FEATURE listened to and understood will also help to create authenticity and tackle stigma in having mental health-related conversations at work. this too. Other key cultural moments to consider would be World Mental Health Day( October 10, 2025) and Pride Month( annually in June).
IT’ S MUCH BETTER TO KNOW THE CURRENT STATE OF WELLBEING WITHIN YOUR WORKFORCE, SO THAT YOU KNOW WHERE BEST TO FOCUS YOUR EFFORTS.
Once these foundations are in place, develop mental health awareness campaigns around key moments throughout the year, and see where you might be able to spotlight staff members with lived experience, if they would feel comfortable, to work hard here in tackling stigma. For example, Neurodiversity Celebration Week takes place annually in March; consider activity that you might want to run on neurodivergence and mental wellbeing in the workplace, be this a panel discussion, an online webinar or simply a lived experience blog. When employees see another member of staff being brave and sharing their lived experience with mental health, this can have a transformative impact on tackling the taboo for the rest of the staff population in speaking about
Finally, once the above initiatives are in place, the last step in being authentic about mental health conversations at work is to move from sporadic wellbeing initiatives to a holistic, connected and year-long strategy. This can still be heightened at key moments throughout the year, such as those listed above, but also goes above and beyond in supporting employees all year round with their mental health. Knowing that a strategy has been developed to proactively support their wellbeing will go miles in tackling stigma, creating authenticity in your efforts and building trust with your employees. The impact not only on staff wellbeing, but also on employee productivity and talent retention will be massive – but the first step is up to you. x
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