in partnership with Qualtrics and ServiceNow found that 50% of workers reported having left previous roles at a company due, at least in part, to mental health reasons. This number grows to 81% of Gen Z and 68% of Millennials.While mental health resources are becoming more prevalent across organizations, there is still a gap in how we create a culture where survivors of race-based violence feel safe to return to the office.
To provide transparency, help employees understand the “why” behind their responsibilities. Also be clear about deadlines, capacity constraints, and other critical data. Lastly, ensure your decision-making process includes diverse perspectives and healthy debates. Employees feel validated when they’re invited to share their thoughts. Due to, preconceived stereotypes, and cultural stigma, this is an opportunity to amplify voices that have been historically suppressed.
If an employee decides to be vulnerable with you, it’s important to extend empathy. Take the time to thank them for being courageous enough to share their story. Lean into the potential discomfort. Avoid creating solutions for them — your role is to listen and validate their story.
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I had amazing support from my employer when I had the take my stalker to court to get an intervention. That level of support makes all the difference.
Thank you for allowing me to share my story!
SaveToNotion tweet lecturas
That's democracy.. Which doesn't exist, companies operates in a very anti-democratic way!