Amina recently graduated from college after spending her last year of school taking classes on Zoom, isolated in a small apartment. She lost her grandfather to COVID-19 and her mother was laid off. Now, she is entering her first job, carrying unseen scars and a need for resilience created in unprecedented times. Amina's story is not unique; it reflects the experiences of countless young adults entering the workforce today.

Globally, the World Health Organization reports at least 14.9 million excess deaths due to COVID-19, with actual numbers likely much higher – a staggering loss that affected countless lives. Isolation exacerbated the crisis. In one Harvard Poll 202161% of young adults reported feeling acute loneliness, increasing their risk the development of serious health conditions.

Next year, in one American Psychological Association Survey, 50% of adults aged 18 to 24 reported mental health problems. Like many others, my mental health journey began long before the pandemic, a silent battle that spanned 20 years of infertility. However, the sheer isolation, anxiety and loss felt on a global scale since the pandemic often leaves me speechless.

Now, we face significant long-term mental health challenges. The psychological effects of loneliness can persist up to nine years after the initial experience, with long-term effects such as PTSD continuing to affect well-being and productivity. For the children and adolescents who watched the unprecedented death, isolation and mental anguish of adults during the pandemic as they missed critical stages of social and cognitive development, we are is just beginning to see the impact.

As these young people transition into our workplaces, their mental well-being requires our full attention and empathy. By empowering them with tools and an environment that understands and supports what they need for sustained well-being, leaders can protect the post-pandemic workforce and nurture a culture of resilience.

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Foster a growth mindset

People with one growth mindset may seek paths to advance their careers, even in challenging times, but inspiring such resilience in a team requires sustained effort supported by sustainable and targeted programs. It's time to move beyond the idea that behavior changes after just a one-hour course. Instead, implement strong resilience programs and build new habits through it repetition and consistency.

Our 30-day “Go Beyond” experience starts conversations about diversity and inclusion by highlighting mental health and resilience. Every day for a month, teams engage in simple, self-powered activities or watch short videos focused on developing technical skills and the mental capacity to reframe challenges into learning opportunities. Now in its third year, people are still responding positively to our 30-day commitment to this ritual, which fosters a culture of belonging, trust and security as we move forward, even through adversity.

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Redefine language

The conversation about mental health in our workplaces needs to happen. At Deloitte 2023 Gen Z and the Millennial Survey, researchers found that many employees still felt uncomfortable talking about mental health offerings at work or disclosing that they needed time off to use them. To create an environment where EMPLOYEE feel comfortable embracing mental wellness, leaders can start with the language they use to discuss it.

Our company integrates the concept of “mental fitness”, similar to physical fitness, into our organizational language. Transforming Mental Health Month into Mental Fitness Month and rebranding mental health benefits as mental fitness benefits underscore our commitment to proactive care and resilience. Over time, these small efforts lay the groundwork for bigger changes.

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Lead by example

When leaders model resilience and share their challenges and mental fitness approaches without fear or judgment, their team members feel safe and seen enough to do the same. In 2022, we launched a mental fitness app so our team members could reach professional support at any hour of the day. After recently facing a personal challenge and using this new app to schedule a visit with a counselor, I shared that experience with my team to demonstrate the importance of asking for help when needed. Since then, several other team members have reported joining the app.

A leader's example should include an organization ready to accommodate life's most important moments. My four-year-old son was born on my husband's 30th sobriety birthday. When my son turned four and my husband celebrated 34 years of sobriety this year, my company hosted a conference in Dallas on the same day. As Senior Vice President of HR, I felt the need to be present for my organization and team. Still, I was worried about missing this important event with my family.

So, I spoke to my leader and team, who arranged for me to join the conference via Teams. I openly shared why I didn't get on that plane and asked my leaders to do the same. Organizations willing to accommodate the well-being of their employees are less likely to lose them or, worse, cause them to continue in distress.

Now is the time to act

Given the unprecedented death, isolation and mental anguish that shaped their experiences, the integration of the post-pandemic generation will depend on how well we support their mental well-being. Eight out of 10 employees consider wellbeing benefits when accepting a job and workers unhappy with mental health and wellbeing support are more likely to consider finding a new one. However, in recent research, less than half of customer service agents surveyed believed their employer took their mental health seriously and more than four out of 10 employees felt uncomfortable talking about mental health at work.

Like Richard Branson said, “Take care of your employees and they will take care of your business.” An organizational commitment to protect employee well-being promotes employee engagementwhich can increase profitability. Whatever the initiative, it must start with leadership and permeate every level of the organization. Start with a mental fitness audit, implement regular mental fitness checks, and train leaders to support mental fitness journeys to nurture the well-being that inspires individuals to thrive. Humanity is at the center of a company's collective journey, and leaders who respect it can empower resilient teams that move forward through the new realities of tomorrow.

How will you drive transformational change to cultivate a resilient workplace?