Supporting an inclusive workplace in difficult times

Avoid remaining silent: remaining silent during difficult events can negatively impact employee wellbeing. It’s best to acknowledge the situation, express concern and offer support.

While on occasions your organisation may want to take a specific stance, it is always important to acknowledge suffering on all fronts and condemn human rights abuses. Consider whether staying neutral is an inclusive approach, or if it might make people feel marginalised. 

Empathise and acknowledge suffering: It is important to show humanity and acknowledge suffering. Demonstrate a genuine understanding of the emotional toll such events can have on wellbeing. Allow space for people to discuss the issue should they choose to.

Heartfelt thoughts can be extended to any colleagues and their families directly affected, and to communities more broadly.

Centre lived experience: It’s important to listen to those directly affected and follow their cues. Avoid adding to the cultural load of employees. Consider consulting with lived experience advisory panels or external organisations for helpful insights. 

Keep employee safety and wellbeing top of mind: Being exposed to images and stories of conflict, violence or traumatic events in the media can negatively impact our mental health and wellbeing. Focus on messages to reinforce the importance of self-care and strategies to reduce anxiety, as well as support services available (see next point).

Provide support: Whether it is your employee assistance program or other mental health services, it is important to remind people of the range of supports available to them. 

Encourage respectful conversations: Some issues have the potential to be divisive. Encourage people to respect each other’s views and differences of opinion and be considerate, thoughtful, and respectful. Sometimes it can be an opportunity to educate yourself on an issue more. Do not tolerate racism.