Why Mental Health Support Must Reflect Culture and Context
- Brainz Magazine
- 2 minutes ago
- 6 min read
Written by Roje Khalique, Founder of rkTherapy
Roje Khalique is a visionary clinical consultant with 20 years of experience in mental health. She is the founder of rkTherapy, a London-based bespoke psychology consultancy, and a specialist in culturally attuned Cognitive Behavioural Therapy (CBT).
In today’s fast-paced, high-stakes workplaces, mental health isn’t just important – it’s essential. Yet traditional wellness initiatives often miss the mark, especially for professionals navigating complex cultural identities. Mental health cannot be separated from the social environment that shapes cognition, behaviour, and emotional regulation. Thoughts and reactions do not develop in isolation; they are embedded within cultural expectations, family dynamics, social norms, and unspoken systemic pressures.
Why the mental health crisis at work demands a new approach
Burnout, anxiety, and depression are widespread among high-achieving professionals, particularly in demanding sectors such as law and finance. The American Bar Association reports that over 61% of lawyers experience anxiety or depression, with burnout rates around 44%, exceeding general population averages. Minority lawyers face compounded risks due to cultural and systemic stressors, including racial bias and exclusion.
Similarly, a 2023 survey of UK financial services professionals found that ethnic minority employees face significant workplace challenges, with 66% reporting discrimination and 56% seeking counselling to cope with workplace negativity. These factors – including discrimination, microaggressions, and communication barriers – contribute to increased stress and burnout risk. Despite this, fewer than 30% of organisations offer mental health support that is culturally responsive.
These statistics confirm that workplace mental health challenges are systemic rather than individual failings. Burnout Theory (Maslach & Jackson, 1981) highlights how emotional exhaustion and depersonalisation result from prolonged workplace stress, while Cognitive Load Theory (Sweller, 1988) explains how overwhelming mental demands impair decision-making and wellbeing. Consequently, mental health strategies must be adaptable, culturally informed, and contextual; one-size-fits-all models are inadequate.
The limits of traditional mental health models
Whilst burnout, anxiety, and emotional exhaustion are rising, especially among professionals from diverse cultural backgrounds, conventional mental health initiatives tend to focus on generic stress reduction or mindfulness. These approaches often overlook the critical roles of cultural context, faith, family, and identity. Mental health is not purely an individual issue; it is deeply relational and sociocultural.
To effectively support diverse workforces, organisations must move beyond surface-level wellness programmes and embed cultural intelligence into their mental health strategies. Culture is not an add-on or a “nice to have” – it is the foundational context through which mental health must be understood and supported.
The four cultural forces that shape employee wellbeing
1. Early family conditioning
Early family experiences influence how we handle stress and relationships. Parenting styles affect self-esteem and emotional regulation – strict parenting can lead to fear-based choices, while absent parenting may cause poor boundaries or people-pleasing. These patterns shape how professionals navigate workplace relationships, set boundaries, and maintain emotional safety. While mental health programmes at work are valuable, some individuals also need evidence-based therapy to manage stress and address the deeper root causes of distress and burnout.
2. Cultural worldviews at work
Culture shapes how we define success and cope with stress. Collectivist cultures value family and social harmony, while individualist cultures emphasise personal goals and autonomy. Without cultural intelligence training among managers and HR teams, workplace mental health initiatives can unintentionally clash with employees’ core values and worldviews. Effective programmes don’t force individuals to choose between their cultural identity and wellbeing – they support integration of both to promote sustainable mental health.
3. The role of faith in mental health
Faith often provides crucial emotional support through practices such as prayer and gratitude. Ignoring spirituality in mental health can alienate many, especially in communities where faith is central to identity and coping. Managers commissioning mental health and wellbeing programmes risk alienating employees if they overlook the role of faith and spirituality. Faith-informed approaches don’t have to be religious; rather, they should be respectful, inclusive, and sensitive to the diverse spiritual beliefs and values employees bring to the workplace.
4. Social influence and team dynamics
Social comparison and learned behaviours impact self-worth and stress. Effective workplace mental health efforts go beyond individuals, considering the social networks that shape team dynamics daily. Managers and team leaders play a crucial role in recognising how informal power structures, cliques, and hidden patterns of bullying or exclusion impact employee wellbeing. Without the right training, these issues often go unnoticed. Leaders need to be equipped with culturally intelligent programmes that foster psychological safety, inclusion, and accountability. True wellbeing thrives at the intersection of personal health and a supportive, connected, and culturally attuned work environment.
Balancing theory with practical insight
Understanding cultural, familial, and social contexts is necessary but insufficient without translating insight into action. Mental health programmes must reflect the lived experiences of employees, acknowledging intersectionality (gender, ethnicity, socioeconomic status, disability) to avoid oversimplification. When organisations commit to culturally aware mental health strategies, the benefits include:
Higher retention: When workers feel seen and supported, they are more likely to stay, reducing costly turnover.
Increased productivity: Employees experiencing less burnout and stress perform better, with enhanced focus and creativity.
Enhanced innovation: Diverse teams that feel psychologically safe bring a wider range of perspectives, driving problem-solving and innovation.
Stronger employer brand: Organisations known for inclusivity and cultural intelligence attract top talent across demographics.
What culturally intelligent support looks like in practice
Hannah – Australian Executive in Dubai
Hannah, a senior manager in Dubai, experiences chronic stress balancing a high-pressure role with navigating collectivist cultural expectations. Western advice on assertiveness risks backfiring. Tailored mental health support helps her manage stress while aligning with local norms and maintaining leadership effectiveness.
Anaya – South Asian Barrister in London
Anaya, a high-performing barrister, faces the dual burden of having her competence and credibility questioned due to both her race and gender. Culturally attuned support helps her process this intersectional stress, offering validation and tools to protect her wellbeing in a profession that often overlooks such bias.
Jorge – Latino Senior Analyst in the UK
Jorge’s direct communication style is misread as aggressive, leading to workplace tension and burnout. Culturally informed support helps him adapt without losing authenticity, easing stress and improving his team relationships and performance.
John – IT Manager in the UK
Misinterpreting his Asian colleagues’ communication patterns and work rhythms as a lack of commitment, John’s frustration escalates to chronic stress. Culturally intelligent coaching helps him understand how different cultural frameworks shape productivity, enabling him to develop adaptive leadership strategies that bridge divides and reduce psychological burden.
Culturally intelligent mental health support
Mental health doesn’t exist in a vacuum – it is shaped by a web of cultural, familial, spiritual, and social influences. In today’s fast-changing world, where we work across time zones, cultures, and borders, and still feel the ripple effects of the post-COVID era, the organisations that thrive will be those that reimagine mental health through a culturally intelligent lens. One that sees difference not as a challenge, but as a strength.
The future belongs to organisations bold enough to meet their teams where they are – professionally, culturally, and personally. Cultural intelligence is no longer optional. Failing to adapt risks losing top talent to burnout, disengagement, or to employers who truly understand their needs. When professionals feel seen, supported, and respected, they don’t just survive – they lead, innovate, and stay.
To learn how to bring culturally intelligent mental health support into your organisation, contact info@rktherapy.co.uk
Read more from Roje Khalique
Roje Khalique, Founder of rkTherapy
Roje is a clinical practitioner for a wide range of anxiety disorders and depression. She is dedicated to making quality psychological support accessible to high-achieving professionals in the legal and finance industries in London's high-stakes corporate world. During COVID-19 she recognised a global and increasing need for evidence-based support and developed a Cognitive Behavioural Therapy (CBT) online, virtual platform and a mobile app. Designed to fit the demanding schedules of professionals not only in London but across Europe, the US, the Middle East, and Asia.
References:
American Bar Association. (2020). 2020 National Lawyer Well-Being Study.
Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Occupational Behaviour, 2(2), 99–113.
Reboot. (2023). Race to Equality: UK Financial Services Report. Retrieved here.
Sweller, J. (1988). Cognitive load during problem-solving: Effects on learning. Cognitive Science, 12(2), 257–285.
