Legal Employers Must Accept Wellness, Inclusion as a Structural Necessity

The legal profession is facing a critical moment. As conversations about diversity, equity, and inclusion become increasingly polarized, the industry stands at a crossroads. Transforming the wellness culture in law practice is no longer optional—it’s essential. True well-being isn’t just about individual resilience; it’s about creating environments where all lawyers can thrive.

At the heart of this transformation is inclusion—not as a buzzword, but as a fundamental pillar of workplace wellness. Over the years, I have explored these themes—examining the intersection of wellness, inclusion, and professional identity in legal education and practice. Inclusion is more than a concept to be discussed and debated—it must be recognized as a structural necessity for a profession that demands so much from its members.

The legal profession is already a high-stress field, with long hours, intense pressure, and an adversarial culture. For lawyers from underrepresented backgrounds—women, people of color, first-generation lawyers, LGBTQ+ professionals, and others who have historically been excluded from the profession—these pressures are often compounded by the additional burden of navigating workplaces that may not fully acknowledge or support those identities. 

When lawyers feel they must mask aspects of their identity or constantly prove their worth in environments where they aren’t fully included, it takes a toll on their mental health and well-being. A true culture of wellness requires more than just conversations about mindfulness or work-life balance—it demands that legal workplaces foster belonging, psychological safety, and respect for diverse experiences. 

The ability for a person to thrive personally and professionally is inextricably connected to their sense of identity, belonging, and equitable treatment. This relationship works both ways: environments that support well-being tend to be more inclusive, and workplaces that celebrate diverse perspectives enhance the well-being of their employees.

When legal organizations create spaces where all lawyers feel valued, respected, and empowered to contribute fully, the benefits extend beyond individual well-being—they strengthen teams, improve client outcomes, and foster a healthier profession as a whole.

A well-being-focused workplace allows lawyers to feel valued for who they are, not just for their output. Research shows that when professionals feel comfortable being their authentic selves at work, they experience lower levels of stress, greater job satisfaction, and increased engagement. 

When authenticity isn’t supported, the pressure to conform can lead to burnout, imposter syndrome, and disengagement. For many lawyers, the ability to show up authentically is directly tied to workplace culture. Does the workplace create space for different perspectives? Are mentorship opportunities equitable? Do leaders foster an environment where all lawyers can voice their concerns without fear of backlash? These factors determine whether inclusion is merely performative or genuinely embedded in the culture of the organization.

Here are three ways to prioritize inclusion as a pillar of well-being:

• Foster Psychological Safety. Lawyers need to feel comfortable expressing concerns, making mistakes, and voicing different viewpoints without fear of negative repercussions. Encouraging open dialogue, active listening, and supportive leadership helps create a sense of safety that is essential for well-being.
• Normalize Conversations About Identity and Mental Health. Mental health initiatives should acknowledge the unique challenges that underrepresented lawyers face. Providing affinity groups, mentorship programs, and mental health resources tailored to diverse needs ensures that well-being strategies are truly inclusive.
• Commit to Systemic Change. Well-being in the workplace is a shared responsibility, but not an equal responsibility. Wellness initiatives shouldn’t place the burden solely on individuals to cope with workplace stress. Instead, organizations must work to dismantle structural barriers, address bias, and actively create inclusive environments that support the well-being of all lawyers.

A culture of wellness can’t exist without a culture of inclusion. Lawyers do their best work when they feel supported, valued, and empowered to be themselves. Whether or not a workplace has a formal DEI program, well-being depends on ensuring that all legal professionals can thrive.

The challenge ahead is clear: Will workplaces acknowledge the connection between inclusion and well-being, or will they ignore it? Legal workplaces that fail to prioritize inclusion jeopardize both the well-being of their most valuable assets—their people—and the profession’s ability to thrive. A commitment to sustainable well-being requires more than individual resilience—it calls for institutional transformation.