What do EDI and mental health have in common?

Guest post by Phil Cox .

As an accredited Psychotherapist who also works for an Equity, Diversity and Inclusion (EDI) consultancy, I spend a lot of my time in that part of the Venn diagram where the fields of EDI and Psychology overlap.?? And it’s a big?overlap, whether we’re thinking about the unconscious processes that drive bias, or the connection between inclusion, belonging and mental health.? And it’s the latter I’m exploring in this blog to mark Mental Health Day 2024.?

Some organisations work hard to build diverse, inclusive workplaces.? Some organisations work hard to build resilient, thriving communities where individual wellbeing is paramount.? And the very best organisations recognise that these goals are two sides of the same coin, and adopt an integrated approach to fuse what, to the unenlightened, might look like two separate functions or activities.?

Every day in my clinical practice, I see the profound impact of social connection – in particular the absence of connection – on clients’ mental health and wellbeing.? The link between inclusion and mental health cannot be overstated.?? Feeling recognised and respected contributes to a strong sense of psychological safety, which of course is essential for good personal mental health.???

The role of ‘belonging’ as a driver of good mental health is pointed to by many of the mainstream theories that have informed therapeutic thinking over the last century.?

Social Identity Theory , developed by Henri Tajfel and John Turner, emphasises the importance of group membership in forming an individual’s self-concept. Individuals can derive a significant part of their identity from the social groups they belong to, including in the workplace.? The theory states that by belonging to a group, individuals feel a sense of identity, meaning, and purpose; all of which correlate positively with good mental health.? The counterpoint to this is that when individuals feel excluded or marginalised from groups, it can lead to a range of negative psychological outcomes, such as decreased self-esteem, increased anxiety, and depression.??

And let’s not forget that the third level of Maslow’s famous hierarchy – after physiological needs and safety needs – highlights the need for love and belonging.? According to Maslow, if this need for belonging is unmet, it can lead to feelings of loneliness, depression, and anxiety, which in turn negatively impact mental health. He is also clear that a sense of belonging is a prerequisite for achieving higher-level needs, such as esteem and self-actualisation.?

So, what is EDI about, if it’s not about creating environments where people can connect and thrive in an authentic, human way?? Where they can tap into a sense of belonging and identity??

Building an inclusive workplace brings substantial mental health benefits to all employees, not only those who are underrepresented or marginalised.? And organisations that see mental health only through the lens of “employee wellbeing” or “personal resilience”, or who think that their duty around mental health ends at providing an EAP (Employee Assistance Programme) service, would do well to recognise this.???

So how do we promote good mental health in a workplace, through the lens of diversity and inclusion? Here are three ideas:?

1. Foster?Inclusion

Firstly, we can foster an inclusive culture through leadership and policy.? This means implementing policies that promote diversity, equity, and inclusion, including anti-discrimination measures, pay equity, and flexible work arrangements.? We can also create and support Employee Resource Groups, providing underrepresented and marginalised staff with safe spaces to connect, share experiences, and support each other.?? ?

2. Encourage Good Communication

Secondly we can encourage open dialogue and active listening.? Regular Town Hall meetings, anonymous employee surveys, and leaders who are trained in the art of really listening will go a long way towards helping our people feel seen, heard and valued.?

3. Emphasise Collaboration

And thirdly, we can promote connection and collaboration, by supporting team-building activities and events that encourage employees to get to know one another.? We build on this by encouraging staff from different teams to work together, fostering a sense of unity and belonging within the organisation.?

There are of course many potential triggers of an episode of mental distress in the workplace– and sometimes the trigger is not immediately apparent.? But building a workplace that goes some way towards meeting our very human need for connection and belonging can provide a protective factor that in turn helps to promote good mental health.???

This blog was first published on the Voice At The Table website ?

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