Supporting the mental health of Black employees is critical to an organization’s well-being. Mental health disparities, exacerbated by systemic challenges, stigma, and culture impact the Black community both personally and professionally. By addressing the unique needs of Black employees and helping remove barriers to mental health treatment, organizations can harness the full potential of a diverse and resilient workforce and build a workplace where everyone can thrive.

Black mental health in the workplace

Understanding the mental health challenges faced by Black employees in the workplace is the first step in acknowledging and understanding how to address them. Black team members may endure: 

Racial trauma that instills mistrust of others

Experiencing or witnessing racism is known as race-based traumatic stress and can cause mental health symptoms like anxiety, fear, and mistrust of others. The ripple effects are a form of generational trauma that’s passed down through painful memories, history, and learning from others how to survive abuse and racist acts as a child.

Mental and physical fatigue from racial stressors

News and world events related to racial controversy, health threats, and other stressors can bring overwhelm and exhaustion. Microaggressions, either in the form of exclusion or invalidation, can also cause mental fatigue at work. White co-workers may not share the same exhaustion, leaving Black employees to “push through” in an environment that doesn’t recognize their unique stressors.

Pressure to represent their entire race

Black employees who are the first or only person of their race or gender on a team may feel unhealthy pressure to perform perfectly. They may worry that they’re expected to “represent” their entire race, or that they’ll be judged more harshly for making the same mistakes as white team members. Some people from marginalized groups may also worry about being seen as the “diversity hire” instead of acknowledged for their skills and merits.

Unsustained acts of support from others

As race-related news fades from headlines, Black employees may see white co-workers start to lose interest in anti-racist advocacy, which can leave them feeling invalidated, unseen, and disregarded.

Assimilating to the work environment

Many Black employees make daily decisions about how much of their authentic selves to bring to work. Hairstyles, speech patterns, and other details that differ from white cultural norms bring negative repercussions in some workplaces. Constant self-policing to assimilate can leave employees drained. 

It’s important to note that some of these issues impact other racial and ethnic minorities, as well as people living in America regardless of racial or ethnic identity. And not all issues will affect all individuals of African descent in the same way, or at all. Understand that these individuals may be managing culturally specific difficulties in addition to—rather than instead of—the issues faced by others. 

How employers can support Black mental health

Employers can create an environment that will support mental health and Black people, rather than add to their stressors. This requires flexibility, openness to new ideas, and a willingness to be uncomfortable at times, but the results are well worth it. Here are a few important first steps:

1. Be intentional in your diversity and inclusion efforts all the time, not just when it’s trending

Black employees are living their experiences as Black Americans every day, not just on the days when headlines draw attention to their challenges. They need consistent support over time. Promoting long-term allyship and anti-racism efforts like mandated diversity training programs, mentorship programs, and anti-racism policies at your workplace shows that the company truly cares about their well-being.

Your workplace should also include Black voices at the leadership level. Public statements of support for the Black community ring hollow if Black individuals are absent from your decision-making and executive teams.

2. Offer opportunities to unplug from the work environment

Rather than waiting for your employees to experience burnout or assuming that they’re figuring out a work-life balance on their own, managers should intentionally ask how their direct reports are doing. Show employees that their mental health is a priority by taking actions that align with words. Ways to support employees’ mental health: 

• Make it possible to unplug from work by offering flexible work hours and encouraging employees to take paid time off
• Have company-wide days off 
• Proactively suggest an employee come in late or leave early 
• Limit the number of meetings during the day or call for no-meeting days 
• Acknowledge the effort and work of people every day
• Offer resources about keeping healthy work boundaries

These efforts show that your company believes that a person is worth more than their productivity level. Research suggests that this type of flexibility and environment yields more productivity and decreases turnover and burnout rates. 

3. Know signs of employee distress and reach out with compassion

Black employees may not reach out to you if they need mental health support, so it’s important to be attuned to subtle signs of distress. These might include:

• Taking more time off than usual
• Seeming fatigued or withdrawn
• Decreased productivity at work
• Mood changes, such as irritability or sadness
• Increased complaints about work or personal life

If you think an employee may be dealing with mental health concerns, approach them with compassion and offer resources to support them. 

4. Normalize mental health and asking for help

When managers and company leaders talk openly about their mental health, they send a message to employees that they’re welcome to discuss their challenges. For example, a manager talking about attending therapy can normalize mental health care and help team members feel more comfortable talking about it. Mental health services can be helpful at any point in life, not just during a crisis. Talking about it helps affirm that mental health support isn’t an indication of weakness, which helps destigmatize mental health conditions. 

5. Listen to your employees and connect regularly

Be intentional when listening to your employees. Gather their suggestions on how your company can support them. Make this an ongoing conversation, not just one meeting. 

6. Provide safe spaces to connect with others

Safe spaces could include things like a dedicated Slack channel, coffee area, lunch, or employee resource group. Offering these options allows people to discuss current events and culturally relevant topics that impact them daily. 

7. Provide comprehensive mental health resources and encourage employees to use them

Whether employees are dealing with stress, mental health conditions like anxiety or depression, or more complex needs, you need a comprehensive resource to support them. The most effective mental health benefits address the full range of challenges employees face. To provide accessible, quality care that meets your Black employees’ mental health needs, the benefit should include a racially and ethnically diverse network with therapists and coaches trained in culturally responsive care.

Culturally responsive mental health providers make an intentional and consistent decision to see, respect, and celebrate the aspects that make each person unique. They understand that the context of an individual’s background will impact their perception of the world and current events—and therefore needs to be accounted for in mental health treatment. 

At Lyra, we train our network of diverse providers in culturally responsive care, so that people can feel seen, understood, and valued in their sessions. This includes education and training in:

• Intersectional frameworks for understanding clients’ concerns 
• Working with diverse populations like LGBTQIA+, Black, indigenous, and people of color (BIPOC)
• Working with transgender clients
• Social justice implications for evidence-based treatments
• Understanding white privilege and allyship in therapy  

Make Black mental health a priority at your organization

Be a solution to the barriers and challenges facing the Black community. With the right support, your employees can better thrive at home, at work, and in their relationships. Adopting strategies to support Black mental health is a way to tangibly support your workers in the long term and empowers channels of communication to holistically support Black employee mental health needs.

Black mental health is shaped by several historical, cultural, and systemic factors. From economic disparities to systemic oppression, the Black community grapples with mental health challenges that deserve understanding, compassion, and cultural sensitivity.

Mental health conditions within the Black community often fly under the radar, but the rates of mental health conditions are similar to those in the white community. Stigma, disparities, and other challenges can make getting professional support tougher though. In fact, only one in three Black Americans get mental health treatment. By breaking down barriers and knowing what type of care to look for, we can foster positive change.

Barriers to Black mental health

Difficulties like oppression, historical trauma, and cultural beliefs can create an environment that makes it harder for members of the Black community to get mental health support. Some of the barriers that stand between Black people and mental health treatment include:

Stigma

According to the National Alliance on Mental Illness (NAMI), the stigma around mental health conditions is pervasive and can be particularly strong within the Black community. One study found that 63% of Black people believe that a mental health condition is a sign of personal weakness. Stigma is a powerful deterrent against seeking help for mental health in the Black community.

Cultural mistrust and lack of representation

Cultural mistrust refers to a hesitancy among Black Americans to trust white Americans, especially in a therapeutic setting. Black Americans may have personally experienced unjust treatment by white Americans or observed these experiences in the lives of friends and family. Paired with systemic oppression, this can cause Black people to fear feeling vulnerable to white people in personal and professional settings.

Black individuals may prefer Black therapists, but only 4% of psychologists in America identify as Black or African American. Such small representation among Black mental health providers may create barriers to treatment.

Affordability

A disproportionate number of Black Americans live at or below the poverty level or lack health insurance. These financial barriers can dramatically affect their ability to access mental health services. Black Americans may find it difficult to find services in their area at all, especially ones that are affordable.

Distorted perceptions of strength

People in the African American community may believe that being “strong” means they don’t face mental or emotional difficulties, feel sad or stressed, or have realistic responses to traumatic situations. The perceived need to stay “strong” can prolong suffering and make it hard to express feelings and ask for help, even when it’s offered by friends or family.

Perceptions of airing “dirty laundry”

The belief that personal issues should stay within families and “behind closed doors” is a common barrier to seeking mental health services in the Black community. When people express a desire to pursue these services, family and friends may discourage it, believing it’s inappropriate to share personal information with a professional.

Belief that mental health treatment is unnecessary

Communities of color often avoid mental health services because they don’t see themselves as the type of person who needs counseling. If they aren’t in crisis or haven’t exhausted all other options for help, members of the Black community may believe their problem isn’t “bad enough” to warrant outside help.

Mental distress disguised as physical distress

For many people, emotional distress shows up through physical symptoms. For example, someone experiencing a high level of anxiety may describe a stomachache, headache, or lack of appetite rather than intense fear, panic, or worry. This is common among Black Americans, and can occur with any number of stressful or traumatic events, including race-based stress.

Complex health care systems

Navigating insurance coverage and the health care system can be confusing and time-consuming. Research suggests that many Americans lack access to information that builds mental health literacy, which makes it difficult to engage in treatment or know when they need to seek it.

Religion as a replacement for care

People in the Black community may feel pressure to choose between their religious beliefs and their desire to receive mental health services. Even though the two are not mutually exclusive, and each fulfills a different need, prayer and pastoral counseling are often used as a replacement for Black mental health support.

Systemic barriers

A disproportionate number of Black Americans are jailed or imprisoned. Black people with mental health diagnoses are also more likely than those of other races to be imprisoned. Robust mental health care is harder to come by in a prison environment, leaving many people to deal with their problems alone and less effectively.

How to find culturally responsive care

Finding culturally responsive care is important for Black mental health and can be tough if you don’t know where to start. A culturally competent therapist:

• Works to comprehend your unique experiences and how they contribute to mental health disparities in the Black community
• Validates your experience of stigma and discrimination
• Asks clarifying questions to understand your unique experiences
• Apologizes and does repair work for errors or communication that could be interpreted as microaggression if from a different culture
• Customizes care to your individual needs and background
• Uses evidence-based practices like cognitive behavioral therapy (CBT), motivational interviewing, and dialectical behavior therapy (DBT)

How can you find a culturally responsive therapist? Here are a few tips:

Review therapist profiles

Look for indications on online profiles such as saying they practice evidence-based therapies, affirmative therapy, or have experience working with diverse populations.

Use your mental health benefit

With Lyra, you can quickly find care tailored to your needs. Lyra’s therapists and mental health coaches are trained in evidence-based, culturally responsive care. Over 40% of Lyra’s providers identify as Black, indigenous, or people of color (BIPOC). And members receive care at no cost, or low cost, making it easy to access effective care.

Take care of your mental health

Embracing your mental health is a courageous step, and reaching out for support is a powerful act of self-care. You’re not alone, and there’s support ready to uplift you on your path to healing.

Mental health is a topic often clouded by misconceptions. In the Black community, oppression, historical trauma, and cultural beliefs block people from accessing care and keep many families stuck in a cycle of hurt. Together let’s explore and dispel three misconceptions about Black mental health.

Misconception 1: Therapy isn’t for Black people

When Black people seek professional support, they often have experiences with mental health professionals who don’t look like them or have shared community experiences. This can reinforce the perception that therapy isn’t for them. About 4% of psychologists in America identify as Black, which can lead to concerns about whether providers will be able to support them and treat their specific issues.

This distrust of the medical and mental health communities is understandable, given that both fields have been weaponized against Black people. To bridge this trust gap, it’s crucial to connect with mental health providers who understand the unique challenges and cultural nuances, so you don’t have to stop and explain. Having a Black mental health professional can create a therapeutic environment where authenticity is celebrated, allowing you to share your true self.

How Lyra helps: Over 40% of Lyra’s providers identify as Black, indigenous, or people of color (BIPOC). When you log in, our AI technology can match you with providers who share your gender, race, or other identities, based on your preferences, so you can receive culturally responsive care.

Misconception 2: Therapy is only for people with severe mental illness

Another misconception involves associating therapy solely with severe mental illness. The reality is that mental health is a spectrum, and everyone deserves support.

Acknowledging psychological issues within the Black community is a crucial step toward breaking the stigma. While religious methods and prayer have been traditional coping mechanisms, it’s essential to recognize that seeking professional help is not a sign of weakness but rather an act of strength.

How Lyra helps: Whether you need self-guided tips and tools, support from a mental health coach, or care for a more complex condition, Lyra makes it easy to get personalized support—often in as little as one day.

Misconception 3: Therapy is too expensive

Financial barriers, such as inadequate insurance coverage and high costs, often hinder access to mental health care in the Black community. However, there are ways to access free and low-cost mental health care.

Explore options like employee assistance programs or mental health care benefits through school or work, which provide free or affordable mental health services. Additionally, inquire with mental health providers about discounted rates or sliding scale fees. Online resources, like those provided by Mental Health America and the National Alliance on Mental Illness, offer free year-round support.

How Lyra helps: Lyra makes high-quality care affordable. If your employer offers Lyra, you can receive care at no cost, or at reduced cost if Lyra integrates with your health plan.

Life hasn’t been forgiving for Black people in the United States. Dispelling myths and knowing the facts can help empower Black people to prioritize their mental health. It’s time to foster a culture where seeking support isn’t just accepted but celebrated as an essential step on the journey to resilience and well-being.

Minority stress is an ongoing challenge for members of historically marginalized groups. Whether rooted in stressors associated with racial, ethnic, gender, or sexual identity, the impact of this stress is far-reaching. When faced with the unfair challenges that contribute to minority stress, there are ways to prioritize your well-being.

What is minority stress?

Minority stress refers to the mental and emotional strain of identifying as part of a historically marginalized population—such as a minoritized racial, ethnic, gender, or sexual identity. Factors that contribute to it include experiencing or expecting prejudice or barriers to showing up as your full authentic self, and dealing with social or internalized stigma.

Why minority stress affects mental health

At the core of understanding the mental health impact lies the minority stress model, a theory formulated by researchers in the early 2000s. This model highlights that it’s not merely the chronic stressors themselves but the constant need to adapt to them that contributes to long-term mental and physical health issues.

For example, overhearing an insult about racial minorities if you’re a person of color can feel demoralizing, scary, and infuriating. And because these experiences likely happen over and over, having to cope with and anticipate them regularly contributes to an ongoing mental, emotional, and physical burden in our daily lives.

Who does minority stress impact?

Racial and ethnic minorities

Historically marginalized racial and ethnic groups often experience minority stress due to systemic racism, discrimination, and harmful stereotypes, which impacts their overall well-being.

Gender and sexual minorities

People who identify as LGBTQIA+ are often exposed to social mistreatment such as harassment, rejection, and stigma that may threaten their safety and force some to conceal their identity.

People with disabilities

People with disabilities may experience minority stress due to societal stigmas, exclusion, and lack of accessibility or appropriate accommodations for essential things like public transportation, workplace tasks, and the physical layout of a space.

Intersectional identities

People who belong to multiple minoritized groups, such as being both a racial and sexual minority, may experience complex layers of stress, discrimination, and even confusion. For example, if a Latinx woman who identifies as a lesbian encounters social exclusion in the workplace, she may wonder if it’s because of her race, sexual orientation, or both.

Immigrant and refugee communities

Immigrants and refugees face minority stress associated with acculturation challenges, language barriers, and discrimination based on their origin, which can affect mental health and the ability to integrate into new communities.

Coping with minority stress

Minority stress is unjust and often overwhelming. Understanding the factors that contribute to it can help us take more productive action in taking care of our mental health and may potentially offer validation for experiences that have felt otherwise isolating, painful, and confusing. Here are some ways you can take care of yourself to buffer some of the negative impacts of minority stress.

Reclaim your choice and agency

Minority stress can leave us feeling mentally, physically, and spiritually exhausted. While we can’t control the things that happen outside of us, it can be helpful to focus on the things that you do have control over, no matter how small they might seem. These acts of choice can help you restore a sense of power and challenge the notion that we’re just “sitting on the sidelines” while things unfold in front of us.

Remember that you have control over how you use your time, energy, resources, and voice. How we exercise choice is going to look different for everyone. Find what’s comfortable for you. An example can look like exercising control over who you spend time with or how you want your day to go.

Set helpful boundaries

You have full permission to opt out of conversations or interactions that feel draining, unhelpful, or overwhelming. It can also be useful to reduce your media intake if you notice that they’re making you feel worse.

Boundaries can also extend to your work life. Prioritize taking breaks throughout the day and making use of paid time off.

Establish a care routine

Stress gets stored in our bodies. The best way to release it is to engage in activities that help us metabolize it, like laughter and the self-care trifecta of sleep, nutrition, and exercise. This can include moving your body in ways that are accessible for you—even if only for five minutes—like a quick walk around your block or anything that gets your muscles moving.

Join a group that celebrates and affirms your identity

Connecting with others who have similar experiences can help you feel validated and supported. For example, join a neighborhood club that reads books by queer authors or a group for Black parents in the same school system.

Prioritize your mental health at work

At work, the factors that create minority stress can also contribute to burnout, lower job satisfaction, turnover, and toxic workplaces. To reduce the impact of minority stress at work, consider joining an employee resource group or creating a supportive network with colleagues or mentors who share similar experiences.

Celebrate achievements

Acknowledging and celebrating personal and professional achievements (the small and the big wins) can be a great way to challenge harmful narratives that have been reinforced by stigma and prejudice. You can also create a culture of collective celebration by inviting your loved ones to share their wins with you and offering them kudos.

Share your whereabouts

If you’re visiting a new place or meeting someone for the first time, consider sharing your whereabouts with a trusted loved one who can check in on you. Keep them updated on:

• Where you’re going
• When you’ll be there and for how long
• Who, if anyone, will be there with you
• A check-in schedule (e.g., texting or calling by a certain time to let them know you’re doing OK)

If your phone has location-sharing capabilities, you can also share your live location for a certain amount of time so your loved one can keep tabs on you and know to check in.

Make your mental health a priority

Reaching out for support is an empowering way to prioritize your health and growth. If your employer offers Lyra, you can get reduced or no-cost care from a culturally affirming mental health coach or therapist in as little as one day.

In today’s interconnected business landscape, more organizations recognize that diversity in the workplace is a must-have for a healthy workforce. Many top companies see the rewards of the varied perspectives diverse workforces bring, including innovation and stronger employee engagement.

What are diversity and inclusion? 

Diversity includes qualities that make us different such as race, gender, age, and physical abilities, as well as less visible attributes like educational background, socioeconomic status, sexual orientation, and religious beliefs. 

Inclusion is the deliberate and proactive effort to create an environment where everyone, regardless of their identities or experiences, feels valued, respected, and affirmed. Diversity and inclusion go hand in hand, and are the foundation of a thriving workplace culture.

What is diversity in the workplace?

Diversity in the workplace goes beyond a mix of individuals with different backgrounds. A truly diverse workplace recognizes, respects, and values these differences by fostering inclusive environments where employees’ unique needs, experiences, and work styles are intentionally supported. 

There are many different ways that organizations may name or structure these initiatives. For example, there are dozens of acronyms used to represent diversity and inclusion departments. Some of the more common ones include diversity (D), equity (E), inclusion (I), belonging (B), accessibility (A), and justice (J). Regardless of what acronym or set of words is used, the core principles are always the same. Diversity and inclusion in the workplace is a formalized set of principles and ongoing practices that aim to provide equal opportunities for growth, accessibility, and success for employees of all backgrounds. 

Why is diversity important in the workplace?

Diversity and inclusion in the workplace isn’t just a matter of compliance with legal or ethical standards; it’s imperative for business. Employees with different life stories and backgrounds bring unique perspectives and problem-solving approaches to organizations. Diverse companies can tap into a wide range of viewpoints, offering more thorough analyses and avoiding groupthink—where uniformity and conformity block critical evaluation and dissenting opinions.

8 benefits of diversity in the workplace

The benefits of diversity in the workplace extend beyond the internal workings of a company to positively impact talent attraction and retention, employee motivation and performance, and relationships with customers, clients, the broader community, and employees themselves. Some reasons why diversity and inclusion in the workplace are important: 

#1 Encourages innovation and creativity

Diverse teams bring different perspectives and experiences to the workplace, fueling more robust and inventive solutions that attract and keep customers. Diverse workplaces are 70% more likely to get new customers. 

#2 Improves employee retention and engagement

At diverse workplaces, employees are 9.8 times more likely to look forward to work, 6.3 times more likely to take pride in their work, and 5.4 times more likely to stay at a company longer. 

#3 Strengthens decision-making

Diverse workforces make better business decisions 87% of the time. Different cultural and professional backgrounds contribute to a richer and more nuanced understanding of complex issues. 

#4 Broadens talent pool

A commitment to diversity is key for many people when considering new employers. One survey finds that 70% of job applicants value a potential employer’s commitment to diversity in the workplace. 

#5 Improves employee performance and engagement

Another benefit of diversity in the workplace is that employees are motivated when they feel accepted and their contributions are recognized and appreciated. Research suggests companies experience bottom-line benefits when employees feel a sense of belonging. High belonging was tied to a 56% boost in job performance, 75% drop in sick days, and a 50% decrease in turnover risk.

#6 Heightens customer understanding

A diverse workforce mirrors the diversity of customers and can offer important insights into varying consumer needs and preferences. In an increasingly globalized world, a diverse workforce can provide a deeper understanding of different markets and cultures, which is especially crucial for companies with international operations or ambitions.

#7 Increases profitability

Some research finds businesses with strong ethnic and cultural diversity are 36% more profitable than less diverse organizations, and gender-diverse companies outperform their counterparts by 48%. Other research finds 75% of organizations with diverse frontline employees exceed their financial goals.

#8 Enhances reputation

Organizations that prioritize diversity in the workplace often have more positive reputations in the marketplace. Customers, clients, and partners who value diversity may be more inclined to engage with companies that demonstrate a commitment to hiring and developing diverse leaders. Some research shows 2 in 3 Americans say social values influence their shopping decisions.

Common DEIB challenges companies face

Some organizations face hurdles and resistance to DEIB efforts that can impede meaningful progress toward diversity and inclusion in the workplace. These can include: 

Insufficient resources

Many DEIB departments are led by one person or a very small team, making it difficult to distribute workloads or meet high demands. DEIB leaders are often tasked with a wide range of responsibilities—from developing training and assessments to providing interdepartmental consultation and acting as first responders to global and workplace crises. Lack of investment in appropriate resources and personnel can heavily stall DEIB efforts and increase the risk of burnout among DEIB leaders.

Resistance to structural change

Companies may face resistance to deeply ingrained biases and systemic barriers within traditional organizational structures, making it difficult to change established norms and power dynamics. Some people might believe that DEIB initiatives don’t apply to them or aren’t helpful. Or they may feel frustrated with the perceived lack of meaningful change, further limiting the impact and reach of these efforts.

Limited understanding of intersectionality

Everyone has multiple, coexisting identities that shape our experiences, perspectives, and needs, both inside and outside the workplace. People who belong to multiple marginalized groups may experience overlapping forms of discrimination, isolation, and exclusion. For example, an older female employee who belongs to a historically marginalized ethnic group may experience discrimination at the intersections of age, gender, and ethnicity.

Many organizations struggle with understanding and incorporating intersectionality into their DEIB efforts, limiting their ability to provide comprehensive and nuanced support for their employees.

Burden of representation

People from underrepresented groups may feel a heavy internal or external responsibility to serve as representatives of their communities. This can cause added pressure to perform or exceed expectations at work and contributes to DEIB challenges by perpetuating tokenism (including a few individuals from underrepresented groups to create a facade of diversity), reinforcing stereotypes, and hindering a truly inclusive and diverse environment.

Surface commitments

When the purpose of DEIB initiatives is only to align with external expectations or bolster public image, rather than genuine transformation within internal practices, it can feel disingenuous and alienate employees.

Focusing on the business case

While the business case for diversity and inclusion in the workplace is a compelling reason for DEIB efforts, a narrow focus on economic benefits can overshadow ethical and moral reasons to create equitable and inclusive workplaces. This can cause a lack of sustained commitment to DEIB initiatives and may harm the much-needed buy-in from employees.

Lack of comprehensive metrics

Organizations may have trouble defining metrics that go beyond superficial assessments such as just counting the number of diverse hires or tracking demographic statistics.

Ways to promote diversity in the workplace

Promoting diversity in the workplace involves creating an inclusive culture, challenging  biases, and providing equal opportunities for all employees. It also requires a shared responsibility from all members of an organization—because we’re all responsible for supporting, amplifying, and caring for one another. 

How organizations can support diversity in the workplace

#1 Build trust

Earn trust by providing transparent communication about organizational goals and values. Actively solicit and listen to employees’ perspectives across multiple mediums (e.g., written, verbal), and ensure consistent and fair treatment across all staff to promote a culture of equity. 

#2 Demonstrate commitment from top leadership 

Train and empower leaders to create a culture of psychological safety where employees may question and challenge traditional norms and practices that may perpetuate existing biases. Establish clear expectations and guidelines for leaders to actively champion diversity in the workplace, such as creating company, team-wide, and individual goals that focus on promoting DEIB-related values. This may include developing or participating in DEIB training programs, formalized mentorship opportunities, and other actions that focus on championing diversity and inclusion in the workplace.

#3 Implement inclusive hiring and workplace policies

Ongoing diversity and inclusion in the workplace training for all employees helps raise awareness and understanding. Actively seek candidates from varied backgrounds, experiences, and perspectives to ensure a diverse talent pool, and include diverse representation in hiring panels and committees.

#4 Give employee resource groups (EGRs) a voice

Create and support ERGs that focus on different dimensions of diversity (e.g., race, gender, LGBTQIA+) to provide support, networking, and a sense of community. Schedule regular opportunities for ERGs to contribute to organizational initiatives and decision-making processes, and be sure to provide adequate funding.

#5 Offer flexible work arrangements

Consider remote work options and flexible schedules that make it possible for people from different locations, family responsibilities, and abilities to get their work done in ways that are most conducive to their needs and circumstances.

#6 Include diverse perspectives in decisions

Encourage employees from all levels to contribute ideas and feedback on workplace problems and solutions. This can look like administering company-wide employee feedback surveys, with the option to provide feedback anonymously, as well as encouraging people leaders to regularly ask for employee input.

#7 Evaluate diversity metrics

Implement metrics and analytics that go beyond surface-level diversity numbers. Focus on meaningful indicators that reflect the organization’s commitment to diversity and inclusion in the workplace such as representation, pay equity, promotion rates, ERG participation, job satisfaction, hiring sources, retention, inclusion survey results, training participation, supplier diversity, and leadership pipeline data.

#8 Demonstrate genuine allyship

Actively listen to and amplify historically marginalized voices to better understand and respond to individual and group needs. Once you have a concrete understanding of what employees value, advocate for and implement inclusive policies to create a diverse, supportive workplace culture. True allyship also means acknowledging and learning from mistakes and continuously self-reflecting to address biases—with the understanding that this is a lifelong journey.

#9 Seek employee feedback on DEIB 

Encourage open dialogue about diversity, equity, inclusion, and belonging to create an environment where employees feel comfortable discussing sensitive topics and sharing their experiences. Keep in mind, the goal isn’t necessarily to encourage self-disclosure, but rather to create a culture where people can choose how they’d like to participate without fear of negative consequences or barriers to sharing. 

#10 Offer comprehensive mental health benefits

Recognizing and addressing the unique mental health challenges people from diverse backgrounds may face promotes a supportive and inclusive environment as well as overall well-being. This helps employees contribute their full potential to the organization. Choose benefit providers who offer identity matching as many people feel safer with providers who share their background and experiences.

How employees can support diversity in the workplace

#1 Lean into discomfort

Anticipate and embrace the inevitable discomfort, which may manifest in feelings such as fear of making mistakes or confronting biases. Recognizing that these emotions are common and expected helps us navigate them as signs of personal and collective growth and an opportunity to normalize this work.

#2 Move away from defensiveness

When someone shares an experience you may not fully understand, such as being on the receiving end of bias, or tells you that your actions have caused harm, the first reaction may be defensiveness. It’s natural to sometimes feel this way, but resist the urge to seek evidence about someone’s pain or assurance that you’re not a bad person. Instead, simply notice what’s coming up for you and actively listen to what the other person is sharing and make an effort to understand them.

#3 Learn from mistakes

Recognize that mistakes are inevitable. In times of relationship ruptures, foster inclusion and belonging by acknowledging what happened, offering a sincere apology, actively listening to the affected person, reflecting on the impact, and committing to learning from the experience—all while holding empathy for yourself throughout the process. Remember, it’s how we repair after a rupture that matters most.

#4 Give yourself grace

Extend grace and patience to yourself and others, recognizing the diverse stages of learning journeys and avoiding self-criticism for past knowledge gaps. When addressing actions inconsistent with DEIB principles, offer care and respect through a “calling in” approach that’s rooted in care, rather than a “calling out” one. This fosters a collaborative environment, acknowledging that everyone is collectively engaged in the ongoing work.

#5 Expect that change takes time

Acknowledge that meaningful change takes time. Celebrate small victories along the way, and understand that individual actions, no matter how small, contribute to powerful ripple effects in collective societal progress and inclusivity. 

A deeper commitment to diversity in the workplace

By championing diversity, we not only enrich our work environments but also unlock a range of perspectives that are essential for sustained success and growth in the modern workplace.

Most of the time, the best mental health provider someone can hope to find is one who is actually accepting new clients, and with a lot of luck, accepts their insurance. Even this exceedingly low bar is often insurmountable.

Among those clients lucky enough to find a provider, 1 in 3 drop out of therapy before completing care. While this number is already far too high, clients from historically marginalized racial-ethnic groups are 40-80% even more likely to drop out of care early. This is because our current system fails to get the right person to the right provider, so people continue to suffer while wasting both time and money.

From the earliest days of Lyra, we knew this was unacceptable and we set out to solve it. One of the best predictors of positive outcomes is a term known as therapeutic alliance. Simply put, this means that the stronger the connection and emotional bond the client has with a clinician, the more likely they are to have symptom reduction. And research has shown improved therapeutic alliance when the therapist and client share an identity trait.

But when there’s a provider shortage in most of the world, appalling wait times for treatment, and underrepresentation of clinicians from historically marginalized communities, how is it possible to find the right provider?

The power of Lyra’s provider-matching AI

The answer is our AI-matching technology, which we built and have been refining since 2016. This tech is fueled by our handpicked, diverse network of providers and commitment to evidence-based, culturally responsive care, leading to an unmatched member experience.

While the term AI can feel intimidating in mental health care, we use it as a highly sophisticated matching engine that uses machine learning to sort through our robust network of providers and find the right one for each client based on millions of data points. We connect people with a provider based on their clinical needs, schedule, location, and preferences for provider identity and availability to meet in-person or virtually, as well as the provider’s history of success treating similar needs.

We’ve recently added even more provider preference options that deepen the power of our provider-matching AI technology. Our members will be able to request a provider with a shared gender, race, ethnicity, LGBTQIA+ identification, language proficiency, and/or experience working with individuals from veteran and/or religious backgrounds.

“[Lyra] let me find people who look like me, sound like me, and understand me,” said Tara Kousha, VP of justice, equity, diversity, and inclusion at Catalight. “It’s not to say a straight white man can’t do that. But it is to say that in certain moments, we need and want people who deeply either have lived our experience or are educated and knowledgeable on it. If we don’t offer culturally responsive care, we’re missing 50% of our population.”

Driven by data, validated by outcomes

Further, our technology is continually improving because of our commitment to taking a data-driven approach to mental health care. We regularly assess and evaluate clients’ outcomes and progress and then feed that anonymized data back into our platform so that it can get better over time. To date, Lyra has collected more than 7.8 million outcomes, and every one of them has helped us improve the care we offer.

On average, Lyra clients see less than a one-day wait time for a first available appointment. Most importantly, more than 95% of Lyra clients stay with their first matched provider and nearly 90% see a meaningful reduction in symptoms or full recovery. Additionally, 92% of our clients say they’re highly satisfied or satisfied with their relationship with their provider.

These numbers are unheard of in traditional systems.

New identity and specialty preferences

Our launch of additional preferences and options for provider selection has made this technology even more powerful. It’s not a basic filter that could return a list of 100 providers, leaving the burden on the client to sort through and find the right one. Instead, it analyzes not only the requested parameters, but also millions of previous outcomes to create a short list of providers whose expertise is tailored specifically to the member.

This empowers members to receive care that truly resonates with their needs, and leads to more efficient and effective treatment. For providers, it lets them not only care for members of their communities but also connect to the clients they’ll be able to help the most. For both, it creates an immediate foundation of trust and rapport that lets them get into the real work of healing right away. And, it reduces the burden on employers by streamlining the care process, ultimately saving time and resources.

Kamila Jones, a Lyra client and senior project engineer at JE Dunn, said she’d tried two or three other therapists that just didn’t work before finding her Lyra provider. Not feeling understood or heard for cultural reasons was a big part of the disconnect.

“When seeking out a therapist for me today, it was important for me to see myself in my therapist,” she said. “This meant a woman, a certain age range, and a woman of color. My Lyra therapist is great.”

Making care work for everyone

Our technology only works as well as it does because of our deep commitment to culturally responsive care, and the years of effort we’ve invested to build a truly diverse and representative provider network. This philosophy of care is rooted in a multicultural and intersectional approach that accounts for how someone’s experiences can be shaped by their cultural background. At Lyra, 42% of our providers self-identify as people of color, compared to only 14% across the U.S.

“When a vulnerable experience is connected to a marginalized or minority identity, it’s even more important that therapists offer support in a culturally competent way, by integrating culturally responsive care into the practice of evidence-based therapy,” said Tatiana McDougall, director of clinical culturally responsive care at Lyra. “When that happens, clients stay engaged long enough to get the care that they need and deserve.”

All of our providers are trained in how to deliver culturally responsive care. We also offer regular continuing education opportunities to help providers develop these clinical skills and inform their interventions when working with a wide range of clients, particularly those from marginalized communities.

As one member so perfectly put it, “I connected with my therapist literally right away. She knows how to speak my language and I don’t have to waste time explaining to her who I am and what I went through, because she knows.”

The future of AI in mental health care

Our systems and algorithms are constantly improving themselves to learn, grow, and provide better matching. This is important because we know that the center of care is the client-provider relationship and that our evidence-based, culturally responsive care has been proven to get people better consistently across races and ethnicities.

There are many possibilities for the future of AI in mental health care, and we’re closely watching them all. Our commitment to evidence-based care means we will always follow the science, and explore and invest in technology that meaningfully improves the member and provider experience. This means we’ll only introduce new elements of AI to our platform when we know they can safely make care more engaging, efficient, and effective.

Mindfulness has captured our attention for all the right reasons. Research has long painted a picture of its benefits for various mental and physical issues. But learning how to practice mindfulness doesn’t always come naturally. Often, it feels like a game of tag with yourself—quieting your mind, focusing on the present, getting distracted, trying it all again, until eventually throwing in the towel. Sound familiar? Let’s dive into what mindfulness is and how to weave it into your life.

What is mindfulness?

According to the American Psychological Association, mindfulness is about paying attention to and accepting the present moment as it is. It’s intentionally tuning into your experiences—your breath, thoughts, emotions, and senses—in the moment, without judgment.

So, it’s about being aware of and accepting the present moment without judging whether it’s good or bad. Simple, right? Not so fast. In practice, it’s focusing, drifting into thoughts, realizing you’ve wandered, and guiding yourself back (without yelling at yourself for getting distracted again). Mindfulness isn’t rocket science, but it takes practice. The good news is there are countless ways to easily incorporate it into your daily routine.

Why is mindfulness important?

Scientists have been exploring the power of mindfulness for decades and have shown how valuable it can be for improving both mental and physical well-being. Mindfulness can be as effective as medication in easing anxiety and may also help with depression, stress, and even chronic pain. And here’s the bonus: it keeps your mind sharp, potentially fending off cognitive decline.

But the benefits don’t end there. Other positive effects of mindfulness include:

• Boosted immune function and fewer sick days
• Sharper focus and fewer distractions
• Healthier blood pressure and heart
• Improved mood
• Better sleep

With all these benefits, learning how to practice mindfulness may feel like a magical cure-all, but that’s not the case. In fact, mental health professionals recommend learning how to practice mindfulness because it’s a way to break old patterns and make healthier choices.

Quick tips for how to practice mindfulness

Mindfulness works best when it becomes a habit. Here are some ideas for how to practice mindfulness:

• Practice mindful breathing: Take 3-5 minute breaks or dedicate 15 minutes daily to focus on your breath. When your mind wanders, gently guide it back.
• Try guided meditations: Many apps offer short, easy mindfulness practices and meditations you can slip into your day.
• Learn progressive muscle relaxation: Release tension by squeezing and relaxing muscles one by one from head to toe.
• Do daily tasks, mindfully: Infuse mindfulness into everyday activities like cooking, washing dishes, brushing your teeth, or taking a walk. When doing these activities, focus only on that task versus anything else.
• Slow down: Resist the urge to rush through tasks. Focus on one thing at a time to stay in the present.
• Connect with a mindfulness coach: Consider seeking guidance from mental health coaches to develop and enhance your mindfulness skills.

Remember, mindfulness isn’t a one-size-fits-all practice. It takes various shapes—try different ways to practice mindfulness to find what works for you.

How to practice mindfulness at work

Work can sometimes be a rollercoaster, but your mental health matters. Here are some tips for practicing mindfulness at work:

• Focus on what you can control: Identify what’s within your control, such as getting tasks done on time, reacting to others with kindness, and returning your mind to the present.
• Say no to multitasking: Resist the allure of multitasking, Although it can be enticing, research shows it actually hurts productivity. Engage deeply in one task at a time for better results.
• Cultivate gratitude: Acknowledge positive moments like a kind word from a co-worker and adopt a growth mindset to ease the pressure of perfection.
• Try mindfulness in small doses: Even a few minutes of mindfulness at work, such as focused breathing or a short walk, can have a positive impact.
• Practice, not perfection: Regular practice, even in short bursts, hones your mindfulness skills. Perfection isn’t the goal—progress is.

Learning how to practice mindfulness isn’t a shortcut to instant happiness or a shield against life’s challenges. Instead, it invites acceptance and a more balanced way of moving through the world. By letting go of the quest for inner bliss and embracing your thoughts and feelings as they are, you might just experience greater peace throughout the day.

“Self-care” has become a buzzword, used to describe everything from serene bubble baths to delectable desserts. But self-care isn’t a reward, coping strategy, or right you must earn. It’s about meeting your physical, emotional, and spiritual needs with habits that shield against stress and cultivate resilience.

Far from being selfish, taking care of yourself is a vital practice that not only benefits you but also those around you. Self-care practices allow you to show up as your best self when loved ones, friends, and co-workers need you the most.

What is self-care?

The World Health Organization (WHO) defines self-care as the “ability of individuals, families, and communities to promote health, prevent disease, maintain health, and cope with illness and disability.” It’s a wellness tool for all aspects of life and doesn’t require expense or extravagance. It can be as simple as:

• Getting enough sleep
• Exercising regularly
• Eating balanced meals
• Staying hydrated
• Keeping your mind active
• Engaging in a meaningful spiritual practice

Understanding the types of self-care

Abraham Maslow’s hierarchy emphasizes fulfilling needs in this order: physiological, safety, love and belonging, esteem, and self-actualization. This hierarchy can help guide your self-care plan, addressing various aspects of your well-being. Here are a few examples of self-care:

Physical self-care examples:

• Eat balanced meals
• Prioritize sleep
• Exercise regularly
• Get regular health check-ups

Emotional self-care examples:

• Acknowledge and express emotions without judgment
• Share feelings with people you trust
• Participate in activities that bring joy

Social self-care examples:

• Nurture friendships
• Spend time with family
• Engage in community activities

Mental health self-care examples:

• Keep your mind active
• Challenge negative thoughts
• Practice gratitude
• Access mental health care

Spiritual self-care examples:

• Develop a meaningful spiritual practice
• Focus on personal meaning and fulfillment

Why is self-care important?

Life’s demands can be overwhelming, making it crucial to prioritize self-care. Benefits of self-care include:

1. Stress reduction

Self-care builds resilience against stress. Taking care of yourself can help lower stress and protect against challenges like burnout. Self-care may also reduce compassion fatigue and increase satisfaction for people in caretaking or relational professions like teachers, mental health professionals, and health care workers.

2. Improved mental health

Self-care practices can ease anxiety, stress, and depression and boost feelings of happiness and well-being. 

3. Better work performance

While many of the factors that drive burnout are out of your control, practicing self-care can help you better manage stress and overwhelm.

4. Good quality of life

Perhaps the biggest benefit of self-care is that it improves our lives. Each of us only has one life to live, and we all deserve goodness, peace, joy, and well-being. 

If you’re feeling tired, overwhelmed, resentful, lonely, or unable to cope, or you’re struggling to concentrate or find purpose, these may be signs that self-care is needed.

Crafting your self-care plan

In our always-on-the-go culture, prioritizing our needs can be challenging, but it’s essential to learn how to practice self-care. 

Step 1: Identify your most urgent needs. You may choose to tackle basics like sleeping and eating first, or you may choose to prioritize relationships and a sense of meaning. Ask yourself:

1. Are your current forms of self-care working? 
2. How’s your work-life balance?
3. Do you take regular breaks at work?
4. Do you have a healthy diet, exercise routine, and sleep schedule?
5. Do you spend time with people you enjoy? 
6. Do you engage in spiritual practices that feel fulfilling? 

Step 2: Formulate a self-care plan by writing down goals, intentions, or a vision. Envision how your life would improve if your self-care needs were met. What emotions would you experience? What positive changes would you see?

Step 3: Identify actionable steps toward your goal, starting small. For instance, commit to drinking two more glasses of water per day or taking a daily 10-minute walk during lunch.

Putting your self-care plan into action

Integrating self-care into your routine shouldn’t feel like another task on your to-do list. Here are strategies to create healthy self-care habits:

• Link habits: Associate new self-care habits with existing ones. For example, pair increased water intake with your morning coffee or place affirmations next to your toothbrush for daily positivity.
• Evaluate coping strategies: Assess whether current coping mechanisms are nurturing or counterproductive. Replace unhealthy habits with self-care practices that enhance your quality of life. For example, instead of watching three episodes of your favorite show, watch one episode, then go for a walk or call a friend. 
• Monitor and adjust: Observe how you feel before and after trying new strategies. Adjust your self-care plan as you discover what works best for you.
• Learn from others: Ask friends and loved ones for self-care tips, and consider consulting a mental health coach or therapist. Your workplace may have resources that can help, too.

Self-care ideas to get you started

Here are a few self-care ideas to kickstart your journey:

• Set boundaries
• Ask others for help
• Talk with a trusted friend or loved one
• Prioritize physical and mental health check-ups
• Schedule alone time
• Spend time outdoors
• Take a class that interests you
• Pick up a new hobby
• Take a break from social media or the news

You deserve this

The importance of self-care can’t be understated. Self-care isn’t a luxury; it’s a necessity. Your needs are valid, spanning from the basics of healthy food and sleep to the mental and emotional realms of finding meaning and purpose. Remember, small changes can make a big difference. Start slow, fine-tune your plan, and embrace a life that’s fulfilling and enjoyable.

Mental health issues affect millions of men, yet men are less likely than women to get treatment. Why? There is a powerful mental health stigma in males (meaning anyone who identifies as male) that makes it hard to discuss mental health and ask for support. Even as we learn more about these conditions and effective ways to treat them, men’s mental health stigma persists.

Men’s mental health facts

It can be hard to open up about male mental health issues, but silence doesn’t mean men aren’t suffering. Consider these men’s mental health facts:

• Depression and suicide are leading causes of death among men.
• 6 million men in the U.S. suffer from depression every year.
• Men die by suicide at a rate four times higher than women.
• About 62,000 men die annually from alcohol-related causes, compared to 26,000 women.
• Men are two to three times more likely to use drugs than women.

Addressing mental health stigma in males can help men get the treatment they need to have a better quality of life.

Men and mental health: common conditions

What disorders most commonly affect men? A few diagnoses top the list.

Depression: While women experiencing depression tend to feel and show sadness, men with depression may have symptoms like aggression, irritability, or disinterest in work or hobbies. They’re also more likely to seek help for physical symptoms such as aches and pains rather than emotional concerns.

Substance use disorders: Men may use drugs or alcohol to cope with feelings they can’t express in other ways. Men are almost twice as likely as women to binge drink, with 7% having alcohol use disorder compared to 4% of women. Men are also more likely than women to use illicit drugs, which contributes to more emergency department visits and overdose deaths for men than women.

Anxiety: Men with anxiety often go undiagnosed because their symptoms get overlooked. Instead of worry or nervousness, men with anxiety may become angry or irritable or self-medicate with drugs or alcohol. Men more often seek help for physical symptoms like high blood pressure, insomnia, and headaches than for symptoms such as irritability or trouble concentrating.

Schizophrenia: Not only are men potentially more likely to develop this condition, they’re likely to experience an earlier onset, lower social functioning, and higher levels of co-occurring substance use than women.

Attention deficit hyperactivity disorder (ADHD): Males are commonly diagnosed with ADHD. Common ADHD symptoms like inattention, impulsivity, and hyperactivity can make everyday life more challenging. Because this disorder is typically diagnosed in childhood, adult men with ADHD who were never diagnosed may have trouble identifying the root of their problems.

Trauma: About 60% of men will experience at least one traumatic event during their lifetime, which can contribute to or worsen mental health symptoms.

Why is men’s mental health not taken seriously?

Why aren’t more men talking about mental health? Men’s mental health stigma blocks many people from talking about their feelings and experiences. So, what causes this stigma, and why is men’s mental health overlooked? Here are a few factors:

Men’s mental health and masculinity – The stigma of male mental health is fueled by gender norms, social taboos, and outdated ideas of what it means to be a man. Unhelpful stereotypes about masculinity send a message that men are supposed to be strong, self-sufficient, and unemotional. This perspective incorrectly portrays men’s mental illness as a sign of weakness or lack of personal fortitude. Men who adhere to traditional notions of masculinity are more likely to have heightened stress, depression, and other psychological issues, and are less likely to get treatment.

Lack of awareness – Since mental health in men can look different than it does for other genders, it can be hard for family, friends, and even health care professionals to know there’s a treatable problem. Men might not recognize they need help because their symptoms aren’t “that bad” or may not believe treatment can help. They may feel that asking for support is a burden for others or worry that they’ll be judged for doing so.

Need for reciprocity – To counteract the feeling of weakness that some men associate with asking for mental health support, men may be more likely to accept help when they can reciprocate, or help another person in return. For example, a man may seek out mental health support if he feels it would benefit his loved ones or friends, or if he can solve a problem in return.

Why is men’s mental health important?

Addressing mental health in men is crucial because the effects of untreated conditions—risky behaviors, substance use disorders, trouble sleeping, problems with interpersonal relationships—can chip away at men’s health, personal life, and workplace performance.

As a result of men’s mental health stigma, men may be less likely to seek help, use appropriate medications to manage their condition, and stick to a treatment plan. Untreated mental illness increases the risk for suicide, financial instability, homelessness, and incarceration. Delaying treatment can make symptoms worse and increase mortality rates.

A rise in health care costs can also accompany psychological distress. Men’s mental illness may affect their physical health, raising the risk of heart disease, chronic conditions like diabetes and lung disease, and even a shortened lifespan.

Perhaps one of the most damaging effects of mental health stigma in males is the social isolation and rejection that can come with it. Others may have misconceptions about mental illness, such as the belief that people with these conditions are somehow flawed or dangerous. As a result of unfair judgment or embarrassment, men may pull away from people they care about. In a vicious loop, these effects can worsen mental health in men.

Given the high stakes, it’s critical for workplaces, families, and societies to proactively take steps to combat the stigma of men’s mental health.

How to spot the signs of male mental health disorders

Because men tend to experience mental health symptoms differently than women, they may not realize they have a problem. If they don’t know, they won’t seek treatment, so it’s important for men and the people who love them to learn the signs of men’s mental illness. These can include:

• Changes in energy level or mood, including irritability, anger, or aggressiveness
• Changes in work performance
• Weight fluctuations, or changes in appetite
• Sadness, hopelessness, or not enjoying things that used to be pleasurable
• Sleeping too much or too little
• Difficulty concentrating
• Alcohol or drug use, or other high-risk activities
• Physical symptoms like headaches or stomach issues that don’t have a clear cause

How to support men’s mental health

Friends, family, and co-workers can be a critical support network for men with mental health conditions. Here are a few ideas for how to support men’s mental health:

In the workplace

Most people spend a lot of time at work, so support (or lack thereof) for employee mental health can make a big impact. If you’re a manager or leader, there are things you can do to help reduce mental health stigma in males, which leads to healthier, more productive teams.

Encourage men talking about mental health. Be a nonjudgmental listener when others share their struggles and encourage ongoing self-care such as talking with a friend or taking a break to get outside. Company leaders, especially male executives, can set a healthy example by discussing their own stresses and anxieties, talking about how they’re managing them, and encouraging other men to talk about mental health.

Use gender-responsive language. When you communicate about mental health, use language that is likely to resonate with the men in your workforce. For example, men may respond more positively to programs that emphasize self-help, coaching, and skill-building rather than therapy or mental health treatment.

Provide mental health benefits. Historically, companies with a higher percentage of female employees were more likely to offer wellness programs than companies with mostly male workers. Recognizing the high price men pay for this disparity, many companies are now making mental health in men a priority.

A comprehensive mental health benefit like Lyra Health breaks down barriers to care, including men’s mental health stigma. It also increases access to high-quality care by providing quick, easy options for therapy and mental health coaching, both in person and through online telehealth sessions. Since men may not feel comfortable asking for help publicly, make sure your benefit includes self-care programs that can be accessed without consulting managers or peers, as well as easy access to higher levels of care for those who need them.

Build a culture of mental wellness at work. Supporting mental health in the workplace is also about how you shape your company culture. Offering mental health benefits helps employees get the care they need to feel their best. Your benefit should also include broader, organization-level tools to create a psychologically safe work environment. For example, education and training can help build men’s mental health awareness, so the men in your workforce know the signs that they need help. Research has shown that when managers receive even a modest amount of training, it makes a positive impact at work.

Understand different needs. Not all men experience the same stressors. Black men, for example, have much of the same work-related stress as their white peers, but they also face race-related stressors. Members of the LGBTQIA+ community face unique worries and need personalized support, too. To meet these needs, your benefit vendor’s network should include mental health providers of different backgrounds who are trained in culturally responsive care.

Model mental wellness. It’s important to have models of male identity that show leadership and resilience alongside vulnerability, support, and community. Modeling creates different images and versions of what the future can be for people who may be struggling.

At home

Learn about mental health. Mental health issues can affect anyone. Much like common physical ailments, they are illnesses with well-researched, effective treatments, especially if addressed early on. Get educated so you can raise your own men’s mental health awareness and know the signs that a loved one may need more support.

Talk about it. Share what you’re learning about mental health and the experiences you or others have had with it. This fosters empathy and combats isolation, which can fuel men’s mental illness. Remind your loved one that asking for help is a sign of strength and courage, not weakness.

Schedule an appointment. Encourage your loved one to talk to a primary care doctor or mental health specialist to see if there’s a treatment that can help them feel better.

Get support for yourself. A loved one’s mental health condition can affect you in many ways. Finding a peer support group or talking to a mental health provider can improve your well-being and put you in the best position to help your loved one. Doing so also models that it’s OK to get support, which can help reduce mental health stigma in males.

An act of courage

The stakes are high for men with mental health conditions. Their physical health, job performance, relationships, and even their lives can be at risk if they don’t get the help they need. Breaking the stigma around men and mental health is an important step in making sure men feel empowered to reach out for support.

Employee resource groups (ERGs) are powerful tools to boost workplace wellness, culture, and productivity. ERG leaders and members are deeply passionate about this work—and with the right support from company leaders, the positive effects of these groups ripple throughout the entire organization.

What is an ERG?

Employee resource groups, or affinity groups, are voluntary, employee-led groups based on shared interests or social identities. Employee resource group examples include ones supporting race, gender, disability, or sexual orientation. Often, these groups are meant to serve employees who have been historically underrepresented in the workplace by offering peer support, networking opportunities, and a sense of community.

Why are ERGs important?

Employee resource groups contribute to workplace diversity and inclusion by fostering an accepting, supportive community where members can connect based on mutual understanding and interests. They encourage cultural competence, offer professional development opportunities, and positively impact business outcomes by inviting and amplifying varied perspectives within an organization.

Inclusion and belonging

ERGs can help counter feelings of isolation and disconnection at work. They provide safe spaces to forge bonds and feel validated by others who understand unique stressors like workplace cultural gaps and bias.

Attract and retain talent

The inclusive environments ERGs foster can help companies retain employees and attract new talent. Organizations that actively and fully support workers are more appealing to applicants, offering resources that resonate with and are inclusive of diverse experiences.

Positive work culture

Since they’re created by the community and for the community, employee resource groups contribute to a positive workplace culture by highlighting and celebrating the values that are important to their members.

Organizational feedback

ERGs can provide insights that help with organizational planning and decision-making. Members may raise work concerns and provide feedback to ERG leaders—and if they work hand-in-hand with company leaders, this direct line to workforce needs can be invaluable.

Build trust

Employee resource groups play a role in fostering psychological safety by cultivating familiar, respectful, and supportive relationships at work. This trust empowers employees to express their ideas freely, which research shows enhances worker innovation, engagement, and retention.

Support authenticity

ERGs also encourage authenticity by creating a level of safety that can allow employees to show up more as themselves, reducing the need for code-switching and masking. Code-switching is modifying things like language, appearance, or behavior to fit in or avoid negative evaluation, and is a common experience for many BIPOC and LGBTQIA+ employees. Masking refers to intentionally or unintentionally hiding aspects of your behavior or personality to conceal neurodivergent traits and avoid negative consequences. Removing these filters helps people feel more comfortable at work, allowing for more motivation and creativity.

Identify and develop leaders

Employee resource groups serve as platforms for leadership development through networking, mentorship, and skill-building. ERGs enable workers to share their expertise with relevant stakeholders and provide opportunities for dedicated feedback and recognition.

Drive social impact

ERGs often engage in community outreach, volunteer programs, and partnerships with external organizations, extending their company’s commitment to diversity, equity, inclusion, and belonging (DEIB) beyond the workplace. This broader community impact is important for companies’ reputations, and can make a difference when it comes to recruiting top talent. Sixty-four percent of millennials say they’d turn down a job from a company that wasn’t socially conscious and Gen Zers often value purpose over salary.

Tips for creating effective ERGs

Company leaders can be catalysts for unlocking the potential of ERGs, driving innovation, collaboration, and inclusivity within their organization.

1. Set data goals

Help employee resource groups establish clear, measurable, and achievable goals using metrics like engagement and member surveys. Directly collecting data from ERGs ensures a more accurate, inclusive understanding of workers’ needs and concerns.

2. Make mental health a part of the conversation

It’s important to recognize the undeniable link between DEIB and mental health. Employees bring their life experiences to work, influencing their work styles, communication, and relationships. To address the impact of discrimination, bias, and stigma, integrate mental health resources into ERGs as part of your holistic approach.

3. Connect ERG leaders with mental health resources

ERG leaders are often the first point of contact for those struggling with mental health at work, given their highly visible roles and relationships with peers. Empower ERG leaders to make thoughtful referrals to mental health services and encourage open conversations about mental health. Breaking the stigma surrounding mental health is vital to ensuring people seek the help they need.

4. Compensate ERG leaders

Leading an ERG requires a significant time commitment, extending beyond regular work hours. Recognize the dedication of ERG leaders by providing stipends or bonuses. This acknowledgment reflects the value of their efforts and acknowledges how their role benefits the entire organization.

5. Offer bandwidth solutions

Participation in employee resource groups adds responsibilities to main job roles, and the demands on time and labor can be substantial. HR teams can support ERG leaders by offering flexible work hours or telecommuting options. Also consider creative solutions, such as ERG leader committees, to distribute the workload among several employees.

6. Provide the right resources

Maximize the impact of employee resource groups by ensuring they have the necessary resources, including adequate funding. Financial support enables ERGs to organize more trainings, professional development sessions, and community-building opportunities. Many ERGs also provide chances to connect with leaders in their industry, contributing further to professional growth and partnerships.

Build a culture of wellness through ERGs

Supporting employee resource groups signals a commitment to DEIB and psychological safety within the organization. By valuing employees’ well-being, you can foster a healthy workplace culture that cascades to all levels of the organization.