According to a study conducted by Mental Health First Aid England in conjunction with Henley Business School, there has been a decrease in the level of ‘psychological safety’ that people feel while at work.
Researchers found that the number of workers who felt they could “bring themselves to work” has dropped by 25% over the last five years. This drop was from 66% to 41% in 2024.
Sarah McIntosh (CEO of MHFAE) told Personnel Today the recent rollbacks in diversity and inclusion, which were influenced by political conditions in the US, as well as an increase in mandates for return to office, contributed to these findings.
The research revealed a significant disconnect between the perceptions of managers and employers regarding psychological safety.
Managers tend to underestimate how safe their employees are psychologically at work. She said that return-to-office policies can be harmful and dangerous because they exclude many groups, such as people with disabilities or parents who were able to work from home.
Today (11 March), the research coincided with My Whole Self Day 2025. This event is now in its sixth anniversary. Over eight out of ten people feel it is important to be able to bring their whole selves to work. However, only 31% are able to achieve this in reality.
Researchers found that people with protected characteristics felt the impact of feeling unsafe at work more than others.
Over half of the black respondents (54%) said that being unable to bring their entire selves to work affects their productivity. 51% of lesbians and gays said it has an impact on their mental health. Only one out of four people with mental illness felt that they could bring themselves to work.
Melissa Carr, Dr. Director of EDI, World of Work Institute at Henley Business School said that the experiences of employees at work were “far from meritocratic”.
She said that “diversity characteristics and lived experience impact an individual’s psychological safety, well-being and productivity.”
“We’re at a crucial juncture when it comes to equity, inclusion and diversity. Many companies are increasing their efforts and redoubling their commitment to this cause. This research shows that more work needs to be done for everyone to thrive in the workplace. “If we all work together to achieve that goal, it will benefit people, businesses and society.”
McIntosh said that establishing trust and connection is crucial to achieving hybrid working arrangements in the future.
She added: “If organizations are asking their employees to work more hours, they should have a clear consultation process. Managers can sit down with their employees to find out what motivates them, and where they may struggle.
“Once employees are at work, they need to feel comfortable speaking up. They should also be able to connect with others or receive training. This will make the commute worth it.”
People who are feeling stressed and anxious about rearranging their lives due to a blanket directive could have their mental health conditions worsen, and this can lead to the loss of talent. Not only is the health and well-being of your employees at risk but also that of your business.
MHFAE published a Toolkit to help employers facilitate discussions about psychological safety and belonging in the workplace.
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