When employers back away from DEI, workplace mental health suffers

As employers continue to navigate the often thorny conversation around diversity, equity and inclusion in the workplace, it's important to remember what these policies are really all about. 

"As we consider the increased scrutiny around DEI, what we really need to do is go back to fundamental principles," says Dr. Kathy Pike, president and CEO of One Mind at Work. "Does the workforce look like the people it serves? And once you get the representation, are people included across the organization? It's very hard to argue with the idea." 

Yet politicians and top leaders in corporate America have found ways to do just that. For example, after a 168.5% increase in hiring for chief DEI officer roles in 2021, according to LinkedIn, top employers like Zoom, Meta, Tesla and others slashed their DEI teams by 50% or more, data from Revelio Labs found. 

Read more: A people leader explains how to push past the 'anti-DEI' narrative 

Increased politicization around diversity, paired with legal challenges and anti-DEI bills in state and federal courts, have led many employers to slink away from their corporate commitments. But the consequences have far-reaching implications on well-being at work, Pike says.

"When members of a workforce don't feel like they belong or are not included based on their demographic characteristics or some unchangeable quality of who they are, that's often felt in mental health," she says. "They're more likely to be increasingly stressed, they're much more likely to be anxious in meetings, and that translates to depression, absenteeism, involuntary turnover and overall lower performance." 

Data from the National Alliance on Mental Illness found that Black workers were more likely than other groups to rate their mental health as "fair or poor," and were less likely to feel their company had empathetic leadership that encouraged discussions around mental health in the workplace. Black employees also shared they experienced feelings of exclusion, as well as hostility and microaggressions that impacted their job performance. 

"The questions around inclusion and belonging are close cousins to mental health and well-being," Pike says. "The way in which work is designed, the way in which leadership decisions are made, the way in which leaders are held accountable, all have a significant impact on mental health." 

Read more: DEI isn't dead: How employers can refocus their efforts ahead of the 2024 election

Yet despite hesitation to be as vocally committed to DEI as they may have been in the past, employers still see the value in investing in these programs, Pike says. One Mind at Work helps in these efforts, by assessing things like communication efforts to see if employers' intentions match up with their execution. 

"Are you sending communications around mental health and well-being that consider the diverse representation of the people who make up your workforce, and in ways that are culturally sensitive and appropriate?" Pike says. "If you aren't, you may say certain things that are well-intended, but are not going to be useful to your audience, if you don't understand who that audience is." 

Managers can play a pivotal role in bridging communication gaps, and providing one-on-one listening and support when an employee does have an issue, Pike says. Training is critical for ensuring managers understand how lived experiences may have impacted their employees, and how to connect with them in an appropriate way. 

"When we assess what manager training looks like, are managers trained to understand and respect cultural diversity? And do team members — regardless of gender, race, religion — feel like they belong?" Pike says. "Those qualities have significant and direct correlation to the mental health and well-being of the workforce." 

Read more: Forget DEI and belonging — it's all about empowerment

Despite talk around anti-DEI, Pike says it's important to acknowledge that progress has been made. With the right efforts, the workplace can be a place where people feel safe, no matter their background. 

"If you look at the workforce today and the awareness and efforts being made around mental health and DEI, we're not where we need to be," Pike says. "But we're making increasing headway around talking about these issues and bringing them to people's awareness. The momentum is building."