The Mental Health Movement Is About Equity

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The Mental Health Movement Is About Equity

The good news is that more women today are represented and welcomed as an integral part of the American workforce than in years past—forward steps in diversity and inclusion.

But, as the Wall Street Journal reported recently, women are now working two full-time jobs: their careers and their households.

You could say women are seeing more diversity and inclusion at work, but equity certainly remains lacking. Women’s ability to live balanced and fulfilling work lives is still not there. They continue to earn less than men in the same jobs, bear the brunt of caregiving due to lagging societal expectations, and face disparate mental health and wellbeing outcomes as a result.

Mental health as an equity issue

While most workers still believe in ensuring fairness and equality at work, some businesses have scaled back their DEI efforts following recent political pressures. Tractor Supply reportedly dropped its diversity effort entirely, prompting the head of the National Black Farmers Association to say the company is “rolling back the clock with race relations.”

Still others have shifted to include just “diversity” and/or “inclusion” given the contentiousness around “equity.”

But by definition, equity is the problem you are solving for. It’s an “organizational outcome,” says Lily Zheng, DEI expert and author, “where people’s demographics no longer predict their success or failure.”

Mental health outcomes aren’t equal. Women, people of color, and LGBTQ+ people, and those with disabilities are all significantly more likely to experience mental health challenges. White men account for nearly 70% of deaths by suicide. Low-income workers face disproportionately high rates of depression and anxiety along with lower access to mental healthcare.

“I can tell you from personal experience as a transgender leader and from the lived experiences of colleagues over the years, discrimination on the job has a direct correlation to employee wellbeing,” said Morey Riordan, CEO of Mind Share Partners. “How employees are treated at work, and the company culture that dictates how they work, impact their productivity and sense of belonging.”

As a result of poor mental health inequities, there’s a projected $14 trillion in costs to the U.S. between now and 2040. This is where principles of DEI come in to understand why these inequities persist and close the gap.

Where do we go from here?

Fortunately, most employers remain steadfast in their commitment to just and equitable workplaces, and these efforts do pay off. In our 2023 Report, U.S. workers who felt supported by their employer around their social identity had better mental health outcomes, experienced less stigma, and reported a more positive relationship to work, compared to those who didn’t feel supported. They were significantly more engaged at work, too, being 2-3 times more likely to be satisfied with their job, proud to work at their company, and intending to stay at their current role for the next two years.

Still, you cannot achieve diversity and inclusion without equity. Without equity, you risk pursuing efforts that are ineffective, preferential, performative, not measured, or even worse, perpetuating inequity. The U.S Surgeon General’s Workplace Mental Health and Wellbeing framework centers workers’ voice and equity for a reason.

We urge employers, workers, and changemakers alike to stay the course on DEI. Stay the course on mental health. And stay the course on striving for a future of work where employee wellbeing becomes a higher priority.

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