Why DEI Must Include Wellbeing
Every year, Black History Month gives us an opportunity to celebrate the lives, legacies, and contributions of Black people across the UK, not just in the past, but in our present workplaces too. From John Blanke, a Black trumpeter in the courts of Henry VII and VIII, to the critical roles Black nurses, teachers, seafarers, and sportspeople have played over generations.
But this month isn’t just about recognition or appreciating the past and the struggles fought. It’s also about asking ourselves how we can strengthen our efforts moving forward.
This year’s theme, “Standing Firm in Power and Pride,” lays the groundwork for us to work towards a future of continued empowerment, unity, and growth, urging us to build workplaces where Black lives are not just acknowledged, but genuinely supported. Where Black professionals are not just represented, but given the space to thrive.
Inclusion Without Wellbeing Isn’t Enough
Representation is only part of the story. The real measure of inclusion is how someone feels once they’re in the room. If representation isn't followed by meaningful support, it risks becoming cosmetic, and the long-term impact can be damaging.
For many Black professionals, work life can involve structural inequalities like racism, which, in turn, affects their mental health. In fact, according to research by MHFA England, nearly 1 in 3 Black people say their mental health has been negatively affected by racism experienced in the workplace.
The impact on their mental health can be grave, contributing to serious mental health conditions like anxiety disorder, depression, and even suicidal thoughts. These experiences often result in disengagement, underperformance, and ultimately high turnover. In 2022 alone, more than 120,000 workers quit jobs because of racism, a stark reminder of how deeply workplace discrimination can impact employees.
When culturally competent support isn’t in place, the burden often falls back onto the individual, making it even harder for them to seek help or feel safe in the workplace. That’s why diversity and inclusion (DEI) efforts must extend to the mental wellbeing of Black employees. Otherwise, inclusion efforts will continue to fall short.
Why Mental Health and DEI are Two Sides of the Same Coin
When we treat DEI as separate from wellbeing, we miss the bigger picture.
You can’t design inclusive cultures without accounting for how identity and lived experience impact mental health. And you can’t provide meaningful wellbeing support without understanding who your people are and what they endure daily.
To fully support the mental health of Black colleagues, it’s important to:
Recognise and nurture the connection between DEI and Mental Health.
Provide culturally competent support that understands the nuance of lived experience.
Train managers to confidently hold sensitive conversations with empathy and awareness.
When we extend wellbeing through this inclusive lens, we create environments where everyone feels valued, seen, and safe to show up as themselves. And for Black professionals specifically, it creates the psychological safety needed to stand firm in pride, not just in who they are, but in the work they do.
Let’s use this month to deepen our understanding, strengthen our commitments, and ensure that our Black colleagues are supported to truly thrive at work.