INTRODUCTION
Let’s start with an interesting fact – 90% of companies claim they prioritize Diversity, Equity, and Inclusion (DEI) initiatives within their organizations. Yet, surprisingly, only 4% of them integrate disability in these efforts.
While we have established that Diversity, Equity, and Inclusion are the standard principles; we have often overlooked “mental health” as an important dimension while setting up DEI programs or discussing strategies.
Over the years, the intersection of diversity, equity, and inclusion (DEI) principles with mental health in the workplace has emerged as a pivotal concern. As organizations are now forming diverse workforces, it becomes imperative to address the unique mental health challenges that employees from diverse backgrounds may encounter.
Prioritizing mental health in DEI initiatives plays a significant role in the overall well-being and success of employees at the workplace. By doing so, organizations can break down these barriers and create more inclusive environments.
Take this DEI workplace quiz to assess if your organization is diverse & inclusive.
UNDERSTANDING THE CONNECTION: DEI AND MENTAL HEALTH
Individuals with mental health conditions often face discrimination and barriers in the workplace. This can include lack of accommodations, negative attitudes and stereotypes, and little to no access to mental health services. As per the 2022 Access to Care Survey Results, 45% of people who did not receive mental health care reported workplace issues.
Mental health and DEI are closely connected. Employees coming from diverse backgrounds may face lack of representation, microaggressions, unconscious bias, and other similar factors that impact their mental health and emotional safety at work. As a result, initiatives that support diversity, equity, inclusion, and belonging should also support mental health as a key aspect. This would ensure employees from diverse backgrounds and individuals from LGBTQIA+ community would get the mental health support they need – like employee resource groups, one-on-one counseling services, and access to mental health screening tools.
Would your workplace benefit from Unconscious Bias Workplace Training?
This Training will help you understand what unconscious bias is, how it affects our decisions and how do we manage it at our workplace. Unconscious Bias Workplace Training helps participants gain a deeper understanding of why it occurs and what actions can be taken to mitigate its consequences.
There’s a stigma associated with mental illness in many cultures and thus people are reluctant to talk about it. Creating a culture where individuals coping with mental health issues can find support involves implementing a multitude of activities that can improve the condition and support those in need.
Mental health needs to be part of employee’s ongoing well-being initiatives and included within the company’s disability strategy.
HOW TO IMPROVE YOUR WORKPLACE’S DEI TO SUPPORT MENTAL HEALTH
1.) People and Culture
The real support for mental health starts with supportive employees and a healthy work culture. This allows individuals to share their identities and be their true selves. This in turn helps build a safe place for employees to openly discuss and have meaningful conversations.
An organization that accepts mental health as a challenge also creates opportunities to address it – by providing mental health resources, counseling services, support groups, and hotlines.
2.) Accessible Mental Health Care
Inclusive and effective mental health care programs can make a significant difference for individuals struggling with mental health issues. As part of employee assistance initiatives, it is essential that mental health care and benefits are readily accessible and easily understandable.
Organizations can also train a few selected employees to be mental health first aiders, capable of providing initial support to colleagues in distress.
3.) Devise Employee Wellness Programs
The growing prevalence of mental health issues and workplace burnout calls for the development of robust employee wellness programs. These programs not only address physical health concerns but also provide comprehensive support for mental well-being.
It includes a range of initiatives designed to foster a healthier and more balanced work environment like stress management workshops, mindfulness training, meditation classes, and educational resources that teach about overall health and wellness.
4.) Training and education
Provide educational opportunities to managers to raise awareness, identify signs of employee burnout, and learn more about mental health issues. This can help reduce stigma, increase empathy, and help understand mental health conditions in the workplace.
Regular training courses, workshops and webinars focused on mental health can serve as essential tools. They can help in recognizing symptoms, enhance employee’s self-understanding, and, most importantly, encourage employees to seek help rather than shying away from having to confront it.
Want to learn more about diversity, equity and inclusion?
Workplace diversity is about identifying differences and embracing them regardless of your ethnicity, culture, religion, gender, sexual orientation, and sexual identity to foster an inclusive work environment. DEI Training for The Workforce training will take a deep dive into acceptable and unacceptable workplace attitudes and behaviours, interactive exercises to gain a practical understanding of how to build a supportive workforce.
5.) Lead by Example
Leadership plays a pivotal role in shaping organizational culture. Leaders should be committed to both DEI and mental health initiatives. They can set the tone by being vocal advocates, sharing their own experiences where appropriate, and actively participating in diversity and mental health programs.
They can also demonstrate their management style by prioritizing time for family/friends, taking time out for physical fitness, marking therapy appointments in their schedule, or taking a vacation to encourage employees to focus on their mental health if need be.
CONCLUSION
Mental health is a key component of DEI, and it is an ongoing journey. As we continue to navigate the evolving business landscape with a diverse workforce, we must remain committed to helping diverse people in their journey to seek support.
It is crucial that we move from mere words into actioning them – which means translating your organization’s commitment into tangible, measurable steps that create a more inclusive and mentally healthy workplace for the workforce. We must strive to create an environment where authenticity is encouraged, well-being and mental health are actively supported, and that enables individuals to actively contribute and engage.
