Some people identify as LGBTQ+. This means the person could be lesbian, gay, bisexual, transgender, queer, questioning, intersex or asexual or defining their gender or sexuality in other ways.
Stonewall glossary of LGBTQ+ terms.
There is consistent evidence to show that those who identify as LGBTQ+ experience discrimination in the workplace and in wider society as well as inequality in health provisions in relation to mental health and wellbeing.
The workplace should be able to provide an open, supporting and empowering environment so that anyone, including those who identify as LGBTQ+, can achieve their professional and personal potential. To do this there will be/should be policies in place to help create a workplace where individuals feel comfortable being their authentic selves without fear of discrimination.
Those who identify as LGBTQ+ are likely to face issues such as:
These kinds of issues can lead to mental health problems such as:
Checking and updating LGBTQ+ policies – these policies should already be in place to address discrimination, harrasment and reporting but these policies also need to be (like all other policies) consistently reviewed and updated.
Providing LGBTQ+ training – Offering LGBTQ+ training in the workplace as part of equality and diversity training is a great way to address and educate everyone about LGBTQ+ issues, ensuring policies are heard and understood. It should not be down to those who identify as LGBTQ+ within the workplace to educate others.
Listing pronouns – a really simple way to normalise not assuming someone’s gender. When everyone is stating their pronouns, trans or non-binary people will feel more comfortable to state theirs.
Incorporating gender-neutral language – Using gender neutral language can help to avoid any bias towards a particular gender in any company documentation.
Stonewall Housing -020 7359 5767
MindLine Trans+ -0300 330 5468
Switchboard -0800 0119 100
hello@switchboard/lgbt
