Â鶹ÒùÔº

Equity, diversity and inclusion programs have become ubiquitous in the workplace. As organizations publicly express their commitment to diversity and inclusion, there is a growing concern that to make organizations look more socially responsible.

There has also been a . So, too, is the recognition that diversity statements can backfire against diverse applicants or . They can result in , like making organizations less likely to notice discrimination or forcing job applicants to tone down their racial identity to increase their chance of a callback.

There is evidence that can be ineffective or . Poorly executed equity, diversity and inclusion programs can provoke resentment among certain groups, , or .

On the bright side, the has grown, too. Arguments for successful equity, diversity and inclusion programs (EDI) often point to or . Others seek to .

But there is another part of this conversation that : the universal human right to mental health.

Mental health is a human right

Oct. 10 was World Mental Health Day; a day when the World Health Organization seeks to educate people about mental health and combat the stigma associated with it. This year's theme was "."

This message carries significant weight, especially in the aftermath of the COVID-19 pandemic and associated lockdowns, which substance abuse, mental health issues and lingering feelings of fear and anxiety. These issues have a broad societal impact, particularly in the workplace, where people typically spend the majority of their adult lives.

Individuals from marginalized communities in the workplace. These challenges can encompass a range of issues, from anxiety and depression to feelings of loneliness and exclusion.

Part of this is due to the harassment and discrimination women and marginalized individuals experience. , racial and ethnic minorities suffer race-specific discrimination four to six times more often than their white counterparts, while women are three to four times more likely to face gender discrimination and sexual harassment than their male peers. Belonging to more than one disadvantaged group further .

The COVID-19 pandemic has , placing additional strain on their .

Additionally, structural racism has led to workplace cultures where of discrimination, .

As such, marginalized employees are at risk of losing more than just pay or a promotion—their voices may that are supposed to benefit them. This situation is exacerbated by the increased emphasis on workplace meritocracy, which can lead to .

The perils of meritocracy

is the idea that there is a clear standard of merit and that individuals can be assessed, judged, ranked or sorted accordingly.

However, the idea of tends to against marginalized employees, because they're assumed to have gotten their position because they rather than having deserved it.

Additionally, racialized individuals, particularly those of Asian descent, often face the pressure of conforming to the "" stereotype and about their needs. They are implicitly expected to work harder and be smarter than others.

When individuals are unable to meet these artificial standards, they may for not being able to succeed. Poorly executed EDI programs can worsen the situation.

Far too many individuals suffer in silence, rather than seek treatment. A found that Asian-Americans were 51 percent less likely to use mental health services than European Americans.

The pandemic has further compounded these challenges for East Asian Canadians, who have been experiencing . Even can lead to higher levels of anxiety and depression.

More effective EDI initiatives

In light of the pandemic, it's crucial that workplaces committed to diversity and inclusion don't overlook the importance of addressing mental health concerns.

Workplace initiatives that support equity, diversity and inclusion should also target mental health. This means any EDI initiative should also address the core problems that cause common mental health issues. There are several potential strategies workplaces should consider:

1. Embrace diverse perspectives: Workplaces should actively encourage diverse personalities and attitudes while fostering a culture of inclusion.

2. Understanding intersectional discrimination: refers to the fact that individuals may face discrimination based on multiple aspects of their identity, such as race, gender and sexual orientation. Recognizing and addressing these unique challenges is essential.

3. Empowering women: Initiatives to , like mentorship and sponsorship programs, are critical. These approaches have shown to have positive outcomes in breaking down barriers for women in various industries.

4. Fostering a sense of belonging: Ensure employees from diverse backgrounds . This can help organizations tailor their mental health strategies to be more person-centred and holistic.

5. Building workplace communities: Promote the development of a strong within the workplace. This can enhance the overall well-being of employees and contribute to a more supportive and inclusive environment.

6. Culture-specific interventions: Implement that take into account the unique cultural backgrounds and experiences of individuals and adapt support accordingly.

These suggestions are only the beginning, however. What truly matters is setting up EDI and mental health programs in the workplace that are . While there is still a long road ahead, the integration of EDI and mental health initiatives represents a significant step towards more inclusive, equitable and mentally healthy workplaces for all.

This article is republished from under a Creative Commons license. Read the .