In an ever-changing world of work, mental health is much more than a question of individual well-being: it is a powerful lever for inclusion. By ensuring that every employee feels listened to and supported, companies can create a more balanced, attractive and high-performance working environment.

A global approach to inclusive well-being: the example of JLL

For over ten years, JLL has placed mental health and inclusion at the heart of its employee well-being policies. The company has developed ambitious initiatives to support employees in their various life situations:

• An advanced parenting policy that takes into account the specific needs of single-parent families, family carers and employees with disabilities.
• Additional days off for employees with disabilities, to help them adapt to the pace of work.
• Dedicated assistance for caregivers, with a helpline and administrative support to ease the mental burden.
• Partnerships in Employee Assistance to offer psychological support, nutritional advice and solutions for better sleep management.
• Well-being training and workshops, such as Lunch & Learn sessions, where experts in work psychology address topics such as stress management and resilience.

The aim of these measures is to create a benevolent working climate, where each employee can develop in complete serenity and authenticity.

Partoo: treating mental health as an issue of inclusion

Hugo Perrier, from Partoo, insists on the need to treat mental health as an issue of inclusion. An audit carried out within the company revealed an overall positive feeling about diversity, but also revealed areas for improvement.

Breaking down the taboos surrounding mental health

The audit highlighted that mental health problems can sometimes lead to feelings of isolation. To counter this, Partoo has taken concrete steps:

• Train HR team members in mental health first aid, so that they can better welcome and support employees in difficulty.
• Encourage open dialogue, to transform mental health into a vector of inclusion rather than a factor of exclusion.

Towards greater parity in top management

Another issue raised concerns the representation of women in leadership positions. At present, only 25% of the top 20 managers are women. To remedy this, several initiatives have been launched:

• The creation of a mixed internal body, bringing together male and female volunteers to work on parity.
• Training and awareness-raising initiatives.
• Pay transparency and criteria for increases, to guarantee total fairness.
• Support for male and female talent, to ensure equitable career development.
• The development of mixed succession plans, to improve the representation of women in management bodies.

Disability: better inclusion and support for employees

Partoo is about to sign an agreement with Agefiph to strengthen the inclusion of disabled talent. The objectives are clear:

• Facilitate the recruitment of disabled employees.
• Encourage employees to declare their situation, so that we can offer them tailor-made solutions.

The experience of JLL and Partoo shows that approaching mental health from the angle of inclusion is a winning strategy. By developing concrete support systems and encouraging open dialogue, these companies demonstrate that inclusion is not limited to visible diversity.

Would you like to delve deeper into these topics and provide food for thought? Discover the FORWARD 2025 replays and retrospective.