Mental Health is a priority. How many know that Mental Health Awareness Month originated in 1949 by the National Mental Health Association(now Mental Health America)? It started as a week but extended to a month, designed to provide awareness and resources to support mental health. Some 76 years later, we, as a nation as well as workplaces, remain challenged by how to care for and help those with mental health challenges. Consider the many told and untold stories about leaders succumbing to workplace pressures. Conversely, some struggle without care, which causes behavioral outbursts that can impact or harm others. This month provides an opportunity for inclusive leaders to not only reflect and care for their mental well-being but also to educate and raise awareness about integration for those who struggle with mental illnesses in the workplace. This article will highlight how mental health impacts the workplace and provide strategies inclusive leaders can leverage to gain support as they navigate the requirements for a truly inclusive workplace. How Do We Define Mental Health? According to The World Health Organization, mental health disorders include anxiety, depression, bipolar disorder, schizophrenia, neurodevelopmental disorders, and more. The 2025 Work in America Survey cites 82% of workers who say the workplace environment moderately or drastically negatively impacts their mental health. Additionally, 70% report increased stressors around job security amidst policy and economic changes. Mental health is also a concern across generations. A Deloitte Study says Gen Z (39%) and Millennials (33%) are concerned about mental health. These statistics indicate that mental health is a core topic that deserves attention as we strive to create welcoming, productive, and innovative workplaces. Mental health is a priority because of its proximity and impact on the workplace. How Mental Health Impacts The Workplace Employees impacted by mental health can be challenged with work assignments, team dynamics, and communicating values. Equally, leaders can struggle to provide adequate support for those who identify as having mental health issues that require accommodation. Research says several factors can be the cause: inadequate workplace culture, availability of mental health resources, and requisite knowledge from responsible stakeholders. Strategies To Support Mental Well-Being For Inclusive Leaders: The world at large carries many challenges, and inclusive leaders must be well-equipped to deal with challenges that come their way on an ongoing basis. A while back, I wrote an article about Simone Biles and how she had to prioritize her mental health as she navigated the pressures around leadership and winning in the Olympics. She decided to exit the Olympics and focus on strengthening her mental well-being. A decision that won her praise and changed her career trajectory as she became an ambassador for mental health. Inclusive Leaders, similarly, can face a great deal of pressure around getting inclusion right in the workplace. Consider how many dimensions of diversity make up the workplace and the pressure to be inclusive. Since we're talking about mental health awareness month, let's acknowledge the many complexities involved in better understanding disorders in that space. This is a large task for those who strive to be inclusive leaders. Olympic Champion and Mental Health Ambassador Simone Biles proves prioritizing mental health is a ... More winning strategy. Getty Images MORE FOR YOU Musk Cuts Off Reporter Asking About Drug Use Allegations—Including Ketamine, Ecstasy And Adderall BlackRock’s $70 Billion Bitcoin Price Nightmare Just Got A Lot Worse Microsoft Confirms Password Deletion—Now Just 8 Weeks Away Below are four strategies to help inclusive leaders care for their mental well-being while on the transformative leadership journey. Find a therapist to support leadership transformation while allowing for the unpacking of inclusion challenges. As an example, let’s revisit the Simone Biles piece. She validated the effectiveness of having scripts from her therapists to deal with pressure-packed situations. Inclusive leaders should note that therapists can help create a robust toolkit for workplace challenges. Leaders should invest adequate time appreciating their unique values. Know when the inclusion tank is low and when to step aside for rejuvenation. This could include time away from the office and connecting in feel-good situations. Create a supportive community that can be an outlet when those challenging moments threaten mental well-being. Practice the ability to speak and share authentically. Track progress. Oftentimes, when we go inward and experience an overwhelming message that isn't released appropriately, there can be health ramifications. Editorial StandardsReprints & Permissions