How ready is your organisation for World Mental Health Day?

Let’s build a culture of empathy, inclusion, and belonging.

Is your communication plan ready? Don’t worry — I’m here to guide you through it.

Why should we care about World Mental Health Day?

Because when we take care of our people, they take care of business! Empathy isn’t just a ‘nice-to-have’; it’s a strategic advantage. Organisations that prioritise mental health and empathy create a work environment where belonging becomes the norm. This isn’t just about checking a box — it’s about transforming how we support and uplift our diverse teams for better results.

So here’s the real question: do you want sustainable productivity, or burnout and absenteeism?

10 October is World Mental Health Day — the perfect moment to pause and reflect: are we truly supporting our teams’ wellbeing? In today’s fast-paced corporate world, it’s easy to get lost in performance metrics, deadlines, and targets. But can we achieve sustainable results without leading with empathy, care, and inclusivity?

The answer is simple: no.

I’ve seen first-hand how organisations that prioritise mental health, empathy, and belonging don’t just cultivate happier teams — they become magnets for top talent, boost creativity, and drive real, sustainable results.

Let’s look at what you can do, taking the opportunity of this special day.

1. Setting the stage: building anticipation and inclusion

Don’t wait until the day itself — start building momentum now.

Tip: involve diverse voices in your planning. Engage your Employee Resource Groups (ERGs) to make sure your mental health activities are inclusive and resonate across your workforce.

2. Communication that engages: reaching your people where they are

Morning kick-off: start the day with a message from your CEO or senior leaders sharing their personal stories related to mental health.

Announcement email: subject “World Mental Health Day: Prioritising Wellbeing and Belonging at Work”. Introduce World Mental Health Day, emphasising that the organisation will be providing resources to support mental wellbeing, empathy, and inclusion.

Mid-day touchpoint: engage employees with quick polls or a Q&A session around mental health topics.

End-of-day reflection: close the day with gratitude and open a space for employees to share their reflections or key learnings. This creates a sense of community and belonging, essential parts of a mentally healthy workplace.

Intranet banner or post: create a banner with the theme “Achieving Results with Empathy, Care & Belonging” and place it prominently on the company intranet.

3. Unique and actionable resources: the toolkit

Your mental health resources should be practical, engaging, and tailored to the diverse needs of your workforce.

• Self-care guide with a twist: stress management techniques tailored to different groups.
• Performance with care checklist: how to manage tasks effectively without compromising wellbeing.
• Empathy in action guide: techniques for empathetic communication, fostering inclusion, and conflict resolution.
• Digital mental health check-in: an anonymous way for employees to share how they are feeling and find support.
• Posters: visual reminders about the importance of mental health, belonging, and supporting diverse teams.

Workshops and webinars

• Managing stress and building resilience: a 45-minute session led by a mental health expert.
• Empathy, inclusion, and performance: how to achieve results while being mindful of diverse perspectives.
• Mindfulness break: a 15-minute guided session to help employees recharge.

Interactive tools

• Empathy bingo: a fun activity encouraging employees to practise acts of empathy, inclusion, and kindness.

4. Equipping managers: leading with empathy and belonging

Managers play a crucial role in fostering a culture of empathy and inclusion.

• Empathetic leadership training: real-life case studies that help managers understand and support diverse mental health needs.
• Coaching sessions: on-demand coaching tailored to different departments or roles.

Email to managers (sent at the beginning of the day): subject “Leading with Empathy and Inclusion this World Mental Health Day”. Encourage managers to lead by example and use the day’s resources, emphasising the role of empathy in building an inclusive culture.

Manager toolkit

• Mental health conversation guide: how to approach mental health conversations with team members, respecting diverse backgrounds and experiences.
• Performance with care framework: how to manage performance while prioritising wellbeing and belonging.
• Inclusive leadership tips: daily practices for fostering a culture of empathy, diversity, and inclusion.

Coaching session (available throughout the day): give access to an external mental health expert on how to support teams effectively, especially those from diverse backgrounds.

5. Measuring success and keeping it going

Follow-up email (one week later): subject “Thank You for Being Part of World Mental Health Day”. Summarise the activities, share key takeaways, and highlight ongoing support resources for mental health, inclusion, and belonging.

Pulse survey: gather feedback from employees and managers about the tools, activities, and the overall experience.

Sustainability plan: introduce ongoing initiatives (monthly webinars, regular communication, continuous mental health and inclusion training for leaders) to keep the focus on wellbeing and belonging.

The reality is, implementing mental health initiatives is more than organising a one-day event. It requires ongoing commitment, strategy, and a deep understanding of diverse needs. I don’t offer generic advice — I build customised, evidence-based solutions for an inclusive, empathetic, and high-performing work culture.

Ready to take your World Mental Health Day strategy to the next level? Let’s build a culture where every employee feels they belong, are valued, and can bring their best selves to work.

First published by Kasia Biernacka on LinkedIn in October 2024.

Kasia Biernacka is an organisational psychologist and leadership advisor based in Belgium, with more than 20 years in HR and leadership development. She has talked about the hidden cost of living in “I’ll manage” mode in interviews for Onet and iKobiece.pl (both in Polish).