Mental Health Awareness Month: A Priority for Inclusive Leaders

How many know that Mental Health Awareness Month originated in 1949 by the National Mental Health Association(now Mental Health America)? It started as a week but extended to a month, designed to provide awareness and resources to support mental health. Some 76 years later, we, as a nation as well as workplaces, remain challenged by how to care for and help those with mental health challenges. Consider the many told and untold stories about leaders succumbing to workplace pressures. Conversely, some struggle without care, which causes behavioral outbursts that can impact or harm others. This month provides an opportunity for inclusive leaders to not only reflect and care for their mental well-being but also to educate and raise awareness about integration for those who struggle with mental illnesses in the workplace. This article will highlight how mental health impacts the workplace and provide strategies inclusive leaders can leverage to gain support as they navigate the requirements for a truly inclusive workplace.

Defining Mental Health

According to The World Health Organization, mental health disorders include anxiety, depression, bipolar disorder, schizophrenia, neurodevelopmental disorders, and more. The 2025 Work in America Survey cites 82% of workers who say the workplace environment moderately or drastically negatively impacts their mental health. Additionally, 70% report increased stressors around job security amidst policy and economic changes. Mental health is also a concern across generations. A Deloitte Study says Gen Z (39%) and Millennials (33%) are concerned about mental health. These statistics indicate that mental health is a core topic that deserves attention as we strive to create welcoming, productive, and innovative workplaces. Mental health is a priority because of its proximity and impact on the workplace.

The Impact of Mental Health on the Workplace

Employees impacted by mental health can be challenged with work assignments, team dynamics, and communicating values. Equally, leaders can struggle to provide adequate support for those who identify as having mental health issues that require accommodation. Research says several factors can be the cause: inadequate workplace culture, availability of mental health resources, and requisite knowledge from responsible stakeholders.

Strategies for Inclusive Leaders to Support Mental Well-Being

The world at large carries many challenges, and inclusive leaders must be well-equipped to deal with challenges that come their way on an ongoing basis. A while back, I wrote an article about Simone Biles and how she had to prioritize her mental health as she navigated the pressures around leadership and winning in the Olympics. She decided to exit the Olympics and focus on strengthening her mental well-being. A decision that won her praise and changed her career trajectory as she became an ambassador for mental health. Inclusive Leaders, similarly, can face a great deal of pressure around getting inclusion right in the workplace. Consider how many dimensions of diversity make up the workplace and the pressure to be inclusive. Since we’re talking about mental health awareness month, let’s acknowledge the many complexities involved in better understanding disorders in that space. This is a large task for those who strive to be inclusive leaders.

Olympic Champion and Mental Health Ambassador Simone Biles proves prioritizing mental health is a winning strategy.

Below are four strategies to help inclusive leaders care for their mental well-being while on the transformative leadership journey.

1. Find a therapist to support leadership transformation while allowing for the unpacking of inclusion challenges. As an example, let’s revisit the Simone Biles piece. She validated the effectiveness of having scripts from her therapists to deal with pressure-packed situations. Inclusive leaders should note that therapists can help create a robust toolkit for workplace challenges.
2. Leaders should invest adequate time appreciating their unique values. Know when the inclusion tank is low and when to step aside for rejuvenation. This could include time away from the office and connecting in feel-good situations.
3. Create a supportive community that can be an outlet when those challenging moments threaten mental well-being.
4. Practice the ability to speak and share authentically. Track progress. Oftentimes, when we go inward and experience an overwhelming message that isn’t released appropriately, there can be health ramifications.

Conclusion

Mental health awareness is crucial for creating a welcoming and productive workplace. Inclusive leaders must prioritize their mental well-being and provide support for their employees. By understanding the impact of mental health on the workplace and implementing strategies to support mental well-being, leaders can create a positive and inclusive work environment. As we continue to navigate the complexities of mental health, it is essential to remember that mental health is a priority, and it requires attention and care from all of us.

Frequently Asked Questions (FAQs)

Q: What is Mental Health Awareness Month?
A: Mental Health Awareness Month is a month-long awareness campaign that originated in 1949 to provide awareness and resources to support mental health.

Q: How does mental health impact the workplace?
A: Mental health can impact the workplace by affecting employees’ ability to complete work assignments, interact with team members, and communicate values. It can also impact leaders’ ability to provide adequate support for employees with mental health issues.

Q: What strategies can inclusive leaders use to support mental well-being?
A: Inclusive leaders can use strategies such as finding a therapist, investing time in self-care, creating a supportive community, and practicing authentic communication to support their mental well-being.

Are you leveraging the latest software and platforms for Diversity, Equity, Inclusion, and Accessibility (DEIA) to drive business success? In this comprehensive guide, we’ll delve into the world of miscellaneous tools and technologies that can help you achieve your DEIA goals. From innovative software solutions to cutting-edge platforms, we’ll explore the latest trends and best practices for creating a more inclusive and diverse work environment.

Understanding the Importance of DEIA

DEIA is no longer a buzzword, but a business imperative. Companies that prioritize diversity, equity, inclusion, and accessibility are better equipped to attract and retain top talent, drive innovation, and improve customer satisfaction. By embracing DEIA, organizations can tap into the unique perspectives and experiences of their employees, customers, and stakeholders, leading to increased creativity, productivity, and competitiveness.

The Business Case for DEIA

Research has shown that diverse and inclusive companies outperform their less diverse peers. A study by McKinsey found that companies with diverse workforces are 35% more likely to outperform their industry median. Moreover, inclusive companies are better positioned to attract and retain top talent, with 67% of job seekers considering diversity and inclusion when evaluating potential employers.

Software and Platforms for DEIA

The good news is that there are numerous software and platforms available to support DEIA initiatives. These tools can help organizations track diversity metrics, facilitate inclusive hiring practices, and provide training and development programs to promote cultural competence.

Diversity and Inclusion Analytics

Diversity and inclusion analytics software provides organizations with the insights they need to track their DEIA progress. These tools can help companies analyze their workforce demographics, identify diversity gaps, and measure the effectiveness of their DEIA initiatives. Some popular diversity and inclusion analytics software includes DiversityInc, HRsoft, and Synergy.

Inclusive Hiring Platforms

Inclusive hiring platforms are designed to promote fairness and equity in the hiring process. These platforms use AI-powered algorithms to reduce bias and ensure that all candidates are evaluated based on their qualifications and potential. Some popular inclusive hiring platforms include Blendoor, HireVue, and Textio.

Cultural Competence Training

Cultural competence training is essential for creating an inclusive work environment. These training programs help employees develop the skills and knowledge they need to work effectively with people from diverse backgrounds. Some popular cultural competence training platforms include CultureWizard, DiversityEdu, and Udemy.

Best Practices for Implementing DEIA Software and Platforms

Implementing DEIA software and platforms requires careful planning and execution. Here are some best practices to keep in mind:

Conduct a Needs Assessment

Before selecting a DEIA software or platform, it’s essential to conduct a needs assessment to identify your organization’s specific DEIA challenges and goals. This will help you determine which tools and technologies are best suited to your needs.

Develop a DEIA Strategy

A DEIA strategy should be aligned with your organization’s overall mission and goals. This strategy should outline your DEIA objectives, tactics, and metrics for success.

Provide Ongoing Training and Support

DEIA software and platforms are only effective if employees are trained to use them. Provide ongoing training and support to ensure that employees are equipped to use these tools to drive business success.

Overcoming Common Challenges

Implementing DEIA software and platforms can be challenging, especially for organizations with limited resources or expertise. Here are some common challenges and strategies for overcoming them:

Resistance to Change

Resistance to change is a common challenge when implementing new software and platforms. To overcome this challenge, communicate the benefits of DEIA software and platforms to employees, and provide training and support to help them adapt to new tools and technologies.

Limited Resources

Limited resources can be a significant challenge for organizations implementing DEIA software and platforms. To overcome this challenge, prioritize your DEIA initiatives, and focus on the tools and technologies that will have the greatest impact on your business.

Conclusion

In conclusion, software and platforms for DEIA are essential tools for creating a more inclusive and diverse work environment. By leveraging these tools and technologies, organizations can drive business success, improve customer satisfaction, and attract and retain top talent. Remember to conduct a needs assessment, develop a DEIA strategy, and provide ongoing training and support to ensure the effective implementation of DEIA software and platforms.

Frequently Asked Questions (FAQs)

What is DEIA, and why is it important?

DEIA stands for Diversity, Equity, Inclusion, and Accessibility. It’s essential for creating a work environment that values and respects the unique perspectives and experiences of all employees, customers, and stakeholders.

What are some common DEIA software and platforms?

Some common DEIA software and platforms include diversity and inclusion analytics software, inclusive hiring platforms, and cultural competence training programs.

How can I implement DEIA software and platforms in my organization?

To implement DEIA software and platforms, conduct a needs assessment, develop a DEIA strategy, and provide ongoing training and support to employees.

What are some common challenges when implementing DEIA software and platforms?

Common challenges include resistance to change, limited resources, and difficulty in measuring the effectiveness of DEIA initiatives.

How can I measure the effectiveness of DEIA software and platforms?

To measure the effectiveness of DEIA software and platforms, track diversity metrics, conduct regular surveys and focus groups, and evaluate the impact of DEIA initiatives on business outcomes.

Introduction to Authenticity in Marketing

Ryan Coogler’s Sinners’ movie just crossed another milestone, with domestic box office sales passing the $250 million mark. It is now the third highest-grossing horror movie of all time in the U.S., and the highest grossing original horror movie of all time in North America. The representation the film showcased both on screen with the diversity of actors shown, and behind the screen with the director, cinematographer, and other key talent were a big reason why people, including those from underrepresented and underserved communities went to see the film.

The Power of Authentic Representation

I recently saw Sinners’ for the first time, and then spent a good amount of time going through a bunch of fan commentaries on TikTok and YouTube. The sheer number of commentaries from a broad diversity of people are a signal at how connected people are to the work and the craft. But one aspect of the discussion around the Sinners’ movie that is relevant to marketers comes from how so many people referenced the authenticity of it. Ultimately, people from different communities represented in the film, felt that is was an authentic portrayal of cultural elements of their culture.

The Demand for Authenticity

Consumers are increasingly demanding more authenticity from brands, especially as more of them engage in inclusive marketing. But one study showed that many consumers feel brands struggle to deliver authentic marketing, especially when they are trying to engage consumers from underrepresented and underserved communities. Let’s look at how Ryan Coogler, who wrote and directed the film, was able to achieve this noteworthy degree of authenticity, especially for the communities and cultures that are not his own.

Deep Cultural Research On History and Lore

The main vampire in Sinners’ is of Irish descent. I saw one TikTok video that went into great detail to connect the historical tales dating back hundreds of years to what we saw on screen. Another woman of Irish descent talked about how moving it was to hear songs she grew up hearing as part of her culture featured in the film. Other commentary came from the inclusion of Asian characters. Many people who saw the film did not know the history of Chinese settlers in the Mississippi Delta during this time period, nor their relationships to the local communities there. And perhaps the commentary that really reeled me in was about the Choctaw Nation, and although their role in the film was brief, it was full of cultural intelligence and left such a lasting impression on the audience, that enough of them are saying they’d love to see a prequel or spinoff movie just about the tribe and their reputation as vampire hunters.

The Importance of Cultural Consultants

When speaking on The Director’s Cut podcast, Ryan Coogler shared “we had a lot of consultants on this movie, but I tend to work with a lot of them, but it’s all an effort to try to get as much right as we could.” He went on to walk through an extensive list of the types of consultants he engaged for Sinners, including twin consultants, Choctaw consultants, musical cultural consultants, a Chinese cultural consultant, a Mississippi Delta historical consultant, and more. Coogler explained, “it’s all these different aspects to it that we wanted to try to nail.” Fans have mentioned that the details elevated the movie for them and allowed them to connect on a deeper level. Coogler’s commitment to getting everything right is one that marketers should aspire to. He worked with consultants who hold and or were experts in identities being represented in film.

Cultural Symbolism in Marketing

The visual imagery your brand uses tells a story. When done well, the imagery you use can help make the stories you are telling and the messages you communicate feel more authentic. For instance, in the Sinners’ movie, there was a scene where the characters were negotiating pricing for a sign for their juke joint. The Chinese shop keepers mentioned that the only paint color they had was red, and that impacted the price. One commenter on social media pointed out the significance of the color red in Chinese culture, and how that color was intentionally used as a symbol for some of the events that took place later in the film. Intentionality in ensuring the elements you choose to incorporate in your visual imagery will give it more meaning to people from underrepresented and underserved communities who get the significance of your choices.

Conclusion

When it comes to doing inclusive marketing well, don’t reinvent the wheel. Follow best practices that have been proven to work to make more of the people you want to serve feel seen, supported, and like they belong with you. As you commit to excellence in engaging these communities, you’ll quickly find that the more you lean into it, the more they will reward you with their loyalty.

FAQs

Q: What is the key to achieving authenticity in marketing?
A: The key to achieving authenticity in marketing is to conduct deep cultural research, work with cultural consultants, and incorporate cultural symbolism in a way that is intentional and respectful.
Q: Why is authenticity important in marketing?
A: Authenticity is important in marketing because consumers are increasingly demanding more authenticity from brands, especially when it comes to inclusive marketing.
Q: How can marketers ensure that their marketing efforts are authentic?
A: Marketers can ensure that their marketing efforts are authentic by working with cultural consultants, conducting deep cultural research, and incorporating cultural symbolism in a way that is intentional and respectful.
Q: What are the benefits of authentic marketing?
A: The benefits of authentic marketing include increased loyalty and engagement from consumers, particularly those from underrepresented and underserved communities.