The employer continues
“Given the increased scrutiny around DEI, what we really need to do is go back to basic principles.”
Yet America’s top political and business leaders have found a way to make that happen. For example:
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The growing politicization of diversity, combined with lawsuits and anti-DEI bills in state and federal courts, has led many employers to back away from corporate commitments, but the results are having far-reaching effects on workplace well-being, Pike says.
“When employees feel like they don’t belong or are being left out based on their demographics or qualities that they cannot change, it’s felt well in their mental health,” she says. “They’re more likely to experience increased stress and are far more likely to feel anxious in meetings, which can lead to depression, absenteeism, involuntary turnover, and overall poorer performance.”
According to data from the National Alliance on Mental Illness, black workers are more likely than other groups to be
“Issues around inclusion and belonging are inextricably linked to mental health and wellbeing,” Pike says. “How work is designed, how leadership decisions are made, how leaders are held accountable – all of these things have a huge impact on mental health.”
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But despite employers being more hesitant to address DEI as vocally as they once were, Pike says they still see value in investing in these programs. One Mind at Work can help with these efforts by evaluating things like communications efforts to make sure an employer’s intentions are aligned with their execution.
“Are you communicating about mental health and wellbeing in a way that is culturally sensitive and appropriate given the diverse makeup of your workforce,” Pike says. “If you’re not, even if you mean well, your words may not be helpful to your audience if you don’t understand who they are.”
Managers can play a key role in bridging the communication gap and providing one-on-one listening and support when employees are having issues, Pike says. Training is essential to help managers understand how the experience impacted employees and how to engage with them in an appropriate way.
“When evaluating what your management training looks like, are your managers trained to understand and respect cultural diversity? And do their team members feel a sense of belonging, regardless of gender, race or religion?,” Pike says. “These qualities have a strong and direct correlation to employee mental health and happiness.”
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Despite the arguments against DEI, Pike says it’s important to acknowledge that progress has been made: With the right efforts, the workplace can be a place where people feel safe, regardless of their background.
“If you look at today’s workforce, the awareness and efforts around mental health and DEI, you can see that we’re not at the level we need to be,” Pike says, “but we’re making steady progress in talking about these issues and getting people aware of them. We’re gaining momentum.”
