Mental Health:
The Next Diversity and Inclusion Initiative

Discover. Develop. Achieve.

BACKGROUND

Effects of Racial Trauma on Mental Health:
In 2020 workforces around the world experienced urgent and consequential challenges. The protests against racial injustice that occurred throughout the summer invited deep scrutiny of diversity and inclusion practices across industries. Leaders are responsible for ensuring that their hiring practices are free of bias and that their workplace is inclusive. This means that all workers must feel represented by the ethos of the organization. One simple way of achieving this, as described by Microsoft Chairman John Thompson, is to listen with the intention of what employees expect from the organization in terms of diversity and inclusion. As Mr. Thompson said: “There is a reason we have two ears and one mouth.”

Mental Health and Coping During Covid-19
– 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.

Neurodiversity as a Competitive Advantage
Growing awareness of the advantage of neurodiversity in the workplace employers interested in promoting an emerging approach to diversity and transforming the workplace to support all individuals, including neurodiverse people and those with mental health conditions. Individuals with autism, dyslexia or ADHD can provide tremendous value but are often stigmatized or face barriers to hiring or career success due to their employer’s failure to understand how simple accommodations could unlock their potential. Neurodiverse individuals have intellectual, developmental or learning disabilities such as autism, dyslexia, attention-deficit/hyperactivity disorder and social anxiety disorders. Many of them have superior technical and mathematical abilities, have a strong propensity for details and can concentrate for an extended period on complex tasks, often recognizing patterns others don’t see.

Neurodiversity should be an essential part of any organization’s talent strategy. Companies that embrace neurodiversity in the workplace can gain competitive advantages in many areas — productivity, innovation, organizational culture and talent retention. But many organizations fail to hire people with neurocognitive challenges or to support them in the workplace.
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.

COURSE OVERVIEW

Mental Health: The Next Diversity and Inclusion Initiative

To embrace diversity and inclusion is to offer support to communities facing unfair stigmas, and one of the largest and least-discussed in the workplace are the millions struggling with mental health problems.  90% of employees are impacted by mental health, whether themselves or others close to them. It impacts every Zoom meeting, project team, and manager/direct report relationship. Organizations that want to create engaged, inclusive workplaces where everyone feels that they belong, need to address mental health directly. How can leaders create a stigma-free culture that is supportive of mental health, and creates a feeling of belonging amongst those so affected?

In this course, we explain why mental health the next diversity and inclusion focus area, address commonly held misconceptions about mental health at work, discuss real case studies from leading companies paving the way for mental health within their D&I strategies, and learn practical applications for including mental health initiatives within a 2021 Diversity and Inclusion strategy.

LEARNING OBJECTIVES

Participants in this course will:

HOW IT WORKS

YOUR FACILITATOR

ELISHIA DURRETT JOHNSON, MED, LPCA

Senior Consultant, Mental Health Diversity and Inclusion

Inclusive Leaders Group (ILG)

Who Should Enroll

This course is for both individuals & organizations that:

Pricing

$495.00 per person

Group pricing applies for groups of more than 3 participants from the same organization, and begins at a 5% discount per person.

Contact us to help us better understand your needs for group pricing.

COMING SOON

For Corporate and Organizational Groups

Neurodiversity and Autism at Work ILG Course