Minority workers perceive greater benefits from healthy workplace initiatives
(Thursday July 22nd, 2004)

The researchers evaluated a problem-solving approach called "ACTion Teams" in 11 of 21 stores in the southern regions of a major national retailer. At each store, representative teams of workers met to identify workplace concerns, then develop action plans for addressing those problems. The ACTion Teams were designed to increase employee participation and decision-making, with the goal of creating a healthier work organization.

The current study included questionnaire responses from approximately 1,400 workers at stores that did and did not have ACTion Teams. The analysis focused on responses from black and Hispanic employees, each of which represented about seven percent of workers.

The most common priorities developed by the ACTion Teams were related to improving communication. Co-worker support and recognition and scheduling issues were also frequently addressed.

In follow-up surveys, stores with ACTion Teams had significant improvements in organizational climate and worker health and well-being. These reflected benefits for all workers at the stores, not just those directly participating in the teams. The improvements seemed at least partly related to reducing the impact of stressful times, including an economic recession and changes in company leadership.

For black and Hispanic employees, the benefits appeared even greater than for white employees. Minority workers were especially likely to perceive improvements in organizational and co-worker support and in participation with supervisors. Representation on the ACTion Teams made the views of minority workers heard, thus helping to make the workplace more inclusionary.

Somewhat surprisingly, the improvements in work climate did not affect employees' ratings of work stress levels or general health. Longer follow-up may show benefits in employee stress, productivity, and other health and well-being indicators.

"[A] team-based, problem-solving intervention can impact work climate, and may be particularly beneficial to minority group employees," Dr. Park and colleagues conclude. They suggest that minority workers perceive greater benefits because they experience a "'social shift' from outgroup to ingroup status." Programs emphasizing communication, shared goals, and active problem-solving may be a useful part of efforts to meet workplace diversity goals and diversity training.