In HR circles, and indeed in the wider business sphere, diversity and inclusion are increasingly moving up the agenda. Partly this is being driven by a response to changing societal norms but it also has to be said that there is an increasing recognition that diversity and inclusion play an important part in delivering a strong culture and balanced workforce.

However, when we talk about diversity and inclusion all too often the spotlight falls on areas such as gender or age or ethnicity. Organisations which are further down the diversity route may also acknowledge the contribution which those with differing backgrounds and experience can bring but there are still some areas which all too often are being omitted from the inclusion matrix.

One of the elephants in the room here is the question of mental health. There is a residual stigma surrounding mental health which can lead those who are suffering to shy away from asking for help and can lead employers to discriminate against candidates who admit to having had mental health problems. But ask yourself this – what sort of an employer are you if you refuse to take on or promote someone:

Not all mental problems are lifelong and even many of those which are can be mitigated through ongoing counselling and medication. In fact, according to the mental health charity Mind, one in four people in the UK will experience a mental health problem each year. Are you really prepared to discriminate against a quarter of your workforce every year?

The tragedy is that by discriminating against those who admit to having had a mental issue in the past, organisations are not only perpetuating the stigma which is associated with mental health issues, they are also potentially losing out on some very strong candidates who could bring a lot to the diversity of the organisation. More than that, those who have successfully overcome mental issues or who are coping with ongoing mental conditions are often inherently stronger than those who have sailed through life without a problem.

Inclusive or discriminating?

Attitudes are starting to change. Initiatives such as world mental health day which took place in October and the time to change* initiative are helping to bring mental health issues more into the open. Organisations such as the Bank of England have already signed the time to change pledge, which aims to remove the stigma surrounding mental health issues.

As that initiative highlights “people shouldn’t assume that mental illness is a weakness.” It is something which can potentially affect us all at one time or another and it is therefore something which should be brought into the open, discussed and accepted in exactly the same way as any other issue. If diversity and inclusion is to mean anything then it has to look to include everyone, to see everyone as an individual who could potentially bring something special to the strength and culture of the organisation. Are you really inclusive or are you discriminating; perhaps it’s time to change.