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Blog Posts (71)

  • Creating a Workplace that Works for Women: Tips for Leaders

    We don’t need another business case on why workplaces should be made more inclusive for women. I believe we are all on board with this. The challenge many of us face is we don’t know exactly how they can be more inclusive, or for the areas that are glaringly obvious where to start. Workplaces are not always inclusive for women because of a variety of factors, including implicit bias, discrimination, lack of mentorship and sponsorship, and a lack of flexible working arrangements. Additionally, the lack of representation of women in leadership roles can make it difficult for women to envision themselves in such positions and create a culture that is not welcoming to women. Stereotypes and societal expectations can also play a role in creating an environment that is not inclusive for women. Some studies found that women are often seen as less competent, less committed or less suitable for promotions, and even if they do get promotions they face more negative stereotypes. Gender pay gap also exists in many workplaces and can make it difficult for women to progress in their careers. Actions you take to improve your workplace are not just for the benefit of women, but also for the overall success and productivity of your organisation. Providing a supportive and inclusive environment for women can attract and retain talented employees, as well as promote creativity and diversity of ideas. Here are some tips to creating more inclusive work environments "Don't think about making women fit the world — think about making the world fit women” Gloria Steinem Offering Flexible Working Hours Flexible working hours are a highly praised perk that everyone enjoys. It is especially impactful for women who are pregnant or have young children. This can include options such as flexible hours, remote working, and job-sharing. Flexible working hours can increase productivity and job satisfaction while also decreasing the likelihood that women will have to leave the workforce. Create a more inclusive work environments Often not enough thought goes into the physical space we occupy at work, yet this has a big impact on how we work. Having spaces to rest at work benefits all staff and your overall productivity, but it is especially beneficial for women going through maternity, menopause or period pain. This can make a huge difference in their work experience. Feeling like the only way to manage menopause, maternity or period pain symptoms is to work from home when you want to be in the office is frustrating. Having rest spaces allows them to take the time they need to rest and manage their symptoms without having to sacrifice their career or their health. According to the National Women's Law Center, approximately 18% of women in the workforce are pregnant at any given time, and many more are experiencing menopause or period pain. Menopause research is finding exclusive work environments are making it hard for women to manage their symptoms, resulting in a large number of talented women leaving the workforce, which can negatively impact on the economy and society as a whole. Design your working practices and policies to be inclusive Clearly setting the standard and expectation that you are a workplace that promotes inclusive culture is important. There are a number of ways you can do this such as reviewing your compensation policies and ensuring they are fair and based on qualifications, performance and experience. Another way is encouraging and supporting employee-led groups to promote diversity and inclusion. You can also try actively increasing the representation of women in leadership: Organisations should strive to have a more diverse workforce, including women in leadership roles. Having women in leadership positions can help to change the culture of the organisation to be more inclusive. Often our hiring practices and job descriptions get the same results because we keep doing the same thing. There isn’t a lack of capable women to lead. Organisations should look at what they can do to attract them. A good starting place is to question your job descriptions with scrutiny. Are you unknowingly excluding amazing candidates? Do you really need 10 years experience in a particular domain for that leadership role, or is someone with experience leading people more valuable? Does the role really need to be full time? What can they bring to the organisation if they come from a completely different industry? This list is not exhaustive, but it can serve as a starting point for making your workplace more inclusive. Keep in mind that inclusion is an ongoing process, and it's important to continuously assess and improve the policies and practices you have.

  • 2022: That's a Wrap!

    This year has been an exciting year for Rest Space. We launched our new product, the Rest Space Everest with a stacking option. It was exciting to share this and have some key and vital transport and healthcare professionals test it out. We are glad to announce that in May 2022 we delivered four Rest Spaces to Transport for London for their bus driver safety and wellness initiative. It is great to see the bus drivers utilising the Rest Spaces ensuring that you have a safe and enjoyable journey. In September 2022, Platinum Business Magazine invited our founders, Kate and Supa to talk about Rest Space’s journey, you can read it here on their website. In November 2021, GEN UK our COO and co-founder Supa was invited to talk in a panel session on Effective Allyship in Business. And our CEO and co-founder Kate was interviewed by the BBC World Services mini documentary series looking at Napping on the job. Finally to close off our 2022, we recently delivered a Rest Space to King’s College Hospital Doctor Mess. We hope the healthcare workers are able to rest during these busy times. Next year we look forward to helping more of our key workers improve health, safety and wellbeing by providing adequate rest facilities and education to improve sleep. We will be looking for professional service companies to work with to improve well-being as more staff return to the office. Special Announcement! Coming next year, we will be starting an in-person workplace wellbeing community here in London, click here to stay updated! From everyone at Rest Space, we’d like to say thank you for your continued loyalty and faith in us. Put your feet up, take some naps and have a well-deserved rest this festive period and let every day of the holiday season be filled with joy. Best wishes for 2023, Kate, Supa and the Rest Space team

  • How to Shift Your Company’s Culture Towards Employee Well-being

    In the past few years, especially following Covid-19, a significant surge of companies focusing on employee health and well-being has occurred. For many, the pandemic negatively impacted people, placing their well-being in the workforce in jeopardy. With this in mind, employers are trying to find ways to support their employees as best as possible. The impact of ignoring employee well-being goes beyond just productivity, and “to build a more resilient workforce and rebuild the economy [...], employers should prioritize well-being, which is the state of being comfortable, healthy, or happy”. Discard the Blame the Worker Approach Before this shift, most companies approached issues with employees through the blame-the-worker approach or trying to identify quick fixes for big problems. It is much easier for companies to place the entire responsibility of finding a solution on the employee. But, this mindset is outdated. There are no quick fixes to mental health that result in lasting change and personal growth for employers. The progression of an individual's mental health is not linear, and treating the process as such will not nurture employee well-being. Research suggests that employers should approach lessening emotional and mental health issues amongst employees in the same manner a business typically addresses physical safety hazards. To properly support one's colleagues, getting to the root or cause of the problem is crucial when looking for long-term solutions. Now more than ever, employee well-being impacts the entire organisation, and change begins at the top. Managers and team leaders can play a significant role in their employees' rest and stress habits by addressing and reinventing a company's culture to focus on well-being. Supportive behaviours should begin with the top leadership as they can eliminate workplace conditions that negatively contribute to workplace well-being. If these poor practices can get replaced with safer ones, companies can begin to redesign the work environment to prioritise health, safety, and well-being. Ways to Promote Employee Well-Being So what factors play a significant role in employee well-being? #1. Decreasing the demands of work #2. Increasing employee control over where, how, and when they work #3. Improving social support Work demands can look different within each company or department. But, as a general caution, creating reasonable time, mental, and emotional requests for employees is crucial. Rather than getting more work done, long work hours and intensive time pressures result in employees becoming burnt-out or less productive as the day progresses. With the new option of working at home, implementing a hybrid workweek represents another strategy to increase productivity and well-being. Many companies aim to get everyone back in the office, but this presents more of a challenge than expected. Developing a flexible work schedule that benefits the employee and the company can significantly change overall productivity and well-being in the workplace. Allowing employees more leniency to generate their work schedule allows employees to feel more freedom and less time pressure when completing tasks. Lastly, social support is crucial. Solely implementing and promoting employee well-being is not enough. Acting on well-being initiatives is necessary. Creating a healthier work environment only goes so far if no one practices it. For example, supporting better sleep for employees and sending late-night emails do not add up. By talking positively about sleep and mentioning napping, managers can also work to make hours more flexible and introduce places to rest into the workplace to really promote the new healthy living initiative. How Does This Shift Help? By implementing these objectives, company culture can change dramatically. The addition of development and training programs into a business can improve people’s ability to communicate, problem solve, present, and resolve conflict. By discussing well-being openly and positively, along with taking action to do so, the culture that places work above personal needs disappears. This mentality empowers people in the workplace to take care of themselves, allowing them to be at their best for others. If employees feel appreciated and cared for and experience less absenteeism, productivity can skyrocket, and overall performance increases. Why Rest Space? So how does Rest Space fit into all of this? Our goal is to destigmatise napping in the workplace by altering the language used to reflect more positively. Rest Space wants to demonstrate that napping and getting good sleep can benefit everyone through education and awareness, which starts in the office. A Rest Space sleep pods can contribute to this shift in company culture by granting employees easy access to a location to rest and recharge. Go to our website restspaceldn.com to read more about the benefits of napping and how our nap pods can fit into your workspace.

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Other Pages (29)

  • Why Rest Space | RestSpace LDN

    Why Rest Space? Employees are constantly feeling the threat of burnout each day, but there is a solution to the issue. Maintaining a dedicated space for sleep in your work environment can be the difference in workplace well-being and happiness. Rest Space provides this essential space to sleep and recharge in the office. Why your Organization? Rest Space can be beneficial to implement in virtually any organization or industry. The power of napping boosts productivity and overall well-being for all employees. Investing in sleep is a way to ensure employees are healthy and stress-free. Getting the sleep you need can be the first step in maintaining a positive culture within your organization. Staying happy and effective at work starts with sleep. Benefits of Rest Space Business Benefits Hospital Benefits University Benefits

  • King's College London Hospital | RestSpace LDN

    This is your Rest Space. To help improve your health and wellbeing. ​ On this page, you'll find information you need to best understand your sleep habits. ​ Anchor 1 Learn how to improve your health through rest: Blogs Announcing a Rest Space, Metroline and TFL collaboration Understanding your chronotype and how it affects your productivity Your breath is the key to a good night’s sleep! Is your job the cause of your Insomnia? We were wrong! Oh so desperately wrong Happy World Sleep Day 2022! Here Are Some Tips To Improve Your Sleep Quality… Rest Space Everest User Manual Button Why sleep is more important than you think Button How to nap like a pro Button Introducing the Rest Space Button What makes a good nap Button What does a good night sleep look like Button What makes you fall asleep Button What happens when you sleep Button Sleep video playlist Button

  • Sleep and Leadership Webinar | RestSpace LDN

    Great Leader Sleep can help you be a Register now to attend our next workshop. Find out how sleep can improve productivity, creativity and motivation Register now to find out how sleep can improve productivity, creativity and motivation

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