LGBTIQ+ mental health at work

Those of us who identify as lesbian, gay, bisexual, trans, intersex, queer or questioning, or define our gender and sexuality in other ways, are more likely to experience a mental health problem like depression or anxiety than the wider population.

The reasons for this are complex and not yet fully understood but many of the challenges that LGBTIQ+ people face, unfairly, because of their sexual identity, can be a trigger for poor mental health. Bullying, rejection, stigma and discrimination can all have a profound impact. Hostility from other people can also affect our self-esteem and make us feel isolated from the world around us.

With so much of our lives spent at work, employers have a huge role to play in supporting the wellbeing of staff, regardless of how we identify. With 85% of LGBTIQ+ employees having experience of poor mental health compared to 71% of non LGBTIQ+ employees, LGBTIQ+ mental health in the workplace needs to be taken seriously and viewed as both a health and safety and diversity issue.

Workplaces can be particularly difficult environments for LGBTIQ+ people to maintain good mental health if there is discriminatory behaviour, conscious or unconscious bias, or a culture where staff feel that they have to lie or hide their true selves. We also know that stress can have a detrimental effect on our wellbeing, leading to increased rates of sickness absence. Findings from our Workplace Wellbeing Index, a benchmark of best mental health policy and practice, show that a staggering 50% of LGBTIQ+ employees said that work is the biggest factor contributing to their poor mental health.

At Mind, we believe we should all look out for one another’s mental health, especially when we know that some of us suffer higher levels of discrimination and isolation than others. We believe it is everyone’s right to have good mental health at work and employers have a duty to promote this and make workplaces inclusive to all. There is also a growing body of research that indicates the benefits on employee satisfaction and business performance when staff feel able to bring their ‘whole selves’ to work.

So how can employers support LGBTIQ+ mental health in the workplace?

* Talking about mental health is one way to create a more open, understanding culture. In many workplaces, mental health is still seen as a taboo, and those of us who identify as LGBTIQ+ may feel even less able to open up about our feelings due to negative experiences of doing so in the past. Employers can help to normalise the conversation by speaking regularly with team members to check how they’re doing, encouraging staff to reflect on what might be causing them stress and embedding positive attitudes and behaviours. By talking we can start to identify the barriers to good mental health, which may be different for those of us who identify as LGBTIQ+.

* Internal communications channels like staff newsletters and noticeboards can be utilised to get the mental health conversation started, but make sure your content represents diverse perspectives and highlights the experiences of LGBTIQ+ people too.

* Having an organisation-wide mental health strategy which embeds mental health into induction, training and policies, is essential too. Staff should be given information about the support available to them and mental health should be covered in the organisational policies such as health and safety, sickness absence and bullying and harassment.

* Staff diversity networks can also be a great way to promote inclusion and improve staff wellbeing. Networks can help staff with similar backgrounds and experiences to connect, and represent the voice of employees. A mental health network should include and involve people who identify as LGBTIQ+, in the same way an LGBTIQ+ network should involve people with mental health problems, so that a diverse range of experiences are represented.

Here at Mind, we have a staff-led LGBTIQ+ network, set up to promote a positive work environment for all lesbian, gay, bi, trans, intersex, queer and questioning staff and volunteers. One member of the network said:

"Being a member of Mind’s LGBTIQ+ staff network has made a big difference to my wellbeing at work. I feel comfortable being myself and also like I’m part of a community that has one another’s back. It takes a weight off my mind knowing I don’t have to hide who I am. It also relieves a lot of anxiety knowing there are people in the organisation who I can turn to for support if things are not the best they can be for me as a bisexual member of staff."

For more information on LGBTIQ+ mental health, visit our website. We also offer workplace training, information and advice booklets and a wide range of free resources designed to help employers look after the mental health of their staff.

Mind are official endorsers of BFI's 'Supporting LGBTI+ in the Workplace Summit'. Click here for more details.