My path to becoming an advocate for workplace mental health and employee well-being wasn't linear – it was forged through personal experience with both burnout and workplace trauma. These experiences shaped my understanding of why organizations must prioritize creating psychologically safe and inclusive environments for their employees.
It was my earlier work experience that truly opened my eyes to the devastating impact of toxic workplace cultures. As the only Black woman in my department, I endured microaggressions, discrimination, and demeaning treatment that left deep emotional scars. Despite holding a leadership position and pursuing my doctorate, my intelligence was questioned, my voice was diminished, and my dignity was compromised. The experience culminated in an incident where a superior made an unconscionable reference to noosing – a moment that highlighted how workplace trauma can intersect with historical and racial trauma.
These experiences taught me valuable lessons about what organizations need to do differently. First, workplace well-being isn't just about offering meditation apps or wellness programs – it's about addressing systemic issues that create stress and trauma in the first place. This includes examining power dynamics, addressing implicit bias, and creating accountability systems that actually work.
Second, burnout isn't simply a personal failure or lack of resilience – it's often a symptom of organizational dysfunction. When employees are overburdened with administrative tasks, facing unclear expectations, or managing toxic relationships with superiors, no amount of individual coping strategies will solve the underlying problems.
Third, diversity and inclusion efforts must go beyond mere representation. Having been "the only one" in my department, I understand that hiring diverse talent is just the beginning. Organizations must create environments where all employees feel valued, respected, and psychologically safe. This means addressing microaggressions promptly, providing meaningful support systems, and ensuring that leadership is educated about trauma-informed management practices.
Today, I channel these insights into my work as a consultant, helping organizations create cultures that truly support employee well-being. This involves:
Developing customized corporate training programs that address employee mental health, trauma-informed leadership, and psychological safety
Offering professional growth and resilience services including high-profile counseling and on-site employee assistance program (EAP) support
Establishing strategic wellness initiatives such as reflective roundtables and organization assessments that examine both obvious and subtle barriers to inclusion and well-being
The business case for prioritizing employee well-being is clear. Organizations lose talented employees, institutional knowledge, and significant resources when they fail to create supportive environments.
But beyond the business case, there's a human imperative. No employee should have to develop extraordinary resilience just to survive their workplace. While my experiences led me to grow stronger and ultimately advocate for others, the goal should be creating workplaces where such resilience isn't necessary.
As we continue to navigate changing workplace dynamics, organizations must recognize that employee well-being isn't a luxury – it's a fundamental business necessity. By addressing systemic issues, creating inclusive cultures, and prioritizing psychological safety, we can build workplaces where all employees can thrive, not just survive.
The future of work demands leaders who understand these dynamics and are committed to creating meaningful change. Through my consulting work, I'm dedicated to helping organizations make this vision a reality, ensuring that future generations of employees won't have to face the same challenges I did.
About Dr. Moreland:
Dr. Channing L. Moreland, founder of Moreland Counseling & Consulting Group, is a strategic organizational leader and Licensed Professional Counselor who partners with Fortune 500 companies, educational institutions, and non-profits to build inclusive, mentally healthy workplace cultures. With over 16 years of experience across healthcare, academia, and organizational development, she has established a track record of transforming organizations through innovative people development and systems optimization. Dr. Moreland holds a Doctorate in Education in Leadership and Administration from Point Park University, and her expertise in mental health, leadership, and inclusion has earned her recognition including Pittsburgh Magazine’s 40 Under 40 Award and the Professional Women’s Network Ladies Who Lead Award.