Psyche Meets Culture

How many years have you served in the corporate world?

A Canadian colleague has recently celebrated 25 years of service at our company. I asked him how he defines corporate life after all this time, and he started by stating what it isn't:

"Corporate life is not just about climbing ladders, hitting targets, or playing politics. It’s about understanding people: how they think, feel, and interact."

That was probably the secret ingredient behind his remarkable longevity—now imagine doing that in a country where over 250 ethnic origins are reported!

As workplaces have become more diverse in Canada and around the world, one often overlooked area is the connection between culture and mental health. Companies are waking up to the need for inclusive environments—but it’s a complex journey.

Real Inclusivity

In a corporate setting, culture is more than just a buzzword. It’s the way people interact, make decisions, and support (or sometimes undermine) one another. When we throw mental health into the mix, things get a little trickier—because our mental well-being is heavily influenced by our environment. In the corporate world, that environment is shaped by company culture.

An inclusive culture goes beyond feel-good diversity initiatives. It’s about making sure everyone feels valued and respected, regardless of their background, beliefs, or personal struggles. When employees feel seen and heard, they’re more likely to thrive. They feel safer speaking up, seeking support, or taking a mental health day when they need it. On the flip side, when a culture feels judgmental, it can have a damaging effect on mental health. People begin to hide their struggles, leading to burnout, anxiety, and even resentment.

Companies that foster inclusivity don’t just say “we value diversity.” They take active steps to ensure that every voice matters. They listen, adapt, and make room for different perspectives. And that’s where the magic happens. When people feel psychologically safe at work, they bring their full selves to the table. They’re more creative, productive, and connected.

In short, an inclusive culture is a foundation for good mental health, creating a workplace where people can flourish, both personally and professionally.

Cultural Differences

But let’s add another layer to this conversation: cultural differences. Not everyone looks at mental health the same way. Depending on someone’s background, their view of mental health might range from being a common topic of conversation to something that’s deeply stigmatized. This is where things can get complicated in a diverse workplace.

For example, talking openly about mental health struggles is encouraged in some cultures. People might freely discuss therapy sessions, self-care routines, and stress-management techniques. But in other cultures, like mine, mental health is still a taboo topic to a large extent. Discussing one’s struggles could be seen as a sign of weakness or failure. The belief may be that one should "get over it" or "keep it private." This cultural mindset can make it extremely difficult for individuals to seek help, particularly newcomers and recent immigrants—even when they desperately need it.

Some employees might readily take advantage of mental health resources offered by the company, while others might shy away due to their cultural beliefs or fear of being judged. This can create an uneven playing field when it comes to mental health support. If a company isn’t aware of these cultural nuances, it might unknowingly overlook the unique challenges faced by a group of its employees—keeping a straight face but drowning on the inside. That was my experience as a bereaved parent grieving the passing of my first child as an expat.

Companies need to understand that there is no one-size-fits-all approach to mental health. They need to create a corporate culture that acknowledges these differences through cultural sensitivity and encourages a variety of ways to discuss, address, and support mental well-being. Employees must also be given the needed outlets to safely express their thoughts and feelings without having to fear any judgment or negative repercussions.

Barriers to Mental Health

Despite the best intentions, many workplaces struggle with barriers that prevent employees from accessing the mental health support they need:

Stigma. In some cultures, mental health struggles are not seen as legitimate concerns. Employees from these backgrounds might fear backlash if they were to share their mental health challenges with managers or colleagues. They might worry about being labeled as 'weak' or 'unreliable.' This fear can prevent them from seeking support, leading to a cycle of silent suffering.

Communication. Not all employees feel comfortable discussing mental health in a language that might not be their first. Even if a company offers mental health resources, such as counseling services, employees might feel hesitant to use them if they don’t see themselves represented or if there is a language barrier. A counselor who doesn’t understand cultural nuances may unintentionally overlook key aspects of an employee’s experience, leading to ineffective or counterproductive support.

One-size-fits-all mentality. Some companies might offer mental health programs that fail to consider the diverse needs of their workforce. Consider an Employee Assistance Program (EAP) that focuses solely on individual therapy; it might not resonate with employees from collectivist cultures who value group and community support. When mental health initiatives lack cultural sensitivity, they can miss the mark—leaving employees feeling alienated.

How to Build an Inclusive Culture

So, what’s the way forward?

How do we create an inclusive corporate culture that supports mental health in a way that honors the diverse backgrounds of all employees?

Companies must first acknowledge that different people have different experiences and comfort levels when it comes to discussing mental health. Leaders can set the tone by being vulnerable enough to share their own stories with employees, while also making it clear that there is no right way to approach mental health.

Offering multiple support options is also critical. One-on-one counseling might work for some, but others might benefit more from group discussions, community-building activities, or access to culturally competent mental health professionals. By providing a range of options, companies send a message that they respect the unique needs of their diverse workforce.

Ongoing education is also crucial. Companies should invest in regular training for employees and managers on cultural sensitivity and mental health awareness. When everyone understands the fundamentals of mental health and the different attitudes toward it, creating an environment where everyone feels safe to seek needed support becomes easier.

As you navigate your career, remember that mental health isn’t just an individual concern—it’s a collective responsibility. When companies build cultures that are both inclusive and supportive of mental well-being, they create workplaces where people can truly thrive.

That is the kind of culture worth striving for. May you be part of one real soon.

You got this.

Rabih El Khodr is an internationally renowned keynote speaker, organizational learning expert and leadership retreats facilitator. Having spoken to audiences in multiple countries, trained thousands of corporate professionals and made them laugh in several languages, Rabih helps leaders navigate workplace dynamics, build resilient teams and drive cultural transformation through psychological insights into organizational behavior. He is the author of the weekly newsletter "The Corporate Psyche" where he explores the mental and emotional forces shaping workplace decision-making and behavior.