By Samantha Rockson

I recently conducted a combination of primary and secondary research—both qualitative and quantitative—on mental health in the workplace, prompted by Deloitte’s report published on 22 January 2020 outlining the financial and organisational costs associated with poor mental health at work. This research included a powerful conversation with Luyando Mulawo as part of our It’s Not Your Fault media campaign. Luyando openly shared her experience of a psychotic episode and her feelings about living with a bipolar diagnosis as an Afroglobal woman.

Luyando also spoke about her role at Barclays Bank. She explained that during her interview she disclosed her diagnosis, and the recruitment team responded with understanding and support. She firmly believes she was hired based on her skills and competencies—proof that she was the best candidate for the job. She also highlighted that Barclays has continued to support her, noting that the company’s culture genuinely promotes inclusion and diversity, with senior executives even speaking publicly about mental health.

Deloitte’s findings, combined with my discussion with a senior HR executive and additional research from corporate and charitable organisations, all point to the same conclusion: mental health challenges in the workplace have reached epidemic levels. However, the research also shows that when organisations provide meaningful support and understanding, the positive impact on employee wellbeing—and ultimately on business performance—is significant. Luyando’s experience at Barclays is a clear example of this.

Inclusion and diversity extend far beyond mental health. They encompass physical disabilities, age, gender, ethnicity, religion, education, sexual orientation, and national origin. Organisations that truly understand and implement diversity and social mobility initiatives are those that cultivate environments where differences can be explored safely, positively, and constructively.

Conversation, awareness, and education are essential. Just as the AfroGlobal initiative seeks to eliminate same‑race prejudices within African and diaspora communities—fostering trust, unity, and cooperation—corporations must adopt the same approach across the full spectrum of diversity and social mobility that shapes their workforce.

At Rocks PR, the engine behind Your Magazine, our work is grounded in PERMA—a positive psychology framework centred on human flourishing. Although championed by Martin Seligman, its roots trace back to Abraham Maslow in 1953. PERMA can be integrated into diversity and inclusion strategies to accelerate their impact and create healthier, more empowered workplaces.

Virgin Atlantic featured on the back cover of every previous print edition of Your Magazine, and much of our early success would not have been possible without their support. We also highlighted several of the Virgin Group’s pioneering initiatives, including their inclusion and diversity programme that provided sustainable employment opportunities for ex‑offenders.

A deep, practical understanding of inclusion and diversity may well be the key ingredient that positions businesses at the forefront of modern enterprise. Beyond the positive corporate data that enhances public perception, true inclusion equips organisations with the insight and capability to value and leverage differences—strengths that are essential for reaching and influencing a global marketplace. Ultimately, inclusion and diversity are not optional; they are fundamental to long‑term sustainability, profitability, and shareholder value.