JEDI practices and principles can impact mental health in the organizational environment by creating a sense of belonging, reducing stress, and increasing people's engagement with the organization's purpose. The principles of JEDI serve a purpose similar to the heroes in Star Wars: to safeguard justice, and human dignity, and bring light to the universe, in this case, the universe of organizations.
I have always been a fan of sci-fi. Movies like Star Wars fascinated me. When I was younger, I was mesmerized by the battles, the heroes' journeys, and the triumph of good over evil. As an adult, I understood how the plot of movies like Star Wars reflects much more than epic battles and difficult choices by the main characters. Star Wars is about politics, human struggles, and the fight for liberation and dignity.
The JEDI represents the hero figure, but more importantly, it relates to how all beings are connected to the Force and the universe. In the real and current world, organizations also have the option to adopt the JEDI figure, in this case, by incorporating practices of Justice, Equity, Diversity, and Inclusion.
In other words, the “JEDI” in organizations refers to a set of humanizing principles. But what do each of these principles mean in practice?
Justice relates to creating an organizational space that recognizes the importance of everyone deserving equal opportunities.
Equity allows an organization to honor what makes us unique, our cultures, and our needs as people.
Diversity is the principle in which the organization is represented by various people in terms of gender, age, ethnicity, neurodivergence, abilities, and other social markers.
Inclusion refers to how an organization creates an environment where everyone can feel they belong, are valued, and are welcomed.
Therefore, JEDI is an approach in which an organization commits to celebrating the human experience in its plurality.
JEDI principles are crucial in organizations for several reasons. First, in terms of innovation, a diverse team tends to bring diverse skills to the dialogue, which can solve problems creatively. Second, in terms of happiness, an inclusive work environment fosters a sense of belonging for the people who collaborate in these contexts. Third, in terms of relevance, organizations that invest in diversity and inclusion end up creating a work context adaptable to changes.
JEDI principles applied to organizations tend to reduce the "escape" of talent and opportunities, which can lead the organization and its team to greater efficiency and the ability to achieve shared goals.
Thus, JEDI principles can contribute to an organization's impact on both society and the lives of its employees. One relevant aspect of the impact that JEDI principles can have is on the mental health of an organization's workers. The issue of mental health in the workplace is related to the shared psychological, physical, social, and emotional well-being among people. Thus, mental health can be evaluated based on factors such as the creation of positive relationships, how they handle daily challenges and responsibilities, and how they communicate with each other. The absence of conditions for mental health in organizations can cause a gradual distancing and termination of labor relations, or even anxiety, depression, and panic. In this way, institutional practices and principles play an important role in creating an organizational environment that prioritizes the mental health of its employees.
By examining the impacts of JEDI principles applied to organizations and their relationships with mental health, we see that these practices can enhance workers' relationships with themselves and with the organization. Firstly, JEDI principles increase the sense of belonging. Inclusive organizational environments encourage different perspectives and life experiences. As a result, people can feel respected and valued, feeling part of the organization.
This process promotes collaboration, transformation, and plurality. Secondly, environments guided by JEDI principles end up creating workplaces that treat people equally. Thus, by promoting a treatment that prioritizes the well-being and support of workers, these are spaces where people feel they can be authentic. This tends to increase stress resistance and decrease anxiety and depression levels.
JEDI principles increase people's satisfaction and engagement, promoting more connection with the purpose and responsibilities, creativity, problem-solving, and change.
In short, JEDI practices and principles can impact mental health in the organizational environment by creating a sense of belonging, reducing stress, and increasing people's engagement with the organization's purpose. The principles of JEDI serve a purpose similar to the heroes in Star Wars: to safeguard justice, and human dignity, and bring light to the universe, in this case, the universe of organizations.
Clinical Psychologist RUMO
Head of Equality, Diversity & Inclusion
References:
British Association for Counselling and Psychotherapy (BACP). (2020). Good Practice in Action 063 Clinical Reflections for Practice: Equality, diversity, and inclusion (EDI) within the counselling professions 1
Barnet, Enfield, and Haringey Mental Health NHS Trust. (2022). Equity, Diversity, and Inclusion Strategy 2022–2025 2
Fitzgerald Human Resources Organisation Development. (2024). A Complete Guide to Equity, Diversity, and Inclusion in the Workplace 3
American Psychological Association. (2024). Take a critical look at equity, diversity, and inclusion policies 4
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