Evolving DEI Practices: Embracing Mental Health and Learning Disabilities in the Workplace

As you’re well aware, Diversity, Equity, and Inclusion (DEI) initiatives have made significant strides in reshaping corporate culture, fostering inclusivity, and breaking down barriers for marginalized groups. 

However, as we continue to navigate the ever-evolving landscape of workplace dynamics, it is crucial to expand DEI efforts to include mental health and learning disabilities.  

Lately, many companies have taken active steps towards expanding DEI programs to meet these newly added values our culture has been developing and shifting towards over the past decade.  

This shift not only aligns with a more comprehensive understanding of diversity but also reflects a long-overdue recognition of the impact of mental health on employees' well-being and productivity. 

My goal for this article is to give you the baseline facts and starting points from which this movement towards incorporating mental health into DEI stem from. As with most of my To Be Direct, articles, I want to hit exactly on the points you need to understand before drawing your conclusions or positioning yourself within this discussion. From there, I’ll explore some different facets to consider over a few other articles: 

Historical Perspectives on Mental Health: 

Unfortunately, the historical treatment of mental illness has been marked by misunderstanding, stigma, and mistreatment. We’ve all heard the horror stories of various facilities treating patients as if they were animals, or even places which performed traumatic and horrific medical tests on individuals who were deemed ‘different’ than the rest of us. But to give you a brief timeline of how specific era’s saw and treated mental illness I’ve outlined it for you here.  

In ancient civilizations, mental health issues were often attributed to supernatural forces or moral failings, leading to ostracism and isolation of those affected. During the Middle Ages, individuals with mental health challenges were often deemed possessed or witches, resulting in cruel and inhumane practices. Others were used as ‘pets’ demonstrated by some royals having what was known as ‘fools’ or ‘jesters’ of their time. They were to provide entertainment and be the brunt of many harsh jokes.  

Some of you may recall the famous man with six wives, Henry VIII. Within his court he kept a man by the name of William Sommers. Sommers was first held as the court fool, or as we would call them jester. Historians, such as Peter Anderson bring to light the importance of individuals like these. Sommers, believed to be a bit ‘slow’ or ‘not all there’ eventually was not only used for entertainment, but became one of Henry’s closest confidants and for a time would be the only person he allowed to come speak with him. Sommers would go down in history as having pulled Henry VIII out of a major depression and would be bestowed with countless gifts and praise for his ability to make the king ‘function’ again. To me this is a remarkable and notable tale which highlights the skills these types of people can bring to the table. Though underestimated in the beginning, Sommers proved to have more talent and skills than others at court and may have possibly saved Henry from sinking deeper into a major state of depression.  

The Enlightenment era ushered in a more humane approach, with the rise of asylums aiming to provide care for those with mental illnesses. Famously in the UK, Bethlem Hospital (later referred to as ‘Bedlam’ - hence the word denoting chaos and confusion) became the first and oldest mental health hospital in 1247. While still operating today as a functioning and reputable hospital tied to King’s College in London, historically it didn’t have such high prestige. Archaic treatment techniques such as rotation therapy until the patient vomited, encouraging the public to visit and view the patients as if they were caged animals, and a catalog of fatalities at the site raises questions about the early intentions and medical efficacy.   

The 20th century saw the deinstitutionalization movement, which aimed to shift mental health care from large institutions to community-based settings. While this had positive intentions, it sometimes led to a lack of appropriate support systems, contributing to societal stigma around mental health. Which has only been broken within the past few decades due to not only movies, television series and politicians speaking more openly about mental illness, but also because of the shift in mindset of the general population. The younger generations going from Millennial to Genz Z to even younger, are placing a greater emphasis on mental health awareness.   

Shifting Perspectives and DEI: 

Over the years, societal perspectives on mental health have evolved, moving away from stigmatization and towards understanding and empathy. I look at the curriculum at my daughters’ school and the shows they see on TV today – it’s far more mainstream to have diverse people in every facet of society. This only goes to show that the integration of mental health into DEI initiatives is a natural progression.  

Recognizing that mental health is an integral aspect of an individual's identity and well-being. Which goes hand in hand with why people are also choosing to go independent. People want to be happy and according to MBO’s SOI 2023 study not only are more people choosing to become independents, but more people are becoming happier and healthier versions of themselves once they make the switch. The question this poses is, can corporate America recognize this trend and make adjustments to their DEI and health programs to provide the space for people to be happy and healthy workers?  

Creating an inclusive workplace involves acknowledging and accommodating diverse mental health needs. This includes fostering a culture that prioritizes open communication, de-stigmatizes mental health conversations, and provides resources for support. Employers are increasingly recognizing that mental health is not a one-size-fits-all issue and that accommodations should be tailored to individual needs.  

Learning Disabilities as an Integral Component of DEI: 

Similarly, learning disabilities, which affect an individual's ability to acquire, process, or communicate information, are gaining prominence in DEI discussions.  

Historically, individuals with learning disabilities faced challenges in education and the workplace, often being overlooked or misunderstood. 

Modern workplaces are beginning to recognize the diverse strengths and perspectives that individuals with learning disabilities bring to the table. By adopting inclusive practices, such as accessible communication, flexible learning environments, and targeted support, companies can create environments where all employees, regardless of their learning abilities, can thrive.  

The Road Ahead: 

Expanding DEI efforts to include mental health and learning disabilities requires a multifaceted approach. Companies can start by implementing awareness and training programs to reduce stigma and foster a culture of understanding. Offering mental health resources, employee assistance programs, and reasonable accommodations for individuals with learning disabilities are essential steps toward building an inclusive workplace. You’ll understand this more in depth when I share some future articles that truly dig into the in’s and out’s of this discussion.  

What I hope you are left with after this article is an appreciation for how the evolution of DEI in companies must go beyond visible differences to encompass the diversity of experiences related to mental health and learning disabilities. To do this, I believe they must begin fostering an environment that embraces and accommodates these aspects of diversity, companies can not only attract and retain a more diverse workforce but also create a workplace that truly values the well-being and contributions of every individual.