I recently attended the “We The Planet” Summit at the UN General Assembly, hosted by X Fellows, where an impressive group of musicians, actors, activists and Michelin-starred chefs shared their personal struggles with mental health. What came across loud and clear was that mental health challenges are pervasive and wide-reaching—they do not discriminate by wealth or power, nor do they disappear with professional success. Despite the significance of this issue, it remains woefully under-discussed and under-reported. This mirrors what we see in workplaces globally: mental health conditions are widespread, yet stigma and silence prevent meaningful action, leaving employees—at every level—without the support they need.
It’s time to acknowledge the reality: mental health issues affect everyone, from junior employees to senior leaders, and the cost of inaction is too high to ignore.
Mental health conditions do not discriminate
Diversio recently analyzed our global dataset of 30,000+ employees across more than 1,500 companies to understand the impact of mental health conditions in the workplace. Our data shows that 27.5% of employees self-identify as having a mental health condition, though the actual figure is likely higher—12% of employees chose “prefer not to say,” a rate that is twice as high as that for gender non-disclosure. This data makes one thing clear: mental health struggles are not confined to any specific demographic or role. From entry-level employees to executives, these challenges are present across the board.
This means that organizations must address mental health holistically—focusing not just on certain groups or departments but across all levels. It’s no longer a matter of if workplaces should adapt but how they can.
Mental health barriers exist at every level, including at the top
People with mental health conditions face significant challenges in the workplace. Employees with mental health conditions are 54% more likely to feel their opinions are not valued by their team, and 46% more likely to report receiving unfair or biased feedback. They are also almost twice as likely to experience workplace harassment.
The problem does not abate as individuals advance. Senior leaders with mental health conditions are more than four times more likely to say their opinions are overlooked. They are three times more likely to receive negative feedback, and twice as likely to say they don’t have a mentor or sponsor who is personally invested in their development.
The cost of inaction
The failure to create supportive environments for employees with mental health conditions has tangible consequences. Research in Canada shows that untreated mental health issues result in higher absenteeism, more sick days, and lower productivity. Employees struggling with mental health are more likely to take extended absences, contributing to billions in lost productivity annually.
Despite the high cost of inaction, most companies still do not track mental health conditions, nor have they tackled the stigma that prevents employees from self-identifying. This oversight leaves organizations in the dark about the specific challenges their employees face, hindering their ability to create inclusive environments.
What can companies do?
To create workplaces that support mental health, companies must take deliberate steps to foster openness and flexibility:
1. Address the stigma around self-reporting
Begin with anonymous, confidential surveys to assess how many employees are affected and the types of mental health conditions present (e.g., PTSD, anxiety, depression). Having accurate data is the first step in building effective programs.
2. Encourage open conversations about mental health
As CEO of Diversio, I have been open about my struggles with anxiety and depression, as well as my need for accommodations at times. Sharing my experiences has made it easier for employees to come forward with their own challenges and propose ideas to make their workdays more manageable.
3. Be open to new ways of working
Flexibility is essential. For instance, someone experiencing a depressive episode might benefit from working from home, attending meetings off-camera, or adjusting their hours. Companies should be willing to listen to employees’ suggestions and allow reasonable accommodations wherever possible.
4. Set a positive tone from the top
Most employee support programs target junior and mid-level employees, leaving senior leaders without the help they need. Diversio’s data shows that mental health challenges are equally present at senior levels, so it’s crucial to encourage peer-to-peer discussions among executives and dismantle the myth that leaders must be resilient at all costs.
The time for change is now
Mental health in the workplace is no longer an issue that can be ignored. The data is clear: it affects a significant portion of the workforce, including those in leadership roles. The barriers faced by people with mental health conditions—whether a lack of flexibility, unfair feedback, or workplace harassment—are detrimental not only to individuals but also to the entire organization.
By addressing stigma, encouraging open conversations, and embracing flexible ways of working, companies can build healthier, more productive workplaces. Supporting mental health isn’t just the right thing to do—it’s essential to creating thriving, sustainable businesses. It’s time for leaders at every level to step up and take action.
Discover how Diversio can help your organization build a thriving workplace. Ready to take the next step? Book a demo today.
