The Semaine de la Qualité de Vie au Travail (SQVT) or now Semaine de la Qualité de Vie et des Conditions de Travail (SQVCT) 2024 will be held from June 17 to 21. It promises to be a crucial moment for companies wishing to place the well-being of their employees at the heart of their concerns. This year, the topic of solidarity commitment takes on particular importance, highlighting the positive impact that solidarity actions can have on QWL.
Where does the concept of QWL come from?
The notion of Quality of Life at Work (QWL) originated in the English-speaking world in the 1970s, under the name " Quality of Working Life". It was in 1972, at the first international conference on QWL at Arden House in New York, that the term took shape. At that time, an International Council for Quality of Working Life was set up, bringing together researchers who proposed a definition of QWL based on four fundamental principles:
- Physical integrity
- Psychological integrity
- Developing social dialogue
- Work-life balance.
At the same time, in France, the Agence Nationale pour l'Amélioration des Conditions de Travail (ANACT ) was created in 1973, marking a particular focus on working conditions in the country. This momentum continued at European level in 1975 with the creation of the European Foundation for the Improvement of Living and Working Conditions, also known as Eurofound. So, although the concept of QWL was officially recognized later in France, its origin and evolution testify to a long-standing and ongoing concern for workers' well-being on a global scale.
What is QWL and why take part?
According to the "Baromètre de la qualité de vie au travail" survey conducted by ANACT in France, only 40% of employees claim to be satisfied with their quality of life at work. Yet quality of life at work represents a crucial public health challenge, with its direct impact on employees' physical and mental health. SQWL aims to raise employee awareness of this essential issue.
The notion of QWL is not limited to simple employee satisfaction at work, but is a direct part of a company's social commitment. It encompasses a whole range of elements that contribute to their physical, mental and social well-being. A high QWL translates into higher productivity, better talent retention, reduced absenteeism and a more harmonious working atmosphere.
Companies that value QWL invest in policies and programs aimed at creating a supportive work environment. This can take the form of flexible working hours, ergonomic workspaces, telecommuting measures, community involvement initiatives, stress management workshops and much more.
Participating in QWL means taking a proactive approach to improving the health and well-being of employees, while strengthening the company's performance and sustainability. It's an opportunity to create a real positive impact on the working lives of everyone involved, and on the organizational dynamics of your company as a whole.
QWL Week 2024: what theme for this year?
QWL Week 2024 will take place from June 17 to 21, and features the theme "Anticipating tomorrow's work". This topic encourages us to place dialogue on work at the heart of our concerns, underlining its crucial role in adapting to the strategic changes and societal challenges facing companies. This week will therefore focus on ways of collectively anticipating and improving tomorrow's work.
See also our article on European Sustainable Development Week!
Factors contributing to quality of life at work
Factors linked to quality of life at work vary according to the context of the company, the characteristics of its employees, the type of activity it carries out, and its growth and development plans.
Nevertheless, ANACT has identified 6 key dimensions to be taken into account:
1. Workplace relations & social climate: the organization of internal meetings, the quality of break times and places, the role of governing bodies, interpersonal communication workshops...
2. Work content: autonomy to act on one's work, means to carry out the work, clarity of instructions, distribution of workload, etc.
3. Occupational health: interviews when returning from a long-term absence, dissemination of the DUERP, workstation environment and safety...
4. Skills & career paths: individual interviews, induction, employability, access to training...
5. Professional equality for all: work-life balance, fair treatment of employees, commitment to combating gender inequality in the workplace...
6. Participative management & commitment: possibility of discussing work, organization of employee absences, participation in change projects, right to make mistakes, etc.
To help companies, the Agence Nationale pour l'Amélioration des Conditions de Travail has also defined six major families of indicators for measuring employee quality of life and working conditions, each comprising a panel of key indicators. These 6 categories are :
- Demographic indicators (age structure, male-female breakdown, qualifications, seniority, etc.);
- Absenteeism indicators (absenteeism rate, duration of absences, reasons for absences, age of absentees, etc.);
- Career and employment indicators (access to training, mobility, promotions, turnover, etc.);
- Health indicators (health problems, unfitness for work, reclassifications, occupational illnesses, etc.) ;
- Safety indicators (workplace accidents, incidents, assaults, etc.) ;
- Indicators of working conditions (time constraints, hardship, autonomy, work experience, quality of working relationships, etc.).
Commitment to solidarity: A lever for improving the QWL of your teams
When authentically integrated into the corporate culture, community involvement can make a significant contribution to improving the quality of life at work. By encouraging employees to get involved in solidarity activities, companies foster a sense of belonging, strengthen team cohesion and offer enriching personal development opportunities. Taking part in solidarity projects enables employees to feel useful, give meaning to their work and connect with their community. It can also help reduce work-related stress by offering moments of personal gratification and meaning outside the workplace, but still on company time!
Looking for causes to get involved in?
🔍 As part of QWL, you can support social inclusion in several ways:
- Become an ally of the LGTBQIA cause
- Make sport a real lever for inclusion
- Take part in Duoday and raise awareness of disability in your teams
Employee involvement is therefore not only beneficial for employees, but also helps to create a more fulfilling and harmonious working environment.
6 ideas for concrete actions for QWL Week
This QWL Week, Wenabi invites companies to take tangible action. More than just a showcase of good intentions, this week is an opportunity to turn commitments to employee well-being and social impact into reality. Here are a few ideas for concrete action:
1. Awareness-raising workshops : interactive sessions to inform employees about the importance of fulfillment at work. These workshops can cover a wide range of topics, from stress management techniques to community involvement opportunities, to encourage employees to get actively involved.
2. Webinars: Organize webinars hosted by partner associations or wellness specialists. These webinars can cover topics such as parenting, work/life balance or association assignments.
3. Financial donations to associations: Set up a donation campaign for one or more partner associations and invite your employees to support them financially. Don't hesitate to match your employees' donations to amplify the impact of the campaign and reflect the company's commitments.
4. Team Building Solidaire: If you're planning a teambuilding event for QWL week, why not make it one of solidarity? Numerous associations are offering these types of events, which provide an opportunity to raise collective awareness of the issues addressed bynonprofit, to take part in specific activities (planting various plants, collecting waste, sorting material donations, etc.) while strengthening team cohesion!
5. Solidarity challenges: Solidarity competitions between colleagues to encourage participation and strengthen team spirit, while having a positive impact on the community. You could, for example, organize a solidarity treasure hunt, a quiz on solidarity commitment, or organize a collection of school supplies or foodstuffs for a local cause.
6. Training sessions: Set up training sessions on occupational risk prevention and workplace safety. Inform employees about best practices in ergonomics, posture, handling heavy loads and accident prevention. In particular, you can contact the French Red Cross to organize a workplace safety day, which aims to make employees real players in risk prevention in the workplace.
👉 You can also organize a Christmas of solidarity in your company for the well-being of your employees!
In conclusion, QWL Week 2024 is thus the ideal opportunity for companies to reinforce their commitment to well-being at work and social solidarity, creating a lasting positive impact for society as a whole.
In a world where social and environmental issues are becoming ever more pressing, a commitment to solidarity and the promotion of well-being in the workplace have become priorities for many companies. Is this the case for you? Contact us to find out more!
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