How does Diversity and Inclusion in the workplace improve mental health?

Diversity & Inclusion (D&I) is currently a focus area for many companies. Apart from the commendable aims of supporting the principles of human rights upheld by organisations such as the UN, companies are realising that D&I is good for business. Many studies provide clear evidence that this is the case. A PwC Annual Global CEO Survey in 2015 showed that 85% of CEOs whose organisations have a diversity strategy believed that it enhanced performance. A study by McKinsey revealed that 48% higher operating margins are generated by gender-diverse management teams. D&I has been shown to increase innovation, and improve employee engagement and satisfaction, which in turn increases customer satisfaction. Also, a diverse workforce reflects the market better and leads to a better understanding of customers.

When we think about diversity, we normally think about gender diversity, ethnic and cultural diversity, LGBTQ+, and cross-generational diversity. There are also other aspects of diversity such as neurodiversity and differently-abled diversity that are becoming more prominent also.

While there are many different forms of diversity, one concept that links all of them is that of identity. We all have our own identities, identity is something that is internal to all of us. It comes from who we are, where we were born, how we were brought up, our values, and so on. While our identities may change over a lifetime, they tend to remain with us. Contrast this with our external attributes: our jobs, our possessions, how much money we earn for example, which can be lost at any moment.

So how does identity affect our mental health?

Identity is a key component of self-esteem, which is closely related to mental health. Pia Mellody, in her book Facing Codependence, states that one of the five core symptoms of codependence, a major cause of mental health issues, is a difficulty experiencing appropriate levels of self-esteem. So what is self-esteem? Self-esteem is our ability to value ourselves, our own personal worth, and our identities. Not only is low self-esteem damaging to our mental health, but so is excessively high self-esteem as it brings arrogance and grandiosity. What is important is that we find an appropriate level of self-esteem, where we value our own identities, and at the same time the identities of others.

As human beings, we tend to connect and form relationships with others with whom we have something in common. This is totally normal, and all of us can find something in common with others. However, we also tend to form unconscious biases towards people who are different from us. This is nothing to be ashamed of, again it is part of being human as it is related to the biology of our brains as a reaction to fear. What we can do, however, is to seek to become consciously aware of our biases, and once we are aware of them, we can remove them.

So how can we make our own workplaces more inclusive?

First of all, individually we have to find and value our own identities. Secondly, we all have to work to create a psychologically safe environment where we allow others to value and express their own identities also. It helps to hold events to openly celebrate identities where all are welcome and encouraged to join. It also helps to be curious and watch movies or read books focused on other identities, for example watching foreign movies, where we can become more appreciative of other people’s identities, and ultimately find that we have common ground. The Projector in Singapore is a wonderful place to do this. Regarding recruitment, the next time you are considering someone for an open position, think carefully about why you are selecting that particular person. Is it because you identify with the person? Is it possible you are passing over a more capable candidate due to some unconscious bias? The next time you are in a meeting and you notice someone is being quiet and not getting the opportunity to contribute their ideas, encourage that person to speak and express their views. These are just a few of the actions we can take.

While D&I can bring a sense of fairness to the world and promote human rights and is also good for business, it also can help create the psychological safety that is essential to positive mental health. That’s got to be a good thing for all of us in the working environment.