Workplace Belonging and Mental Health Benefits

As we move from awareness to action on World Mental Health day, Ludmila Praslova, Ph.D., SHRM-SCP, Âû,'s work on the importance of emotional inclusion to mental health and well-being at work is a powerful tool. As she explains, toxic positivity- demands to be cheerful 24/7 regardless of the situation or circumstances we and others are facing- makes us sick. Emotional inclusion- creating space for our and others' authentic emotions- on the other hand, supports belonging, authenticity, and well-being. If we want to truly support mental health, holding space for people to be not okay and not requiring people to fake happiness in our workplaces is critical. Actionable strategies for cultivating emotional inclusion at work: ✅ Normalize emotional truthfulness and honest answers to questions like "How are you?" ✅ Check the knee-jerk reaction to say the same old "You will be OK" and instead asking how the other person would like to be supported. ✅ Avoid judging emotions and check our cultural and personal biases.   ✅ Ensure that cultural and power-based preferences for emotional expression are not embedded in systems for high-stakes decisions, especially in talent and performance management processes. ✅ Create physical spaces to process emotion. Flexibility in when and where we work can make a difference. ✅ Prevent emotional distress caused by work, be it from overwork or from ignoring concerns about bullying. How do you champion emotional inclusion and push back against toxic positivity at work? #WorldMentalHealthDay #WellBeingMatters #WellBeingAtWork #MentalHealth #MentalHealthMatters -- As always, thoughts and views are my own and do not represent those of my current employer.

Belonging in the context of company culture is the feeling of being an integral part of an organization where one's contributions are recognized and valued. It fosters a culture of inclusivity and respect, where diversity is celebrated and every individual feels empowered to bring their authentic selves to work.  Belonging is also a fundamental human need. For Disabled employees, the importance of belonging in the workplace is magnified, and creating a company culture where we feel that sense of belonging contributes significantly to our success, as well as to the overall success of the organization. And here’s how… 1. It Enhances Self-Esteem and Confidence Feeling a sense of belonging boosts self-esteem and confidence for Disabled employees. When Disabled individuals feel accepted and valued for who we are, including our unique abilities and perspectives, we are more likely to feel confident in our contributions. This confidence can lead to increased participation, innovation, and willingness to take on new challenges. 2. It Promotes Mental and Emotional Well-being Belonging helps to reduce feelings of isolation and anxiety, which are common issues that Disabled employees face in the workplace. An inclusive environment that fosters belonging can mitigate these feelings, promoting better mental and emotional well-being. When Disabled employees feel mentally and emotionally supported, we are more engaged, productive, and less likely to experience burnout. 3. It Increases Engagement and Productivity Disabled employees who feel a strong sense of belonging are more engaged with their work and the organization. Engaged employees are more motivated to contribute their best work and are more likely to go above and beyond in their roles. 4. It Improves Retention Rates A workplace that fosters a sense of belonging is more likely to retain its employees, including those with disabilities. When disabled employees feel that we belong and are valued, we are less likely to seek employment elsewhere. 5. It Enhances Team Dynamics and Collaboration When Disabled employees feel that we belong, we are more likely to engage in open communication and collaboration with our colleagues. This improved team dynamic can lead to more effective problem-solving, innovation, and project success. Fostering a sense of belonging for Disabled employees in our workplaces is not just a moral imperative; it's a strategic one. Organizations that prioritize inclusivity and belonging for ALL employees, are better positioned to benefit from increased engagement, productivity, innovation, and loyalty, all of which contribute to long-term organizational success. Looking for more ways to create AND sustain #DisabilityInclusion in the workplace? Hit the ‘follow’ button! Images ID: in a gray background, images share part of the text above (ways of how belonging contributes to the overall success of an organization). #belonging #workplace #DEIleaders #TrulyInclusiveLeadership

As a DEI Leader, I believe that our work is intrinsically tied to mental health. When we foster diversity, promote equity, and cultivate inclusion, we are creating environments where individuals can thrive, no matter who they are, and feel safe to express themselves authentically. This acceptance reduces the emotional burden of covering parts of ourselves at work or even hiding our true identity. In my keynotes, I often talk about the concept of the iceberg - each of us is made of a collection of diversity dimensions, both seen and unseen, that shape our unique understanding of the world. Every time I poll an audience about the diversity dimensions that they keep below their “waterline”, or hidden at work, mental health is one of the top answers, without exception. Things like: “I have terrible depression and I spend a lot of time masking that and pretending that I’m happy go lucky at work.” “Having had a recent bereavement I feel that I should be “over it” so I am often telling my colleagues that I am, even though I am not.” “I don’t want people to downplay my abilities and strengths because of my mental health struggles. I might seem unreliable.” “Mental health: my diagnosis is considered scary to other people. I think it would change the way others view me.” Many managers are afraid to talk about this topic at work, but saying and doing nothing is not an option if we want to empower our people to be the best versions of themselves. As inclusive leaders, in order to create cultures of true belonging where everyone can thrive, we need to prioritize the mental health of our people and set clear policies, practices, and procedures that proactively support the mental wellbeing of our workforce. We need to not only create environments where it’s safe to be vulnerable and share when we’re struggling (if we so choose), but also, provide tools and resources to ensure everyone has the support they need. If we are leaders, we need to speak more openly about our struggles or of those we love (with permission of course), which is a powerful de-stigmatization tool. This World Mental Health Day, let us recommit to making mental health a focus of our organizational strategy, not an afterthought. How is your organization honoring World Mental Health Day? What’s one action you’re taking to improve the mental health of those around you today? #WorldMentalHealthDay #DEIforMentalHealth #InclusionMatters