OPINION: How employers can deliver healthy workplaces for the LGBT+ community

by Simon Blake | Mental Health First Aid (MHFA) England
Thursday, 18 March 2021 09:28 GMT

People are reflected in a shop window enjoying some sun as the spread of the coronavirus disease (COVID-19) continues in Tuebingen, Germany, March 17, 2021. REUTERS/Kai Pfaffenbach

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* Any views expressed in this opinion piece are those of the author and not of Thomson Reuters Foundation.

Half of LGBT+ people have experienced depression and 60% anxiety during the coronavirus pandemic

Simon Blake is chief executive of Mental Health First Aid (MHFA) England and deputy chair of LGBT+ rights organisation Stonewall

As we approach the anniversary of the UK’s first national lockdown, we will have spent a year working from home and being physically distanced from colleagues. None of us could have envisioned such a dramatic change in working conditions and the impact this would have on our collective mental health.

It quickly became clear that we’re not ‘all in the same boat’ when it comes to remote working. We could not assume that our colleagues’ new workspaces were happy, conducive to work, constant or even safe. 

For many LGBT+ people, the pandemic has had a significant impact on their lives. According to the LGBT Foundation, LGBT+ people are more likely to be socially isolated, and more likely to experience domestic abuse, which has risen during lockdown.

A Stonewall report into people’s experience at work found a third of LGBT+ staff don’t feel comfortable enough to be open about their sexuality at work, and those who do are often subject to discrimination and abuse.

Everyone – regardless of their gender and sexuality – should be able to choose to bring their whole self to work without fear of judgement. When everyone is safe and confident to speak up and contribute, it is better for wellbeing, and performance. New research by MHFA England found 34% of people feel they know their colleagues better because of the pandemic. We must build on this foundation.

As employers, we can help by driving a positive transformation in workplace mental health, ensuring health and wellbeing at work is underpinned by an understanding of structural inequalities and inclusion. We must acknowledge that some people, including LGBT+ employees, will face unique barriers and policies must be in place to address these.

The role of training

Half of LGBT+ people have experienced depression and three in five have experienced anxiety. It is important that line managers have the knowledge and understanding to support these and employees who face discrimination or experience poor mental health.

The workplace can offer a safe space for LGBT+ people to be their whole self, even if they can’t elsewhere. It’s important for staff to understand about the prejudices and inequalities that LGBT+ communities face, including recognising the multiple and intersectional impacts of race, disability, gender and sexuality.

Monitor staff diversity and recruitment

Collecting diversity data on the workforce helps employers identify disparities in experience, engagement or business practices that may affect the career progression of people based on their sexual and/or gender identity. This process must be completed confidentially and sensitively. For example, employees should be able to describe their gender in their own words and not be limited by tick boxes.

Support visible LGBT+ groups and role models

As many of us continue to work remotely, having regular catch-ups with colleagues remains important to avoid feeling isolated. In addition to team and line management meetings, employers can support the creation of LGBT+ groups with visible role models and peers. Smaller organisations could encourage LGBT+ employees to join external networks.

Senior teams should make visible commitments to LGBT+ equality, ranging from putting pronouns in email signatures, to arranging and speaking at internal diversity and inclusion events and meeting with LGBT+ employee groups. A whole-organisation approach is needed to create a culture where we can continue to push for progress and create an environment where LGBT+ individuals feel able to bring their whole selves to work.

Employers must put inclusion and belonging at the heart of approaches to workplace mental health and ensure that LGBT+ employees are supported and protected, and feel valued and safe.

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