Supporting LGBTQ+ mental health at work

Research carried out by Stonewall found that nearly one in five (18%) of LGBTQ+ individuals who were looking for work felt that they were discriminated against by employers due to their sexual orientation or gender identity. Just as worryingly, they discovered that more than a third (35%) of LGBTQ+ people in the workforce had hidden that they are LGBTQ+ at work due to fears of discrimination.

Organisations and their leadership teams have a duty of care towards their workforce, and supporting their health and wellbeing is a significant part of that.

This is particularly important for people who are a part of the LGBTQ+ (lesbian, gay, bisexual, transgender, queer, and other gender identities or sexual orientations) community, as evidence suggests that the rates of mental health problems, discrimination and suicide are much higher within these communities.

With this in mind, it’s vital that organisations put measures in place to support the wellbeing of their LGBTQ+ people.

Unique challenges faced by LGBTQIA+ individuals in the workplace

Despite progress in workplace diversity and inclusion, LGBTQ+ individuals still encounter various challenges and difficulties. This can disadvantage individuals in terms of workplace engagement and happiness, their professional development, and possible opportunities for progression.

Absence of workplace policies

Unfortunately, many organisations do not have easily accessible and explicit policies that protect the wellbeing of and outline support options for LGBTQ+ individuals. Consequently, while organisations and their leadership teams often have the desire to provide full, reliable support to LGBTQ+ individuals, they lack access to a clear framework which can facilitate this support.

Inadequate support

When an organisation lacks clear policy around LGBTQ+ issues, individuals may struggle to access resources or guidance which is specific to their needs. If support systems are not visible, individuals may struggle to advocate for their needs or may conceal the issues they are experiencing. This contributes to feelings of isolation and can reduce workplace performance and productivity.

Discrimination and harassment

According to Stonewall, 18% of LGBTQ+ individuals faced negative comments or conduct from work colleagues due to their gender identity or sexual orientation. Discriminatory behaviour can significantly impact the wellbeing of LGBTQ+ individuals, leaving them feeling isolated and negatively influencing their mental health. Without adequate training and education, leadership teams fail to ensure that their organisations are truly inclusive and supportive of LGBTQ+ individuals. Those who do not have sufficient awareness and knowledge of LGBTQ+ issues may inadvertently perpetuate stereotypes or stigmatise LGBTQ+ individuals.

Coming out

‘Coming out’ is when an individual acknowledges and shares their sexual orientation or gender identity with others. Often, coming out as LGBTQ+ is a significant yet daunting process and experience. LGBTQ+ individuals may fear rejection and discrimination from others or may experience personal struggles around identity and feelings of vulnerability. In the workplace, these feelings are often amplified, particularly if an organisation does not have the resources or capacity to provide adequate support to LGBTQ+ individuals throughout the coming out process.

For some people in the LGBTQ+ community, the coming out process is complicated and elongated. For instance, colleagues may assume that a bisexual person is either straight or gay after learning the gender of their partner. As a result of this assumption, the bi person must either repeatedly clarify their sexual orientation to be recognised authentically or experience a sense of invisibility. Additional effort is exerted as the individual must discern how to correct assumptions or ‘justify’ their sexual orientation. Determining an appropriate way to challenge the bias of others in relation to their own identity can be challenging and draining.

Benefits to your organisation

Whether you currently have LGBTQ+ supportive policies in place or are looking to introduce them into your wellbeing strategy, the core focus should always be how well supported your people feel. This is informed by how readily your organisation acknowledges the distinct issues your people face.

There are numerous advantages for organisations who embrace LGBTQ+ supportive policies, both for your people and the organisation itself:

Positive workplace environment

By implementing LGBTQ+-supportive policies, organisations send a clear signal to their teams, as well as to potential talent that may be recruited, that the organisation promotes an inclusive and diverse culture.

Examples of supportive organisational policies include:

Transition at work policy

Outlining the available support options, how the organisation supports name/pronoun changes, confidentiality, and time off for related appointments.

Clear antidiscrimination policy

Explicitly protecting people of all sexual orientations and gender identities from abuse or discrimination in the workplace.

When individuals feel that their workplace environment is more inclusive and supportive, they tend to be healthier and more productive.

Performance of organisation

Research shows that organisations who are LGBTQ+ friendly tend to outperform their competitors. This can be achieved by having openly LGBTQ+ management in place, celebrating individuals who are part of local LGBTQ+ networks or being voted as a leading LGBTQ+ organisation

What can organisations do?

Over the past decade, many organisations have made positive steps in supporting the mental health in the workplace of LGBTQ+ individuals by creating a more inclusive working environment. However, in a 2023 CIPD study, 40% of LGBTQ+ individuals reported that they had experienced conflict or harassment at work within the previous year. We still have work to do.

To build a safe, inclusive and productive environment, organisations and their leadership teams must cultivate a greater sense of inclusion and acceptance for LGBTQ+ team members. Here are a few suggestions:

Education & diversity training

Ensure that you clearly disseminate your inclusion policies and strategies via both verbal and written communication. Workshops and webinars for all staff, including leaders, can also be instrumental in increasing awareness and building confidence in supporting LGBTQ+ individuals.

Gender-neutral language

Gender-neutral language avoids bias towards a particular gender. Using ‘they’ instead of ‘he/she’ is a step in the right direction. Encouraging gender-neutral language also enables individuals to share their pronouns if they choose.

Supporting individuals who choose to come out at work

Coming out at work is a deeply personal decision and should always remain the choice of the individual. While some people may feel comfortable being open about their sexual orientation or gender identity, others may prefer to keep this information private. A supportive organisation respects both positions and avoids making assumptions about what individuals should or should not share.

If someone does choose to come out, employers have a clear responsibility to ensure that process is handled with care, confidentiality and consistency. This includes preparing managers to respond appropriately, protecting individuals from discrimination or harassment and ensuring clear policies are in place that explicitly support LGBTQ+ inclusion. Without these foundations, individuals may feel exposed or unsafe at a time when they are most vulnerable.

Creating a psychologically safe environment does more than protect individual wellbeing. When people feel accepted and supported, they are more likely to remain productive and committed to their organisation. This directly reduces absence, improves retention and strengthens organisational culture.

How organisations and leadership teams should address microaggressions and unconscious bias

Microaggressions are subtle and often unintentional comments or actions that convey bias or disrespect toward someone’s identity. They can signify to LGBTQ+ individuals that they don’t fully belong, or that they are ‘other’. Examples of microaggressions include:

• Telling a colleague that “You don’t look gay”

• Asking a colleague “Who’s the man and who’s the woman in your relationship?”

• Banter or jokes that centre stereotypes or undermine LGBTQ+ identities

Unconscious bias consists of automatic stereotypes or assumptions that influence how we perceive and treat others. Bias can influence:

• Hiring and promotion

• Perception of leadership or professional qualities

• Interpretation of an individual's behaviour or communication style

While microaggressions and unconscious bias often go unnoticed, their cumulative impact on LGBTQ+ individuals can be profound. Seemingly minor comments, assumptions about identity or relationships, or dismissive responses to lived experience can compound and negatively affect mental health.

If left unchallenged, these behaviours create wider organisational risk. They contribute to stress related absence, disengagement and reduced performance, while also increasing the likelihood of grievances, legal exposure and subsequent reputational damage. Proactive leadership and consistent action can help mitigate these risks.

Organisations must equip managers and leaders with the knowledge and confidence to recognise bias and challenge inappropriate behaviour. Regular education, clear expectations and trusted reporting routes all play a role in creating a culture where people feel respected at work. Inclusive workplaces don’t happen by accident. Leaders can create these positive environments by championing accountability and making an ongoing commitment to inclusion.

How can HA | Wisdom Wellbeing support LGBTQIA+ individuals at work

HA | Wisdom Wellbeing provides clinically governed, expert‑led support that enables organisations to protect their people while reducing risk, cost and disruption. For LGBTQ+ individuals, this means confidential access to professional mental health support delivered with sensitivity and expertise.

Our service supports individuals experiencing stress, discrimination, identity‑related challenges or life transitions, while also strengthening organisational capability. Leaders receive clear guidance on managing sensitive situations appropriately, and organisations benefit from early intervention that helps prevent absence or escalation.

Effective support improves retention and strengthens workforce resilience. By partnering with HA | Wisdom Wellbeing, organisations take a proactive step towards building a healthier and more productive workplace environment for everyone.