INTERSECTIONAL
MENTAL HEALTH

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THE WHOLE TRUTH:

INTERSECTIONAL MENTAL HEALTH

Releasing in Autumn 2022, a spotlight report on why the intersection of individual experiences needs to be understood by today’s employers and actions for optimal workplace wellbeing, protecting positive culture and managing people risk.

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ABOUT THE REPORT

Amid the global pandemic, employers have come to understand the human and commercial necessity of focusing on employee mental wellbeing. However, we are at risk of blanket policies and solutions for mental health support in the workplace that do not consider the individual needs of employees. What does an employer need to know about intersectional mental health and how do they support the mental health of their employees through this lens?

Considering mental health using an ‘intersectional lens’ means considering the whole person, their experiences and individual needs in conjunction with the particular context in which they are working. An intersectional approach to mental health takes considerations of employee wellbeing and organisational impact to the next level. It is our belief that organisations that adopt an intersectional lens to employee mental health and wellbeing will reap the rewards in the short and long term. This report seeks to substantiate this view and to make recommendations that support employers in taking action to create a safe and supportive workplace, ultimately protecting positive workplace culture and a financially prosperous environment.

Whilst we are only just beginning to understand some of the impacts of the pandemic on mental health, the past year has shone a light on and worked towards normalising discussions of mental health in a way that, arguably, nothing before has.

However, at the same time existing disparities in health and circumstance were overlooked amidst the pandemic, when in reality we are all weathering a storm in very different boats.

The need for employers to support the mental health and wellbeing of their staff did not result from the pandemic and nor will the need diminish when it is over. COVID-19 has led to a greater normalisation of mental health as a topic for discussion and we should use this national conversation as a springboard to help ensure employers proactively support and protect employees in a manner that is reflective of their needs, circumstances and ultimately, their lived experiences. This comes from considerations and a strategic approach embracing intersectionality.

This report looks at intersectional mental health through seven demographic classifications including:

  • AGE
  • GENDER
  • RACE/ETHNICITY
  • DISABILITY
  • SOCIOECONOMIC STATUS/CLASS
  • SEXUAL ORIENTATION
  • RELIGION

Further, this report also explores the experiences of people in the home, following the rise of domestic violence complaints during the pandemic.

Employers will take from this report a practical understanding of why they should and how they can take an intersectional approach to mental health.

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THE WHOLE TRUTH:

INTERSECTIONAL MENTAL HEALTH:
WHAT EMPLOYERS NEED TO KNOW

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