Part two: The Emotional Cost of Being Unsupported at Work

What if your workplace is failing at the basics?

We shared this post about navigating global grief at work when the world is on fire. But what if your workplace isn't just silent but also failing to meet even the most basic standards of care?

No acknowledgement. No safe space. No flexibility. No mental health support. If that's your reality, this follow-up post is for you.

If there's no acknowledgement or understanding from leadership and no systems in place to support employees through difficult times, whether personal or political (and let's be honest, everything is political when you're from a marginalised community), that's a problem.

Mental health care isn't a nice-to-have perk. It's a baseline responsibility for workplaces. And yet, so many workplaces still treat stress, burnout, trauma, and emotional overload as individual issues instead of structural ones.

So, if your workplace is ignoring how the following impacts you:

• Global atrocities

• Staff burnout

• Overwork and lack of psychological safety

• Denied requests for support or flexible working

• Basic mental health accommodations

Here are some things to consider if you're in that situation →

Spot Performative Well-being Messaging

Not all well-being initiatives are designed with equal consideration or fairness. When mental health is treated as an afterthought, it suggests to staff that their humanity comes second to productivity. Reflect on the following questions:

• Is it surface-level (like yoga classes or meditation apps) without addressing the root causes of mental health issues? Ask yourself:

  • Are conversations about burnout, anxiety, depression, or trauma dismissed, minimised, or avoided altogether?

  • Is there clear, trauma-informed language used in internal communications?

  • Are support systems proactive (e.g. regular check-ins, workload management) or only reactive (e.g. someone must already be in crisis to access help)?

• Is leadership modelling the behaviours they promote?

  You can have all the policies in the world, but if leadership isn't walking the talk, the culture won't change. If care isn't modelled from the top, it creates a disconnect between values on paper and reality in practice. Consider:

  • Do senior leaders visibly take rest, set boundaries, and model healthy working hours?

  • Are people rewarded for overwork and burnout, while rest is quietly discouraged?

  • Do managers regularly check in on emotional load, not just output?

• Are people penalised (subtly or openly) for using mental health leave or speaking up

  Sometimes the penalties are explicit, but often they're quiet and cultural:

  • Are people labelled "unreliable" or "not resilient" for taking time off?

  • Are those who raise concerns seen as "troublemakers" or passed over for promotions?

  • Is there unspoken pressure to work while unwell or hide personal struggles?

What does Psychological Safety Look Like for you?

Psychological safety isn't a buzzword. It requires trust, transparency and accountability. Without those foundations, all the well-being talk in the world won't matter because people will still be afraid to speak, set boundaries, or be fully themselves at work. Can you:

• Speak honestly without fear of backlash.

  People should feel safe raising concerns, flagging issues, or giving feedback without worrying that they'll be punished, sidelined, or labelled as "difficult." Psychological safety means you're heard and respected, even when what you say challenges the status quo.

• Make mistakes without shame.

  Mistakes are inevitable in any workplace. What matters is how they're handled. A psychologically safe culture views errors as opportunities for learning, rather than opportunities for blame.

• Set boundaries without being labelled "difficult"

  Whether it's declining back-to-back meetings, asking for flexibility, or protecting personal time, setting boundaries should be seen as a sign of self-awareness, not a lack of commitment. In a safe workplace, your 'no' is respected.

• Disagree with leadership and still be respected.

  Being able to question decisions or offer alternative viewpoints, without fear of retaliation, is essential. Disagreement should never be mistaken for disloyalty. It's a sign of a healthy, engaged team when people can challenge leadership and still feel secure in their role.

Questions to Raise with HR or Leadership

If you feel comfortable doing so, here are some questions to open up dialogue:

• Are there plans to build mental health support into our policies, not just our perks?

  Perks like wellness apps or yoga classes can't replace structural care, such as trauma-informed management, clear mental health leave policies, and proactive check-ins.

• How do you ensure psychological safety across teams, and what metrics are used to measure it?

  This is about building systems that protect employees from retaliation, gaslighting, and burnout. Psychological safety means people feel safe to speak up, ask for help, and take space when needed.

• What would it look like for this organisation to actively create space for collective grief or reflection?

  Whether it's global atrocities, climate anxiety, or personal loss, workplaces need to offer space to pause, process and reflect. This could look like facilitated sessions, drop-in support circles, or even recognising these experiences publicly.

• What support is available for staff impacted by global events or personal crises?

  This includes access to mental health resources, flexibility in workload, and acknowledgement that external events do impact internal well-being, especially for those from marginalised communities.

Knowing When to Push + When to Protect Your Peace

Sometimes it's worth pushing. Sometimes, it's not your job to fix a broken system you didn't create. Consider these questions:

• Do I have the capacity to challenge this right now?

  If you're exhausted, grieving, or already burned out, taking on a workplace's systemic problems may not be sustainable and that's ok. You are allowed to prioritise your well-being.

• Am I safe to speak up in this environment?

  Psychological safety is essential. If speaking up might cost you your job, put you at risk of retaliation, or isolate you from colleagues, that's a sign that the workplace is failing you.

• If nothing changes, what will it cost me to stay?

  This is the harder question. Sometimes, staying comes at the cost of your confidence, your values, or your health. If that's the case, it might be time to start exploring your options, even quietly.

If you don't have the capacity to drive change, that's ok.

You don't have to take the lead in advocating for change, especially when you're already dealing with the weight of marginalisation. But it may be time for some honest reflections:

Is this the kind of workplace that aligns with your values, well-being, and long-term future?

And yes, we know it's not that simple. Financial uncertainty, a challenging job market, and various life responsibilities can make it feel impossible to leave or confront a workplace.

So take it step by step:

• Clarify your boundaries.

• Develop a plan.

• Connect with like-minded individuals.

• Document your concerns.

Remember: protecting your peace is a form of resistance, too.

You deserve a workplace that sees you, supports you, and values your humanity.

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If your organisation is ready to move beyond surface-level support and start building real, inclusive change, we can help. At Other Box, we offer a range of services designed to support mental health, psychological safety, inclusion and equity in the workplace. From training and strategy to facilitated conversations and culture audits, we help teams turn awareness into action. Contact us to learn how we can work with you.