Global Perspectives
Building Cultures That Support Everyone
A global context, helping business leaders understand well-being trends and practices across different regions.
Happiness & Well-Being
Happiness is a universal aspiration, but its drivers differ widely across regions, shaped by economic conditions, cultural values, and workplace practices. Factors such as financial stability, purpose-driven roles, and work-life balance impact happiness globally. Below we offer actionable insights to create workplaces that support life satisfaction and well-being
Community & Social Connections in Thailand
In Thailand, collectivist values emphasize the importance of community and social bonds. Strong workplace relationships enhance happiness and reduce stress, leading to improved performance (Youth and Well-Being Write-Ups, 2024; Fortes et al., 2020; Czyżowska & Gurba, 2022). Companies can foster this by encouraging team-building activities, creating mentorship opportunities, and providing spaces for social interaction (Kutzner & Muschalla, 2021; Kenny, n.d.).
Japan: the Role of Purpose in Well-Being
In Japan, the concept of Ikigai, a sense of meaning in life, is fundamental to happiness. Employees who find alignment between their work and personal values report higher job satisfaction, increased motivation, and reduced burnout (Krekel & de Neve, 2018; Lechler & Huemann, 2023; Magnano et al., 2021). Organizations can foster this by implementing mentorship programs, facilitating career development discussions, and assigning meaningful roles that leverage individual strengths (Austin & Pisano, 2020; Sadick & Kamardeen, 2020).
Harmony as a Cultural Pillar in China
In China, happiness is often associated with societal harmony and balance rather than individual achievement. Workplaces that promote collective goals, reduce conflicts, and foster a harmonious environment see lower employee turnover and higher satisfaction (Chen et al., 2022; Krekel & de Neve, 2018; Kraus et al., 2022). Leaders can align with these cultural expectations by balancing workloads and emphasizing team success over individual competition (Holland et al., 2018; Colenberg & Jylhä, 2021).
New Zealand Education & Well-Being Interconnection
New Zealand’s Living Standards Framework links educational attainment to higher life satisfaction and mental health. Employees with access to upskilling opportunities report stronger engagement, better performance, and increased well-being (New Zealand Treasury Framework, 2023; Magnano et al., 2021; Pagán-Castaño et al., 2020). Companies can foster long-term happiness by offering learning and development programs, mentoring, and career advancement opportunities (Lechler & Huemann, 2023; Partridge et al., 2023).
Brazil: Addressing Financial Insecurity for Improved Well-Being
Financial insecurity undermines happiness in Brazil, despite strong family and community ties. Programs addressing income inequality and offering job stability significantly improve well-being (Fan & Park, 2021; Iannello et al., 2021; Adler et al., 2017). Companies can support their teams by providing financial counseling, transparent pay structures, and career progression opportunities to reduce financial stress and boost morale (Weziak-Bialowolska et al., 2020; De Oliveira et al., 2023).
Canada: Mental Health Accessibility and Happiness
Canada demonstrates the importance of accessible mental health services. Workplaces offering proactive mental health programs report 15% higher employee satisfaction and reduced absenteeism (Wu et al., 2021; Fertifa, 2024; Weissbourd et al., 2023). Implementing Employee Assistance Programs, providing mental health days, and normalizing mental health discussions support employees’ psychological safety and productivity (Paterson et al., 2021; Wong & Varley, 2023).
Diversity
Regional Insights That Drive Inclusion
Diversity, equity, and inclusion (DEI) are no longer just moral imperatives—they are key drivers of organizational success. Yet, the approaches to fostering DEI vary widely across regions, reflecting cultural values, societal norms, and legislative frameworks. This section explores regional trends in gender equality, racial inclusion, and LGBTQ+ rights, alongside standout initiatives that are transforming workplaces worldwide.
Canada: Racial Equity Hiring Programs
Canada’s Employment Equity Act mandates that federal organisations develop racial equity hiring programs. These initiatives have led to significant increases in the representation of Black, Indigenous, and People of Color (BIPOC) employees in leadership roles. For instance, Indigenous employees in leadership positions grew by 20% between 2018 and 2022. Companies with similar programs report better team performance and greater innovation due to diverse leadership perspectives (Wu et al., 2021; Canadian Index of Well-Being, 2023).
Scandinavia: Collaborative Leadership as a DEI Tool
Scandinavian countries stand out for integrating collaborative leadership practices into DEI strategies. In Sweden, team-based leadership models encourage equal participation, leading to a 30% increase in employee satisfaction across genders. Collaborative leadership also helps reduce unconscious bias, fostering more inclusive decision-making processes (Bergefurt et al., 2022; Helliwell et al., 2024). Organizations embracing collaborative leadership see an 18% improvement in innovation due to more diverse perspectives in decision-making (Colenberg & Jylhä, 2021; Fortes et al., 2020).
Germany: Public DEI Benchmarks
Germany’s “Diversity Charter” initiative encourages companies to publicly commit to measurable DEI benchmarks, such as gender representation and hiring diversity. As of 2023, over 4,500 companies have signed the charter, reporting an average 25% improvement in workforce diversity within three years. Public accountability fosters trust among employees and stakeholders, boosting organizational reputation and employee engagement (European Commission, 2022; Colenberg & Jylhä, 2021).
Gender Gaps in East Asia
Despite economic advancements, gender equality lags in East Asia. Japan ranks 116th globally in gender parity, women holding only 14% of managerial roles. Key barriers include cultural norms and limited access to childcare (World Economic Forum Gender Gap Report, 2023; Youth and Well-Being Write-Ups, 2024). Initiatives that provide childcare support and leadership training for women have shown to increase female participation in management roles by 20% within two years, boosting overall business performance (Colenberg & Jylhä, 2021; Becker et al., 2022).
Workplace Advocacy for LGBTQ+ Inclusion in India
India’s corporate sector has become a leader in LGBTQ+ workplace inclusion following the decriminalization of homosexuality in 2018. Companies like Tata Steel and Accenture have introduced policies such as gender-neutral restrooms, inclusive healthcare benefits, and LGBTQ+ employee networks. These initiatives have improved retention rates by 33% among LGBTQ+ employees while significantly enhancing workplace morale (Youth and Well-Being Write-Ups, 2024; Pierce & Rider, 2022).
Northern Countries Lead in Gender Equality
Nordic countries consistently outperform in gender parity, with women comprising 46% of managerial roles in Sweden and over 40% in Finland. These nations attribute their success to robust parental leave policies, subsidized childcare, and mandatory corporate gender diversity targets (World Economic Forum Gender Gap Report, 2023; OECD, 2023). Research demonstrates that family-friendly workplace policies not only attract female talent to high-demand roles but also improve team retention and innovation, with companies reporting a 30% increase in productivity after adopting such measures (Pagán-Castaño et al., 2020; Krekel & de Neve, 2018).
US Progress in Racial Inclusion
While racial inclusion in workplaces has improved in North America, significant disparities remain. In the U.S., Black and Hispanic employees represent only 13% and 8% of leadership roles, respectively, despite constituting a larger share of the workforce (McKinsey, 2023; U.S. Equal Employment Opportunity Commission, 2023). Mentorship programs and proactive recruitment strategies have been shown to close representation gaps, with participating organizations achieving a 25% increase in diverse leadership appointments within five years (Fortes et al., 2020; Sadick & Kamardeen, 2020).
Asia's Evolving LGBTQ+ Policies
LGBTQ+ workplace inclusion varies widely across Asia. Taiwan is a regional leader, becoming the first to legalize same-sex marriage, which has encouraged inclusive corporate policies. In contrast, nations like Singapore and India are making gradual progress, with many multinational firms driving LGBTQ+ advocacy in the absence of robust legal protections (Youth and Well-Being Write-Ups, 2024; World Economic Forum, 2023). Studies show that organizations implementing inclusive LGBTQ+ policies experience a 33% improvement in retention among diverse employees and report higher employee satisfaction (Pierce & Rider, 2022; Austin & Pisano, 2020).
UK's Lead in Allyship for Equality
UK-based organizations, such as Lloyds Banking Group, have pioneered allyship programs to advance equity in the workplace. Lloyds has implemented mandatory anti-bias training for leaders and partnered with external organizations to address systemic barriers. Research shows that firms with active leadership allyship programs reduce workplace discrimination by 15% and increase employee trust by 20% (Erskine et al., 2023; Croft & Parks, 2024).
France Promotes Work-Life Balance through DEI
France’s labor laws emphasize work-life balance as a DEI priority. Initiatives like the “right to disconnect” have reduced burnout and stress among employees, particularly women. Companies implementing these measures report a 15% improvement in employee satisfaction and a notable reduction in turnover rates (Youth and Well-Being Write-Ups, 2024; European Commission, 2022).
DEI Transparency in Europe
European countries lead the way in DEI transparency, with mandatory gender diversity quotas driving improvements in workplace representation. In Germany, publicly listed companies must have at least 30% female board representation. Research reveals that organisations meeting these quotas report a 15% increase in organizational trust and improved decision-making quality (Helliwell et al., 2024; World Economic Forum, 2023). Companies that publicly disclose DEI metrics attract more diverse talent, boosting recruitment effectiveness by 20% (Holland et al., 2018; Colenberg & Jylhä, 2021)..
North America's Intersectional DEI
In North America, intersectional DEI initiatives address overlapping identities, including race, gender, and sexual orientation. For example, U.S.-based tech firms have pioneered resource groups for underrepresented groups, pairing these with allyship training to foster inclusive cultures. Studies show that organizations implementing intersectional DEI policies see a 28% improvement in team collaboration and a 19% reduction in turnover rates among marginalized employees (Kraus et al., 2022; Sadick & Kamardeen, 2020). These programs also strengthen employee trust, which correlates with higher job satisfaction and productivity (Austin & Pisano, 2020; Pierce & Rider, 2022).
Asia' Multinational Leadership in DEI
In Asia, multinational corporations (MNCs) have become key drivers of DEI progress. Companies like Unilever and IBM integrate global DEI frameworks into regional contexts, addressing local cultural nuances. For instance, Unilever India’s “Career by Choice” initiative offers flexible roles to help women re-enter the workforce after career breaks. Such programs have led to a 25% increase in female hires within two years (Youth and Well-Being Write-Ups, 2024; McKinsey, 2022). Research also shows that MNCs adopting regionally tailored DEI initiatives report higher employee engagement and stronger local brand reputations (Pagán-Castaño et al., 2020; Fortes et al., 2020).
Mental Health
Mental health is a cornerstone of well-being, yet approaches to addressing it differ widely across regions. From nations with comprehensive public frameworks to those where stigma remains a barrier, the workplace plays a vital role in bridging gaps. This section examines mental health strategies worldwide, offering actionable insights for fostering resilience and psychological safety.
Brazil: Community-Based Mental Health Support
In Brazil, mental health services often rely on community-driven models due to limited access to formal care. Companies like Natura &Co have adopted employee-driven peer support programs, providing safe spaces for dialogue and emotional assistance. This approach has led to a 20% improvement in employee satisfaction scores (De Oliveira et al., 2023; Fertifa, 2024).
United States: Employer-Led Innovation in Mental Health
In the United States, private sector initiatives are leading advancements in workplace mental health. Companies like Starbucks provide comprehensive mental health benefits, including access to therapy sessions and mindfulness apps, which have reduced employee turnover by 20%. Microsoft offers mindfulness training and resilience workshops, leading to a 25% improvement in employee engagement Research highlights that organizations offering holistic mental health support see higher productivity and lower burnout rates (Wu et al., 2021; McKinsey Health Institute, 2022; Fertifa, 2024).
France: Burnout Prevention as a Legal Mandate
France addresses workplace mental health through labor laws that emphasise burnout prevention. The “right to disconnect” law has reduced after-hours communication and stress among employees, particularly in high-pressure industries. Companies adhering to this mandate report a 20% improvement in work-life balance metrics and reduced turnover rates (European Commission, 2022; Youth and Well-Being Write-Ups, 2024).
Scandinavia: Comprehensive Workplace Mental Health Policies
Scandinavian countries lead in mental health integration, with government-mandated frameworks requiring organisations to provide mental health support. Sweden’s “Work Environment Act” ensures employees have access to stress management programs and counseling. Companies report a 20% reduction in absenteeism after implementing these measures (World Health Organization, 2022; Fortes et al., 2020).
Middle East: Emerging Corporate Mental Health Policies
Mental health remains a nascent topic in many Middle Eastern countries, but global corporations operating in the region are driving change. For instance, PepsiCo’s regional offices have introduced resilience training programs and mental health resources, achieving a 10% improvement in employee well-being scores. Such initiatives lay the groundwork for broader acceptance of mental health in workplaces (Morning Consult, 2022; Fertifa, 2024).
South Africa: Addressing Stigma Through Education
In South Africa, stigma remains a significant barrier to mental health care. Organizations like Discovery Health have launched workplace campaigns to normalize conversations about mental health, alongside providing confidential counseling services. These efforts have increased the uptake of mental health resources by 25%, demonstrating the importance of education in reducing stigma (Youth and Well-Being Write-Ups, 2024; Fertifa, 2024).
Asia: Cultural Barriers to Open Discussions
In many Asian countries, mental health remains a stigmatised topic. However, companies like Tata Group in India are pioneering change with confidential counseling services and digital mental health tools, resulting in a 15% increase in help-seeking behavior among employees (Youth and Well-Being Write-Ups, 2024; Morning Consult, 2022).
Japan: Workplace Stress and Cultural Expectations
Japan’s workplace culture emphasizes long hours and perfectionism, contributing to high stress levels. To address this, companies like Panasonic have implemented mental health check-ins and reduced overtime policies, leading to a 15% drop in employee burnout rates. Government initiatives, such as the “Work Style Reform Bill,” aim to further reduce overwork and improve mental health outcomes (World Health Organization, 2022; Youth and Well-Being Write-Ups, 2024).
Germany: Integration of Mental Health in Workplace Safety
Germany integrates mental health into broader workplace safety regulations, ensuring that psychosocial risks are evaluated alongside physical hazards. For example, Siemens offers resilience training as part of its occupational health programs, reducing stress-related absenteeism by 18%. Organizations with integrated mental health practices report higher productivity and team cohesion (Fortes et al., 2020; Colenberg & Jylhä, 2021).
United Kingdom: Mental Health as a Workplace Priority
The UK’s report provides clear mental health standards for employers, recommending strategies such as flexible work policies and regular stress audits. Companies like HSBC have adopted these practices, resulting in a 15% reduction in absenteeism. Employers following these standards report improved employee morale and higher retention rates (World Health Organization, 2022; Croft & Parks, 2024).
Global Resources
Trusted global resources offering insights, charts, and actionable information on diversity, well-being, mental health, and inclusion. Explore the numbers that shape the world.
From The UN SDG Global Gender Snapshot 2024
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Failing to invest in education and training for young people, especially girls, costs the world over $10 trillion.
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Closing the digital gender divide is especially crucial for low- and middle-income countries, as it could save an estimated $500 billion over the next five years.
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Investing in the care economy could create nearly 300 million jobs by 2035 and increase women’s labour force participation.
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In 2024, women held only 27 per cent of seats in national parliaments and 35.5 per cent of seats in local governments, and 107 countries have never had a woman Head of State.
Key Mental Health Facts from the WHO
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Decent work is good for mental health.
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Discrimination, excessive workloads, low job control and job insecurity, all pose a risk to mental health.
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15% of working-age adults were estimated to have a mental disorder in 2019.
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Globally, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of US$ 1 trillion in lost productivity.
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There are effective actions to prevent mental health risks at work, and support workers with mental health conditions.
Key Insights from the 2024 World Happiness Report
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Finland leads the rankings, with all five Nordic countries in the top 10.
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Central and Eastern Europe saw the largest happiness gains.
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Happiness inequality has increased globally, except in Europe.
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Positive emotions are highest under 30 and decline steadily with age.
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Helping others has increased worldwide, led by younger generations.
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Social support is twice as common as loneliness globally and strongly boosts happiness.
Key Facts from the UK Centre for Mental Health
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Women are ten times as likely as men to have experienced extensive physical and sexual abuse during their lives: of those who have, 36% have attempted suicide, 22% have self-harmed and 21% have been homeless.
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People who identify as LGBT+ have higher rates of common mental health problems and lower well-being than heterosexual people, and the gap is greater for older adults (over 55 years) and those under 35 than during middle age.
McKinsey Well-Being in the Workplace – 2023 McKinsey Health Institute Report
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Holistic health encompasses physical, mental, social, and spiritual health. The McKinsey Health Institute’s 2023 survey covers more than 30,000 employees across 30 countries.
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For employees, good holistic health is most strongly predicted by workplace enablers, while burnout is strongly predicted by workplace demands. A complementary approach is needed.
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Organizational, team, job, and individual interventions can boost employee holistic health. These may include flexible working policies, leadership trainings, job crafting and redesign, and programs on workplace health.
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The Report focuses on how modifiable drivers of health can lead to healthier, longer lives.