Supporting Latino Employees: 10 Ways to Help

Why burnout is actually an inclusion issue🔥 Burnout isn’t just about long hours and high-pressure environments; it’s closely linked to inclusion at work. Inclusion plays a vital role in protecting employee wellbeing. Drawing on insights from a DCA event earlier this year, we explored how burnout is linked to exclusion, and what inclusive employers can do to respond. An expert panel unpacked how burnout disproportionately affects marginalised people and how inclusive practices can reduce the impact. Dr John Chan, an industrial and organisational psychologist and Managing Director of Infinite Potential, said: “Individuals who are in workplaces that are inclusive show higher levels of wellbeing, engagement and productivity. “Those who are not in inclusive workplaces have much higher levels of burnout and attrition.” 🔗Read the blog to learn how inclusive leadership can help prevent burnout and create healthier workplaces: https://ow.ly/VaBT50WpGti 🔗DCA members can access our past event Why is Burnout an Inclusion Issue? for free. If you work for a DCA member organisation, simply create your own login on our website to watch the full event: https://ow.ly/eggK50WpGth 🔗Not a DCA member? Enquire now: https://ow.ly/5BRy50WpGtf

How are you feeling at work? Not just today, but honestly, in general. I’ve been looking at the Charity Well survey and what struck me most is how mixed the picture is. On the one hand, there’s progress, bullying in the workplace has dropped since 2019, and more organisations are at least talking about wellbeing. On the other hand, stress and burnout are still very present. Pay, workload, and culture remain big sticking points. The word “voice” appeared again and again in responses. People want to be heard. It’s not only about formal processes like reviews or strategy days, it’s about whether leaders genuinely listen and act. There’s a subtle difference between asking for feedback and actually valuing it. And perhaps that’s the lesson. Some organisations are trying to embed wellbeing, but for others it still feels a little like a tick-box. People notice that gap. They always do. I also found myself hesitating here. Because it’s easy to present a neat conclusion, things are improving, but we have more to do. The truth is, some people will read the same data and feel hopeful, while others will feel tired of waiting for change. Both reactions are real. If you lead a team, maybe the simplest step is to ask yourself: when did I last stop to check how people are really feeling? Not the surface answer, but the one that takes a pause before it comes out. Because wellbeing isn’t a policy, it’s a practice. And practice, by definition, means repetition.

Mental Health in the Workplace: Why Companies Must Prioritize Equity Workplace mental health is a growing concern, yet many companies fail to address the systemic inequities that impact employee well-being. Factors such as workload disparities, discrimination, and lack of access to mental health resources disproportionately affect marginalized employees, leading to higher levels of stress, burnout, and job dissatisfaction. Without intentional efforts to promote mental health equity, companies risk fostering an unhealthy work environment where employees from diverse backgrounds struggle to thrive. One major issue is the uneven access to mental health support within organizations. Many companies offer wellness programs, but these initiatives often fail to address the unique challenges faced by employees from marginalized communities. Workers from lower-income backgrounds, people of color, and LGBTQ+ individuals may face additional stressors, such as microaggressions, bias in promotions, and financial insecurity, which traditional corporate wellness programs do not adequately consider. Furthermore, the stigma surrounding mental health in some cultures may prevent employees from utilizing available resources, making culturally competent support essential. To create a truly inclusive and supportive workplace, companies must take proactive steps to integrate mental health equity into their policies. This includes offering diverse mental health resources, providing training on bias and inclusion, and fostering a culture where employees feel safe discussing their mental well-being without fear of judgment. Additionally, leadership must prioritize fair workloads, flexible work arrangements, and equitable career growth opportunities to prevent burnout and stress. By addressing mental health through an equity-focused lens, companies can create a healthier, more productive workforce where all employees feel valued and supported. #mentalhealth #mentalhealthawareness #mentalhealthmatters #amitacare #wellbeing #emotionalhealth #health #awareness #workplacewellbeing #workplace #companies #healthcare #share #newpost Anita Rego

🧠 Loneliness at Work: The Hidden Hazard We Can’t Ignore Inclusion and belonging are vital but they’re not enough. In our latest Beyond the 13 Factors article, we explore a critical nuance: employees may feel included, yet still experience perceived isolation and loneliness. These aren’t just emotional states they’re psychosocial hazards that can quietly erode mental health, job performance, and organizational commitment. 💡 Did you know? Lonely employees are 5x more likely to miss work due to stress and 2x more likely to consider leaving their roles. Whether it’s remote work, team dynamics, or stigma around mental health, isolation can creep in unnoticed. That’s why we’re calling on employers to go beyond awareness and take systematic action: ✅ Embed loneliness prevention into leadership training ✅ Use validated tools like the UCLA Loneliness Scale ✅ Create informal connection spaces virtual coffee breaks, walking meetings, buddy systems ✅ Conduct “connection audits” to identify and support isolated employees ✅ Integrate loneliness into broader psychological health and safety programs As I wrote in The Cure for Loneliness: “No single pill or exercise offers an escape from isolation; the cure lies in closing social connection gaps in meaningful ways.” Let’s make authentic connection a workplace success metric. Because loneliness isn’t just a personal struggle it’s a collective challenge we can solve together. 🔗 Read the full article and join the conversation https://lnkd.in/gmjjQPCp #MentalHealth #WorkplaceWellbeing #PsychologicalSafety #Leadership #LonelinessAtWork #BeyondThe13Factors

At work, well-being goes beyond a mere perk; it serves as the essential operating system that enables all members of our diverse teams to consistently excel. To achieve sustainable and inclusive well-being in the workplace, it's crucial to shift from viewing it as a mere checkbox item to actively designing it as a comprehensive system. Research indicates that inclusive cultures not only enhance well-being but also benefit from it reciprocally. The relationship between inclusion and well-being is not just incidental; it's inherently synergistic. Inclusive settings nurture a sense of belonging, boost engagement, mitigate burnout, and bolster productivity in the long term. #WorkplaceWellbeing #InclusiveLeadership #EmployeeExperience #PeopleStrategy #DEI #Belonging

Imagine what our workplaces could look like if everyone felt a genuine sense of belonging. Where every voice is heard, all perspectives are valued, and people don't have to second-guess being themselves. What would your team be capable of if everyone felt that way? Belonging directly impacts how people show up in the workplace. Research shows that high belonging at work is linked to: ⭐️ 50% less turnover ⭐️ 56% stronger performance ⭐️ 75% decrease in sick days taken That’s what happens when people feel safe, supported, and seen. So, if you’re looking to improve retention, performance, or wellbeing — start with belonging. Check out our recent blog post for 3 practical yet impactful tips to fostering a culture of belonging: https://lnkd.in/gxpgra2q #InclusiveLeadership #Belonging #DEI #TeamEngagement #Retention #PeopleStrategy #BelongingAtWork #BCWaterfront

Loneliness at work is rising. I'm not surprised and I have felt it myself. I went from working in an office for almost two decades in NYC to sitting at home alone at my desk in the suburbs. Gallup found that 1 in 5 employees feels it regularly. Loneliness doesn’t just weigh on us as individuals; it chips away at engagement, performance, and retention across entire organizations. This, without a doubt, impacts the bottom line. We recently hosted a conversation with two of our outstanding coaches from Bravely, featuring inclusion expert Jennifer Sukola, MA, PCC, and Sift CEO Lawrence Angeli, as well as Ericka Spradley, to explore how to spot loneliness and exclusion in the workplace today. More importantly, they talked through what leaders can do about it. Some of my favorite takeaways from the discussion: ✨ Connection is measurable. Surveys and open-ended conversations can surface loneliness you might otherwise miss. ✨ Friendships matter. Gallup found that employees with strong friendships at work are 64% less likely to feel lonely. ✨ Fun is serious business. Thoughtful team rituals—whether trivia games, weekend check-ins, or shared interests—can create belonging in ways that policies alone never could. Although loneliness is prevalent, it’s not unsolvable. As leaders, we need to be intentional and design connection into the fabric of our work and cultures. 👉 Read the recap here for more practical ways to turn isolation into inclusion: https://lnkd.in/ebwC4Xeu.

Neurodiversity: Inclusion Means Truly Understanding Differences In my neurodiverse family, every day is a mix of overlaps, tensions, and beautiful differences. I am constantly balancing our wellbeing while helping my children learn what’s appropriate and inappropriate — guiding them to be kind without losing who they are. It’s taught me something powerful about the workplace: We invest in leadership training, project management and productivity. But how often do we invest in understanding the different ways our brains work? But what if we also invested in: • Awareness programs that help colleagues understand and value different ways of thinking. • Quiet spaces, flexible work patterns, and sensory-friendly tools that enable focus and reduce burnout. • Peer support networks and buddy systems to help navigate social and procedural aspects of work. • Tailored onboarding that allows extra time and clarity in the first weeks. • Strength-based role design so employees can lean into areas of hyperfocus or specialised skill. • Conflict resolution training for teams to manage misunderstandings respectfully. • Regular wellbeing check-ins that look beyond performance to energy, environment, and stress triggers. Neurodiversity isn’t about lowering expectations. It’s about building environments where every mind — neurotypical or neurodiverse — can thrive. Imagine if more organisations went deeper than “mental health awareness” and put real, practical support in place for neurodiverse employees. Because sometimes, the “different” way is exactly the breakthrough we’ve been waiting for. #Neurodiversity #Inclusion #Leadership #WorkplaceCulture #PsychologicalSafety

Creating a neuro-inclusive culture isn’t just good practice, it’s good for everyone. 🤝 Check out these 10 tips to help you support neurodivergent colleagues and foster a culture of understanding, flexibility, and inclusion. 🌱👇

**Beyond Subservience: Reshaping the Southeast Asian Workplace** The vibrant and dynamic economies of Southeast Asia are fueled by an incredible workforce, but beneath the surface lies a complex cultural dynamic we need to address: the deep-seated themes of submissiveness and subservience. For millennia, societies across the region have been shaped by hierarchical structures—from indigenous royal classes to colonial powers. This history has instilled a mindset where deference to authority is not just a sign of respect, but a survival strategy. Today, this legacy has manifested in the workplace as a reluctance to question, challenge, or even contribute new ideas. *1. The Stigma of Self-Advocacy:* In many parts of Southeast Asia, self-advocacy can be viewed not as a professional necessity, but as a form of dissent. We often see a culture where 'protest' is stigmatized and even viewed as anti-national, making it difficult for employees to speak up about unfair practices or personal needs. This stifles innovation and prevents crucial conversations that could lead to growth and improvement. *2. Nurturing Leadership, Not Just Obedience:* This cultural conditioning places an immense responsibility on leaders. We need to move beyond simply demanding obedience and instead focus on nurturing a new generation of leaders. The goal should be to cultivate balanced role models—those who empower their teams, welcome diverse perspectives, and understand that true strength lies in collaboration, not command. *3. The Taboo of Work-Life Balance:* Another critical area is the taboo surrounding work-life balance and mental health. A deep-seated belief persists that hard work is synonymous with endless hours and that taking time for oneself is a sign of weakness or disloyalty. This is not sustainable. It's time to shift our perception and recognize that a healthy, well-rested team is a more productive and innovative one. *4. A Call for Change:* Let's start a conversation. How can we, as leaders and organizations, foster an environment where self-advocacy is celebrated, where leadership is about empowerment, and where mental health is a priority, not a weakness? The benefits are immense: a more engaged, innovative, and loyal workforce that feels genuinely valued. I urge my fellow leaders, managers, and HR professionals across Southeast Asia to reflect on these cultural dynamics. How are we actively challenging these historical norms? What steps can we take to promote a healthier, more supportive, and truly empowering work environment? Let's build a future where our talent feels safe to speak up, grow, and lead. #SoutheastAsia #WorkplaceCulture #Leadership #EmployeeEmpowerment #MentalHealth #WorkLifeBalance #CareerGrowth