Making mental health a focus in DEI initiatives
Here are three ways that business leaders can reevaluate their current DEI goals to be more inclusive of mental health.
In the modern business model, employee wellbeing and health have started to take a front seat.
In fact, 54% of employees believe that mental health is a diversity, equity, and inclusion (DEI) issue and 50% of employees have left a job due to mental health reasons, according to a report from Mind Share Partners. With the feeling of belonging so closely tied to mental health, there’s no question that mental health challenges in the workplace are often a result of a lack of focus on DEI. As we wrap up Mental Health Awareness Month, it’s a time to reflect and adjust current DEI and mental health practices within the workplace, especially since 60% of employees have reported symptoms of mental health struggles within the past year.
While the Kaiser Family Foundation notes that 83% of companies offer their employees health and wellness programs, these programs often fail to uncover the link between employee wellbeing and DEI. Creating an inclusive workplace culture is a vital part of business growth and employee retention and companies with strong DEI programs are proven to be more profitable, but there is more work to be done as employers often miss the mark on employee health and wellness. Here are three ways that business leaders can reevaluate their current DEI goals to be more inclusive of mental health.
1. Reevaluate what DEI means for company employees
As businesses refine and adjust their DEI objectives to keep up with changing times, businesses can lead with empathy by ensuring these goals are reflective of employees’ unique priorities, which often include mental health. Research from Mind Share Partners found 91% of workers believe a company’s culture should support mental health, up from 86% in 2019. The pandemic was a catalyst for many employers to help find ways that they could offer resources within current DEI initiatives to help improve retention and create a more inclusive workplace. Employee resource groups (ERG) are one way to help increase empathy and emotional awareness, and can empower employees to educate their peers.
McKinsey research found that workers who feel very included in their organizations are nearly three times more likely than their peers to feel excited by and committed to their organizations. Reevaluating what DEI means to employees and adjusting internal initiatives accordingly to better accept and support employees is key to increasing feelings of inclusiveness and belonging, and thus improving mental health in the workplace. Since 86% of HR managers believe that company mental health resources can increase employee retention, according to SHRM, implementing internal initiatives can be beneficial for both the individual employee and the company.
2. Enlist the help of experts
Research from Mind Share Partners found that 68% of Millennials and 81% of Gen Z workers have left jobs due to their mental health. As almost half (45%) of employee experiences towards inclusion are due to a manager’s inclusive behaviors, according to Catalyst, businesses must help managers develop the necessary skills to cultivate a comfortable workplace for all employees. Creating a culture of belonging and welcoming starts with embracing soft skills such as the ability to humanize team members, practice transparency, and make cultural competency a priority. Additionally, implementing employee feedback on new directions, initiatives, and company changes can help managers know what pieces of DEI and mental health resources are missing.
Nearly nine in 10, (88%) HR professionals, believe mental health resources can increase employee productivity, according to SHRM. While the benefits of including mental health as a DEI goal are bountiful, HR managers have searched for the best ways to help employees better themselves while retaining top talent at the company. Leaders can outsource help from experts outside of the organization to bring new perspectives, conversations, and tips to the workplace.
Furthermore, leaders can introduce educational programs for managers to further strengthen their skills around speaking about DEI and mental health topics to foster a safe and comfortable workplace. Even so, creating and promoting well-being initiatives shows workers their mental health is a priority to the company, and helps to make them feel valued. This will encourage workers to stay at their company as it helps them to feel they are important members to the workforce and supported, no matter their differences.
3. Support mindful DEI strategies during the talent search
Even if current DEI strategies are inclusive of gender, race, and ethnicity, businesses should make sure recruiting efforts are inclusive of all potential candidates, including the 1 in 5 U.S. adults struggling with mental health each year and the 20% of the population considered neurodivergent. Strategies such as universal design help to ensure that workplace decisions benefit everyone, not just a select few.
McKinsey research shows that the majority of employees agree inclusivity is an important factor when choosing to join a company. Additionally, 39% of employees have turned down or decided not to pursue a job because of a perceived lack of inclusion at an organization, proving that DEI goals and strategies must be communicated at the start of the hiring process.
As a part of the talent acquisition process, HR managers should adjust job descriptions to be inclusive and thoughtful to show prospective candidates that the company does not discriminate based on an applicant’s background or identity. Candidates can be reluctant to apply or accept a job if the DEI goals and actions of a company are unclear. When hiring, HR managers can increase communication around emotional well-being by promoting mental health company resources. In order to prove to employees and candidates that the company fosters an inclusive workplace culture that helps employees be their best selves at work, HR professionals have to be open and honest about the available resources, benefits, and options.
Finally, expanding current talent pools to include candidates with unconventional backgrounds helps celebrate employees’ differences and helps to create a diverse and accepting culture. As the definition of DEI continues to evolve, companies and HR managers are working to stay current with trends and employee desires. By evaluating employees’ definition of DEI, enlisting external help and improving internal communication, and promoting DEI from the start, companies can successfully include mental health policies as a part of their DEI strategy.
Jess Green is senior vice president of customer sSuccess at Lever.