The Essential Role of Mental Health

For a Diverse and Inclusive Workforce

Overview

We Need to take care of out mental health with the same attention we take care of our physical helath…

Overview

ILG has a series of customizable programs to guide companies, foundations, and nonprofits in their efforts to build a workplace that attracts and retains talented people with disabilities. Our programs are designed and administered by people with disabilities, giving employer participants the unique insider perspective that is essential to developing valid, reliable, and sustainable solutions for their workforces. We ensure that your approach to disability inclusion is appropriate and links directly to achieving specific business goals. In the Disability Inclusion Toolkit workshop, you will learn how to make disability inclusion an explicit part of your overall business strategy. Starting with a broad overview of the role HR professionals play in addressing this issue, you will maximize workplace disability inclusion and minimize disability discrimination across the employment process. You will discuss the importance of inclusion for people with disabilities, employers, and the business case for aligning disability inclusion with a company’s strategic human-capital, diversity, and customer-service imperatives. You will also dive into the implications of effective HR policies and practices in the recruitment and hiring process, career development and retention initiatives, and compensation and benefits programs. Finally, you will utilize metrics and analytics to measure the employee benefit of inclusion in your organization.
Generally seeing a person in a wheelchair, wearing a hearing aid, or carrying a white cane tells us a person may be disabled. But what about invisible disabilities that make daily living a bit more difficult for employees worldwide. Invisible Disabilities are certain kinds of disabilities that are not immediately apparent to others. It is estimated that 10% of people in the U.S. have a medical condition which could be considered a type of invisible disability.

Audience

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Overview

UNDERSTANDING MENTAL HEALTH AS A WORKPLACE DIVERSITY, EQUITY, AND INCLUSION MATTER.

Start with compassion and empathy for employees to make workplaces inclusive for people with mental health issues.

Better Data. Better Leaders

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Better Data. Better Leaders

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Better Data. Better Leaders

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Better Data. Better Leaders

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The High Cost of Poor Mental Health – the cost for business is huge. A study of 10 major companies revealed depression is the #1 most expensive employee health condition. The total economic burden of depression is more than $210 billion per year.

18% of Employees – In a recent survey, nearly 18% of US workers said they had “experienced symptoms of a mental health disorder in the previous month.” The most common disorders are depression, stress and anxiety, and substance abuse.

The solution? Incorporate mental illness into your organization’s diversity definition. Here’s why:

Mental Health as Diversity  – The definition of diversity is: “the state or fact of being diverse, difference, unlikeness.” People differ in race, religion, heritage, sexual orientation and more. They also differ in health: everyone’s health is different.

Include the 20% – Another definition of diversity is “the inclusion of individuals representing more than one national origin, color, religion, socioeconomic stratum, sexual orientation, etc.” It certainly makes good business sense to be inclusive of 20% of the population.”

FINDINGS

Mental Health in the Workplace: It Matters

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and 54, reported that 18 percent of those who were employed said that they had “experienced symptoms of a mental health disorder in the previous month.” The most common disorders cited were depression, stress and anxiety, and substance abuse. In fact, between 2003 and 2013, there was a 56 percent increase in depression-related EEOC workplace discrimination claims.

 

Wellness Benefits – What’s the benefit of including corporate mental health programs in your training? If a business runs a factory, it makes good sense to keep its machinery in good order. People are even more important than machines, so it makes good business sense to keep your human resources running at peak performance.

 

Wellness ROI – Workplaces that make the effort and investment in corporate mental wellness, to ensure their employees are healthy – mind, body and spirit – reap tremendous ROI. Some 80 percent of employees treated for mental health problems report improvements in productivity and jobs satisfaction, according to the Center for Workplace Mental Health. And it’s just a lot more productive and enjoyable to have happy, focused employees.

DISABILITY INCLUSION…VISIBLE AND INVISIBLE DISABIITY

Generally seeing a person in a wheelchair, wearing a hearing aid, or carrying a white cane tells us a person may be disabled. But what about invisible disabilities that make daily living a bit more difficult for employees worldwide. Invisible Disabilities are certain kinds of disabilities that are not immediately apparent to others. It is estimated that 10% of people in the U.S. have a medical condition which could be considered a type of invisible disability.

Invisible Disabilities (A partial list)

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Video 48 Min  + 2 Min read to complete

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Video 48 Min  + 2 Min read to complete

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Video 48 Min  + 2 Min read to complete

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Video 48 Min  + 2 Min read to complete

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The ESSENTIAL ROLE OF MENTAL HEALTH

For a Diverse and Inclusive Workforce

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and 

  • Overview
  • Finding
  • Actions
  • Expertise

OVERVIEW

UNDERSTANDING MENTAL HEALTH AS A WORKPLACE DIVERSITY, EQUITY, AND INCLUSION MATTER.
Start with compassion and empathy for employees to make workplaces inclusive for people with mental health issues.

Awareness

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Leadership

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Wellbeing

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Policies

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The High Cost of Poor Mental Health – the cost for business is huge. A study of 10 major companies revealed depression is the #1 most expensive employee health condition. The total economic burden of depression is more than $210 billion per year.

18% of Employees – In a recent survey, nearly 18% of US workers said they had “experienced symptoms of a mental health disorder in the previous month.” The most common disorders are depression, stress and anxiety, and substance abuse.

The solution? Incorporate mental illness into your organization’s diversity definition. Here’s why:

Mental Health as Diversity  – The definition of diversity is: “the state or fact of being diverse, difference, unlikeness.” People differ in race, religion, heritage, sexual orientation and more. They also differ in health: everyone’s health is different.

Include the 20% – Another definition of diversity is “the inclusion of individuals representing more than one national origin, color, religion, socioeconomic stratum, sexual orientation, etc.” It certainly makes good business sense to be inclusive of 20% of the population.”

FINDINGS

Mental Health in the Workplace: It Matters

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and 54, reported that 18 percent of those who were employed said that they had “experienced symptoms of a mental health disorder in the previous month.” The most common disorders cited were depression, stress and anxiety, and substance abuse. In fact, between 2003 and 2013, there was a 56 percent increase in depression-related EEOC workplace discrimination claims.

Wellness Benefits – What’s the benefit of including corporate mental health programs in your training? If a business runs a factory, it makes good sense to keep its machinery in good order. People are even more important than machines, so it makes good business sense to keep your human resources running at peak performance.

Wellness ROI – Workplaces that make the effort and investment in corporate mental wellness, to ensure their employees are healthy – mind, body and spirit – reap tremendous ROI. Some 80 percent of employees treated for mental health problems report improvements in productivity and jobs satisfaction, according to the Center for Workplace Mental Health. And it’s just a lot more productive and enjoyable to have happy, focused employees.

DISABILITY INCLUSION…VISIBLE AND INVISIBLE DISABIITY

Generally seeing a person in a wheelchair, wearing a hearing aid, or carrying a white cane tells us a person may be disabled. But what about invisible disabilities that make daily living a bit more difficult for employees worldwide.  Invisible Disabilities are certain kinds of disabilities that are not immediately apparent to others. It is estimated that 10% of people in the U.S. have a medical condition which could be considered a type of invisible disability.

  • According to the World Health Organization, approximately 1 in 5 adults in the US, or about 18.5% of the population, experience mental health conditions each year. That’s a statistic that shouldn’t be ignored — but, for some reason, it often is in the workplace.  
    • Working Mother Research Institute’s 2016 survey on disabilities in the workplace found a 20 percentage point difference between people with visible and non-apparent disabilities when it came to informing a hiring manager about the candidate’s disability prior to an interview.
    • Once hired, employees with a non-apparent disability are more reluctant to disclose it than those with a visible disability.
  • One-third of respondents with a non-apparent disability choose not to tell their employer. Of those who do not disclose, nearly half (43 percent) say they keep their disability a secret because they want to hide it and/or do not feel comfortable bringing it up to their employer.
  • Large segments of people with cognitive impairments (41 percent) and mental illness (37 percent), areas where there are too often significant stigmas, also choose not to disclose. WMRI’s 2016 survey found a 20 percentage point difference between people with visible and non-apparent disabilities when it came to informing a hiring manager about the candidate’s disability prior to an interview.

Invisible Disabilities (A partial list)

  • Anxiety and Stress
  • Depression
  • Other Mental Illnesses that do qualify for disability benefits.
  • Chronic Pain and Illnesses such as diabetes, renal failure, and sleep disorders.
  • Visual or auditory impairments who do not wear eye-glasses or hearing aids so they may not seem to be obviously impaired
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John Doe
Designer
  • Nearly 60% of U.S. employees experienced mental health symptoms last year, and yet eight in 10 workers did not seek treatment due to shame.
  • Talking about mental health can feel tricky at best and terrifying at worst, however. And it becomes a vicious cycle — the less people talk about it at work (even when they know they and others are struggling), the more the stigma grows.
  • Unaddressed mental health conditions cost U.S. companies nearly $17 billion per year in productivity loss.
  • In terms of hiring and retention, younger employees in particular are demanding change: 50% of millennials and 75% of Gen Z employees have left a prior role for mental health reasons — compared to 34% overall.
  • Covid-19 Impact: In a recent survey of 1,200 U.S. employees, almost 70% of workers said that the pandemic has been the most stressful time of their careers, and in study of 2,700 global employees, more than 40% said their mental health has declined since the outbreak.

ACTIONS

Welcome and Destigmatize.

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15

Increase awareness – give employees access to educational resources.

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15

MENTAL HEALTH: The Next Practice of Diversity and Inclusion

Include mental health in diversity and inclusion (D&I) strategy ad initiatives.

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15

Encourage a healthy work-life blend.

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15

Vocalize leadership’s support for mental health being a diversity and inclusion matter.

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15

Form a Mental Health Employee Resource Group (ERG)/Business Resource Group (BRG).

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15

ESTABLISH A Culture of Inclusion in Workplace Wellness.

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15

EXPERTISE

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15

The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15 and The U.S. National Comorbidity Survey, a nationally representative study of Americans between the ages 15

SELECT CLIENTS

JAX MEDIA DESIGN GROUP (JMDG)
Arold Jacques
Founder, Producer, Innovator
202.855.6828
Info@jax-media.com
Michael Leslie
Digital Strategist
Circlesquareandtriangles@gmail.com
(754) 244-1702

Inclusive Leaders Group (ILG)
Brian L. Hughes
Info@jinclusiveleadersgroup.com
www.inclusiveleadersgroup.com

Instructors

Inclusive Leaders Group instructors have extensive expertise advising and counseling major global companies on strategies to build high-performing and competitive workplaces. Learning these important leadership skills can help you to build and sustain inclusive workplaces and move beyond diversity to full inclusion and belonging.

Custom Courses

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Learn and Develop from Experts

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Better Data. Better Leaders

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Custom Solutions For Your Organization

Inclusive Leaders Group instructors have extensive expertise advising and counseling major global companies on strategies to build high-performing and competitive workplaces. Learning these important leadership skills can help you to build and sustain inclusive workplaces and move beyond diversity to full inclusion and belonging.
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