Khethiwe Nkuna
In South Africa’s fast-evolving work environment, conversations around mental health, disability, and neurodiversity are no longer optional—they are essential. Yet, despite growing awareness, stigma and silence persist. Many employees still feel the pressure to “suffer in silence”, fearing professional consequences or social judgement. It’s time we collectively shift the narrative.
This article unpacks how South African workplaces can better support mental health and disability inclusion, why stories and leadership vulnerability matter, and how emerging generations are changing the game.
The State of Mental Health at Work in South Africa
According to the South African Depression and Anxiety Group (SADAG), one in four employees is currently living with depression. Yet, less than 25% feel comfortable talking about their mental health at work. This disconnect is dangerous. It impacts performance, absenteeism, presenteeism, and overall wellbeing.
The COVID-19 pandemic exposed and intensified mental health needs across all sectors. Frontline workers, educators, corporate professionals, and entrepreneurs alike began to voice their struggles—sometimes for the first time. While this has sparked necessary conversations, systemic change is still lagging behind.
Stories: A Local Tool for Breaking the Silence
In South Africa, storytelling is not just a communication tool—it’s a cultural tradition. Ubuntu teaches us that “I am because we are”, and in that spirit, hearing someone else’s story can be healing and humanising.
When employees, managers, and executives share their lived experiences with anxiety, ADHD, depression, or burnout, they help others feel seen. These stories build empathy, challenge stereotypes, and shift conversations from judgement to understanding.
“When our head of operations shared her postpartum depression journey at a staff meeting, it was a turning point. People started coming forward to ask for help—and we realised how much had been bubbling under the surface.” – HR Manager, Johannesburg fintech company
But stories must be told with care. They should highlight strength, recovery, and support, not victimhood. Organisations should equip employees with frameworks to share responsibly and provide debriefing support afterwards.
Leadership Vulnerability: A Catalyst for Cultural Change
In many South African workplaces—especially those with hierarchical, top-down structures—vulnerability from leadership can be rare. Yet, it’s one of the most powerful tools we have for inclusion. When leaders openly acknowledge their challenges and uncertainties, they signal that it’s okay not to be okay. This cultivates psychological safety, which Google’s research calls the number one predictor of team effectiveness.
Vulnerable leaders do the following:
Admit when they’re wrong or unsure
Ask for help without shame
Listen with the intention to understand, not to reply
Share their own growth journeys—not just their wins
When done right, this doesn’t erode respect; it deepens it. Teams respond to realness. Leaders who model openness create environments where mental health is not just tolerated—it’s supported.
Why Many Employees Still Hide Their Mental Health Struggles
Despite growing awareness, stigma remains real. Many South African employees—especially in industries like mining, finance, and legal services—fear being labelled as “unstable” or “unreliable”
They stay silent because:
They worry their disclosure will not remain confidential
They fear being passed over for promotions or high-impact projects
They don’t trust HR or line managers to respond supportively
They’ve seen others penalised after coming forward
And then there’s the “high-functioning” myth—the belief that if you’re excelling at work, your mental health challenges must not be serious. This myth is especially dangerous in performance-driven industries where burnout is worn like a badge of honour.
In many cases, employees perform at a high level while privately battling anxiety, depression, or trauma. And because they “seem fine”, they’re overlooked for support.
Cultural and Generational Barriers
In a multicultural country like South Africa, mental health is experienced—and expressed—differently across communities.
In some cultures, mental illness may be seen as a sign of weakness, spiritual failure, or even a taboo topic. Generational gaps also play a role. While Gen Z are more open, many Gen X and Boomer employees were raised in environments where “just get on with it” was the norm.
In traditionally masculine spaces, men often feel pressure to hide vulnerability. South African men are four times more likely to die by suicide than women, yet far less likely to seek help. Changing this narrative will take intentional, community-based approaches.
The Gen Z Effect: Changing Expectations and Norms
Generation Z professionals are entering South African workplaces with radically different expectations. Mental health is not a side issue for them—it’s central to how they define success, performance, and productivity.
60% of Gen Z in South Africa say they would leave a job that does not prioritise mental wellbeing
They want therapy access, mental health days, and mental wellness as a KPI—not a perk
They embrace neurodiversity as an asset, not a challenge
They’re shaping the future of work—and they won’t settle for workplaces that silence or sideline mental health conversations.
Neurodiversity: From Stigma to Strength
Neurodiversity includes conditions such as ADHD, autism spectrum disorder, dyslexia, and Tourette’s syndrome. Historically, these conditions were misunderstood or hidden. Today, forward-thinking South African companies are recognising their value.
Neurodivergent employees offer new ways of thinking, pattern recognition, and problem-solving. Studies show neurodiverse teams can be up to 30% more productive when properly supported.
But inclusion isn’t just about hiring—it’s about removing barriers. This might mean:
Offering alternative communication methods (chat vs. verbal updates)
Flexible schedules or break times
Sensory-friendly office spaces
Clear, jargon-free instructions
Creating inclusive environments means acknowledging different needs—and designing work to support them.
The Role of Peer Support and Employee Resource Groups
Formal structures like Employee Assistance Programmes (EAPs) are important—but peer support networks are the heartbeat of real change. South African companies should invest in mental health-focused Employee Resource Groups (ERGs) and informal mentorship networks.
These networks:
Provide safe spaces to talk
Build community and connection
Educate employees about mental health and neurodiversity
Champion wellness initiatives company-wide
At one local bank, a peer-led mental health ERG launched “Wellness Wednesdays”, where employees gather virtually to talk, share resources, and reduce stigma. Since launching, employee satisfaction scores have increased significantly.
Supporting Remote and Hybrid Workers
Remote work is here to stay, and with it comes new mental health challenges: isolation, blurred boundaries, and digital fatigue. But it also presents new opportunities for inclusion, especially for neurodivergent employees or those managing chronic mental health conditions.
Work-from-home arrangements can be more comfortable, customisable, and less socially draining for some. Employers must balance flexibility with meaningful connection and mental health check-ins.
Create support systems such as:
Virtual wellness check-ins
Camera-off policies during team meetings
Recorded sessions for those who process information differently
Clear expectations around response times and digital availability
How Managers Can Make a Difference
Managers are on the frontline of workplace mental health. Yet many still feel unequipped to navigate these sensitive conversations. A third of South African managers report feeling uncomfortable when a team member opens up about mental health.
We must train managers to:
Listen without judgement
Respect boundaries and confidentiality
Avoid “toxic positivity” (e.g., “just think positive!”)
Respond with empathy, not assumptions
Connect employees with resources—not just advice
One powerful phrase a manager can say:
“Thank you for trusting me. I’m here to support you—what would be most helpful for you right now?”
The Future of Work is Mentally Healthy and Disability Inclusive
Mental health and disability inclusion are not “HR issues”—they’re leadership priorities and business imperatives. South African companies that embrace this will attract and retain top talent, boost innovation, and build future-ready teams.
Let’s move beyond policies to create cultures of care.
Let’s train leaders to lead with empathy.
Let’s build structures that don’t just accommodate but empower.
Let’s break the silence—together.
CONTACT KHETHIWE NKUNA
