Business case
Use our library of evidence-based research and wellbeing statistics to build the business case for your wellbeing strategy.
Search our resources to help your workplace thrive.
Use our library of evidence-based research and wellbeing statistics to build the business case for your wellbeing strategy.
Flexible Work Resources
Funded by the Western Australian State Government, this project aims to provide evidence-based and…
Download the Thrive at Work toolkit
The Thrive at Work toolkit is a downloadable version of the Thrive…
Job crafting occurs when an individual alters aspects of their own tasks in order to improve the fit between their work and their individual preferences.
Work design affects both how people feel about their job and organisational outcomes – including increased productivity, financial growth, and lower rates of accidents and incidents.
A large Federal Government agency wanted to embed positive work design practices into their workforce planning and decision-making activities.
FOWI partnered with the Department of Fire and Emergency Services (DFES) to deliver organisational resources aimed at improving the recruitment and retention practices of emergency service volunteers.
The Western Australia Police Force (WA Police) wanted to adopt an evidence based and integrated approach to taking stock and improving employee mental health.
Flexible work of the future means designing work at a team and organisation level that permits flexibility.
A ‘how to’ guide to workplace cultural diversity, designed to help employers make the most of a culturally diverse workforce.
Creating a well-being strategy
The desirable end goal of the Thrive at Work process is a an…
The Future of Work Institute’s assessment tool enables you to review your organisation’s current state and create an action plan that forms the basis of your well-being strategy.
Understand your responsibilities with respect to bullying, harassment and discrimination and download a policy template for your organisation.
Understand the factors that contribute to workplace fatigue and their interaction with the way work is designed, including how these can be improved to address and reduce the risk of fatigue.
Ensure leaders, HR and OSH personnel understand how to design work for people managing, or recovering from, mental illness at work.
Connections formed in the workplace, by virtue of the amount of time spent there, help to accomplish the work of organisations and help individuals to Thrive.
Information on workplace support programs to assist people experiencing mental health concerns should be promoted, leaders aware how to use them and employees able to access them.
Inclusion is a critical component of workplace diversity strategies in the future world of work.
The opportunity to contribute to the community through work leads to work being experienced as a more meaningful endeavor.
Employee assistance programs can provide external psychological assistance to your employees for work and non-work issues.
It’s important to keep mental health topics at the forefront and regularly refresh employee knowledge and skills in raising mental health issues.
A return to work program is designed to outline requirements for an injured employee returning to work. Adopting a work design approach is critical.
For any stigma to be reduced requires continual discussion. Workplaces play a key role in reducing the stigma around mental health.
Legal guidelines require employers to consult with employees before implementing changes that may affect an employee’s job.
Employees have the right to complete their job without being exposed to risk of physical harm – both employer and employee have responsibilities to ensure their safety.
Addressing the experience of stress at work can increase productivity, reduce absenteeism, and presenteeism and provide a safer workplace.
Work-related stress is a leading cause of work-related mental ill health, and there are both individual and organisational factors that can prevent and reduce it.