As a woman of colour who has worked extensively in the disability space, Charmaine Alexander of Desjardins Insurance has seen how microaggressions and bias in the workplace can affect employees’ mental health.Della Rollins
For years, speaking about mental health in the workplace was taboo. Employees suffered in silence or quit when things got too difficult. Now, as more and more workplaces open up discussions of mental health, there is a growing recognition of the connection between mental health and the stresses of being a minority in the workplace.
Charmaine Alexander, plan sponsor service advisor for disability management and prevention at Desjardins Insurance, has encountered stereotyping based on her looks and cultural background several times in her life; each time, she says, it’s an unsettling experience.
Ms. Alexander recalls an incident when she was a nursing student working a summer job as a unit secretary at a hospital. She was approached by a woman who asked her if she’d like to take a job as a cleaning lady since “Filipinos are so good at it.” The woman prefaced the offer by heaping praise on the Filipino nanny she had employed.
“I still shake my head in disbelief when I think of this incident that happened a lifetime ago,” says Ms. Alexander.
As a woman of colour who has worked extensively in the disability space, Ms. Alexander has seen how these kinds of slights and bias in the workplace can affect employees’ mental health, hamper their day-to-day productivity and even derail their careers.
That’s especially true for people of historically marginalized identities. A recent report by McKinsey & Company found that 70 per cent of women of colour had experienced microaggressions in the workplace – insulting comments that are sometime subtle, sometimes blatant.
But employers can create a culture of acceptance by taking steps to prioritize education, communication and openness, so that everyone feels included and empowered to excel.
Discrimination, prejudice and pressure
Employees who have marginalized identities can experience “minority stress” in the workplace – the excess stress people are exposed to as a result of their minority social position. This stress is often chronic, stemming from the everyday slights and mistreatment that people experience. Becoming aware of the impact these slights have on a person’s mental health is a necessity for employers who care about the well-being of their employees, yet it is still a new concept to look at diversity and mental health through the same lens.
In their 2021 Mental Health at Work report, U.S. non-profit Mind Share Partners found that workers from historically underrepresented groups were struggling the most with mental health problems. Younger workers, Black and Latinx respondents were significantly more likely to experience mental health symptoms. And 54 per cent of all respondents said they thought that mental health was a diversity, equity and inclusion (DEI) issue.
Meanwhile, in McKinsey’s 2022 Women in the Workplace study, Latina and Asian women were most likely to have colleagues comment on their culture or nationality, such as asking where they’re “really from.” LGBTQ+ women and women with disabilities reported experiencing more demeaning and “othering” microaggressions, such as having colleagues comment on their appearance.
These kinds of microaggressions and unconscious bias can affect employees’ mental health and wellness and reduce their productivity. For example, when people are made to feel excluded or unsafe at work, they may become anxious or depressed, believing they don’t have the power to change things.
That’s why workplace mental health policies and programs should always take diversity and inclusion into account, says Ms. Alexander. It’s important for employers to understand how an individual’s intersecting identities can influence their experience in the workplace.
Intersectionality is the acknowledgement that a person’s different identities – such as gender, race, sexual orientation, physical or intellectual ability, immigrant status and more – intersect and overlap, compounding experiences of oppression for those with multiple marginalized identities. It’s also the idea that we must consider the entirety of a person to understand their unique experiences of discrimination.
“When you have conversations with members or claimants who are on disability, you [often] find out that there are a lot of risk factors [related to] intersectionality,” Ms. Alexander says.
A culture of support and acceptance
While DEI initiatives have proliferated in recent years, the discussion around the mental health aspect has been lacking, notes Martin Binette, COO of Relief, a non-profit organization that helps companies optimize their employees’ mental health through support groups and workshops. “Stigma is the biggest hurdle to overcome if we want to have a safe environment at work.”
There are ways for employers to tackle this problem, he says. First of all, greater diversity in the workplace can minimize stress and contribute to good mental health of all employees.
“The more welcome people feel at work and the more they feel appreciated, the greater their sense of belonging and well-being,” Mr. Binette says.
When organizations invest in and place a value on a diverse workforce, he adds, they are helping to create a psychologically safe and healthy work environment for everyone.
Martin Binette of Montreal-based non-profit organization Relief says that stigma is the biggest hurdle to overcome if workplaces are to be safe environments for all employees.Christinne Muschi
Communication and education are crucial when it comes to relieving minority stress and creating a healthier workplace, says Ms. Alexander. Organizations can spark conversation around these issues, and keep that conversation going, by asking for regular feedback via surveys and hosting interactive sessions for employees of all levels.
“People won’t really change if they don’t understand that there is a problem,” she says. “Celebrating differences makes an organization stronger. Sharing personal stories and journeys, educating each other about our social identities and cultures, all this sparks a conversation and that goes a long way.”
Workplaces can mitigate minority stress by providing clear policies and access to resources such as employee assistance programs (EAPs), says Ms. Alexander. However, it’s important that benefits include professionals who are able to address the challenges identified by minority groups, such as race or gender issues.
Mr. Binette notes that workplaces should also make sure there are safe spaces available where employees from marginalized groups can feel comfortable opening up and participating in dialogue sessions.
“To do so, employers can encourage and support employees from marginalized groups who wish to establish employee resources groups (ERGs) for their communities,” he says.
Open dialogue
Team leaders and company executives have a crucial role to play by setting the tone from the top, says Ms. Alexander.
In order to ensure employees feel comfortable speaking up about any mental health issues they may be facing, leaders should be open about their own mental health challenges or success stories. They should encourage people to take mental health days when they need them. Above all, says Ms. Alexander, it’s important for leaders to be proactive with these kinds of conversations.
She gives the example of her own organization, Desjardins. “It’s something I like a lot about my company – it’s a very short distance to the top,” she says. “It’s very easy for someone working at a regular desk to go through their manager or their director and say, ‘Hey, I have an issue. I want to talk to you about this.’”
Management should receive trauma awareness training to better support their teams, says Mr. Binette. This starts from a place of empathy and concern. Trauma-informed organizations operate with an understanding of the consequences of trauma and the impact it has on people. They also work to mitigate those impacts and make their people feel safe.
“It’s all about truly caring. Maintaining an open dialogue about mental health issues and how different groups are affected and being empathetic will help to build an inclusive work environment,” he says. “Leaders can also contribute to the atmosphere of openness by sharing their own experiences and being vulnerable.”
These actions can help lift the stigma of discussing mental health in workplaces, so that employees feel respected and more comfortable talking openly about any struggles they may be facing with their manager or a colleague.
“When a workplace provides a safe environment where employees know they have support, that’s when a culture of employee wellness truly emerges,” says Mr. Binette.
“That is a workplace we need to strive for.”
Explore more on workplace inclusion
Looking for ideas and insights on fostering DEI in your organization? Visit our dedicated hub, Making a case for inclusion.
To learn more about group and business insurance offerings from Desjardins Insurance and how they can help support a healthy workforce and build inclusive workplaces, visit desjardinslifeinsurance.com.
Advertising feature produced by Globe Content Studio with Desjardins Insurance. The Globe’s editorial department was not involved. Desjardins Insurance refers to Desjardins Financial Security Life Assurance Company.