Sport is on the rise in companies. As a lever for integration and well-being at work, its benefits are no longer in question. Companies are becoming aware that a healthy employee is more productive, less stressed and happier at work. They even see it as a team building tool to strengthen internal collaboration and team spirit. These actions are positive and make a big step forward in the field of quality of life at work. However, aren't they also a factor of exclusion for some employees?
The desire to get employees involved in sport is not just a fad. Indeed, numerous studies have shown the impact of sport on health. Moderate, regular and sustained sports activity promotes stress reduction, improved self-esteem and more restful sleep. Sporty employees are less absent and more efficient at work. Many studies have shown the impact of sport on health.
Team or group sport also allows the release of a hormone called oxytocin. This hormone is produced during positive social relationships. In the professional world, this hormone has the effect of creating attachment between colleagues, empathy, and team spirit. A united team is more productive, even in a crisis.
Although these actions have a positive aim, they are often factors of exclusion. Indeed, these actions often concern a single type of sport: running, football. There can be a feeling of exclusion through interest. Running is a very widespread and accessible sport, but it only concerns 10% of the French population. Many adults are still traumatised by athletics classes in high school. By focusing on just one sport, you exclude a large proportion of employees who have no interest in this sport or who cannot practice it. Another risk of exclusion is indoor football tournaments, which have been very successful in recent years. These events, although officially mixed, are very male-dominated and do not allow for the integration of all genders. Finally, exclusion through access. Many of these actions do not take into account people with disabilities (if at all) and people with mobility problems who do not have access to the events on the company's site.
Today, it is possible to set up company sport actions while including all the employees of a company. To implement these actions, here are my recommendations:
Rather than talking about sport, talk about physical activities or health sport. Indeed, this nuance has the merit of including all kinds of activities, such as walking for example. This way, we can talk to everyone, sportsmen and women as well as non-sportsmen and women (and avoid scaring the latter!)
Choose a digital solution that connects all your employees, whether they are on the field, on the company site or on the other side of the world.
Use games and social media to motivate and, above all, include all your employees, including people with disabilities. Gamification actions to encourage each other strengthen team cohesion and communication.
Focus on multi-sports to offer as many options as possible to your budding or hardcore sportsmen and women and avoid frustration.
The benefits of corporate sport are numerous, both for the employees and the company. It would be a pity if these actions only benefited a minority of employees. And in your opinion, how can corporate sport help to unite 100% of employees?