Employee wellness and mental health have figured prominently in the modern business model. In fact, 54% of employees believe mental health is a diversity, equity, and inclusion (DEI) issue, and 50% of employees have left a job for mental health reasons, according to a report by Mind Share Partners. With belonging so closely tied to mental health, there is no doubt that mental health challenges in the workplace are often the result of a lack of focus on DEI. while we finish Mental Health Awareness Monthit is a time to reflect and adjust current DEI and mental health practices within the workplace, especially as 60% of employees have reported symptoms of mental health issues in the past year.
Related: Mental health challenges continue as workers deal with fallout from pandemic
Although 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 wellness and DEI. Creating an inclusive work culture is a vital part of business growth and employee retention, and companies with strong DEI programs have proven to be more profitable, but more work remains to be done as employers often miss the mark. target regarding the health and well-being of employees. Here are three ways business leaders can reevaluate their current DEI goals to be more inclusive of mental health.
1. Reassess what DEI means to company employees
As companies refine and adjust their DEI goals to keep up with changing times, companies can lead with empathy by ensuring that these goals reflect the unique priorities of employees, which often include mental health. Mind Share Partners research found 91% of workers believe a company culture should support mental health, up from 86% in 2019. The pandemic was a catalyst for many employers to help find ways they could offer resources within current DEI initiatives to help improve retention and create a more inclusive workplace. Employee Resource Groups (ERGs) 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 highly included in their organizations are almost three times more likely than their peers to feel excited about and engaged with their organizations. Reassessing what DEI means to employees and adjusting internal initiatives accordingly to better accept and support employees is key to increasing feelings of inclusion and belonging, and thus improving mental health in the workplace. As 86% of human resource managers believes that company mental health resources can increase employee retention, according to SHRM, implementing internal initiatives can be beneficial to both the individual employee and the company.
2. Enlist the help of experts
Mind Share Partners research found that 68% of Millennials and 81% of Gen Z workers have left their jobs due to mental health. What almost half (45%) of employee experiences toward inclusion are due to a manager’s inclusive behaviors, according to Catalyst, Companies should help managers develop the skills necessary to cultivate a comfortable workplace for all employees. Creating a culture of belonging and welcome starts with adopting soft skills, such as the ability to humanize team members, practice transparency, and make cultural competence a priority. Additionally, implementing employee feedback on new directions, initiatives, and changes in the company can help managers know what IED pieces and mental health resources are missing.
Narrowly 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 plentiful, HR managers have looked for the best ways to help employees improve while retaining top talent in the company. Leaders can outsource the help of experts outside the organization to bring new perspectives, conversations, and advice to the workplace.
Additionally, leaders can introduce educational programs for managers to further strengthen their skills in speaking about IED and mental health issues to foster a safe and comfortable workplace. Still, creating and promoting wellness initiatives shows employees that their mental health is a company priority and helps them feel valued. This will encourage workers to stay with your company, as it helps them feel that they are important members of the workforce and that they are supported, regardless of their differences.
3. Support conscious DEI strategies during the talent search
Even if current DEI strategies include gender, race, and ethnicity, companies must ensure that recruiting efforts include all potential candidates, including the 1 in 5 American adults struggling with mental health every year and the 20% of the population considered neurodivergent. Strategies like universal design help ensure that workplace decisions benefit everyone, not just a few.
McKinsey research shows that most employees agree that inclusion is an important factor when choosing to join a company. Also, 39% of employees have refused or decided not to seek a job due to a perceived lack of inclusion in an organization, demonstrating that DEI’s goals and strategies should be communicated early in the hiring process.
As part of the talent acquisition process, HR managers should adjust job descriptions to be inclusive and thoughtful to show potential candidates that the company does not discriminate based on applicant’s background or identity. Candidates may be reluctant to apply or accept a job if a company’s DEI goals and actions are unclear. When hiring, human resource managers can increase communication about emotional well-being by promoting the company’s mental health resources. To demonstrate to employees and candidates that the company fosters an inclusive work culture that helps employees be their best at work, HR professionals must be open and honest about available resources, benefits, and options.
Finally, expanding current talent pools to include candidates with unconventional backgrounds helps celebrate employee differences and helps create a diverse and accepting culture. As the definition of IED continues to evolve, companies and HR managers are working to keep up with trends and employee desires. By assessing employees’ definition of IED, enlisting outside help and improving internal communication, and promoting IED from the start, companies can successfully include mental health policies as part of their strategy. DEI.
green jesus is senior vice president of customer success at Lever.
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