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Models and Approaches to Workplace Health Promotion and Well-Being with Diverse Population Groups

A Special Issue of International Journal of Environmental Research and Public Health (ISSN 1660-4601) belonging to the section "Behavioral and Mental Health".

Deadline for manuscript submissions: 30 April 2027 | Viewed by 8454

Editors

Dr. Andrew Joyce

E-Mail Website
Guest Editor
Centre for Social Impact, Swinburne University of Technology, Hawthorn 3122, Australia
Interests: health-promoting settings; social enterprise; disability and health promotion; evaluation in complex settings
Dr. Perri Campbell

E-Mail Website
Guest Editor
Centre for Social Impact, Swinburne University of Technology, Hawthorn 3122, Australia
Interests: entrepreneurship; social enterprise; social impact; digital media, film and television; sociology; gender studies; youth studies

Special Issue Information

Dear Colleagues,

Work is a key health-promotion settings due to its capacity to influence health and well-being outcomes and the duration of time that people spend at work. There is decades of research on the importance of workplace health promotion that takes a socio-ecological approach rather than simply a behavioural and programmatic lens. There is good evidence that comprehensive workplace health-promotion interventions can have positive impacts on a range of health domains and conditions, including mental health, physical activity, and nutrition. One of the current limitations of the workplace health-promotion literature is its relative lack of coverage of approaches with diverse population groups; many approaches have been conducted with general population groups. There are many workplaces now that specifically cater to the needs of diverse communities and those that have experienced marginalization in the labour market. Some business models, such as social enterprises, are often structured around promoting well-being as a core purpose [1].

This Special Issue seeks papers on workplace health promotion models and approaches with diverse population groups. We are interested in submissions about diverse population groups, including (but not limited to) people with disabilities, people with mental health and chronic health conditions, First Nations communities, culturally and linguistically diverse communities (including people from refugee backgrounds), LGBTIQA+ people, people impacted by the justice system, and groups historically excluded from the labour market. Manuscripts could present on organisational structures that promote well-being, particular intervention models, and some of the current challenges and opportunities that diverse populations experience with respect to their health and well-being in the workplace. Papers could also present on innovate ways to co-design workplace health-promotion settings with diverse population groups and an intersectional perspective. Theoretical, perspective, and empirical papers are all welcome.

Please note that papers should be original articles, reviews and meta-analyses, and short communications from innovative research.

Reference:

  1. Joyce, A.; Moussa, B., Elmes,A.; Campbell, P.; Suchowerska, R.; Buick, F.; Barraket, J.; Carey, G. Organisational structures and processes for health and well-being: Insights from work integration social enterprise. BMC Public Health 2022, 22, 1624. https://doi.org/10.1186/s12889-022-13920-4

Dr. Andrew Joyce
Dr. Perri Campbell
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 250 words) can be sent to the Editorial Office for assessment.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-anonymized peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. International Journal of Environmental Research and Public Health is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2500 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Publisher’s Notice

At the request of Dr. Aurora Elmes, a member of the original Guest Editor team for the Special Issue, she will no longer be involved in the editorial handling of the Special Issue as of 28 May 2026. This change has been agreed upon by the remaining Guest Editors and the Editorial Office, and the Special Issue website has been updated accordingly. The Special Issue will continue to be handled by the remaining Guest Editors in accordance with MDPI’s Special Issue and editorial policies.

Keywords

  • workplace health promotion
  • health and well-being, organizational design and structure
  • intervention model and outcomes
  • diverse populations
  • barriers to workplace health and well-being

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Further information on MDPI's Special Issue policies can be found here.

Published Papers (4 papers)

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Research

16 pages, 284 KB  
Article
Policy Analysis of Workplace Wellbeing-Related Policies at a Tertiary Academic Institution in Johannesburg: Implications for Academic Employees
by Naeema Ahmad Ramadan Reis and Natasha Khamisa
Int. J. Environ. Res. Public Health 2026, 23(9), 1217; https://doi.org/10.3390/ijerph23091217 - 15 Sep 2026
Viewed by 130
Abstract
Workplace wellbeing is a multidimensional construct shaped by psychological, physical, and organisational determinants. In higher education, human resource and governance policies influence these determinants, yet policy portfolios are often compliance-oriented rather than explicitly wellbeing-focused. Despite increasing global attention to workplace wellbeing, there remains [...] Read more.
Workplace wellbeing is a multidimensional construct shaped by psychological, physical, and organisational determinants. In higher education, human resource and governance policies influence these determinants, yet policy portfolios are often compliance-oriented rather than explicitly wellbeing-focused. Despite increasing global attention to workplace wellbeing, there remains limited empirical analysis of how institutional policy environments conceptualise and operationalise wellbeing, particularly in African higher education contexts. This study critically analysed workplace-related policies at a tertiary academic institution in Johannesburg to assess how wellbeing is conceptualised and operationalised, and to identify gaps relevant to academic employees. A qualitative single-case document study design was employed, guided by the Walt and Gilson Policy Triangle Framework (content, context, actors, processes) and complemented by a wellbeing classification lens. Policies were purposively selected based on predefined inclusion criteria relating to working conditions, inclusion, health and safety, development, and employment governance. Deductive framework analysis was followed by inductive thematic synthesis. Workplace wellbeing was not explicitly defined within the policy portfolio and was inconsistently operationalised. Most policies functioned through indirect pathways and emphasised legal compliance, governance, and procedural oversight. Five cross-cutting themes were identified, including compliance-driven policy architecture, uneven workload governance, and bounded disability inclusion. Key gaps included limited integration of psychosocial risk, insufficient support for chronic illness and non-visible disability, and lack of monitoring of wellbeing outcomes. Institutional policies provide important safeguards but do not operate as an integrated workplace wellbeing framework. Strengthening conceptual clarity, aligning policies with contemporary evidence, and embedding measurable wellbeing indicators may improve employee wellbeing and institutional sustainability. As a single-institution document analysis, the findings reflect formalities of policies rather than implementation and may therefore have limited transferability to other higher education sections. Nevertheless, the study provides a thourough framework for examining how institutional policies shape workplace wellbeing and offers a foundation for future comparative policy analyses. Full article
(This article belongs to the Special Issue Models and Approaches to Workplace Health Promotion and Well-Being with Diverse Population Groups)
16 pages, 315 KB  
Article
Development and Validation of the Intimate Partner Violence Workplace Disruptions Assessment (IPV-WDA)
by Kathryn Showalter, Laneshia Conner, Rebecca Bosetti, William Burrows and Rujeko Machinga-Asaolu
Int. J. Environ. Res. Public Health 2025, 22(7), 1147; https://doi.org/10.3390/ijerph22071147 - 19 Jul 2025
Viewed by 1719
Abstract
A vast majority of survivors of intimate partner violence (IPV) experience economic abuse, including but not limited to, employment sabotage. The purpose of this study is to further understand IPV by testing a technology-inclusive abuser-initiated workplace disruption measurement in an exploratory factor analysis [...] Read more.
A vast majority of survivors of intimate partner violence (IPV) experience economic abuse, including but not limited to, employment sabotage. The purpose of this study is to further understand IPV by testing a technology-inclusive abuser-initiated workplace disruption measurement in an exploratory factor analysis (EFA) so that future researchers can better examine and address economic abuse. Using a sample of survivors (N = 312) employed in the nursing profession in the United States, who may be uniquely impacted by technology, we used complete data to examine experiences of abuser-initiated workplace disruptions, including those that utilized cellphones (e.g., excessive texting, harassment of coworkers, preventing educational advancement). The results revealed a two-factor structure: one containing a variety of direct and indirect workplace disruptions relevant to the nursing profession (73% of variance) and a second containing only cell-phone related harassment (9% of variance). Implications for healthcare employers seeking to protect employees from IPV, as well as policymakers, are included. Full article
(This article belongs to the Special Issue Models and Approaches to Workplace Health Promotion and Well-Being with Diverse Population Groups)
11 pages, 1186 KB  
Article
Use of a Validated Risk Perception Questionnaire for the Inclusion of People with Hearing Impairments in a Productive Environment
by Aline Sias Franchini, Antonio Augusto de Paula Xavier and André Luiz Soares
Int. J. Environ. Res. Public Health 2025, 22(6), 884; https://doi.org/10.3390/ijerph22060884 - 31 May 2025
Cited by 1 | Viewed by 1529
Abstract
The inclusion of people with hearing impairments in logistics environments is a topic of increasing importance, especially when considering the promotion of diversity and accessibility in the workplace. The use of a risk perception questionnaire can represent an effective tool to identify barriers [...] Read more.
The inclusion of people with hearing impairments in logistics environments is a topic of increasing importance, especially when considering the promotion of diversity and accessibility in the workplace. The use of a risk perception questionnaire can represent an effective tool to identify barriers and challenges faced by these workers. The questionnaire covers several aspects, including communication between employees, the adequacy of visual signage, workplace safety and the accessibility of tools and equipment. The responses collected help to understand how people with hearing impairments perceive the risks inherent in their work activities, as well as to identify possible deficiencies in the training and awareness of their coworkers. Analysis of the data collected by the questionnaire allows companies to develop specific strategies and actions to improve inclusion, such as inclusive training, adaptation of the physical environment and implementation of auxiliary technologies. In this way, these actions not only contribute to a safer and more productive work environment, but also value diversity and the unique contribution that each worker can make to the logistics sector. Full article
(This article belongs to the Special Issue Models and Approaches to Workplace Health Promotion and Well-Being with Diverse Population Groups)
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14 pages, 305 KB  
Article
Workplace Structures and Culture That Support the Wellbeing of People with an Intellectual Disability
by Andrew Joyce, Perri Campbell, Jenny Crosbie and Erin Wilson
Int. J. Environ. Res. Public Health 2024, 21(11), 1453; https://doi.org/10.3390/ijerph21111453 - 31 Oct 2024
Cited by 9 | Viewed by 3920
Abstract
There is little research on health-promoting workplace settings focused on people with an intellectual disability. There are a range of supported and open employment workplaces where people with an intellectual disability work, and this is an important setting that can influence health and [...] Read more.
There is little research on health-promoting workplace settings focused on people with an intellectual disability. There are a range of supported and open employment workplaces where people with an intellectual disability work, and this is an important setting that can influence health and wellbeing outcomes. The health promotion research that has been conducted with people with an intellectual disability has been programmatic in focus and lacks a broader settings and ecological perspective. This paper reports on analysis conducted across four organisations that employ people with an intellectual disability and included 47 in-depth interviews conducted with staff and supported employees. The aim was to examine the organisational characteristics, structures, and cultural elements that contribute to positive wellbeing. The key elements were offering a diversity of roles and opportunities, customised training and task matching, a flexible approach to work rosters, offering a range of workplace environments (e.g., busy versus calm environments), and providing holistic and tailored support. The results illustrate that providing positive wellbeing outcomes in the workplace for this cohort cannot be considered from a program perspective but as a whole of organisation design and culture. With the current movement towards more opportunity in open employment, it will be important that these features are replicated in all workplaces where people with an intellectual disability are employed. Further research and policy work is required for this ambition to be realised. Full article
(This article belongs to the Special Issue Models and Approaches to Workplace Health Promotion and Well-Being with Diverse Population Groups)
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