Omicron has disrupted plans to return to “normal” in workplaces across America. Yet no matter where an organization falls on the “in-person-to-remote-work” spectrum, it’s vital to provide the mental health support that will be needed long after the passage of Omicron and every other COVID-19 variant.

Based on our belief that leaders can be a catalyst for positive change, One Mind at Work recently convened a virtual meeting to highlight real examples of initiatives, programs and approaches to improve mental health support in the workplace. We brought together 50 leaders spanning a variety of sectors and countries — from Fortune 500 companies to innovative startups and everything in between.

Conversations ranged from reducing the stigma surrounding mental health to creating a workplace culture that values employee well-being. But one key insight emerged: leaders who are actively involved in prioritizing mental health among employees and create space for open conversations are achieving positive results.

One leader at Bell Canada spoke about the impact when the company’s CEO shared a personal mental health story. By showing vulnerability and empathy, this CEO instilled a sense of trust and aptitude for sharing about mental health challenges throughout the organization.

The incident helped inspire the company to launch the Bell Let’s Talk campaign, which led millions of Canadians to engage in an open discussion about their own struggles with mental illness, sparking new ideas and hope for others facing their own challenges.

A leader at a major investment firm discussed how communicating about personal experiences with mental health opened the door for employees to feel comfortable talking about their own stories. This leader told the group that prioritizing employee mental health has helped the firm achieve the lowest turnover rate in the investment management sector.

How else can leaders contribute? By endorsing and embracing workplace mental health initiatives — including taking an active role in scheduling and attending meetings around mental health. This combats distrust, fights stigma and reduces apathy across the organization.

Leaders should also work to ensure benefits are accessible to employees. By continually auditing an organization’s mental health offerings — and adding to them where needed — leaders can help ensure employees are getting the specific services they need. At One Mind at Work, we find it best practice to schedule regular check-ins with employees to ensure that access on paper is access in reality.

With everyone collectively shouldering the weight of the pandemic, employees need and expect their employers to be a source of help and hope. A strong commitment from organizational leaders to workplace mental health produces stronger programs, a healthier culture and better results — for both employees and the organization itself.