It’s okay not to be okay: Building cultures that talk about mental health
Discussing mental health at work has never been more crucial. And yet, for many people, it still feels uncomfortable. Even though conversations about wellbeing are becoming more normalised, many employees still worry about opening up.
One of the most significant barriers? The fear that admitting to a mental health challenge will be judged harshly. In high-pressure workplaces, people may feel that discussing their struggles openly will make them appear less capable, less resilient, or even less committed. That silence doesn’t mean the issues aren’t there. It just means they’re hidden. And when challenges go unspoken, they often escalate into burnout, disengagement, or even crisis.
On World Suicide Prevention Day (10th September), we’re reminded of how vital it is to break this silence, and the role organisations play in building cultures where people feel safe to say: “I’m not okay.”
In this blog, we’ll explore why authentic conversations about wellbeing are so meaningful, the role leaders play in shaping supportive cultures, and practical steps employers can take to replace stigma with safety.
Why talking about mental health matters
Mental health challenges are far more prevalent than most of us realise. Stress, anxiety, and depression are experiences that a lot of people face at some stage in their careers. But if people believe their struggles will be viewed as a flaw, they’ll keep them hidden.
For many employees, the stigma attached to mental health creates a real barrier. Which can stop people from seeking help early, when small interventions could make the most significant difference. This lack of honesty doesn’t just affect individuals. It impacts entire companies. When people feel they can’t talk about what they’re going through, problems become bigger, absences increase, and performance and trust begin to suffer.
On the other hand, when employers create transparency, people feel supported. They’re more likely to seek help early, which can make all the difference for their wellbeing and their effectiveness at work.
The leadership role in shaping culture
Managers and senior staff aren’t expected to be counsellors or mental health professionals. But they do play a critical role in shaping culture. The way people in leadership roles talk, or don’t talk, about emotional wellbeing sends a powerful signal. If it is never mentioned, employees may assume it’s safer to stay silent. If leaders judge people harshly for being truthful, struggles will remain hidden.
However, when leaders demonstrate vulnerability, share their own experiences, and make it clear that being honest about their wellbeing won’t harm someone’s credibility, it changes everything. It proves that authenticity is not a liability, but a mark of courage. Culture shifts happen when those with responsibility model the behaviours they want to see, creating inclusive environments where people feel both safe and valued.
Practical ways to build a culture that talks about mental health
The phrase “it’s okay not to be okay” is only powerful if it’s put into practice. Leaders and organisations can start by taking some simple, meaningful steps:
Normalise the conversation – talk about mental health in everyday settings, not just on awareness days. Include it in check-ins and team discussions so it becomes a natural part of workplace dialogue.
Train and equip managers – give leaders the tools to feel confident having wellbeing conversations and signposting support.
Challenge the “weakness” myth – reinforce the message that seeking help is a sign of strength and self-awareness.
Model vulnerability – when managers share their own experiences, it gives others permission to be transparent too.
Protect boundaries – encourage healthy work-life balance by respecting downtime and preventing an “always on” culture.
Recognise supportive leadership – celebrate managers who create trust-based cultures, not just those who hit targets.
Offer coaching and development – executive, emotional intelligence, and therapeutic coaching can help leaders build the self-awareness and empathy needed to respond effectively.
From stigma to support
When mental health is treated as a weakness, people stay silent. When it’s treated as a regular part of life, people feel able to talk, and that can make the difference between coping and crisis. Cultures that encourage open conversations don’t just prevent problems from escalating. They also create stronger, more resilient teams. Employees feel valued, managers build trust, and businesses see greater engagement and retention.
It starts with us
Saying “it’s okay not to be okay” is more than just a phrase. It’s a principle that workplaces need to live by. Leaders set the tone, but everyone has a role in building cultures that replace silence with support. On World Suicide Prevention Day, and every day, let’s commit to creating workplaces where nobody feels that talking about their wellbeing will damage how they’re seen. Instead, let’s build cultures where honesty is understood for what it really is: a sign of resilience.
Workplaces that talk about mental health also need practical ways to support it. Our Suicide Awareness and Prevention sessions, alongside Confident Conversations training, give managers and teams the confidence to respond with empathy and skill. To explore how these could support your organisation, contact us. We’d love the chance to explain more about how we can help.