Hi!
A few updates from us this week...
1) Looking at mental health through a DEI lens
We held our webinar last week about approaching Mental Health through an intersectional lens. If you’d like to watch a recording of this, you can access it here. And…If you’re interested in the full paper that we’ve put together, you can read that here.
For those of you that don’t have time to read the whole paper (don’t worry, we get it!), here is a recap on some of the action points that we've suggested to recognise intersectionality in your organisation’s mental health support…
Combine your mental health and DEI teams
Ideally, we would combine mental health and DEI teams in organisations, or at least ensure they are working in parallel with the same goals, data and initiatives. We believe this would also provide productivity efficiencies. The evidence is clear – if we want to create mentally healthy workplaces, people need to feel like they belong. So, by combining and collaborating, the goals of both teams can be lined up from the start.
Ensure everyone is fully trained
Everyone working in both DEI and MH should have an understanding of identity, intersectionality and its impact on inclusion and wellbeing. Giving them a copy of our full document would be a good start.
Acknowledge that there’s no ‘one size fits all approach’
The paradox is that we need to be aware of how identity impacts mental health, and then see people as individuals. Not everyone’s mental health will have been impacted by every part of their identity. Similarly, do not automatically assume that MH challenges associated with a particular group will be true for everyone within it. Instead, be curious and be led by the individual you are talking to.
Embed inclusive leadership skills
So-called ‘soft skills’ are increasingly seen as core skills in the modern workplace. Empathy, vulnerability, compassion and courageous conversations can, and should, be taught to everyone, not only those in MH or DEI positions. Mental health conversations could happen at any time with anyone.
We also need to be mindful of expecting those with intersecting identity markers to solve the problem for us. Take on board people’s experience but policy changes and provisions should be led by the leadership team .
Collect data on the impact of intersectional approaches
There is very little data about the intersectional approach to mental health. The little there is available does show how important it is. So, our request for you all is to collect and share your data on this subject.
It would be great to hear about any initiatives in your organisations which take an intersectional approach to mental health. 😊
2) Feedback!
Next up is a response we received from a GP after the last newsletter - 'Three Things That Need To Change In The DEI Space...' - which we wanted to share with all of you.
With regards to work (and the office) having a positive impact on our lives:
"I think your newsletter raises important points for discussion as we often lack understanding of what we need to make us 'happy'. The part that is so often neglected is our oxytocin input from connection. Too often we neglect it and only focus on our dopamine fix and the mood boost we get from completing a task. Whilst productivity may temporarily increase working from home, as we are more efficient, in time it will invariably decrease without the team connection. As will happiness."
And on the call to lead from heart, not hurt:
"This particularly resonated with me. A lot of charities and campaigns are started during the stages of grieving and, of course, anger is one of those. Anger gives you the energy to go out there and make a difference, which is good, but it is only one of the grief stages. There is a real danger you can remain stuck in anger and, as you say, lead from hurt. You'll attract other angry people which means the changes you want to make are less likely to happen, and you risk isolating your cause. Plus, how do you move on through grief if you have to remain stuck in anger to fight your cause? It can then end up doing more harm than good."
We love getting feedback so let us know what you think!
3) Masculinity in the Workplace event, 19th November - save the date!
This leads neatly onto our theme for MIW this year…Leading with Heart.
The event will be an exploration of the leadership skills needed in the next ten years, the barriers that might be in our way, and clear actions that organisations can take to upskill their teams.
Watch this space for more information, and make sure you put 19th November in your diary for the hybrid event. We can’t wait!
Until next time x