How to Stay Healthy at Work | Sharp Consultancy

Inclusive Cultures Don’t Happen by Accident — They’re Built Intentionally

Following International Women's Day, many organisations reflect on progress.But for finance leaders and hiring managers, the more important question is this: What does inclusion mean in practice — and how does it affect performance? Because this isn’t just a culture conversation. It’s a capability conversation. Inclusion Impacts Talent Attraction The best finance professionals — at every level — have options. They are looking for: Transparent progression pathways Visible meritocracy Leadership that values contribution over presence Environments where performance is recognised fairly If an organisation’s culture unintentionally favours “proximity” — those closest to decision-makers — it narrows its own talent pipeline. And in a market where specialist skills are already in short supply, that’s a commercial risk. Meritocracy Must Be Visible Many businesses describe themselves as meritocratic. But candidates assess that through lived signals: Who is in senior leadership? Who is promoted internally? How are flexible working arrangements handled? How openly are development opportunities discussed? In accountancy and finance particularly — where progression paths are structured and performance is measurable — fairness needs to be both real and visible. High performers want clarity, standards and consistency. Leadership Behaviour Shapes Retention Inclusive leadership isn’t about grand gestures. It’s about everyday behaviours: Who is invited into strategic discussions Who is given stretch projects Who is credited publicly Who is sponsored, not just mentored Retention in finance teams is rarely lost because of salary alone. It’s often influenced by visibility, opportunity and recognition. Businesses that understand this tend to build stronger, more stable finance functions. The Commercial Case for Inclusion Diverse and inclusive teams bring broader perspectives to: Risk assessment Strategic planning Commercial analysis Operational improvement For CFOs and Finance Directors, inclusion isn’t a compliance issue. It’s about building balanced teams capable of better decision-making. The organisations that approach inclusion intentionally — rather than reactively — are often the ones that outperform in the long term. Beyond Awareness Days International Women’s Day creates valuable momentum every year:But sustained progress comes from: Clear promotion criteria Transparent hiring processes Conscious leadership development Ongoing cultural accountability In today’s hiring market, an inclusive culture isn’t just about employer branding — it influences who joins, who stays and how teams perform.

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Accountancy and finance roles are often deadline-driven, analytical and desk-based.

From month-end reporting and audit preparation to budgeting cycles and systems implementations, long periods at a desk can quickly become the norm.

While performance and accuracy are critical, so too is employee wellbeing. Small, practical changes can make a significant difference to productivity, engagement and long-term retention within finance teams.

Encourage Proper Breaks

Sticky notes, a pen, and a cookie on a black background, symbolising the importance of taking breaks at work.

In busy finance functions, it can be tempting for employees to work through lunch — particularly during reporting periods or year-end. However, regular breaks improve focus and reduce errors.

Encourage team members to step away from their desks, even for a short walk outside. A change of environment can help clear the mind and improve concentration for the afternoon ahead. Some organisations introduce informal lunchtime walking groups, which also help build stronger relationships across departments.

Build Movement into the Working Day

Finance professionals can spend extended periods sitting, reviewing spreadsheets or attending virtual meetings. Where possible, encourage movement throughout the day.

Simple steps might include:

Promoting use of stairs rather than lifts
Encouraging walking meetings where appropriate
Partnering with local gyms to offer corporate discounts
Supporting cycle-to-work initiatives

These small changes can positively impact both physical health and energy levels.

Promote Healthier Workplace Habits

Office environments often make it easy to rely on convenience snacks, particularly during busy periods. While occasional treats are part of office culture, encouraging healthier options - such as fresh fruit in communal

Fresh fruit platter featuring assorted fruits on a gray background, promoting healthy snacking at work.

areas — can support overall wellbeing and sustained energy levels.

For finance teams working to tight deadlines, balanced nutrition can help maintain concentration and reduce fatigue.

Ensure Comfortable and Safe Workstations

Given the desk-based nature of many accountancy roles, ergonomic working environments are essential. Regularly review seating, desk setup and screen positioning to reduce strain and support good posture.

Encourage employees to take short screen breaks throughout the day and provide guidance around eye care and workstation setup, particularly for those working in hybrid arrangements.

Actively Manage Stress

Peak reporting periods, staffing gaps or increased commercial pressure can all contribute to stress within finance teams. Managers should be trained to recognise early warning signs and maintain open lines

A man holding his head in his hands, visibly stressed while managing work-related pressures.

of communication.

Clear workload planning, realistic deadlines and regular one-to-one conversations help identify pressure points before they escalate. Supporting wellbeing is not just about reducing absence — it also protects accuracy, performance and morale within critical finance functions.

Creating a healthy working environment in accountancy and finance teams requires consistent attention to culture, communication and workload management. Businesses that actively support wellbeing are better placed to retain talented professionals and maintain high performance levels.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield, our experienced consultants work with organisations across Yorkshire and beyond to build strong, sustainable finance teams.

Contact us today to discuss your recruitment needs.