There is still a huge amount of stigma, prejudice and discrimination against individuals who come out as gay, lesbian, bisexual, transgender, and other genders in the workplace. For most individuals, it is an incredibly uncomfortable and emotional experience, and for some, it can be traumatic.
Employees that feel supported and happy at work are much more likely to be productive, perform well, and want to progress their career with your organisation. Whilst unhappy employees and those who don’t feel supported or cared for in the workplace are much more likely to be absent from work, suffer from mental health problems, and not reach their full potential. They are also much more likely to leave your organisation quickly.
As an employer, it can be difficult to know how to support employees wanting to come out, or have come out in the workplace, but there are several support systems you can put in place to help make the experience a positive one for an individual.
An open and supportive workplace culture
Workplace culture has a massive role to play in this. As an employer, you have a duty of care to every employee. It is important to challenge discrimination in the workplace and be an advocate for LGBTQ+ individuals in your workforce.
Have an open culture and provide a safe and comfortable space for people to be themselves, and express their feelings and how they want to share them. There are many ways to offer support both within and external to the workplace. Internally this could be line manager or colleague but having external support through Employee Assistance Programmes experienced in LGBTQ+ issues or via local LGBTQ+ charities. The important thing here is to listen and validate the individual’s identity and understand what they need from you as their employer.
This must be led from the top.
Review your policies
Alongside LGTBQ+ employees, regularly review your policies and procedures to make sure they are truly inclusive of LGBTQ+ individuals and their needs. The whole organisation needs to understand what these policies are, and where possible, look to implement training for all employees – there needs to be an understanding of the challenges facing LGBTQ+ individuals and how colleagues and managers can provide support.
Internal advocates and role models
LGBTQ+ individuals in your organisation should feel celebrated, and having LGBTQ+ role models is helpful, particularly in different roles within the organisation. It can also be helpful to promote allyship and provide opportunities for allies to show their support.
Most employers recognise the need to recognise the challenges facing LGBTQ+ individuals in the workplace and are doing something about it.
Whilst there is still a long way to go in removing the stigma and making coming out in the workplace a comfortable and positive experience, it is encouraging that organisations up and down the country have advocates for LGBTQ+ employees and there is now greater support for all.
Author: Dr Glenn Mason, Head of Adult Mental Health at Onebright
