Mental Health: A Leadership Imperative for Nonprofits

In every corner of our sector, people are talking about stress, anxiety, burnout, and isolation. While we might not always call it “mental health,” that’s exactly what it is. And yet, stigma continues to block us from addressing the real challenges—especially in nonprofit spaces where mission-driven work can sometimes come at the expense of our teams' well-being.

Even organizations whose work centers on health and wellness are not immune. In fact, stigma persists in nonprofit workplaces just as it does anywhere else. And as someone who consults with nonprofits of all sizes, we have seen firsthand how this stigma can quietly derail even the most people-centered cultures.

Let’s name the reality: we haven’t solved the stigma around mental health in the workplace, and unfortunately, it may take decades to get there. Add to that the ongoing disconnection and isolation brought on by the pandemic, and we’re left with work environments where many feel overwhelmed, but few feel safe enough to say it out loud.

Here’s the truth: one in five adults experiences a mental health disorder every year, and the majority of them are working—often in your organization. And yet 8 in 10 of those employees will avoid seeking help due to stigma. This directly affects performance, retention, and overall morale. Mental health is no longer a “is not a nice-to-have” support—it’s a strategic imperative.

And the data supports that urgency: only 36% of employees say their employer provides adequate resources to manage stress. Untreated mental health conditions cost U.S. employers over $190 billion annually in lost productivity. In a sector where budgets are already tight and burnout is high, we simply cannot afford to ignore this issue.

As a nonprofit leader, you have the power—and the responsibility—to do better.

Reducing stigma and building a culture of mental wellness doesn’t require a complete overhaul. It begins with intention, accountability, and a willingness to lead differently. Here are six key ways your organization can begin to shift the culture and prioritize mental health in meaningful, sustainable ways:

1. Model mental health in leadership

Normalize rest and self-care from the top down. Take your PTO. Talk openly about your own boundaries. Share when you’ve stepped away for therapy or a walk. Leadership transparency signals to staff that wellness is both valued and protected.

2. Talk openly about mental health

Encourage honest dialogue. If you’re having a hard day, say so. When leaders speak candidly about emotional health, it builds trust and helps reduce the fear or shame employees might feel about sharing their own struggles.

3. Create an inclusive, supportive environment

Make mental health benefits and support resources visible and accessible. This can be through onboarding, team meetings, or internal newsletters. Consider creating peer groups, mentorship programs, or Slack channels dedicated to wellness and connection.

4. Use person-centered language

Words matter. Avoid stigmatizing terms like “crazy” or “addict.” Instead, practice person-first language (e.g., “a person with depression” vs. “a depressed person”). This shift in language reinforces dignity and humanity in every conversation.

5. Engage in awareness campaigns

Leverage national campaigns like Mental Health Awareness Month (May) or World Mental Health Day (October 10) to raise awareness, share resources, and encourage open dialogue. These moments can be powerful catalysts for deeper culture change.

6. Offer comprehensive, accessible care

Don’t relegate mental health support to the fine print of your benefits package. Ensure your offerings include easy access to counseling or therapy services, crisis support, and wellness resources—especially options that are culturally responsive and inclusive.

As nonprofit professionals, we show up every day for the communities we serve. But we can’t fulfill our missions if our teams are running on empty.

If you're a nonprofit leader who’s serious about retention, culture, and impact, it’s time to move mental wellness to the forefront. Stigma has no place in purpose-driven work.