Mental health has become a business-critical issue and not just in terms of employee well-being. It’s closely tied to how inclusive, safe, and equitable a business truly is. At the same time, many organizations are navigating increasing scrutiny around diversity, equity, and inclusion (DEI), facing both pressure to deliver meaningful progress and resistance that challenges their commitment. The most effective leaders recognize that mental health and DEI are deeply connected: when these strategies align, both employees and companies benefit.
Employee expectations from their organizations when it comes to support for mental health and wellbeing infrastructure have shifted. Research suggests, for example, that 73% of employees and 81% of managers say they would be more likely to stay at a company that offers high-quality mental health resources. Despite the change from an employee perspective, however, many companies are still playing catch-up, delivering fragmented well-being initiatives without embedding inclusion, or rolling out DEI programs that fail to address psychological safety and burnout. To lead with purpose, organizations must weave mental health into the fabric of inclusive leadership and understand that without it, their businesses will lose out on talent, employee engagement, and overall growth.
This article explores how businesses can support mental well-being while embedding inclusion into the foundation of their workplace culture.
Mental health is a culture issue, not just an HR concern
Inclusion and mental health are fundamentally rooted in how people experience work. Are they heard? Are they safe? Are they supported to succeed as their authentic selves?
When employees feel excluded or marginalized, whether due to race, gender, disability, sexuality, or other identities, it often manifests in mental health outcomes like stress, anxiety, or burnout. In fact, research from Mind Share Partners found that 50% of employees have left roles for mental health reasons, and those from diverse groups are more likely to cite workplace culture as a contributing factor.
Mental health is not a standalone initiative. It reflects how inclusive your workplace truly is.
The emotional toll of being ‘the only one’
Employees who are “the only” in a room, whether the only woman, the only person of color, or the only openly LGBTQ+ person, often face added pressures. They may feel the burden of representation, experience microaggressions, or feel excluded from informal networks and advancement opportunities.
This sense of othering has real psychological consequences. It’s no surprise that employees from diverse backgrounds report higher levels of burnout, especially when they’re also expected to support DEI efforts on top of their day job.
To create inclusive workplaces that support well-being, leaders must understand and address the cumulative toll of exclusion and act to reduce it.
Where leaders make the difference
Leadership is the differentiator between performative policy and genuine support. When leaders talk openly about mental health, normalize flexibility, and invest in an inclusive culture, it sets the tone for the entire organization.
This is particularly true for diverse employees, who are more likely to engage with well-being programs when leadership reflects their values and lived experiences. Inclusive leadership goes beyond training; it’s about modeling vulnerability, listening to different perspectives, and embedding psychological safety in daily interactions.
What inclusive mental health support looks like
To meet today’s workforce expectations, companies must design mental health and well-being strategies that are equitable by design. That includes:
- Tailored support: One-size-fits-all mental health programs often overlook the unique challenges faced by diverse employees. Tailoring resources for different groups, whether through affinity groups, mental health resources, or targeted communications, demonstrates care and relevance.
- Psychological safety: Inclusive workplaces cultivate environments where employees can speak up without fear of judgment or retaliation. This is the foundation of both mental well-being and innovation.
- Shared responsibility: Well-being should not be seen as an employee’s job to manage alone. Organizations must invest in systems, policies, and leadership behaviors that reduce stress and foster support, such as employee assistance programs, flexible working arrangements, and regularly checking in with team members beyond tasks.
- Recognition of emotional labor: Employees involved in DEI work, especially those with lived experience, often carry additional emotional weight. Recognizing, compensating, and supporting this labor is key to preventing burnout.
Why inclusion-driven well-being is a business advantage
Companies that lead with empathy and inclusion are building better cultures and long-term business resilience. According to Deloitte’s 2025 Human Capital Trends, organizations that align business and human outcomes by investing in inclusion, well-being, and purpose are better positioned to innovate, retain talent, and thrive in uncertainty.
Mental health and inclusion aren’t separate strategies. Together, they drive retention, engagement, and productivity. At a time when talent is making value-based career decisions, the companies that thrive will be those that center well-being and equity not as a perk, but as a purpose.
The future of leadership is empathetic, inclusive, and human. With DEI and mental health so closely intertwined, organizations must evolve their strategies to reflect the full employee experience.
By embedding mental health into inclusive workplace design and treating both as strategic priorities, leaders can foster cultures where everyone has the opportunity to belong, contribute, and thrive.
Prioritizing mental health is more than a wellness initiative, it’s a powerful act of inclusion. When organizations design workplaces that support psychological safety, acknowledge diverse experiences, and invest in well-being for all employees, they improve morale and build stronger, more inclusive cultures. The path to equity isn’t separate from mental health; it runs through it.
