What My Whole Self Day is all about
On Tuesday 10 March, workplaces across the UK will recognise My Whole Self Day – part of the wider My Whole Self campaign from Mental Health First Aid England, focused on building psychologically safe, inclusive workplace cultures where people feel able to be themselves at work (if they choose).
And that “if they choose” part is important.
This isn’t about encouraging people to overshare personal details, or turning the workplace into a group therapy session. It’s about creating an environment where people don’t feel they have to edit themselves for eight hours a day – hiding aspects of who they are, masking health conditions, downplaying mental health or shrinking their personality to avoid judgement. When people feel safe, they contribute more freely, collaborate better and speak up sooner when something isn’t right.
What “bringing your whole self to work” actually means
When MHFA England talks about “whole self”, they’re referring to the many parts of identity people may carry into work – including things like background, gender, sexuality, religion, disability, health and mental health. The aim is to bring together diversity and inclusion with health and wellbeing, rather than treating them as separate initiatives.
In real terms, it looks like a workplace where someone can say:
- “I’m struggling today” without fear it will be used against them.
- “I need an adjustment” without feeling like a burden.
- “I see things differently” and still feel heard.
- “That comment didn’t land well” and trust it will be handled properly.
It’s culture work – the day is simply a powerful prompt to pay attention.
Why this matters commercially (yes, commercially)
For SMEs especially, culture isn’t a “nice-to-have”. It’s a performance lever.
When people don’t feel psychologically safe, they’re less likely to raise risks, admit mistakes early, challenge poor decisions or share ideas that could improve how you work. Silence can look like “everything’s fine”… right up until it isn’t. MHFA England’s My Whole Self campaign explicitly links psychological safety with healthier, higher-performing teams.
And there’s the retention and attraction piece too. Candidates are paying attention to how employers talk about wellbeing, inclusion, flexibility, and leadership style. People don’t stay in cultures where they have to constantly mask who they are – they either disengage quietly or they leave.
What businesses can do on My Whole Self Day – without making it awkward
You don’t need a big budget, a keynote speaker or a glossy campaign. You need sincerity and follow-through.
A simple, effective approach is to treat the day as a conversation starter. Use it to open up a discussion about what helps people feel safe, respected and supported at work and what gets in the way. MHFA England provides free campaign resources and toolkits to help workplaces take practical steps.
If you want to mark the day in a way that feels natural, focus on one meaningful action, such as:
- a short leader message that sets the tone (“you don’t have to be perfect here; you do have to be treated with dignity”)
- a team check-in that’s structured and time-bound (so it’s safe, not performative)
- a review of where your culture might unintentionally punish honesty (for example: how absence, mistakes, feedback or conflict are handled)
- a commitment to one practical change over the next 30 days
Small actions done consistently beat big gestures done once.
The leadership piece: psychological safety starts at the top
Culture is shaped in everyday moments – especially by managers.
Psychological safety isn’t created by a policy. It’s created when leaders respond well to the “human” moments: someone asking for help, challenging a decision, admitting they’re struggling or flagging something uncomfortable. When the response is curious, calm and fair, trust grows. When the response is dismissive, sarcastic or punitive, people learn to stay quiet.
For many businesses, the most valuable My Whole Self Day activity isn’t a poster or a social post – it’s equipping managers with the confidence to have better conversations, set clearer expectations and handle people issues early (and properly).
Make it more than a day
My Whole Self Day is a reminder – not the finish line.
If you want the benefits of an open, inclusive workplace (better retention, stronger engagement, fewer surprises, higher trust), you need to embed it into how you recruit, onboard, manage performance, support wellbeing and deal with conflict.
At Haus of HR, we work with SMEs to turn good intentions into practical, compliant, people-first systems – without losing the personality that makes your business yours.
If you’d like support reviewing your culture through a psychological safety lens (or tightening up manager capability, wellbeing processes, and inclusion practices), we’re here.
My Whole Self Day is 10 March. The best time to start is before your people feel they have to hide.