Mind Matters: Tailoring Wellness for Diverse Workforce

Diversity and inclusion are undoubtedly the building blocks via which companies pave the way to thriving business in today’s competitive corporate world. Creating a diverse and inclusive workspace is as important as creating an ambience that encourages and enables employees’ emotional and mental well-being. Companies must recognize that innovation, productivity, and employee satisfaction all increase within a diverse and inclusive workplace that values mental health. This post outlines a few actionable recommendations to manage mental health within a diverse workforce.

Mental Health and DE&I

Creating and sustaining a mentally healthy work environment is not just compassionate but also a smart business decision. Studies indicate that companies where people feel included receive 2.5 times higher cash flow per employee than those that don't. Additionally, inclusive teams were found to be over 35% more productive. These statistics cannot be ignored.

Employees from diverse cultural origins may experience workplace challenges such as a lack of familiarity, microaggressions, unconscious prejudice, and other anxieties that harm their psychological well-being and sense of safety. Numerous mental health initiatives in the organization can foster a sense of inclusion and belongingness, resulting in increased productivity, creativity, and longevity.

The Roadmap to a Responsible Work Culture: Prioritizing Employee’s Mental Health 

Company cafes, gyms, and Friday fun sessions at work may make some individual colleagues feel briefly happy and valued at work. However, they sometimes fail to address the multi-faceted issues that contribute to overall good or poor mental health at work. This becomes more challenging when managing a diverse workforce. It requires a broader and deeper approach to address various organizational aspects that affect employees' psychological well-being. Fortunately, there are ways to dismantle discrimination barriers in a diverse workforce and make individuals feel valued at deeper levels.

1. Foster a sense of connectedness through assistance.

Encourage employees to discuss their mental health openly. Provide them with the means necessary to balance work and life. Employers can establish an Employee Assistance Program (EAP) to help employees who face work-related stress and similar situations.

A robust EAP can partner closely and strategically with organizations to assist their employees with mental health issues. It offers counseling services (telephonically or in person) in addition to mental health assistance. Organizations can also partner with external agencies to run programs aimed at stress management and set up on-site meditation/yoga classes to address a wide range of health, financial, and social issues. A leading international management consulting firm supports employee wellness through a similar assistance program. The company offers 24/7 professional counseling and mental health education to its employees. It has also partnered with other organizations to promote well-being at work.

Team members with diverse backgrounds, experiences, and expertise should be encouraged to contribute their unique perspectives. This will not only facilitate interpersonal relationships but also lead to comprehensive problem-solving and innovative solutions. For instance, a marketing team working on a new campaign can invite inputs from individuals belonging to diverse cultural backgrounds or age groups and develop marketing strategies that resonate with a wider audience.

2. Celebrate diversity through inclusive policies and health benefits.

Advocate inclusive policies that allow for flexible work arrangements such as remote work options or compressed workweeks. By adopting a tailored and culturally sensitive approach, organizations can help alleviate stressors related to work-life integration. These policies and benefits may include:

• Childcare facilities such as a creche and a feeding room at work premises
• Transportation for differently abled employees
• Inclusive fertility and adoption benefits for the LGBTQ+ community   
• A reimbursement program for mental health services, including therapy and counseling
• Gym memberships, yoga classes, and digital health tools at a subsidized rate

A global FMCG company is indeed on the frontline of equal opportunity for LGBTQ+ employees. The company also remembers to create a work milieu supportive of its transgender employees by providing inclusive health insurance offerings.

3. Educate managers and supervisors.

Leaders and managers need not be medical experts on conditions like depression or anxiety to express and model acceptance and inclusivity. Employees struggling with mental health issues may require professional support, just as they might for physical ailments. This reality warrants neither judgment nor differential treatment from colleagues and leaders.

Being inclusive of diversity means developing organizations devoid of stigmas associated with mental health, gender, ethnicity, and sexual orientation. Meaningful training is crucial for developing a leader who can communicate and implement strategies for managing workplace stress, building relationships, enhancing understanding, and promoting cooperation. It is essential to teach supervisors how to recognize the early signs of stress and mental health issues to avoid them snowballing into reduced turnover and absenteeism.

4. Demonstrate zero tolerance for workplace bullying.

Everyone deserves respect in the workplace, regardless of background or identity. Any offensive remarks, bullying, or harassment based on race, gender, sexual orientation, religion, or other characteristics must be unacceptable.

Clear policies should outline consequences for misconduct and promote a welcoming environment. Companies should lay down formal procedures allowing employees to safely report inappropriate behavior from colleagues. A transparent and accessible system should be established to contact proper authorities within the organization.

Diversity efforts must holistically support mental health. An inclusive, supportive work atmosphere values each person's unique experiences and perspectives. Organizations should foster this type of environment for all employees.

Drive Diversity and Inclusion with Better Mental Health

As organizations navigate their mental wellness journeys in the workplace, they should remember that the impact extends beyond the workplace to the lives of those they lead and the communities they serve. Organizations must acknowledge the critical role of mental health in cultivating a robust and productive workforce. Promoting mental health as part of diversity can lead to profound change, fostering enduring connectedness beyond corporate walls.