Although each of us remains responsible for maintaining our health and wellbeing, it is important for employers to actively foster a safe and healthy work environment.
At RLB, the wellbeing of our people is a top priority and integral to our drive to be an employer of choice that attracts and retains the best talent.
At RLB, we know that wellbeing encompasses a spectrum of elements, from inclusivity and equity to mental and physical health.
Our aim is to equip everyone with the information, tools and skills they need to maintain health, wellness and positivity. This includes provisions for health and safety training, promotion of a healthy work-life balance, and the establishment of policies aimed at managing workplace stress.
Investing in the personal and professional development of our people is another cornerstone of RLB’s global approach to wellbeing. We also believe in creating safe, inclusive and high-quality workplaces designed to promote wellbeing and sustainability as much as efficiency and productivity.
Wellbeing at work means enabling employees to thrive not just professionally but physically, emotionally, psychologically and socially, all of which will help the business to thrive, too.
We recognise that when people feel happy, engaged and purposeful at work they typically perform better, contributing to a more positive and sustainable business, and better outcomes for our clients and communities.
In the following pages, you will read how wellbeing is at the forefront of our activities and ethos through the perspectives of our teams around the world.
The committee’s many initiatives, which range from addressing gender-specific health concerns to organising social gatherings, aim to equip our employees with the support and resources they need to navigate the pressures inherent in our demanding industry.
One day every month, designated as Wellness Wednesday, we host experts at our Pretoria office who give talks on themes pertinent to health and wellbeing. So far this year we have had visits from an optometrist who discussed the importance of eye health and proper posture at workstations, and an industrial psychologist who gave a presentation on emotional intelligence. To ensure accessibility for all our colleagues, we livestream the guest speaker sessions to our regional offices.
May’s theme focused on nutrition and health, with a dietician giving us valuable insights into nutritional habits and offering practical tips for healthier food choices. A visiting registered nurse provided general health assessments, and vitamin B12 shots were offered to those who wanted them, which was met with great enthusiasm.
Since 2022, we have also engaged the services of Lyra Wellbeing, formerly known as ICAS, a leading employee assistance programme. Like RLB, they are committed to nurturing wellbeing both within and outside the workplace.
Liezel Brummer
Associate,
RLB South Africa
liezel.brummer@za.rlb.com
Whether it’s playing padel, badminton or football, these regular activities encourage team building but also serve as rejuvenating breaks from daily office life.
Our Dubai office has spearheaded a series of cross-industry sports networking events, organising friendly matches against other construction consultancies in the city. The idea originally began as a way to introduce fun and energising networking events to the city, but it soon became apparent that the matches were also contributing to employee wellbeing.
One of my colleagues, Director – Built Asset Consultancy Nick Constantine, described how he benefits: “My days are usually filled with client meetings, preparing fee proposals and reviewing team deliverables. The football tournament provided a unique outlet to break away from the routine of work, which I think is important to maintain positive mental health.”
In today’s workplace, equity – accommodating diverse needs and individual circumstances, as distinct from equality – simply offering everybody the same resources and opportunities, is paramount to fostering an inclusive work environment where every employee feels valued and supported.
We have acknowledged the importance of equity by creating part-time, manager-level roles to support experienced employees who want to balance work with childcare duties. Inclusive initiatives such as this, as well as comprehensive training and professional development opportunities, have contributed significantly to employee wellbeing by enhancing job satisfaction and overall morale.
The ripple effect of this can be seen in higher employee retention rates, and stronger client relationships as happier employees usually means happier clients – a testament to the mutually beneficial synergy between employee wellbeing and business success.
Dean Mann
Director,
RLB Middle East
dean.mann@ae.rlb.com
Employee engagement initiatives range from sports events and social occasions like Happy Hour gatherings to community activities such as tree planting days.
To create future leaders who can inspire others and drive positive change, we are delivering the Dale Carnegie transformational leadership training programme for management-level colleagues. The programme is focused on developing key leadership skills and qualities including vision, effective communication and empowerment.
In the face of increasing work demands and challenges, building resilience among colleagues has become essential. To promote wellbeing and good mental health, we are providing resources for stress management, promoting work-life balance, and offering mentoring and professional development opportunities.
These are some of the steps we are taking to create a supportive and inclusive work environment that reduces burn-out, improves morale, enhances teamwork, encourages innovation and boosts productivity. By prioritising the wellbeing of our colleagues, we are ensuring a brighter and more prosperous future for them and for the organisation as a whole.
Ling Lam
Managing Director,
RLB North Asia
ling.lam@hk.rlb.com
Colleagues at all levels, from graduate to director, are encouraged to influence and shape our policies.
This is key to our approach on employer wellbeing. In the UK, we have established community groups – made up of employees from across the business – to help us develop and roll-out initiatives, support employees, monitor the health and happiness of our workforce, and raise awareness of wellbeing issues.
Examples of community group activities include:
Our community groups, by representing all our employees, are a voice for change and guide our evolution, helping to build an organisation that is inclusive to everybody.
Sarah Draper
People and Culture Director, RLB UK
sarah.draper@uk.rlb.com
