In offices across Canada, DEI and mental health initiatives remain present. Perhaps there are posters that share inclusion as an organizational value. Or company reports boasting representation. Hiring strategies revamped, trainings rolled out, awareness days observed—you name it. On paper, everything looks great.
But beneath the surface, something feels off. Employees are logging into Zoom, meeting their deadlines, nodding through meetings—yet exhaustion lingers, anxiety is high, and burnout is creeping in. These challenges—which lead to stress, fatigue, and sometimes even depression—aren’t just “personal problems.” They’re real workplace realities that affect everyone, from interns to executives.
Here’s the paradox: you can build the most diverse, equitable, and inclusive workplace on paper, but if people are mentally and emotionally depleted, inclusion becomes a hollow concept.
The Problem: Mental Health and DEI Are Siloed
In many organizations, DEI and mental health exist in separate silos. Mental health is too often sidelined—reduced to a wellness day here, a webinar there, or the quiet existence of an Employee Assistance Program (EAP). DEI, meanwhile, is framed as a strategy for fairness and representation. The result is two separate conversations, two separate budgets, two separate teams. And the cost of this separation is steep—both human and economic.
The State of Mental Health in Canadian Workplaces
First, let’s look at personal impact:
- One-third of Canadian workers (33%) are at high mental health risk, with another 44% at moderate risk, indicating that over three-quarters of the workforce faces significant mental health challenges (Telus Health).
- 24% of working Canadians report experiencing burnout “most of the time” or “always”—a number that is creeping upward year over year (Mental Health Research Canada).
- A significant 42% of employees rate their mental health as fair or poor, with 32% attributing work-related stress to poor sleep (Dialogue).
How can workplaces claim to be truly inclusive if their employees are struggling with burnout, stress, and anxiety at these exacerbated rates?
And the ripple effects are massive:
- Mental health problems cost the Canadian economy over $50 billion annually, primarily due to absenteeism, presenteeism, and turnover (Mental Health Commission of Canada).
- Mental health issues account for about 30% of short- and long-term disability claims in Canada (Mental Health Commission of Canada).
- 1 in 3 Canadians would consider leaving their current job for better mental health benefits (GreenShield).
Despite these realities, mental health remains under-addressed and disconnected from workplace efforts. Over half (53%) of employees with poor mental health say their workplace doesn’t support mental wellness, and 77% would feel uncomfortable discussing a mental health problem with their employer (Benefits by Design; Workplace Strategies for Mental Health).
The Missing Link: Why DEI and Mental Health Must Work Together
The research backs this up:
- Organizations with higher levels of DEI experience a range of wellbeing benefits, in addition to notable business advantages. These wellbeing benefits include increased psychological safety, higher levels of employee engagement, lower levels of employee stress, and improved mental health outcomes for employees from equity-deserving communities (Deloitte, 2020; Harvard Business Review, 2021).
- Companies with strong DEI commitments report greater employee wellbeing, job satisfaction, and team performance (McKinsey & Company).
Yet, despite this evidence, most employers still treat DEI and mental health as separate initiatives. In fact, fewer than one in three organizations (28%) have aligned the two, even though integration clearly pays off (Mental Health at Work Index).
How to Integrate Mental Health and DEI: 5 Practical Steps
The good news? You don’t need a full overhaul to bring these conversations together. Small, intentional steps can create meaningful change.
Here’s how:
- Integrate Mental Health into DEI Programs. Design DEI initiatives that go beyond hiring and representation and that account for mental health. Think workload equity, flexible deadlines, and accessible meetings that allow all employees to fully participate.
- Normalize Conversations About Mental Health. Encourage open dialogue about stress and burnout. When leaders model vulnerability, they signal that the workplace is a safe space for everyone.
- Train Leaders to Recognize and Respond. Managers set the tone. Equip them to recognize signs of burnout, respond empathetically, and connect employees to support before crises escalate.
- Invest in Inclusive, Accessible Resources. EAPs, peer networks, or mindfulness programs only work if employees feel they’re culturally relevant and stigma-free. Tailor resources to the diverse needs of your workforce.
- Measure, Track, Reflect. Don’t let mental health initiatives exist in isolation. Combine DEI metrics with mental health data to understand whether your strategies are truly improving employee wellbeing.
The Bottom Line
DEI and mental health aren’t separate conversations—they’re two sides of the same coin. The same forces that shape who feels included (or excluded) also shape who feels safe, supported, and well. Until we stop treating them as separate, we’ll keep missing the bigger picture: you can’t have true inclusion without strong employee mental health.
At Inclusive Kind, we help organizations bridge this gap. From strategy to training to tailored supports, we partner with you to ensure inclusion and wellbeing go hand in hand.
Ready to take the next step? Reach out to us to start the conversation.