In times of crisis, exclusion is a greater threat to some more than others. For those in the LGBTQ+ community, the risk of homelessness, insecure employment, restricted access to healthcare and other inequalities deepen. Additionally, Stonewall’s LGBTQ+ in Britain Health Report shows that those with multiple marginalised identities can struggle even more.
It is the responsibility of the employer to ensure that employees are supported throughout this crisis and experience no additional burden as a consequence of their circumstances. This means paying particular attention to what you can do for your LGBTQ+ community, especially in Pride season.
It is the responsibility of the employer to ensure that employees are supported throughout this crisis and experience no additional burden as a consequence of their circumstances. This means paying particular attention to what you can do for your LGBTQ+ community, especially in Pride season.
Firstly, it is important to understand the impact Covid-19 may have on your LGBTQ+ community, remembering not to make assumptions as everybody’s experiences over this period will be unique. Some possible challenges your employees may have faced include:
As previously mentioned, each employee will have their own unique challenges throughout this period. Some employees may not experience any additional challenges at all. It is important to tailor your approach for each employee, so firstly, encourage open conversation to establish what your employee wants/needs and what they would like you to do to help. Below is a list of some things you might consider to support your LGBTQ+ employees more generally:
For more ideas and insight a recording of our recent webinar can be found here.
The Clear Company
The Base
20 Dallam Lane
Warrington
Cheshire
WA2 7NG
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