Mental Health and D&I in the Legal Industry

By Sofia Gagliardi.

Reading time: two minutes

Ahead of Mental Health Awareness Week 2024 (13-19 May), Sofia Gagliardi has penned an article discussing the influence of mental health on diversity and inclusion within the legal profession.

Introduction

The legal profession demands high levels of commitment and resilience, often at the expense of personal well-being. This demand can be strenuous, particularly for minority lawyers who face systemic and cultural barriers, due to their ethnicity, religion or disability. Concerns about mental health are particularly sensitive, compounded by fears of negative responses from employers, which could affect professional relationships and career progression.

When did mental health become noteworthy at work?

The 2020 lockdown period really shed light on the significance of mental health and attributed the right weight to it. It allowed employers to gain an appreciation of how an employee’s mental health is just as important as their physical health, thus understanding the impact of discrimination, negative working relationships and stress.

Understanding unique challenges for minorities

Ethnic minorities in the legal profession often deal with dual pressures:

• the typical demands of their profession;
• the added weight of implicit biases; and
• fewer support mechanisms.

These challenges are intensified by cultural stigmas surrounding mental health, making it more difficult for individuals to seek solutions, and nonetheless share it with their employers. In some cultures, discussing mental health issues can be taboo. This can prevent minority lawyers from openly addressing or acknowledging their struggles, as it may be perceived as a sign of weakness.

Read this article to find out about the mental health stigma in law: https://thestudentlawyer.com/2024/05/02/breaking-the-silence-on-mental-health/

Deterrents

A major deterrent for many employees in discussing their mental health in the workplace is the fear of negative reactions from their employers. There is a pervasive worry that revealing mental health issues could lead to being viewed as less capable or reliable. This fear is exacerbated for minorities who may have hidden disabilities or do not wish to discuss their background or sexual orientation.

Read this article to find out more about the barriers to mental health care: https://thestudentlawyer.com/2024/04/23/bridging-the-gaps-in-mental-health-care/

Shifting the burden from the individual to the employer

There is an unfair burden on minorities and the stigma to lead change in advocating for better mental health policies. The expectation that minorities lead the call for change can lead to further struggles with mental health in the workplace, particularly because individuals are already facing internal challenges that become exacerbated by taking on this additional burden. It is not the individual’s responsibility to lead in a change of work culture; rather, it is the result of a team’s collective effort to create a positive and modern working environment.

Read this article to find out how your employer can foster a supportive work environment: https://thestudentlawyer.com/2024/04/21/prioritising-wellness-in-law/

Implemented solutions

Chambers, firms and companies overall have taken a proactive approach by initiating programmes and mental health resources to address employers’ well-being. From yoga in the office to on-demand counselling, employers have made significant steps to become more employee-oriented.

Perhaps more strides need to be made in aiding discrimination and its impact on employee’s mental health. For example, testimonies can be shared through a shift in company culture and by training/educating at all levels. Adapting a learn-from-peers mentality will undoubtedly aid firms and chambers in making those strides.

To find out about self-care strategies, read this: https://thestudentlawyer.com/2024/04/23/self-care-strategies-for-law-students/

Conclusion

One must continue to echo what has already been said: while firms have taken commendable steps towards better mental health practices, it is clear that the legal community as a whole must continue to intensify their efforts. Fostering a culture that prioritises well-being will undoubtedly have positive impacts on employees, increasing company revenue and job satisfaction.