I conducted some primary and secondary qualitative and quantitative research about mental health in the workplace, following Deloitt’s report that was published on 22nd January 2020 that outlined the costs associated with mental health in the workplace.

This included my discussion with Luyando Mulawo on our ‘it’s not Your Fault’ media campaign discussion. Luyando talks to us about how she feels about her bipolar diagnosis as an AfroGlobal woman. Luyando also told us that she works for Barlcay’s Bank. She explained that the recruiting team were very understanding and supportive when she disclosed her diagnosis during her interview, stating that she believes that she was selected and hired based on her skills and competencies which proved that she was the best person for the job.

Luyando also highlighted that they have been supportive ever since and that the company culture is such that promotes inclusion and diversity with various initiatives that include senior executives publically speaking about mental health.

Deloitt’s report along with my discussion with a senior HR executive and other research findings, conducted by numerous corporate and charitable organisations highlights the current mental health epidemic in the workplace. The research however also points to the significant and positive impact that corporate support and understanding has on their employee’s well-being . This is ultimately the businesses bottom line for example, in the case of Luando and Barclays Bank.

Inclusion and diversity involves more than just mental health, it is also about physical disabilities, age, gender, ethnicity, religion, education, sexual orientation and national origin. Organisations that really understand and put into practice diversity and social mobility initiatives are those that facilitate a culture, that promotes the exploration of these differences in a safe, positive and nurturing way.

Conversations, awareness and education is the key in this regard and in the same way that the AfroGlobal initiative aims to promote the elimination of same race prejudices within the global African and African diaspora communities to foster trust and cooperation (as discussed during our soft re-launch of Your magazine). Corporations and businesses alike need to do the same with the broad range of diversity and social mobility that impacts on all aspects of Human Resources.

Fundamentally Rocks PR powers that into Your Magazine and is embedded with PERMA. PERMA is a positive psychology theory that promotes focus on flourishing. This scientific theory on happiness (which l love and embrace) was championed by Martin Seligman but untimely founded by Abraham Maslow in 1953; can also be utilised within diversity and inclusion models to further expedite the impact of diversity initiatives.

Virgin Atlantic graced the back cover of all the previous print editions of Your magazine and much of our initial impact, may have not been possible if not for their support. We also covered many of the Virgin Group’s initiatives such as their pioneering inclusion and diversity scheme that gave ex-offenders the opportunity of sustainable employment.

An in-depth understanding of inclusion and diversity in practice could actually be the master ingredient that puts businesses on the leading edge of enterprise. This is not only because of the fact that positive corporate data reported against inclusion and diversity has the power to present organisations in a positive light. It also gives organisations the knowledge and insight that allows them to appreciate and empower the use of differences that contribute toward them, reaching and influencing a global marketplace.

Ultimately inclusion and diversity is essential to increase corporate sustainability, profitability and shareholder value.

By Samantha Rockson