Every year on October 10, the world observes World Mental Health Day — a global moment to raise awareness around mental wellbeing, reduce stigma, and advocate for more accessible, quality care. Organized by the World Federation for Mental Health (WFMH), the day aims to catalyse open conversations, increase public understanding, and push for policies and practices that support mental health everywhere. (World Health Organization)
Key Facts at a Glance
- Annual Date: October 10
- Organizer: World Federation for Mental Health (WFMH)
- Purpose: To educate people about mental health and illness, destigmatise conversations, and improve global access to mental health care
- Goals: Encourage people to talk about feelings, break down stigma, and help those with mental health conditions live better lives
Observing World Mental Health Day in your organisation is more than symbolic. In a world where mental health challenges affect millions, spotlighting this issue can be a powerful signal of your values—and your commitment to sustainable, responsible business.
Why Mental Health Belongs in ESG & Sustainability Conversations
Mental health is not a “nice to have” — it’s a strategic priority. For companies serious about ESG and sustainability, supporting employee mental wellbeing aligns strongly with the S (Social) pillar. Among other benefits:
- Improved productivity and engagement
Poor mental health translates into absenteeism, presenteeism (being present but unproductive), turnover, and disengagement. Supporting mental health helps maintain performance, reduce costs, and preserve institutional knowledge. (ellisjones.com.au) - Stronger reputation and stakeholder trust
Clients, investors, regulators and employees increasingly expect businesses to look after people, not just profits. A robust mental health policy strengthens your ESG credibility. (Enhesa) - Risk mitigation
Failing to manage mental health risks—stress, burnout, morale collapse—can lead to legal, reputational or operational damage. Under evolving regulatory frameworks, mental health support is becoming part of compliance in some jurisdictions. (Enhesa) - Human sustainability
According to Deloitte: “Companies can’t offer you employment forever, but they should make you employable forever.” (Deloitte)
This idea of “human sustainability” pushes organisations to think beyond short-term metrics and focus on long-term wellbeing, continuous development, and resilience. - Materiality and ESG metrics
Mental health and wellbeing are increasingly included in ESG frameworks and reporting standards (e.g., GRI, SASB). Companies that disclose policies and performance in this area can gain a competitive edge in ESG scoring. (ellisjones.com.au)
In short: supporting mental health is both morally right and financially smart.
What Good Practice Looks Like: What Leading Companies Do
Below are some examples and practices companies are adopting as part of their mental health strategies:
- Bell Canada’s “Bell Let’s Talk” initiative: An annual corporate campaign encouraging conversation, reducing stigma, and funding mental health programs. Over time it has gained wide recognition and participation. (Wikipedia)
- Paid mental health days: Some organisations offer staff a dedicated day off—no questions asked—for mental recovery. (goco.io)
- Senior leadership openness: Leaders sharing their own mental health journeys helps create psychological safety and reduce stigma. (WebMD Health Services)
- Employee Assistance Programs (EAPs): Confidential counselling and support services, accessible via phone, online, or in person, are standard in many progressive organisations. (EPIC Insurance Brokers & Consultants)
- Wellness programs and supporting infrastructure: Mindfulness or meditation sessions, mental health training, flexible working, and stress-management workshops are becoming common offerings. (WebMD Health Services)
- Integrated reporting: Embedding mental wellbeing metrics into ESG reports to show accountability and clarity to stakeholders. (Enhesa)
These practices send a strong message: mental health is integral—not peripheral—to your business strategy.
Practical Tips: What You Can Do Beyond the Basics
To move from rhetoric to action, here are some practical steps your organisation can take before, during, and after World Mental Health Day.
Step | Action | Impact / Benefit |
1. Launch a visible awareness campaign | Distribute a one-pager of mental health resources, encourage “wear green” or internal communications, host panel discussions | Increases awareness, signals commitment, encourages safe conversations (WebMD Health Services) |
2. Leader storytelling | Invite senior leaders to share their mental health experiences publicly | Reduces stigma and models authenticity (WebMD Health Services) |
3. Offer a mental health day / self-care afternoon | Allow a paid break or “self-care” window on October 10 or near it | Reinforces that mental rest is valued and legitimate (wellable.co) |
4. Host wellbeing workshops or sessions | Invite mental health professionals to lead guided meditation, stress workshops, or resilience training | Equips employees with tools and builds culture of support (springhealth.com) |
5. Launch or refresh EAP and resource mapping | Ensure employees know how to access counselling, hotlines, therapy, apps etc. | Reduces friction and increases uptake when help is needed (EPIC Insurance Brokers & Consultants) |
6. Embed mental health into ESG / HR strategy | Include wellness metrics in reporting, integrate into job design, measure well-being outcomes | Makes support systematic and measurable, not ad hoc (Enhesa) |
7. Check-in and follow up | Collect anonymous feedback, review uptake and refine next steps | Helps ensure the initiative evolves and remains relevant |
Remember: Mental health support should be continuous, not just a one-day event.
World Mental Health Day offers a yearly opportunity to focus, educate and act—but the work doesn’t end on October 10. For organisations serious about ESG and sustainability, caring for mental wellbeing is not separate from business strategy; it is part of it.
By supporting mental health — promoting open discussions, offering resources, embedding it in policy and reporting — you signal to your people, partners, and stakeholders that your purpose is not only profit, but humanity. And the evidence is clear: happier, healthier, supported people are more innovative, loyal and resilient.
Let this year be one where your organisation takes meaningful steps. Because mental health is good for people—and good for business.
If you’d like help building mental health strategies or embedding them into ESG frameworks, contact us at Green Circle Solutions for a free 30 minute discovery call. hello@greencirclesolutions.co.uk