Imagine stepping into a workplace that silently demands you to suppress your emotions, forcing you to quiet your authentic self out of fear or shame. Picture yourself walking through the office doors after enduring a profound personal loss—perhaps the end of a relationship or even the death of a loved one—and feeling compelled to conceal your grief beneath a veneer of stoicism.

You could choose to wear your mask of invulnerability and hide behind a facade of so‑called professionalism, or you could embrace your emotions in a morally wholesome way that fosters true connection with others. Which would you prefer?

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Emotions are vital aspects of the human experience. However, in some workplaces, they are still perceived as a form of weakness or unprofessionalism, leading to a culture where authenticity takes a back seat in an outdated definition of workplace decorum.

This is where emotional inclusion comes in: It is an essential catalyst for fostering a thriving professional landscape, not just for the organisation’s success, but also for the well‑being of every individual within it.

According to American management consulting firm Gallup, the average person spends approximately 81,396 hours working throughout their lifetime—basically making sleep the one thing we do more than work. This staggering measurement underscores the inherent intertwining of our personal and professional lives. The false notion of separating our “home selves” from our “work selves” is impractical and deeply detrimental.

We are whole human beings, and emotional inclusion respects this wholeness by creating an environment where individuals feel empowered to bring their full selves to work—both their joys and struggles—without fear of judgement or ridicule.

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Prioritising emotional inclusion means creating a workplace culture that fully values humanity. According to British clinical psychologist Dr Sue Johnson, “naming an emotion begins the process of regulating and reflecting on it. What we can name, we can tame.”

This insight encapsulates the essence of emotional awareness: By encouraging individuals to articulate and acknowledge their feelings, we pave the way for healthier workplaces. Leaders who foster an environment of compassion and understanding empower employees to express themselves freely.

When organisations validate and respect employees’ emotional states, they create spaces where individuals are seen, valued, and appreciated for their work and who they are. This emotional safety is vital as it enhances employee morale, significantly boosting productivity, engagement, retention, and overall well‑being.

Emotional inclusion is a critical core value that transcends conventional diversity, equity, inclusion, and belonging (DEIB) strategies. While DEIB initiatives play an important role in shaping fair and equitable workplaces, emotional inclusion emphasises mental well‑being as a crucial component of an organisation’s culture. In our fast‑paced, high‑pressure work environments, we often prioritise results and performance, sidelining the needs of our emotional selves.

This short‑sighted approach overlooks the intrinsic link between emotional health and productivity. Gallup’s 2024 State of the Global Workplace report highlights that 62 per cent of employees are disengaged at work, leading to diminished productivity, chronic absenteeism, and a plethora of adverse outcomes for both individuals and organisations.

When we prioritise emotional inclusion, we lay the foundation for an engaged, innovative, and resilient workforce—a strategy that benefits employees and drives organisations forward. In other words, it is a prudent business strategy with long‑term dividends.

The word “include” is a verb, and caring for one another’s emotions is necessary. Emotional inclusion is a call to action for businesses and individuals to prioritise people over profits, and to recognise that a workforce that feels seen, heard, and valued is more productive, innovative, and engaged—especially since anyone can readily achieve it.

Champion for safe spaces

Initiate open communication in meetings to encourage the creation of safe spaces. To foster genuine connection, ask team members to share one emotion they are experiencing. This simple practice sets the tone for deeper conversations and can transform a typical meeting into a more genuine one where employees feel seen and heard.

Build authentic relationships

Promote curiosity and dialogue among colleagues to combat false assumptions. Engage in active listening and ask open‑ended questions to uncover your co‑workers’ true experiences. For instance, ask, “I’ve noticed you’ve been a bit quieter in meetings lately. Is there anything you’d like to talk about that might be on your mind? ” instead of “Are you okay? You seem stressed. ” This approach creates a supportive environment where individuals feel safe sharing their struggles.

Advocate for support systems

Push for mental health insurance schemes, employee assistance programmes, and counselling services. Collaborate with colleagues to present a unified request to management, highlighting the benefits of accessible mental health support. Prioritising these resources cultivates a culture where emotional inclusion can thrive.

Lead by example

Model emotional transparency by openly sharing your feelings during interactions, whether they are positive or negative. This behaviour encourages others to express their emotions without fear of judgement and promotes trust. By addressing your own challenges, you signal that it’s okay for others to do the same.

Create opportunities

Organise regular team‑building activities such as lunch‑and learns and informal gatherings, focusing on bonding and emotional connection. Incorporate emotional check‑ins during team updates to discuss challenges and successes. These initiatives strengthen relationships and normalise the expression of emotions in the workplace.

In today’s rapidly changing world, recognising that emotions are inseparable from the human experience has never been more crucial. Emotional inclusion is the cornerstone of a thriving, successful workplace. it creates an environment that drives deeper engagement, higher productivity, and greater innovation. It also plays a crucial role in fostering a more compassionate society. I reckon this really does call for a humanising revolution at work. One that can only be done together.

Mollie Rogers (Jean de Dieu) is the general manager of Longchamp (Singapore and Malaysia) and the founder of Emotional Inclusion, a non‑profit organisation that advocates humanising the workforce. She is also the author of Emotional Inclusion: A Humanizing Revolution at Work (published by Penguin Random House in 2023), a book that seeks to destigmatise talking about emotional wellness at work.