Inclusion or Burnout?
A fascinating study (see links) has just been published, which found a strong correlation between burnout and lack of inclusion:
- that those who do not feel included are far more likely to experience burnout.
- that workplaces which are worse at inclusion have higher levels of burnout and attrition.
- improving inclusion in the workplace improves the mental health of those who are struggling.
For example:
Multiple studies have reported that marginalized groups—including women, the LGBTQ+ community, and people with disabilities—experience higher rates of workplace burnout.
They also identified the four factors that most affected people’s sense of being included at work:
- Good access to the resources that enable success (e.g. development opportunities, childcare).
- Senior managerial support – feeling that there’s someone senior to them who is in their corner.
- Psychological safety with direct manager, especially people feeling comfortable with disagreeing with their manager.
- Fair and equal opportunity for success – the sense that people with a diversity of thought, background, identity and experience can succeed and achieve leadership roles. If there isn’t representation of people from marginalised groups in senior leadership, this is very hard to achieve.
There are lots of implications for the church, especially when it comes to good management of autistic clergy (like me), as well as helping autistic people to take their full part in the life of the local church.
