How to support LGBTQIA+ employees?

Mental health of LGBTQIA+ people.

Discrimination against people from the LGBTQIA+ community is still pervasive. Stigma, harmful stereotypes, violence, difficulties in finding work or housing are the daily reality of queer people. It is hardly surprising that they are more
exposed to

• Low self-esteem
• Mental problems, such as depression or anxiety disorders
• Addictions
• Self-mutilation
• Suicidal thoughts and even suicide attempts

According to the report The Trevor Project of 2022, 45% of LGBTQIA+ people aged 13-24 have considered suicide. For trans and non-binary people, who are particularly vulnerable to discrimination, the number rises to more than 50%. In contrast, 22% of trans boys and men have attempted suicide, compared to 6% of cis boys and men.

No one expects you and your organization to overcome the discrimination against queer people that is so entrenched in our society. However, you can create a safe space in your company and provide an environment for growth and good mental health.

Advantages of an inclusive workplace

Creating an inclusive culture for LGBTQIA+ people (and other minorities) has the huge advantage that you are looking out for their safety, comfort and health in your company. However, the perks don’t end there.

Inclusivity attracts talent: it is an increasingly important factor for cis and heterosexual people as well, especially millenials and Generation Z – and these are the people who will make up the majority of the workforce in the near future. According to
U.S. Chamber of Commerce Foundation report
2019, as many as 72% of employees would leave their current company for one they consider more inclusive. Whereas Deloitte study from 2017 reports that as many as 80% of people are looking for an employer that is inclusive.

True inclusivity and diversity also translate into higher retention and profits. The same
Deloitte study reports that organizations that demonstrate inclusiveness in recruitment, development or management enjoy as much as 30% higher revenue per employee.

Other advantages are, among others, higher employee and management commitment, as well as a better image and reputation for the company.

How to support employees from the LGBTQIA+ community?

Understand the impact of heteronormativity

Be aware that not all your employees are cis and/or heterosexual. In our culture, this gender identity and sexual orientation is even implicit – heteronormativity is so ingrained in our culture that we automatically assume it. This approach, however, can be very damaging and alienate queer people.

Try to catch yourself in this automatic thinking and remind yourself that people have different gender identities and sexual orientations. This is where education of the rest of the workforce plays a big role.

Provide knowledge

Ensure proper training for management, as well as the rest of the staff. A good start would be equality and anti-discrimination training – offered by such non-profit organizations as
Culture of Equality, Lambda or  Stonewall Group. We can also such training carry out! It is during them that you can learn about inclusive language or being an allied person. Many such organizations also offer audits or support in implementing good practices in the company.

It is worth extending education to include training in communication, empathy or active listening, especially for leaders and managers. These skills are crucial in teamwork – they help build team effectiveness and good relationships, and facilitate problem solving and conflict resolution.

Inclusive psychological support

81% of LGBTQIA+ employees  have experienced mental health problems – compared to 60% of all employees. Provide inclusive psychological support, which takes into account the experiences of queer people, is incredibly important. Meeting with a therapist or psychologist should be a safe space for them, where they feel understood, their pronouns are respected or the right name is used.

Professionals should have experience and skills in supporting queer people and be aware of the particular difficulties and challenges that often accompany them.

Create a safe place

We’re talking about an entire organization where queer people will feel comfortable and respected by the rest of the workforce. A simple example of this is the use of a person’s preferred pronouns. According to the survey The Trevor Project of 2021, trans and non-binary people aged 13-24 whose pronouns were respected by those around them attempted suicide 2 times less often than those whose pronouns were not respected.

It’s also, for example, the ability to use a  bathroom consistent with our gender identity or the presence of gender-neutral toilets. Lack of this capability has potential unpleasant consequences for health mental i  physical – Increased stress or inflammation of the bladder or kidneys.

“Safe space” can also be a dedicated space where queer people can meet and seek support. In the case of remote work, the function of such a space can, for example, be fulfilled by a special channel on Slack or other communicators used in the company.