engaged at work, we believe that employee wellbeing,
including physical and mental health, should be a prioritised, ongoing commitment for all
businesses.
How can our calendar help you?
- Helps you plan your employee wellbeing programmes for 2024.
- Includes key health and wellbeing celebration and awareness dates throughout the year to
keep your business on track. - Top tips for starting important conversations about health and wellbeing with your
employees – including encouraging healthier behaviours and breaking down stigmas – to
help you make the most of these events.
If you find this calendar useful, then check out our Diversity and Inclusion Calendar and Sustainability and Environmental Awareness Calendar.
If you’re looking for a partner agency to help you roll out your employee health and wellbeing programmes, we’d love to hear from you.
Download our Employee Wellbeing calendar