World Mental Health Day: inclusive workplaces for LGBT wellbeing
LGBT+ mental health and wellbeing: workplace inclusion is key
LGBT+ people experience significant mental health and wellbeing inequalities compared to the general population (cisgender and heterosexual). These inequalities are most severe for those at the intersections of our community – like trans and non-binary people, bi-women, people of colour, people seeking asylum, disabled people, and others who experience multiple layers of marginalisation.
The 2022 LGBT+ Health Needs Assessment revealed that more than half (54%) of LGBT+ people surveyed reported struggles with mental health such as depression, anxiety and stress. This figure was even higher for bi-women (61%), non-binary (72%) and trans masculine people (75%).
LGBT Health and Wellbeing’s own 2023 Community Survey showed that 65% of respondents from the LGBT+ community reported a mental health issue. Concerningly, 64% reported experiencing suicidal thoughts or behaviours. For certain groups, the numbers were even more alarming: 80% of trans and non-binary people, 81% of disabled people and individuals with long term health conditions, 93% of people of colour, and a staggering 98% of New Scots (people with experience of the asylum system in Scotland) reported these experiences.
Workplace wellbeing for LGBT+ people: an urgent need
The theme of World Mental Health day 2024 is wellbeing in the workplace. Unfortunately, research shows that discrimination against LGBT+ people in the workplace remains a serious issue – this includes both overt and covert discrimination, and microaggressions. According to Stonewall UK, nearly 1 in 5 LGBT+ people (18%) experienced negative comments or behaviour related to their identity in the last year. Additionally, 35% of LGBT+ workers are not out at work, fearing discrimination.
Similarly, our 2022 report, Trans People and Work in Scotland, found that 60% of trans people had faced harassment, discrimination or explicitly transphobic comments at work. Many respondents expressed a lack of confidence in their managers’ ability to address transphobic bullying or harassment effectively.
The impact of discrimination and the role of employers
Discrimination, harassment, and social stigma have profound effects on the mental health and wellbeing of marginalised people, including those who are LGBT+ (as described by Minority Stress Theory).
It’s crucial for employers to be aware of their responsibilities under the Equality Act 2010, which protects LGBT+ people from discrimination and harassment. These protections must be clearly reflected in workplace policies and practices. Workplaces should aim to be LGBT+ inclusive and affirming, and should provide opportunities for all staff to undertake adequate and up-to-date Equality and Diversity training informed by lived experience.
Workplaces that are inclusive and affirming are vital, especially in today’s climate of rising anti-LGBT+ rhetoric, hate crimes, and efforts to roll back rights. For LGBT+ people to feel safe and able to be our authentic selves at work, we need to see significant improvements in workplace culture and conditions, particularly for those with multiple layers of marginalisation particularly LGBT+ people who are trans, disabled, or people of colour. Creating these safe, inclusive spaces is more important now than ever.
To learn how you or your workplace can support the LGBT+ community, check out resources like Stonewall UK’s “7 ways you can be an LGBTQ+ ally at work” resource or the Human Rights Campaign’s Being an LGBTQ+ Ally resource.