How organisations can be LGBTQ+ inclusive

Spending years ‘in the closet’ can make the thought of revealing oneself an emotionally charged experience. As a queer woman of colour, I know from personal experience that it’s by no means an easy decision to come out, let alone openly discuss your sexuality at work for fear of discrimination. 

During my first job after university, I, like many others, went back into the closet at work, despite having come out to friends. Eventually, I began to slowly confide in colleagues that I felt comfortable with. But I was encouraged to hide my identity at work for better career progression. 

Research highlights that more than a third of people (35%) have hidden that they are LGBTQ+ at work because they were afraid of discrimination. This increases to just over half of trans people (51%) and is also accentuated for smaller LGBTQ+ demographics: for younger workers aged 18 to 24 (58%), disabled people (43%), and black, Asian and minority ethnic LGBTQ+ people (42%).  

It wasn’t until I experienced a period of bad mental health, that I realised the burden that having to compartmentalise different areas of my life was having on me. 

Many closeted people manage to hold full conversations with their colleagues without revealing the gender of their partner or any personal details that could ‘out’ them. Maintaining this ‘front’ is stressful. It’s a behaviour rooted in fear and insecurity, and can be psychologically taxing even for those who feel adept at keeping it up. It can affect the ability to concentrate on one's job because of having to remain on high alert. 

Despite encouragement to remain in the closet, for the sake of my own health I decided to come out to my full team, who were very supportive. Many of them even placed rainbow flags on their desks to show their support as allies. 

Sometimes our colleagues don’t realise that, for LGBTQ+ people, coming out is a continuous process. We must decide on a regular basis whether to reveal and to whom we can reveal ourselves. We’re a bit like spies.

On reflection, I hadn’t acknowledged that I would need to go through this process again and again, nor had I realised that it would continually take a toll on me. 

Any time I joined a new employer, changed teams, or started a course, I was back in the closet again and had to re-come out to new sets of people with different levels of tolerance or acceptance.

LGBTQ+ people are at a higher risk of poor mental health, which can be a result of experiencing hate crimes, phobic behaviour, discrimination, social isolation and coming out in difficult situations – all of which are very real parts of life for some in our community. 

At 87%, we’re passionate about helping organisations to empower their workforce with purpose and transform business efficiency. LGBTQ+ people who are ‘out’ at work are happier and more fulfilled in their jobs, leading to lower staff turnover and better productivity. For example, Women in the Workplace 2019 highlights below how LGBTQ+ women who are out of the closet are happier, have more positive relationships with their manager and view their workplaces more favourably.

It is vital to create supportive environments where individuals can bring their whole selves to work, whether that’s being open about your gender or sexual identity or being open with your team about life events outside of work that may be affecting your mental fitness. 

What practical steps can organisations take to support the mental health of their LGBTQ+ staff?

• Stop making assumptions 

Make the effort to use gender neutral terms, for example ‘partner’ and ‘folks’.

• Respect people’s language 

People use different language to describe their gender identity and sexual orientation. Organisations can encourage anyone wishing to do so to add their pronouns in their bios and email signatures. This move towards inclusivity is a simple solution to avoid accidental misgendering and allows individuals a platform to highlight their preferred pronouns.

• Avoid using offensive language

As an example, offensive phrases like ‘that’s so gay’ can make a work environment feel unsafe for an LGBTQ+ person and harder for them to come out in the workplace if they wish to do so.

More information on offensive terms to steer clear of can be found on the GLAAD website.

• We all have a role to play

Organisations should establish robust anti-discrimination policies that outline unacceptable behaviours, ensure LGBTQ+ people feel safer at work and protected against hate-crimes and bullying. Managers should implement these rigidly, keeping an eye on the day-to-day conduct of staff. 

For the individual, discrimination in the form of microaggressions may seem like ‘banter’ but can actually make a work environment hostile and unsafe. We can support colleagues by checking they’re ok, speaking up against such behaviour and reporting such instances.  

• Tackle the ‘double stigma’

Good training for managers and all staff can tackle the double stigma of  discrimination based on sexuality and/or gender identity as well as the stigma associated with mental health struggles. 87%’s foundational mental health awareness training for staff and managers can help to ensure organisations are doing everything they can to support LGBTQ+ staff.

• Lead from the top...but in reverse 

Senior leadership should champion an inclusive environment by setting up reverse mentoring schemes, where junior LGBTQ+ staff mentor their leadership teams. By opening up a dialogue and improving understanding of the challenges staff face, leaders are more inclined to be open and show vulnerability. This sets an example for others within the organisation to talk freely about subjects which may be seen to be taboo, such as mental health, sexuality and gender identities. 

• Create an LGBTQ+ and allies network

Organisations can show their support for LGBTQ+ staff or members by creating a safe space for people to get together and support one another. If senior management encourages staff, particularly allies, to join and is also seen taking part in these networks, it sets a precedent for others.

Many successful LGBTQ+ and allies networks have an executive sponsor, a senior leader within the organisation who champions the network with senior leadership teams. For more information around developing an LGBTQ+ and allies network, see Stonewall's resources.

• Offer LGBTQ-Friendly Benefits

Benefit packages can unintentionally exclude LGBTQ+ families and transgender staff. It’s important for organisations to review their policies and offer equal benefits to all staff including parental leave, carer’s leave and adoption leave. Using gender-neutral terms can help to make your benefits more inclusive for all.

• Support public LGBTQ+ events

As an organisation, showing your support for events such as Pride month, LGBT History month, International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT), National Coming Out Day, Transgender Day of Visibility or Transgender Day of Remembrance can show staff how inclusive their organisation is and make it easier to have more open discussions within the workplace.

• Have the hard conversations

If you notice any warning signs that someone may be struggling with their mental health, signpost them to get help. Advise them to speak to their GP or an organisation that provides mental health advice for LGBTQ+ people such as:

• LGBT Foundation - a national charity delivering advice, support and information services to LGBTQ+ communities

• Consortium - a national membership organisation that works to support LGBTQ+ groups, organisations and projects

• Mind Out - is a mental health service run by and for LGBTQ+ people

• London Friend - a LGBTQ+ mental health & wellbeing charity that offers counselling, drug & alcohol support, and support groups

• Pink Therapy - promote therapy for LGBTQ+ people and those who identify as being gender or sexual diversities

• Stonewall - an LGBTQ+ rights charity fighting for the freedom, equity and potential of LGBTQ+ people everywhere

• Switchboard LGBT+ Helpline - a safe space for anyone to discuss anything, including sexuality, gender identity, sexual health and emotional well-being

Book a demo with us to see how we can help to measure and improve LGBTQ+ inclusivity in your workplace.