The mental and physical health of employees is a topic that every business leader should take seriously, as workplace culture can have a profound impact on both, not to mention the company’s bottom line and reputation. With July being National Minority Mental Health Awareness Month, senior leaders of organizations can take the opportunity to help raise consciousness around the mental health challenges facing underserved demographics within their organizations.

With this initiative, the U.S. Department of Health and Human Services Office of Minority Health has set a goal of increasing awareness of “the unique struggles that racial and ethnic minority communities face regarding mental illness in the United States.” Here, members of Forbes Coaches Council discuss how C-level leaders of large companies can effectively and appropriately help advance this goal.

1. Invest In Educating Staff At All Levels

Education is the key to understanding and changing perceptions of minorities’ mental health. To support mental health initiatives, senior leaders should invest in educating staff at all levels regarding its impact and how their business specifically provides support, whether through employee assistance programs or other resources. One class can advance the efforts and set a company apart. – Amera McCoy, McCoy Consulting LLC

2. Consider Healthcare Alternatives

Whose benefit is it anyway? Consider alternative methods of providing healthcare. Numerous reports show that investors are looking for the next billion-dollar industry for medicine, one that exceeds cannabis. Mental health drugs such as psychedelics could be the target. When presidential administrations announce fiscal policy changes, investors tend to dump money before the ink dries. Protect people from predators. – Mika Hunter, Female Defender

3. Be Prepared To Allocate Resources, Time And Energy

Increasing awareness is a start. This is not a quick “fix.” It may seem overwhelming, but that shouldn’t get in the way of getting this important topic into action. Be prepared to allocate resources, time and energy, however big or small. Just start somewhere. Most importantly, have racial and ethnic diversity well-represented in a task force or working group. – Susan Sadler, Sadler Communications LLC

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4. Implement Diverse Service Models

C-level leaders need to be more agile in their approach—that is, implement more appropriate service models and take into account the needs of the diversity of the population within the company. Cultural adaptation is vital. For example, facilitating access to care pathways adapted to different ethnic groups could significantly impact well-being and the feeling of belonging. – Andre Shojaie, City of Montreal

5. Encourage Emotional Intelligence

Rising tides raise all boats. If emotional intelligence is a desired and encouraged skill among all employees, it will open the opportunity for these conversations among the BIPOC population within the organization. Once that is accomplished, then the managers will have the space to have more targeted conversations and simply ask the question of their minority employees, “How are you feeling?” – Debra Russell, Debra Russell Coaching, LLC

6. Connect Employees With Experts

Minority mental health is a complex issue and often has varying stigmas associated with it based on the community with which people self-identify. It is important to acknowledge that there will not be a one-size-fits-all approach. Equally important is that the organization’s support mechanisms allow employees to speak to mental health experts who self-identify in the same way. – Saba Hasanie, OSC Leadership Performance

7. Get A Clear Picture Of Success

Do your own work. Start by getting clear on what success looks like. Research the topic. Find experts and learn from them. Ask the racial and ethnic minority groups in your company what they need to feel supported so that they can thrive. – Chris Herndon, lucidly™️

8. Host ‘Town Hall’ Company Meetings

In an effort to support National Minority Mental Health Awareness Month, C-level leaders must acknowledge issues that create stress, anxiety and frustration for minorities that stem from inequities they face in the culture and the workplace on a regular basis. Hosting “town hall” company meetings for minorities to voice concerns may be helpful. Such meetings must be deemed “safe environments” to ensure participation. – Lori A. Manns, Quality Media Consultant Group LLC

9. Offer Mental Fitness Training Programs

If we don’t invest in mental fitness, we have to invest in mental illness. I would advise investing in a minority mental wellness initiative and offering mental fitness training programs. This will help minority groups develop the skills to manage their inner thoughts, tap into their own superhuman powers and learn that they are beautiful, whole, complete and resourceful beyond their imagination. – Kathy Sarafian, Kathy Sarafian Inc.

10. Learn More About Cultural Nuances

Attitudes about and acceptance of mental health issues vary widely across cultures. Start by learning more about cultural nuances and how they affect whether someone would admit that they need help or be willing to seek it. Shame, denial or dismissiveness are not uncommon. Also, provide mental health education to raise awareness and make it easier for individuals to access support. – Neena Newberry, Newberry Solutions