Almost all UK employees (92%) say bringing their whole self to work matters. Yet fewer than half (47%) feel they can. New research from MHFA England, released for My Whole Self Day 2026 (10th March), shows the gap is costing businesses – and workers already know how to fix it.
The commercial cost of inaction is clear. One in five employees (21%) considered quitting in the past year, 39% say not being able to be their whole self affects their productivity, and 16% have withheld ideas or suggestions.
Employees reveal four leadership actions that could transform workplace performance
Employees are equally clear about what would make the biggest difference:
- 44% want support with workloads
- 44% want leaders to respond to individual needs
- 44% want to feel recognised
- 42% want regular check-ins
The research also shows where the opportunity for improvement is greatest. Women are significantly less likely than men to feel they can bring their whole self to work (41% vs 55%). Among those aged 18–24, the figure drops to just 29%.
These disparities suggest a competitive opportunity for organisations that prioritise inclusive leadership. More than a quarter (27%) say feeling excluded has reduced their confidence or motivation, and almost half (45%) say it affects their mental health.
The research also points to a management capability gap. Almost half (45%) of managers are not confident in measuring psychological safety. Yet a third of employees (33%) say better manager training would help, and 34% want leaders to visibly role model the culture they are asking their teams to adopt.
Sarah McIntosh, Chief Executive at MHFA England, said:
“When people cannot bring their whole self to work, it’s not simply a wellbeing issue – it becomes a performance and organisational effectiveness issue. Ideas go unshared, talent leaves, and businesses lose out on the perspectives that drive innovation.
Employees are clear about what would make a difference, and it doesn’t have to cost the earth. Much of it comes down to managers being confident and skilled enough to understand the whole person and what they need to perform at their best. We know leaders are under real pressure, but often it’s the quality of small daily interactions that make the biggest difference to creating psychologically safe cultures. My Whole Self Day is an opportunity for more organisations to take action.”
Caroline von Koenig, Global Wellbeing Lead at Experian, said:
“At Experian, the wellbeing of our people is essential to our success as a company, and we recognise that good wellbeing is key to employee growth and business performance. We acknowledge the importance of fostering a psychologically safe workplace for our people and the communities we serve. Managers play a critical role in shaping day-to-day culture through empathy, trust and inclusive leadership behaviours.
Initiatives that encourage colleagues to bring their whole selves to work help reduce stigma, strengthen belonging and unlock innovation. When people feel valued and supported, it’s not only better for wellbeing; it’s essential for sustainable performance and long-term success.”
Katerina Cleaver, Head of Strategic Partnerships at the Chartered Management Institute, said:
“At the Chartered Management Institute, we believe psychologically safe and inclusive workplace cultures are fundamental to healthy, high-performing organisations. When people feel able to bring their whole selves to work, they are more engaged, more innovative and more likely to thrive.
The research highlighting gaps between intention and lived experience reinforces the role managers play. Trained and supportive managers shape this day-to-day experience – through the conversations they encourage, the behaviours they model, and the environments they create. Initiatives like My Whole Self Day are invaluable for prompting honest dialogue about wellbeing and belonging, and for equipping managers with the confidence and capability to foster workplaces where everyone feels seen, supported and able to succeed.”
Organisations can access a suite of free My Whole Self resources, including toolkits and guides to help managers and teams create more inclusive, psychologically safe workplaces. The resources support everyday conversations and stronger team dynamics.
For organisations looking to build manager confidence and capability, MHFA England’s people manager training portfolio supports managers at every level to develop the skills needed to foster psychologically safe, high-performing teams.
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