How we feel at work not only impacts things like job satisfaction and productivity, but also our health. Research shows that LGBTQI+ people still face high levels of bullying, harassment and conflict at work.
Everyone has the right to feel respected and valued, in an environment that allows them to flourish and bring their ‘whole selves’ into work. In this article we explore some of the steps that can be taken to help cultivate a more inclusive working environment for LGBTQI+ colleagues. Try to take away at least one thing you will do or be more aware of in future – even small steps can make a big difference to people’s lives.
What steps can individuals take?
Further your understanding – Stigma in the workplace can be caused by a lack of understanding and fear. Carry out your own research into LGBTQI+ history and culture to grow your awareness and understanding. Websites such as Stonewall contain plenty of research and historical information.
Don’t make assumptions about someone’s gender identity or sexual orientation – Making these types of assumptions is a way of reinforcing outdated stereotypes. Instead, try to catch yourself before making an assumption based on someone’s appearance. For example, instead of assuming a married colleague has a ‘wife’ or ‘husband’, you could instead refer to their other half as ‘partner’.
Get actively involved – Make the effort to join in with any initiatives that are happening in your workplace. You could also consider setting up your own activity by organising a fundraiser to support a LGBTQI+ charity.
Speak up – If you are being discriminated against or witness it at work try to tell someone such as your manager or HR team. It might not be easy to do this, but it is an important step towards identifying and dealing with this type of unacceptable behaviour. Refer to your own company policies on how to report and escalate bullying and harassment if you are unsure.
What can be done at an organisational level?
Get senior leadership and team managers involved – This will send out a clear message that the company is serious about working towards an environment that is more inclusive for all. Whether it’s a message delivered by the CEO about LGBTQ+ initiatives or leaders sharing their own personal stories, get creative about how you can encourage and inspire positive change.
Use pronouns – Using the correct pronouns for someone can help them to feel included and recognised for who they are. For example, you could invite staff to use them on email signatures across the company. Read more about using pronouns on the Stonewall website.
Check company policies through an LGBTQI+ lens – Review policies across areas such as uniform, parental leave and health to check if they are inclusive of LGBTQI+ staff. It’s also an opportunity to review the type of language used, for example, gender neutral language is more inclusive than using only ‘he’ or ‘she’. Ensure any policies on bullying and harassment provide a clear breakdown on what will happen if a report is made – this will help assure staff that accusations will be taken seriously.
Provide visible signposting to supportive services – Research shows that LGBTQI+ people are more likely to develop problems such as depression or anxiety. Ensure you are consistently signposting staff to available support, with a particular focus on mental health. For example, if you have an Employee Assistance Programme (EAP), consider using weekly newsletters or business updates to remind staff what they can use this service for and how they access it.
Review what support is in place for employees who are transitioning – The charity LGBT Health and Wellbeing provide guidance on supporting trans employees in the workplace. It includes reviewing things such as your policies, legislation and how to support an employee who is transitioning.
Encourage peer support networks – This may be in the form of a diversity and inclusion team, or a LGBTQI+ support group. Staff-led, these types of groups can sometimes be easier for people to approach rather than going directly to HR or a manager. It’s also an opportunity for staff to become activity involved in supporting others.
Prioritise training and support for line managers – This can help managers to better understand issues and build confidence. It can also help to reduce bias within decision making and management approaches.
Incorporate LGBTQI+ awareness into internal campaigns – Include LGBTQI+ awareness dates in your wellbeing calendar. Make use of channels such as the staff Intranet or staff notice boards to promote events such as Pride UK and LGBTQI+ History Month.
Further support
Stonewall – LGBTQ+ charity offering support, resources and research.
Mind – Information around support for LGBTQIA+ and mental health.
CIPD – Support for employers, including research and reports into LGBT+ and the workplace.
LGBT Health and Wellbeing – Charity with supportive resources including mental health and trans support.
Ref: WPW0219 this information was reviewed January 2025.
