World Mental Health Day, observed each year on October 10, is a vital opportunity to raise awareness on mental health and wellbeing. As a leading professional services firm, Deloitte Middle East recognizes its responsibility to foster a wellbeing-first environment, where our people can truly thrive. Our leaders play a central role to this, holding themselves accountable for promoting mental health across the workplace. 

This year, we are spotlighting our leaders as they reaffirm their commitment to wellbeing. Take a moment and see what they have to say.

Mental Health is a continuous top concern

According to the Deloitte Gen Z and Millennial Survey 2025 that surveyed over 23,000 Gen Z and Millennials, mental health has continued to be one of the most pressing societal issues, ranked by Gen Zs as second only to the rising cost of living, and above concerns such as unemployment, political instability and even climate change. Despite this growing awareness, stress and anxiety remain constant realities, and while finances and family wellbeing weigh heavily, work itself is a significant contributor with over one-third of respondents say their job adds to their stress: 

At the same time, many young professionals continue to struggle with how mental health is addressed in the workplace. Although 62% of Gen Zs and 64% of millennials say they feel comfortable speaking to their manager about mental health, fewer believe their manager would know how to respond—and some fear stigma or discrimination. Similarly, while 74% of Gen Zs and 68% of millennials say they have needed to take time off due to stress, less than half did so, with many citing different reasons for their absence. These findings highlight a clear gap between the willingness to share and the confidence that real support will follow.

The role of organizations and leaders

Organizations have a duty to address these challenges. Through a workplace design that promotes flexibility, empathetic leadership behaviors, and a culture of recognition and inclusion, we can foster healthy wellbeing within our people. To bring this to life, leaders need to set boundaries that protect work-life balance, recognize and reward contributions, and foster environments of inclusion and care. These are not optional extras, but essential building blocks for a workplace where people can thrive.

At Deloitte, we bring a wellbeing-first culture to life through a wide range of initiatives and practices, and are committed to sharing what works. At Deloitte Middle East, we…

• Equip our people with continuous education on mental health. Through monthly wellbeing webinars, leadership inclusion trainings, and access to our dedicated internal wellbeing platform and external wellbeing app, Deloitte provides resources, toolkits, and expert insights. These initiatives empower our people and leaders to recognize the signs of poor mental health, care for themselves, and support others.
• Encourage open conversations. Deloitte creates safe spaces for dialogue through storytelling, setting the tone from the top. Conversation cards are also available to spark wellbeing discussions during team meetings and check-ins.
• Foster a culture of recognition. Deloitte’s Elevate Recognition Program celebrates individuals who go above and beyond in serving our Clients, People, Brand, Quality, and Ethics—reinforcing a culture of appreciation with meaningful incentives.
• Ensure equal access to professional mental health support. Deloitte believes mental health is just as important as physical health. Our people and their immediate families have access to year-round, confidential counselling through expert third parties, alongside a range of wellbeing and treatment options covered by our medical insurance.
• Provide clear and trusted support routes. Our people can raise wellbeing concerns without fear of retaliation. Support is always available through trained leaders, talent partners, mental health champions, and our ethics team, who address wellbeing issues tied to workplace ethics.
• Offer flexibility and family-friendly policies. Through HybridWorks, our people have the choice and flexibility in where and how they work, aligned with business and team needs. In addition, family-friendly leave policies and Deloitte’s Returnity program provide consistent, flexible support before, during, and after parental leave—helping our people balance their professional and personal lives.

By prioritizing mental health today, we create a stronger, healthier workplace for tomorrow.