A Simple Mental Health Check-In Tool for Veterans, Neurodiverse Teams, and Workplace Inclusion

What hat are you wearing today? Why Mental Health Check-Ins Matter

For veterans, hats carry meaning. A beret signals readiness, a formal cap shows effort, and a helmet means we’re deep in the trenches. At ACSIS, we use this mental health check-in metaphor for honest emotional check-ins:

It’s a small question that invites big truths, and it’s a mental health awareness tool that works in veteran communities, neurodiverse teams, and inclusive workplaces.

With National Inclusion Week (23–29 September) approaching, now is the perfect time to prepare.  By starting this practice in August, your team can have it embedded before the week begins, making it a genuine, lived initiative rather than a one-off campaign.

When someone knows which hat you’re wearing, they know how to walk alongside you. And that’s the beginning of real inclusion.

What do the three hats represent?

🟢 👩🏼‍🎨 Beret: I’m operational, ready yet balanced

This is your “green light” state. You’re focused, functioning, and grounded. Maybe you’re mentoring someone, back in training, or just handling home life with clarity. You’re moving well in the world, with space to support others as well as yourself.

🟠 👩🏽‍✈️ Formal cap: I’m here, but with limits

You’ve shown up, but it's taken effort. Fatigue, pain, or stress might be simmering under the surface. This hat is about naming and managing your bandwidth. It creates space for care without forcing a performance. It protects your energy without needing to explain.

🔴 🪖 Helmet: I’m in the trenches

This is your full-defence mode. You’re guarding something fragile, whether it’s grief, trauma, burnout, or quiet overwhelm. Wearing the helmet doesn’t mean you’re broken. It means you’re holding ground inside, and for now, that’s enough. It’s about survival, not performance.

Why “What hat are you wearing?” works as a check-in

Asking this question doesn’t require detail. It’s quick, respectful, and avoids forced vulnerability. In our peer groups at ACSIS, this ritual often begins with team huddles or one-to-one calls. It's a team signal that says:

That’s especially helpful for neurodivergent folk, veterans, and those with invisible challenges. Overall, it's:

• Quick & Discreet: No long explanation needed, just a signal.

• Inclusive for Neurodiverse Individuals: Avoids forced vulnerability.

• Supports Veteran Mental Health: Offers a familiar, shared language.

A shared metaphor builds understanding without needing to re-explain your

story.

How this connects to inclusion

Inclusion isn’t just about being invited; it’s about being understood. And sometimes, the biggest barrier is unspoken. Many of us were taught to “push through” or “keep it professional.” But naming your hat creates space for others to meet you where you are, not where you appear to be.

How to Action This in the Workplace

The “hat” metaphor can be easily translated into a visual system that your workplace can adopt. Here’s one example:

1. Three-Coloured Lanyard or Badge System

• 🟢 Green Lanyard (Beret): Feeling balanced and available for extra collaboration.

• 🟠 Amber Lanyard (Formal Cap): Able to work, but capacity is limited.

• 🔴 Red Lanyard (Helmet): Not available for additional tasks or deep discussions — focus is on essential work only.

This allows non-verbal communication of mental state in open-plan offices or during events.

2. Meeting Check-Ins

At the start of meetings, ask: “

• Quick verbal responses or hand signals.

• Builds a habit of emotional awareness and inclusion.

3. Desk or Digital Status Indicators

For remote teams, use a simple emoji system in your status or profile name:

• 🟢 Green: fully engaged.

• 🟠 Amber: working but at capacity.

• 🔴 Red: focusing on essential tasks only.

  
  

This works especially well in hybrid or global teams, and it is commonly used in software products and applications we use on a daily basis - think status on MS Teams.

How This Supports Inclusion

Inclusion isn’t just about being invited; it’s about being understood. This model:

• Reduces burnout: People can set limits without guilt.

• Encourages empathy: Colleagues know when to offer help or give space.

• Fosters trust: Everyone can signal their state without over-sharing.

Why It’s Especially Valuable for Veterans and Neurodiverse Teams

• Veterans may carry emotional armour and avoid discussing mental state; the “hat” method is familiar and low-pressure.

• Neurodiverse employees may find verbal emotional check-ins draining; the visual cue provides a stress-free alternative.

You don’t need to tell your whole story. You just name the hat.

Getting Started Before National Inclusion Week

• Introduce the system in August.

• Hold a short training session to explain the hats or come up with your own system. Doing it this way provides ownership and empowerment, which leads to team engagement.

• Encourage managers to lead by example. Alternatively, let the results speak for themselves...we all know that teams monitor teams.

By the time National Inclusion Week 2025 arrives, your workplace will already have a functioning inclusion tool in place.

We’d love to hear from you!

Share your “hat status” in the comments, or drop us a message at contact@acsis.co.uk with the check-in method your team has decided to use.

What could we add to our current signal system?

Remember, whatever hat you’re wearing right now, it’s valid. You’re not alone, and you don’t need to have all the answers today. The power is in naming it, so others can walk alongside you.

If you joined our recent veteran charity walk or donated, you already helped raise awareness for mental health support – thank you!

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👉 Book your free discovery session with ACSIS today

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FAQs: Emotional Check-Ins, Workplace Inclusion, and Team Wellbeing

1. What does “What Hat Are You Wearing Today?” mean?

It’s a quick and simple emotional check-in tool used to express your current mental and emotional state. The “hat” metaphor makes it easy to communicate how you’re feeling without needing to overshare, which helps promote psychological safety in teams.

2. How can emotional check-ins improve workplace wellbeing?

Regular emotional check-ins foster a culture of empathy, trust, and inclusion. They help managers and colleagues understand when team members need extra support, reducing burnout and improving overall mental health at work.

3. How can we implement the ‘hat’ check-in system in our workplace?

You can:

• Use coloured lanyards (green, orange, red) to represent different energy levels.

• Start team meetings by asking, “What hat are you wearing today?”

• Add hat status options in internal chat channels for remote teams.

4. What are the benefits of using colour-coded wellbeing signals in the workplace?

Colour-coded signals (like green for “I’m good”, orange for “I’m okay but tired”, and red for “I’m struggling”) make it easier for team members to share how they’re feeling. This improves communication, reduces misunderstandings, and helps managers provide timely support.

5. Is this method suitable for remote teams?

Yes. For remote teams, “What hat are you wearing today?” can be adapted using emojis in team chats, status updates on collaboration tools, or virtual meeting check-ins.

6. Why is psychological safety important at work?

Psychological safety allows people to be honest about their challenges without fear of judgment or negative consequences. This improves morale, inclusion, and overall team performance.