Holistic Inclusion: Integrating Wellness into Your IDEA Strategy

Here’s a truth: Most organizations talk about IDEA in terms of policies and representation, but they miss a big piece of the puzzle: wellbeing. In 2025, leading organizations understand that inclusion isn’t complete unless employees are supported mentally, emotionally, and financially.

The numbers make it clear. According to ADP’s Global Workforce View 2025, nearly one in three employees report moderate stress multiple times a week. Employers who invest in mental health support see tangible business results, including a 13 percent increase in productivity and a 17 percent improvement in engagement, as outlined in Lyra's 2025 State of Workforce Mental Health Report.

It’s not an extra. Wellbeing is core to building inclusive, high-performing teams.

Mental Health and IDEA Go Hand in Hand

Stress and burnout don’t affect everyone equally. Marginalized employees face higher rates of mental health challenges, yet they often have the fewest resources. ADP’s Stress at Work Report 2025 shows that employees from underrepresented groups are less likely to feel they can thrive, and more likely to feel judged or closely monitored.

Access to mental health benefits remains inconsistent. Lyra Health’s 2025 data found that 36 percent of U.S. employees still lack access to comprehensive mental health support, with frontline and hourly staff the most impacted.

Wellness is an IDEA issue. Ignoring it means reinforcing inequity.

Financial Wellness Supports Belonging

Financial stress is one of the biggest barriers to feeling safe and included at work. The HR Exchange Network names financial wellness as one of the top emerging IDEA priorities. When employees have access to financial literacy programs and equitable pay structures, it creates stability and trust.

Five Ways to Embed Wellness into IDEA

1. Normalize Mental Health Conversations

You can’t build inclusion if people feel unsafe being honest about mental health. Yet nearly half of employees fear career repercussions if they speak up, according to the National Alliance on Mental Illness.

Leaders need to break that stigma by making mental health conversations a visible, everyday part of work culture. Here’s how:

✅ Leaders share their own experiences
✅ Managers are trained to respond with empathy
✅ Mental health days, flexible schedules, and resources are promoted
✅ Employees often hear: it’s okay to ask for help

When mental health is normalized, employees feel safe, supported, and included.

2. Prioritize Financial Literacy

Financial stress holds employees back and undermines inclusion. The HR Exchange Network highlights financial wellness as a key IDEA priority in 2025.

Organizations can help level the playing field by offering:

✅ Budgeting and debt management workshops
✅ Pay transparency education
✅ Resources tailored to marginalized groups

When employees feel financially secure, they’re more likely to stay, engage, and thrive.

3. Integrate Wellness and IDEA Efforts

Organizations that bring together wellness and IDEA see significant benefits. A report from One Mind at Work reveals that fewer than one in three organizations (28%) currently align their mental health and IDEA strategies, despite those that do reporting a 25% increase in employee engagement and a 40% higher program maturity compared to siloed efforts. This illustrates that when wellness and inclusion work in tandem, engagement and impact increase significantly.

4. Review Benefits for Equity Gaps

Not all benefits meet the needs of a diverse workforce. A proper IDEA strategy includes regular reviews to close those gaps. Ask yourself:

✅ Do mental health providers reflect diverse backgrounds?
✅ Are financial tools accessible at every income level?
✅ Are policies inclusive for all identities?

Benefits should evolve to meet real, lived experiences, because one size never fits all.

5. Listen and Evolve

Inclusion is not something you achieve once. It takes consistent effort, reflection, and adjustment. Employers need to engage employees regularly through wellness surveys, feedback sessions, and open conversations. Creating space for honest dialogue shows real commitment and builds trust. The more you understand the challenges employees face, the better you can design programs that meet their needs. Inclusion only works when it grows with your people.

The Bottom Line

In 2025, wellness is no longer separate from inclusion. Mental health and financial security are part of building workplaces where everyone can thrive. It’s time to treat wellbeing as an IDEA essential, not a bonus.

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