Supporting LGBT mental health at work

Research carried out by European Union Agency for Fundamental Rights found that 9% of LGBTQ+ applicants felt discriminated against when looking for work. 

As an employer, you have a duty of care towards your workforce, and supporting their health and wellbeing is a significant part of that.

This is particularly important for employees who are a part of the LGBT (lesbian, gay, bisexual, and transgender) community, as evidence suggests that mental health problems, discrimination and suicide rates are much higher within these communities.

In acknowledgement of LGBT History Month this February, we will explore the reasons why it’s vital that employers put in measures to support the wellbeing of their LGBT team members.

Benefits to your organisation

Whether you currently have LGBT-supportive policies in place, or are looking to introduce some into your current wellbeing strategy, the most important aspect should always be the wellbeing of your people.

There are numerous advantages for organisations who embrace LGBT policies, for both its people and the organisation itself. Here, we have listed several:

Positive work environment - By putting LGBT-supportive policies in place, you will be sending the signal to your team–as well as potential employees–that you operate in a positive and diverse climate, promoting fairness among all employees. When employees feel that their work environment is more inclusive, fairer and supportive, they tend to be happier, healthier and more productive.

Performance of organisation - Research shows that companies who are LGBT friendly by either employing openly LGBT management, having employees who are part of local LGBT networks or voted as being among leading LGBT companies, tend to outperform their competitors.

What can employers do?

Over the past decade, organisations have made positive steps in supporting mental health in the workplace lesbian, gay, bisexual and transgender employees by creating a ore inclusive working environment. However, according to the latest figures show that more than 46% of LGBT workers have experienced unfair treatment at work at some point in their lives. 

Clearly, there is more to be done by employers to help cultivate a greater sense of inclusion and acceptance for LGBT team members. Here are a few suggestions...

Education & diversity training - Ensure that you clearly communicate your inclusion policies and strategies for supporting LGBT employees through diversity training and educational seminars.

Gender-neutral language - Gender-neutral language avoids bias towards a particular gender. Using ‘they’ instead of ‘he/she’ is a step in the right direction.

If you would like to find out more information on any of the topics mentioned in this article, please contact Health Assured on:

UK: 0844 892 2493

ROI: 01 886 0324