How does D&I support mental health?

It's been widely acknowledged amongst organisations of all shapes and sizes that D&I and mental health efforts contribute immensely to wellbeing within an organisation. At the same time, D&I and mental health efforts are often conducted separately and may not always be aligned (an issue more akin to larger organisations). 

During our recent talk, ‘How does D&I support wellbeing at work?’ - our panellists, Andee Chua (Culture and Employee Experience, HubSpot), Charu Srivastava (Chair of Equality, Diversity and Inclusion Committee at PRCA APAC) and Sakshi Kumar (VP D&I APAC, Credit Suisse) shared how D&I can complement an organisation’s mental health efforts.

Here’s a roundup of the important lessons based on the discussion:

1. D&I helps to cultivate a sense of belonging at work

When asked about how D&I can support mental health efforts, our panellist Andee shared his personal experiences with D&I and mental health. Andee highlighted his past struggles with mental distress and isolation and how his identity hindered his access to opportunities. He also shared how his D&I efforts are aimed at cultivating a space which fosters inclusion and facilitates expressions of our identity without judgement. These views were echoed by Charu, who highlighted how her experiences with a lack of diversity during her adolescent years inspired her D&I advocacy and reiterated its importance in fostering belonging at work.

Sakshi similarly highlighted the importance of D&I in fostering psychological safety, a key component of a ‘mental health first’ culture. She talked about how the ‘shared values’ which D&I influences within the organisation can facilitate conversations about the various challenges faced by employees. This can often lead to more success. Encouraging these difficult conversations through the cultivation of psychological safety is a pivotal step in normalising mental health at the workplace. 

2. D&I normalises difficult conversations at work

It’s hard to discuss mental health conversations in the workplace due to the overarching, albeit waning presence of stigma. Our speakers highlighted how encouraging D&I within the workplace can pave the way for normalising difficult conversations.

In particular, Charu highlighted how D&I initiatives which actively encourages employees, leaders and managers to be conscious of their biases were a pivotal step in normalising difficult conversations. These views were echoed by Andy, who shared his work with Employee Resource Groups (ERGs) at HubSpot. He shared how ERGs openly encourage honest discussions around ‘taboo’ topics such as multiculturalism, LGBTQ rights, pride, privilege and self-identification and the reverberating impact it has wielded on employees’ level of comfort with these topics.

Charu also highlighted the importance of D&I in normalising conversations from a business perspective.She shared her work in advertising and marketing and how the presence of diverse voices in the room contributes immensely toward preventing public blunders. This direct relationship that D&I wields in normalising conversations highlights its importance in the normalisation of mental health at work.

3. D&I contributes to the development of empathy and compassion.

Developing empathy and compassion is arguably the most vital step in normalising mental health conversations at work. It enables leaders, managers, and employees to understand their colleagues' plight which enables them to offer relevant support that they need. 

Charu highlighted how D&I, at its core, is centred on exuding compassion and empathy to cultivate an equal workplace where everyone feels comfortable. She acknowledged the daunting nature of D&I and its complex nomenclature but emphasised the importance of remembering the core purpose of D&I (to ensure its success on an organisation-wide level). 

These views were echoed by Sakshi, who highlighted that training for empathy was pivotal for D&I to proliferate awareness and understanding amongst leaders and managers. She highlighted how the concept of ‘empathy’ wasn’t directly translated in many Asian languages to emphasise its importance and how unpacking it for Asian audiences is a foundational step in implementing D&I. Our speakers’ views on the direct relationship that empathy and compassion have on D&I is further proof that D&I and mental health efforts have more in common than we think.

At its core, D&I is not an esoteric concept aimed at a small audience. Rather, D&I aims to make us feel more comfortable with expressing our identities and struggles with others to fuel our performance and encourage our authenticity. This is similar to mental health efforts that often share similar aims and desired outcomes.

As your organisation scales upwards or your measures become more comprehensive, it's important to remember the key tenets of D&I and mental health. In other words, ensuring that the implementation of these initiatives are inclusive in nature. With this in mind, we can realise our collective vision of diverse and inclusive workplaces that prioritise employees’ health and wellbeing.

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- Get more info at: https://www.calmcollective.asia/workplace-wellbeing
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