Understanding stress, improving DEI: How IoT can increase wellness & productivity

Fewer employee hours spent in office has increased the difficulty of tracking and understanding employee stress and other warning signs management should be aware of. As DEI budgets have gotten smaller, the task they face in a still-shifting work environment only continues to grow. DEI initiatives became more of a priority in the years leading up to the global pandemic, and tighter budget constraints have not made the underlying causes of that need disappear.

By Edward J. Beltran, CEO of Fierce Inc / Pulse

Supply chain issues and layoffs, rising inflation skyrocketing stress, the past few years have been tumultuous for workers. While the pandemic and its fallout have impacted industries to different degrees, cuts to Diversity, Equity, and Inclusion (DEI) initiatives have happened almost across the board. For many employees, this has had a multiplying effect on the stress of the past few years. Women and members of minority groups have long faced higher stress and burnout levels in the workplace, and the decline in DEI support must be reversed or progress will continue to be eroded

The rise of remote and hybrid work has led to mixed results for DEI initiatives. Fewer employees coming into the office has enabled employees to avoid discrimination and microaggressions which lead to increased stress levels. However, as previously mentioned, DEI team members and funding have often been an early target for layoffs and budget cuts in a time of belt-tightening. Additionally, fewer employee hours spent in office has increased the difficulty of tracking and understanding employee stress and other warning signs management should be aware of.

As DEI budgets have gotten smaller, the task they face in a still-shifting work environment only continues to grow. DEI initiatives became more of a priority in the years leading up to the global pandemic, and tighter budget constraints have not made the underlying causes of that need disappear. In reality, DEI departments were already playing with a poor hand, as too often they do not receive the necessary commitment or resources to succeed.


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