In this episode of FARSIGHT Chats, hosted by Farah Bala, founder and CEO of FARSIGHT, the conversation centers around promoting mental health in the workplace. Farah is joined by Stephanie Forbes of Commerce Tools, and Eva Rüger from OpenUp, hosted by Nicole Hayworth, as they discuss the complexities of mental health at work. The discussion, part of Commerce Tools' Toolbox series for Mental Health Awareness Month (May 2025), explores the balance between personal and employer responsibilities, the impact of diverse identities and neurodivergence on mental health needs, and the importance of psychological safety. The conversation emphasizes the roles of feedback, autonomy, and consistent support in fostering a healthy and productive work environment. The episode concludes with insights on the future of workplace mental health support, underscoring the necessity of curiosity, proactive planning, and human-centered leadership. Listeners are encouraged to reflect on their workplace support systems and personal self-care practices.

| KEY TOPICS DISCUSSED |

MENTAL HEALTH IN THE WORKPLACE: MYTHS & REALITIES

• Access ≠ Safety: Offering mental health resources is not enough if the culture discourages their use due to stigma.
• Support ≠ Diagnosis: Employees don’t need a diagnosis to deserve support; mental health exists on a spectrum.
• Cultural Norms Evolve: Outdated workplace models (e.g., 9-to-5, 5-day work week) no longer serve today's diverse and tech-driven workforce.

RESPONSIBILITY: EMPLOYER VS. EMPLOYEE

• Backpack Analogy (Farah Bala): Everyone carries personal experiences ("backpacks"); individuals are responsible for unpacking theirs, while companies should acknowledge and support employees without owning their personal burdens.
• Balance of Responsibility:
• Employer: Provide tools, normalize mental health, offer psychological safety.
• Employee: Practice self-awareness, self-regulation, and engage in self-care.

EQUITY, DEI, & MENTAL HEALTH

• Mental health is a DEI issue, not just a wellness concern.
• Support must be tailored: Uniform solutions don’t work across identities. Cultural context and ERGs (Employee Resource Groups) are key to inclusivity.
• Managers should be trained in inclusive leadership and coaching skills.

PSYCHOLOGICAL SAFETY VS. SAFETY

• Psychological safety = courage to speak up, authenticity, and growth.
• Safety = comfort zone, avoidance, passivity.
• Effective leaders create conditions for psychological safety, not passive comfort.

PREVENTING OVER-DEPENDENCE

• Resources should empower, not enable.
• Managers should avoid becoming pseudo-therapists—listen, coach, refer to professional support systems.

COMMUNICATION & ACCOUNTABILITY

• Regular, informal feedback loops create psychological safety and reinforce accountability.
• Cascading communications from leaders, ERGs, and HR are essential to increase awareness and usage of mental health offerings.

LOOKING HEAD: FUTURE OF WORK

• Neurodiversity and Gen Z expectations require adaptive strategies.
• One-size-fits-all won’t work—employers need to lead with curiosity and co-design support systems with employees.
• AI & Wellbeing: Technology should spark ideas, not replace human empathy.

RECOMMENDATIONS

• Embed mental health into leadership development and company-wide strategy.
• Invest in training managers as coaches, not just task managers.
• Build infrastructure for agility and foresight—anticipate, don’t react.

| SHOW NOTES |

00:00 Introduction to...