Without mental health, there is no real inclusion. Learn how to incorporate psychological well-being into your DEI policies to promote engagement, equity, and performance.
The diversity of profiles, backgrounds and identities is a strength for the company. But this wealth can only be fully expressed if each employee feels legitimate, listened to and psychologically safe.
Some populations (women, LGBT+, racialized or disabled people) are even more exposed to forms of stress, isolation or discrimination today. By integrating mental health into your DEI policies, you are taking profound action for the well-being of all.
Develop an authentic commitment
A climate of trust, equity and recognition promotes the motivation, creativity and sustainable involvement of employees.
Strengthen psychological inclusion
Inclusion does not only mean presence or representation: it means allowing everyone to feel supported, respected and valued in the professional world.
Preventing the effects of inequalities
Microaggressions, systemic biases, and inequalities undermine mental health. Appropriate support makes it possible to limit these invisible but very real impacts.
Reducing the effects of inequalities
Microaggressions, systemic biases, and inequalities experienced on a daily basis undermine mental health. Appropriate support makes it possible to limit these invisible but very real impacts.
Strengthen psychological inclusion
Inclusion does not only mean presence or representation: it means allowing everyone to feel supported, respected and valued in the professional world.
Develop an authentic commitment
A climate of trust, equity and recognition promotes the motivation, creativity and sustainable involvement of employees.
Without mental health, there is no lasting sense of belonging. Integrating psychological support into your DEI actions makes it possible to support minorities on a daily basis and to strengthen the impact of your HR policies.
3
X
Employees who work in an inclusive company are 3x happier at work
Blossoming
67
%
of job seekers consider diversity to be an important part of staying in a company
Loyalty
74
%
of employees say they have already witnessed at least one form of discrimination in the workplace
Discrimination
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Involve all teams in this process
At teale, we offer awareness-raising actions that are aimed at all employees. Conferences, workshops, internal campaigns: our aim is to create an environment where everyone feels concerned and supported in their mental health.
Train managers to detect psychological distress signals
We train managers to identify signs of discomfort, to understand the issues, including those related to inequalities, and to adopt benevolent and adapted management to better support people exposed to increased mental health risks.
Educational resources
Our application adapts to everyone's needs, with targeted programs and resources: stress management, parenting, sleep, mental load, work/life balance, etc.
Dedicated contact persons
All employees can consult specialized psychologists, in complete confidentiality, to discuss their personal or professional problems.
A mental health assessment tool
The barometer integrated into the platform, developed in collaboration with our scientific council, allows each employee to take a step back from their feelings.
Commitment data
Follow the evolution of the use of Teale resources by your employees over time.
Mental Health Data
Track the strengths and areas of focus of your teams dynamically to identify psychosocial risk factors before they become critical.
To prevent and treat psychological disorders, a psychologist/coach and account manager pair recommends targeted, communication or training actions based on anonymized internal data.
Sophie de Gromard
HR Director and Sustainable Development Director
BETC
Simon Dawlat
CEO
Batch
Sophie de Gromard
HR Director & Sustainable Development Director
BETC
Vincenzo Espozo Vinci
General manager
ESSEC Business School
Katy Naujoks
HRD France-Benelux-Africa
BearingPoint
