About this session
A wellbeing program can be well designed, well funded and still work for only a narrow part of the workforce. A lunchtime webinar may exclude shift workers.
An onsite activity may miss remote teams. A fitness challenge may unintentionally exclude people with disabilities or health limitations.
A globally designed campaign may make little sense in a local cultural context.
This session helps participants look at wellbeing through an inclusion lens from the very beginning of program design.
They map the employee journey from invitation through participation and follow-up, identify where practical or cultural barriers can enter and distinguish genuine lack of interest from employees simply not having a realistic way to take part.
Participants then learn how to design greater choice without creating a completely separate program for every group.
They work with timing, format, accessibility, communication, privacy, cultural relevance and different levels of participation, before building a practical inclusion framework that can be used across future wellbeing initiatives.
The aim is not to make every activity suitable for every single employee. It is to make inclusion a deliberate design decision, understand who an intervention is likely to reach and create alternative routes where important groups would otherwise be left out.
What your people take away
- Identify where employees may be unintentionally excluded across the wellbeing journey
- Design greater choice around timing, format, location and ways to participate
- Build accessibility, privacy and different employee needs into programs from the start
- Adapt wellbeing communications and delivery for different cultures, regions and working environments
- Use participation and feedback data to identify gaps and continuously improve inclusion
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What each length covers
30 minutes
30 Minutes — Key Points: Find the Inclusion GapsA focused 30-minute session on three key points from Find the Inclusion Gaps: map the full employee journey, ask who the current design works best for and separate low interest from low access.
- Map the full employee journey
- Ask who the current design works best for
- Separate low interest from low access
Covers 3 of 4 points in Find the Inclusion Gaps.
60 minutes
60 Minutes — Module 1: Find the Inclusion GapsA practical introduction to inclusive wellbeing design. Participants examine a typical wellbeing offer from the employee's point of view, identify who may find it difficult to access, use or relate to and prioritize the inclusion gaps most likely to affect participation.
- Module 1: Find the Inclusion Gaps
- Live Q&A
Covers 1 of 4 parts: Find the Inclusion Gaps.
90 minutes
90 Minutes — Modules 1 and 2: Design for More PeopleEverything in the 60-minute session, plus practical redesign work. Participants explore how choice in timing, format, location, activity level and participation can make the same wellbeing objective accessible to a wider workforce without creating dozens of separate programs.
- Module 1: Find the Inclusion Gaps
- Module 2: Design for More People
- Inclusive wellbeing redesign exercise
- Live Q&A
Covers 2 of 4 parts: Find the Inclusion Gaps and Design for More People.
3 hours
Covers 3 of 4 parts: Find the Inclusion Gaps, Design for More People and Communicate So More People Can Participate.
Full day
Full Day — Full Inclusive Wellbeing Design WorkshopFull coverage of all four modules with employee-journey mapping, program redesign, communication review and measurement planning. Participants audit an existing or sample wellbeing initiative and leave with a practical inclusion framework and action plan they can use immediately.
- Module 1: Find the Inclusion Gaps
- Module 2: Design for More People
- Module 3: Communicate So More People Can Participate
- Module 4: Measure Inclusion and Keep Improving
- Inclusive program audit
- 90-day improvement action plan
- Live Q&A
Covers all 4 parts.
Also available as a 4-week or 8-week program, for change that lasts. Ask us about it.
What’s covered
Find the Inclusion Gaps
Every length- Map the full employee journeyParticipants follow a wellbeing activity from first awareness through registration, participation and follow-up and identify where employees could encounter friction.
- Ask who the current design works best forParticipants examine the employee implicitly imagined by the program.
- Separate low interest from low accessParticipants challenge the assumption that low participation automatically means employees are uninterested.
- Prioritize the gaps that matter mostParticipants rank identified barriers by likely impact, number of employees affected and feasibility of improvement.
Design for More People
90 minutes and longer- Design around the outcome, not one formatParticipants identify the wellbeing outcome they are trying to create and separate it from the activity originally chosen to deliver it.
- Build choice without building ten programsParticipants identify where a small number of meaningful options can increase access, such as virtual and onsite participation, different session times, alternative activity levels or live and self-directed routes.
- Build accessibility in from the startParticipants consider captions, readable materials, physical access, sensory needs, digital usability, movement requirements and clear advance information while the program is being designed.
- Allow different levels of participationParticipants design ways employees can engage without being required to speak publicly, disclose personal information, perform physically or participate socially beyond their comfort level.
Communicate So More People Can Participate
3 hours and longer- Use language that does not label the employeeParticipants review wellbeing messaging for assumptions about health, fitness, age, gender, family structure or emotional state.
- Tell people what participation actually involvesParticipants identify the practical information employees need before deciding whether to join.
- Localize without losing the coreParticipants examine where global content may require adaptation across countries, languages or cultures.
- Reach beyond the already-engaged employeesParticipants review whether communication depends too heavily on email, intranet or employees already interested in wellbeing.
Measure Inclusion and Keep Improving
Full day only- Look beyond total attendanceParticipants examine how an apparently successful attendance number can hide major access gaps.
- Ask what made participation easier or harderParticipants build short feedback questions about timing, access, relevance, communication and format rather than asking only whether employees enjoyed the session.
- Use data without creating vulnerability profilesParticipants identify what information is genuinely needed to improve inclusion and what would create unnecessary privacy risk.
- Build inclusion into every program reviewParticipants create a repeatable checklist covering audience, access, timing, format, accessibility, communication, privacy, cultural relevance and participation.
How booking works
- Book online. Create a free Workbliss profile, then pay with session credits, by card or by invoice.
- Pick a date. Choose a date at least 14 days ahead, or book now and set the date later. Need it sooner? Email hello@workbliss.ai and we’ll see what we can do.
- Choose your expert. Within 3 working days, we send you profiles of the experts available for your date.
- We deliver it. Your expert is briefed on your people and goals, then runs the session live online or at your site.
Questions about Creating Inclusive Wellbeing Programs
How long is Creating Inclusive Wellbeing Programs?
Creating Inclusive Wellbeing Programs runs as 30 minutes, 60 minutes, 90 minutes, 3 hours or full day. You choose the length when you book. A 30-minute session covers three key points from Find the Inclusion Gaps: map the full employee journey, ask who the current design works best for and separate low interest from low access. A 60-minute session covers Find the Inclusion Gaps in full, with a live Q&A. A 90-minute session adds Design for More People. A 3-hour session adds Communicate So More People Can Participate. A full-day session adds Measure Inclusion and Keep Improving. It is also available as a 4-week or 8-week program.
Can Creating Inclusive Wellbeing Programs be delivered online or in person?
Yes, both. It runs live online, so every office can join at the same time, or in person at your site, in any country.
How do we book Creating Inclusive Wellbeing Programs?
Create a free Workbliss profile with your work email, then open Creating Inclusive Wellbeing Programs to see the price for each length and book it. You can pay with session credits, by card or by invoice, and choose a date at least 14 days ahead, or set it later. Need it sooner? Email hello@workbliss.ai and we’ll see what we can do.
Who leads the session?
A vetted Workbliss expert, briefed on your people, culture and goals before the session. After you book, we send you profiles of the experts available for your date within 3 working days, so you can choose who leads it.
Can it be tailored to our company?
Yes. Every session is shaped around your goals, your people and the benefits you already offer, and delivered by experts in your people’s languages.