Why Mental Health Is Non-Negotiable
“Mental health care is a necessity, not a nicety.” That was the bold statement that framed an insightful conversation with workplace mental health mitigation expert Azizi Marshall. It’s a phrase that doesn’t just sound good…it’s a call to action for leaders, teams, and organizations to rethink how they view mental well-being at work.
Azizi grew up in a home where emotions weren’t hidden away, they were expressed, even acted out. Her parents, both therapists trained in psychodrama, taught her early on to process feelings rather than bury them. That personal foundation has carried into her life’s work: helping organizations move beyond surface-level programs and into systemic care for employees’ mental health.
The need is clear. Before the pandemic, one in five adults was diagnosed with some form of mental illness each year. Now, it’s one in four. And while younger generations speak more freely about therapy or ADHD accommodations, many adults remain reluctant to share their struggles, often for good reason. Too many workplaces still penalize openness rather than reward it.
The Human and Organizational Cost of Ignoring Mental Health
When mental health is overlooked, the consequences show up on every level. At the micro level, an employee who’s drained, anxious, or questioning their abilities can’t fully contribute to their team. Their energy ripples outward—negatively. A single yawn and “I’m exhausted” comment at 9 a.m. can shift an entire office into sluggish mode by lunch.
At the macro level, the fallout can be devastating. Azizi described working with an organization after an employee died by suicide on company grounds. Leadership scrambled to support the team, but the questions lingered: Does this company really care about us? Could this have been prevented? The organization has since invested in ongoing support, but prevention, not crisis response, should be the standard.
When People Are Well, Work Thrives
The inverse is just as true. When individuals are clear-headed, energized, and confident, their productivity and relationships flourish. They slip into flow state, where work feels good, ideas click, and collaboration becomes effortless. Organizations with cultures that prioritize mental health don’t just prevent tragedy; they unlock potential.
Building a Proactive Mental Health Strategy
So what does a workplace look like when mental health is treated as essential rather than optional? Azizi recommends starting with data.
Step 1: Assess the Culture of Care
Instead of guessing what employees need, leaders should evaluate:
- Absenteeism and why people take time off
- Turnover trends by department
- Anonymous health data to identify common stressors
- A full workplace culture of care assessment
This assessment often reveals unexpected insights. One company discovered many employees were part of the “sandwich generation,” caring for both children and aging parents. By adding caregiver support benefits, they reduced burnout and healthcare costs. Another organization, full of high performers, found employees were literally working themselves sick. Training on rest, recovery, and sleep hygiene gave people permission to treat themselves like athletes, performing at their best only when properly recharged.
Step 2: Create Cultural Norms Around Mental Health
Cultural change doesn’t happen in an annual workshop; it happens in the moments between meetings. Leaders can model and teach employees to recognize harmful micro-behaviors (“I’m so tired,” “This is impossible,” constant self-criticism) and replace them with constructive language.
Azizi describes managers who “catch” energy-draining comments and immediately reframe them: Instead of this, say this. Here’s how we move forward. Over time, this creates shared accountability and a healthier atmosphere.
Step 3: Invest in Targeted Training
One of the most requested topics right now? De-escalation training. In industries where teams face demanding clients or community interactions, tempers flare. Azizi’s team uses professional actors to simulate tense situations, teaching employees not only how to calm others but also how to care for themselves afterward.
Employees leave equipped to respond like “Tommy,” that steady coworker everyone trusts to keep a cool head in conflict. This skill isn’t just good for customers; it transforms workplace culture from reactionary to resilient.
Practical Tools to Support Employees
A One-Page Resource Sheet
Give employees a single sheet listing mental health, financial, legal, and other life resources. Make sure it’s accessible beyond onboarding, keep it visible and updated.
Personal Advocacy Worksheets
Invite employees to identify early warning signs when they’re struggling and list specific ways managers can help. This empowers team members to speak up and equips leaders to provide meaningful support.
Ongoing Communication
Don’t let resources collect dust in a binder. Whether weekly or monthly, leadership should regularly share what’s available: workshops, EAP programs, or simply a reminder that help exists. The message should be clear: we invested in this for you, and we expect you to use it.
Encouraging Mental Health Days and Flexible Time
Time off for mental well-being shouldn’t feel like a guilty secret. While the ideal cadence depends on workforce data, even small shifts help. Half-day Fridays or flexible scheduling can significantly reduce stress without hurting productivity, often boosting it. Employees who feel trusted and supported work harder and more efficiently during their on-hours.
Bringing Creativity Into Mental Health Work
Azizi’s organization, the Center for Creative Arts Therapy, uses unconventional methods to engage teams. Instead of standard “talk therapy,” they integrate painting, music, and roleplay to lower resistance and spark open conversations. Employees often call them “the fun team” rather than a clinical intervention, proof that mental health initiatives don’t have to feel heavy or intimidating to be effective.
Key Priorities for Leaders Right Now
- Start with data, not assumptions. Invest in assessments before launching new programs.
- Build cultural accountability. Catch small energy drains before they ripple through the organization.
- Offer practical, visible tools. Resource sheets and advocacy worksheets ensure help is easy to find and use.
- Communicate regularly. Leaders should normalize wellness check-ins and resource reminders.
- Train for real-world challenges. Skills like de-escalation don’t just solve problems. They model calm, confident leadership.
- Encourage proactive rest. Flexible time and mental health days are performance tools, not perks.
When mental health is prioritized, workplaces move from burnout and crisis to flow and creativity. People are more engaged, more productive, and, most importantly, more whole. As Azizi put it, taking care of the mind is every bit as vital as taking care of the body. It’s time to celebrate therapy like we celebrate gym memberships, and see resilience as a business essential, not an optional benefit.
Listen to the Episode: Gut + Science 295: Mental Health CARE is a Necessity, Not a Nicety with Azizi Marshall
Key Takeaways:
- Mental health care is vital: Addressing mental well-being is not a luxury but a necessity for individual and organizational success.
- Data informs strategy: Workplace culture assessments can identify trends, like caregiving challenges or burnout, and tailor solutions effectively.
- Proactive training is critical: De-escalation workshops help employees handle conflict while maintaining emotional balance.
- Resource visibility matters: Provide easy access to mental health, financial, and caregiving support with clear, regular communication.
- Cultural accountability: Creating norms where employees support and correct each other fosters a healthier environment.
Things to listen for:
[00:01:00] Azizi shares how growing up with two therapist parents shaped her understanding of emotions and self-care.
[00:03:00] The rise in mental health diagnoses from one in five adults pre-pandemic to one in four today.
[00:06:00] A tragic workplace story illustrating the cost of ignoring employee mental health.
[00:09:00] How micro-behaviors, like one person saying “I’m exhausted,” can ripple through workplace culture.
[00:11:00] Why organizations must start with data before launching mental health initiatives.
[00:17:00] The importance of de-escalation training and how it equips employees to handle high-stress situations calmly.
[00:22:00] Practical tools like resource sheets and advocacy worksheets to proactively support employees.
[00:25:00] How ongoing communication from leaders keeps wellness programs top of mind and widely used.