Creating a Supportive Culture for your LGBTQ+ Colleagues
February marks LGBTQ+ History Month, a time to celebrate LGBTQ+ individuals whilst also highlighting the inequalities yet to be erased. This year’s theme is Medicine - #UnderTheScope and aims to draw our attention to the everyday contributions of members of the community working in healthcare.
However, it's also crucial to be reminded of the challenges the community faces in terms of accessing healthcare.
The ongoing anti-trans polemic is putting trans members of the community at greater risk than ever. A recent study from Denmark confirms a worrying global trend of trans individuals facing increased suicide risk compared to their cisgender peers, and the current media storm of misinformation and controversy is only heightening this risk.
Mental health challenges disproportionately affect LGBTQ+ community members compared to straight and cisgender individuals. Depression, anxiety and other mental illnesses have been found to be more common and are attributed to the discrimination, marginalisation and inequalities they experience.
The fear of discrimination, and the discomfort felt by some to open up to medical professionals, can result in LGBTQ+ people not receiving the healthcare they deserve or the information they need to stay healthy. This risk is further compounded in those with under represented or marginalised identities.
So what can your organisation do support your LGBTQ+ colleagues?
Take an active and proactive stance to inclusion. Examine the inclusiveness of your policies and processes (e.g. parental and transitioning policies) and communicate the progress you make transparently and regularly. This demonstrates your commitment and allyship to all colleagues, leading to a more inclusive culture.
Ensure your approach to mental health is inclusive and considers the particular challenges faced by members of the community. For example, include mental health questions in your annual employee engagement surveys - and analyse the results with an intersectional lens - to learn how your LGBTQ+ employees are truly feeling. Similarly, engage with your organisation's ERGs such as your LGBTQ+ resource group for insight.
Invest in learning; spreading awareness and emphasising compassion are essential for upholding your DEI strategy and creating a psychologically safe workplace environment. Remember that trust and psychological safety take time to build, but can very quickly fall apart if not actively and rigorously maintained.
Don't let your support become just empty words once LGBTQ+ History Month ends. For expert support on policy reviews, employee surveys, staff training and more, contact enquiries@theclearcompany.co.uk for a more inclusive workplace.