BIPOC Mental Health Month: Making it Last at Work All Year Long

A guide for BIPOC, peers, managers & leaders

As July and BIPOC mental health month come to a close, let’s let this not be an ending, but a springboard to making BIPOC mental health matter all year round. Here, I talk about the history of BIPOC Mental Health Month, the unique impacts on BIPOC mental health, and workplace suggestions for peers, managers, and leaders who want to support their BIPOC colleagues. 

History
Founded in July 2008 as Bebe Moore Campbell National Minority Mental Health Awareness Month, BIPOC mental health month aims to bring greater understanding and awareness to the unique mental health experiences and challenges faced by BIPOC communities in the United States. Bebe Moore Campbell was a Black American author, journalist, teacher, and mental health advocate, who worked diligently to provide greater mental health education and end stigma around mental illness among BIPOC.  

The term BIPOC refers to Black, Indigenous, and other People of Color. ‘POC’ alone was used until recently, when separate identifiers for Black and Indigenous were added to highlight the unique systemic inequities and discrimination that Black and Indigenous individuals and communities experience in the United States — as the two racial/ethnic groups that did not choose to willingly be part of this country.  

While anyone can experience struggles with their mental health, BIPOC experience systemic discrimination and inequity that can exacerbate existing mental health issues, and/or cause mental health issues of their own. Put differently, all human beings experience the stressors of life: financial worries, relationship challenges, life changes, grief, loss etc. BIPOC, however, experience these universal human stressors in addition to the stressors of systemic inequity; this combination can yield an exponentially negative effect on BIPOC mental health.  

“...all human beings experience the stressors of life: financial worries, relationship challenges, life changes, grief, loss...BIPOC, however, experience these universal human stressors in addition to the stressors of systemic inequity; this combination can yield an exponentially negative effect on BIPOC mental health.”

Barriers to Treatment Seeking
What’s more is that when considering seeking support for these experiences, many BIPOC are faced with a healthcare system that perpetuates the same discrimination and inequity. From the past (e.g. biological racism used to justify slavery, Tuskegee Syphilis Study, Puerto Rico birth control clinical trials, forced spread of disease to Indigenous populations) until today (e.g. disproportionate diagnoses of serious mental illness, black maternal health crisis), BIPOC experience the same discrimination in health care as in the larger world; thus, many BIPOC individuals are understandably reluctant to seek care when experiencing mental health issues. Over time, this reluctance has morphed into some deep stigmas around mental health and treatment seeking in many communities of color. Given that social programs designed to mitigate some of the harms of systemic inequity – like affirmative action and the Fearless Fund – are being disbanded, and the ensuing stress this may create for many BIPOC, a focus on BIPOC mental health becomes even more important and necessary.  

While BIPOC are not a monolith and the following list does not capture every BIPOC experience, here are some common BIPOC mental health experiences and challenges to treatment seeking: 

• Silence around mental health issues in BIPOC communities, and a resulting fear of seeking treatment due to systemic oppression: Compared with white people, BIPOC are significantly less likely to seek treatment for mental health issues; American Indians or Alaskan Natives are 75% as likely to utilize mental health services, Black or African Americans and Latinx people are half as likely, and Asian people are a quarter as likely.   

• Mental health issues manifest physically: Due to the silence around mental health issues and other cultural factors, in many BIPOC communities it can be common for mental health conditions to manifest as physical illness, such as stomachaches, headaches, or “nerves”. Without a culturally aware healthcare provider, who knows to ask the right assessment questions, these mental health issues can go undiagnosed – with futile attempts being made to treat only the physical symptoms, not the underlying mental health issue. 

• Turning to religious or community leaders or spaces: Many people in BIPOC communities will often turn to religious leaders or community spaces such as barber shops, beauty salons, or other community gathering places for mental health support. While these spaces are necessary for their own designated purposes and in many instances have become de facto support spaces, they are still not equipped with trained mental health professionals to address such issues (although current community-based studies are aiming to train individuals in these spaces as mental health first aid responders).   

• Difficulty accessing care: Another key impact of systemic inequity on BIPOC is lack of equal pay; this can impact many BIPOC individuals' ability to obtain and pay for adequate, culturally aware mental health treatment.  

• Lack of diverse representation among healthcare providers: For the BIPOC who do overcome the stigma and fear of the U.S. healthcare system, and who have the financial means to seek treatment, they are often then faced with lack of diverse representation among providers and a lack of providers who look like them. Out of all therapists, Asian Americans comprise 11%, Latinx therapists 8%, and Black therapists 4%.  

BIPOC mental health month seeks to provide education around these negative impacts on BIPOC mental health, and destigmatize negative mental health beliefs among communities of color so that BIPOC can get the support they need to live emotionally informed and mentally healthy lives.  

“BIPOC mental health month seeks to provide education around these negative impacts on BIPOC mental health, and destigmatize negative mental health beliefs among communities of color so that BIPOC can get the support they need to live emotionally informed and mentally healthy lives.”

BIPOC Mental Health at Work
In the workplace, BIPOC have an additional experience of systemic inequity and discrimination. A 2021 SHRM study showed that 42% of Black people, 26% of Asian people, and 21% of Latinx/Hispanic people experienced discriminatory treatment in the workplace due to their race and ethnicity over the last five years, compared with only 12% of white people. 

Such experiences of racial trauma and microaggressions at work can negatively impact BIPOC mental and physical health. Specifically, BIPOC report feelings of anger, exclusion, and loneliness, and feeling as if there’s no one at work to turn to for help. These experiences can lead to a particular kind of exhaustion, overwhelm, and burnout for BIPOC in the workplace, which white co-workers are not experiencing. SHRM found that such experiences lead to a decrease in productivity, and an increase in absenteeism and attrition, ultimately at costs to companies in the billions. So: how do we support BIPOC mental health in the workplace?  

For BIPOC
Learning how to be empowered about your own mental health and well being is crucial to living a fulfilling life. If you’re struggling with your mental health, consider some of these practices: 

• Make time and space to acknowledge your feelings and emotions. You may have been socialized to ignore and stuff your feelings. Starting with a feeling wheel to name what you’re feeling, can help you figure out what you might need in any given moment. 

• Find healthy ways to process your experiences. Many people – BIPOC or not – turn to unhealthy coping strategies (alcohol, substances, food, spending, gambling etc.). Take stock of how you’re coping and whether you need to introduce healthier coping strategies. You might consider exercise, enjoyable movement, meditation, or connecting with friends/peers.  

• Seek therapy from a culturally aware therapist. See this list for some resources to start you on your search. 

For Peers/Individual Contributors
Co-workers’ influence and impact on each other is significant, with some debate that it may even be greater than that of managers. To positively impact your BIPOC co-workers, consider the following: 

• Uplift the work of your BIPOC colleagues. Women, Black and Latinx workers receive the least actionable and direct feedback at work. Do what you can to shift the tide and name and acknowledge the contributions of your BIPOC colleagues.  

• Increase your awareness of workplace inequity. If you notice that your BIPOC colleagues are being treated differently than you, don’t ignore it. Reflect, research, and discuss with a trusted friend/colleague. If you have a strong enough relationship with the BIPOC colleague who is being impacted, talk with them about how you can be helpful. Let them know they’re not alone.  

For Managers
Managers have a major impact on employee well being – greater than the impact of one’s doctor or therapist, and tied only with someone’s spouse; managers are uniquely positioned to support their team members' mental health. While many of these suggestions can support all employees, given the impacts of systemic inequity on BIPOC, utilizing these practices with BIPOC employees can be especially meaningful:  

• Ask employees how they’re doing and listen to understand – not just to problem solve. Acknowledge their efforts and contributions. Champion their growth. Let them know that you really see them and their humanity, and that you care. A recent study shows that taking a coaching approach to managerial issues really works. 

• Learn and be empathetic to BIPOC mental health. Be aware of how mental health issues manifest among BIPOC (e.g. physical issues as mentioned above, fatigue, physical illness, or missing time from work etc.). Discuss it in a non-invasive way and point them in the direction of help. You might say something like:  

“Sometimes when people [get frustrated, have recurring illness, miss a lot of work – insert whatever you’ve observed in your employee] they might be struggling with their emotions or dealing with their mental health. I’m not sure if that’s what’s happening with you and you’re not obligated to tell me anything, but I’m always here to listen. And here’s a reminder of our company’s mental health resources [reorient them to your company’s mental health benefits]. In the meantime, is there anything I can do to support you?” 

• Encourage rest and time off. This could mean No Meeting Fridays, opting for phone meetings rather than Zoom meetings, occasionally offering team members to come in late or log off early. Flexibility at work is key to employee happiness and productivity.   

For Leaders
Leadership determines whether a company is moving toward or away from equity, and subsequently whether the workplace is helping or hurting BIPOC mental health. Here is what leadership can do. 

• Keep investing in DEI. There’s a lot of rumblings lately (and legislation in some states) that DEI is over. DEI isn’t dead! As long as we have diverse workplaces, we need DEI. Like any discipline, approaches to DEI will shift and change over time. Make sure your organization doesn’t throw the proverbial baby out, and shifts and changes alongside it.  

• Reflect & model accountability. Research and reflect on how your organization may have benefited from opportunities that were denied to BIPOC or BIPOC-led businesses (e.g. opportunities to secure loans, build physical office buildings, gain clients and prestige etc.), or how your organization may have directly harmed BIPOC communities. Share your research and reflections and outline your commitment to right wrongs via clear actionable steps. And then put those steps into action. Make your action plan known, and follow up publicly as you hit your milestones. 

• Show that BIPOC mental health matters. Connect with different BIPOC mental health associations such as the Association for Black Psychologists, National Latino Psychological Association, Asian American Psychological Association, American Arab, Middle Eastern, and North African Psychological Association, and Society of Indian Psychologists. Ask your employees what mental health topics they want more information on, and engage guest speakers from these orgs in contracts with your company.   

• Show up as the Executive Sponsor for BIPOC mental health events. Your presence matters and makes events more meaningful. Show your people that BIPOC mental health matters to you.  

The @zerowastechef once said, “We don’t need a handful of people doing sustainability perfectly, we need millions of people doing it imperfectly.” The same goes for supporting BIPOC Mental Health — we don’t need a ‘perfect’ single month in July when we write the articles and share the tips and do the lip service, we need 365 days a year, done imperfectly, but with heart. Let’s get free.

Why I Left My Hospital Psychologist Position to Become a Full Time Equity Diversity & Inclusion Consultant

7 months ago today, I left my full time staff psychologist position at the VA to pursue my solo consulting business in the areas of anti-oppression, equity, inclusion and liberation.

I grew up professionally at the VA, spending the last 4 years as staf and the 3 years prior as a trainee, predoctoral intern, and postdoctoral fellow. Working as a psychologist in the VA is not for the faint of heart; words can’t describe how grateful I am to the colleagues, mentors, supervisors, and peers who trained me, molded me, challenged me, laughed with me, cried with me, and loved me. 

I owe an even greater debt to the Veterans: tough, witty, challenging, loyal, frustrating, funny, scarred, kind, lost, found, sweet, and brave, brave, brave. Brave enough to enlist and go, and then brave enough to sit and share with a young woman they’d never met before. So many lessons learned and even more which, I have a feeling, have yet to be revealed to me. Thank you.

The decision to leave was not an easy one but I got quiet with myself one day last winter and realized it was time. The social and political events of recent years and the predictable yet sickening oppressive backlash to social progress made it perfectly clear to me that my work needed to shift from my values of social justice — working within the system — to liberation: dismantling the system to build a new one. 

Thanks to a referral from a dear colleague (shoutout Dr. Candice Nicole!), I started with my first consulting client at the end of last year, running healing from racial trauma groups with their ethnic minority employee resource groups. Since moving into consulting full time, I’ve continued my work with the same organization in both a learning & development and advisory capacity, and have also worked with additional corporations, non-profits, an elementary school, and most recently and very interestingly, an out-of-state historical association. The learning curve is steep on one hand and on the other hand: people are people. Psychology reminds me of that. 

As a psychologist, I know what makes us tick and hurt and shut down, but I also know what motivates us to keep going. As an expert in equity, diversity and inclusion, I know why organizations remain exclusionary for too long, and how to support them in authentically and truly giving everyone a seat at the table. As a consultant, my goal is to support orgs in re-imagining and building the inclusive workplace culture they want, so that they eventually no longer need me. 

My offerings are a culmination of 22 years of school, 1 year of post doc, a lifetime of reading and curiosity and unlearning and decolonizing and speaking up, my lived experience as a light-skinned biracial Black woman with many many privileges, years of therapy (on both sides of the couch), spiritual healing, dream work, somatic work, language learning, abroad living, conference attendance, podcast listening, writing, meditating, intentional (and not so intentional) engagement with social media, activism, advocacy, governance, and finally, humor as my very best medicine. This is my life’s work.

I realized recently what a loss it is that someone has to be a part of some type of company or organization in order to experience this aspect of my work, or similar work done by my colleagues. So one month from today I will be offering a FREE webinar on all things anti-oppression, diversity, equity, inclusion and liberation. Consider this a primer, a foundation, an invitation to deepen your anti-oppression mindset, and support you on your journey to liberation. 

This is about spreading the learning and ideas I’ve been privileged to receive and form, and about co-creating an experience of learning and imagination in community.

I truly truly hope to see you there. 

Let’s get free.

My Year Long Daily Instagram Challenge: Daily Meditations for WOC

As of 12/31/19, the first draft of my first book - Daily Meditations for Women of Color - is complete and available on...Instagram at @dailymeditations_for_woc! Weren’t expecting me to say Instagram? Let me explain…

At the end of 2018, I noticed yet another space where the voices of women of color were left out/forgotten/purposefully ignored/erased: daily meditation/intention books.

Based on my research, the works I found largely reflected male and/or white voices as the arbiters of wisdom (in the form of the daily quote). When people of color and/or women were cited in the daily quote, it was often done in a generalized, impersonal fashion (e.g. “African proverb”, “Buddhist saying”), or in ways that perpetuate a colonialist/capitalistic mentality with ideas like humans dominating the earth. Exclusionary at worst; stereotypical and tokenized at best — I knew I could do better.

I wanted a daily practice that reflected voices like mine and that spoke to my intersectional experience as a woman of color. I also knew that such a work’s resonance would not be limited to only women of color.

So, on January 1, 2019, I opened a brand new Instagram account and challenged myself to find a quote from a woman of color, to write a reflection/meditation based on the idea in that quote, to post to Instagram, and to do so every single day of the year. I knew that having to post daily would hold me accountable to actually doing it, but I still had no idea if I could. It felt scary and daunting and I could not conceive of an entire year where I stuck with something Every. Single. Day.

There were some days when finding the quote was easy and the caption just flowed, and then there were days when it took what felt like ages to find something I liked, days where I truly couldn’t keep my eyes open and all I could manage in the caption was one line and en emoji. On days when I was traveling, I had to get creative if I was going to be in the air when midnight hit. And some days, I just flat our didn’t want to do it - being tired, or sick, or simply feeling uninspired. But I pushed through and truly learned the meaning of ‘a day at a time’ this year by embodying it through my daily posts. I also learned about my process as a writer — that often the best ideas come simply by starting, not by thinking, and how true this lesson is for so many things in life.

The most unexpected and magical change I experienced was that the amazing women of color I learned about through this work started to create the richest tapestry of ideas and connections in my mind. So much so, that when a patient, client, friend, or family member would tell me about a problem or dilemma they were experiencing, I started to easily respond with “there’s a quote for that”.

My quotes followed a four step rotation with the sequence: Black, Native, Asian, Latina. I did my best to include voices of women from all over the world, however there is definitely a bias toward U.S. Americans. I repeated some of the same women (however not in the same month), but every quote is unique. I also looked to include transgender women, and in my second draft will be working to increase inclusion in that respect.

As This Bridge Called My Back featured writings by radical women of color and pushed for a more inclusive, decolonized, intersectional feminism, I hope that that this work provides a space where radical women of color, who are continuing to fight for such a feminism, can be seen and can rest. Sisters, in seeing our own voices, struggles, wisdom, humor, vitality, resilience, and joy reflected back to us, may we be supported in accessing our highest selves, living unapologetically out loud, and in, ultimately, getting free. My wish for non WOC readers is the same...and that, in reading voices that are different than yours, perhaps you come to new understandings and envision new possibilities for how life can be lived.

My plan is to turn this work into a book, but in the meantime, I had one follower say she is going to go back to the 1/1/2019 post and start journaling/meditating daily on each entry. I thought that was a great idea, which I hadn’t considered. Depending on your phone and operating system, if you’re so inclined, it shouldn’t be too hard to scroll back to my very first post from last year and do the same. Feedback WELCOME!

Wishing you all a happy, health, and expansive 2020 and beyond, filled with much love, pleasure and axé.

Emotions As Messengers

The Mental Masseuse, as the title for my blog, was born out of the idea that therapy is like a massage for the mind: uncomfortable, tender, and painful at times, invigorating, relieving and refreshing at others, you ultimately leave in a different state than when you entered. What if we cared for our minds just like we care for our bodies? We go to the doctor, the dentist, the hair stylist, the aesthetician, and the personal trainer. We have been socialized to address our physical well-being, but a stigma remains over addressing our emotional well-being. Our psychological selves are too often left by the wayside, fed with pop culture mantras like “Just think positive”, “Just be happy”, “What doesn’t kill you only makes you stronger”.  While these messages may be helpful in small doses, there’s a larger underlying belief implied in many of these sayings that indicates that there is something bad, wrong, or unnecessary with uncomfortable or challenging feelings.

Our very real and, most importantly, our very human emotions of sadness, fear, anger, worry, regret, guilt, and shame, to name just a few, are often denied — banished as unwanted parts of ourselves; as such, we miss out on the very important messages these emotions send. Feeling sad? Shows that something is or was important to you. Worried? There’s probably something you need to pay attention to. Feeling guilty? Maybe you acted against your values. Angry? Perhaps there’s some underlying fear there. The same mechanism that allowed us to experience our fear and, in turn, spurred us to run from that tiger in prehistoric times is the very same mechanism by which we experience our emotions today. When we ignore, avoid, and defend against our feelings, we are denying our basic biology and birthright as human beings: the ability to use our emotions as messengers, guiding us toward situations and people that bring safety and joy, and away from those that don’t.

Therapy is like a massage for your mind: I invite you to get to know your emotional make up.  Working with me as your “mental masseuse”*, we explore what messages your emotions are sending you, and decide how you want to let them guide you. With you as the expert on “you”, combined with my background and training, we co-create a space for healing, insight, and evolution. Let’s get free.

*my therapy never involves actual massage or physical touch

About Therapy: Why the Butterfly?

People often ask why I include the butterfly image in my logo, or they assume it's just because I like butterflies. Well, I do like butterflies...but there’s also a little more to it. The word ‘psychology’, derived from ancient Greek, literally translates to 'the study of the soul', -psyche meaning ‘soul’, and -ology meaning ‘the study of’. Psyche, in Greek, also doubled as the word for butterfly; thus the butterfly and psychology became inextricably linked throughout time. I love the idea of the butterfly as it relates to psychology — a being limited to land undergoes a process of growth and transformation that ultimately frees it to fly. As a psychologist, I am honored to participate in your process of liberation.

Many people who come to therapy often feel limited in some way. Sometimes they have a clear idea of what is holding them back, or what needs to change. Other times they may be less clear, but simply have a nagging notion that something is “just not quite right”. However you come to therapy, we will study your soul together. Looking at everything that makes you you — your values, goals, memories, challenges, and dreams — we figure out what's working, and we work to change what's not. Similar to a caterpillar becoming a butterfly, parts of the process can feel unfamiliar, unknown, and uncomfortable. These feelings don’t necessarily signify that anything bad is happening, but rather that an important process is unfolding — a process that I support you in along the way.

The decision to come to therapy is a courageous one, and a deeply personal one. If I can answer any questions for you about therapy in general or my approach in particular, please don't hesitate to contact me. I look forward to speaking with you.