The matter of additional support and consideration for LGBTQ+ workers is one fraught with uncertainty and a range of opinions. However, in this writer’s opinion, change from the top down is necessary in order to ensure the wellbeing and comfort of all employees within any given business. Let’s explore some ways in which businesses can and need to do better….
Right off the bat, one third (33 per cent) of employers think there is insufficient support in employee benefits for the LGBTQ+ community, according to new research from Peppy, the digital health platform.
However, 63 per cent of employers think that it can be hard to get senior management to buy in to benefits that do not support the majority of employees, while 34 per cent strongly agree that employee benefits play a key role in fostering diversity and inclusion within the workplace.
In fact, two thirds (65 per cent) believe that besides the moral and societal imperative, there is a strong business case to provide employee benefits that demonstrate diversity and inclusion.
64 percent of employers say they regularly engage with their employees about which employee benefits might be beneficial to specific employee groups or demographics, and 62 per cent of employers believe they must actively seek employee benefits for minority groups within the workplace to demonstrate their diversity and inclusion.
However, 65 per cent say their organisation does not have employee benefits for specific minority groups, as they believe their benefits are broad enough to support all their employees.
Dr Mridula Pore, CEO of Peppy argues: “It’s important to bear in mind that not everyone in minority groups or the LGBTQ+ community wants their private life to be known within the workplace, and some employees will be on a journey to determine their own identity.
“With this in mind, it’s important not to label certain benefits as only being appropriate for certain employees as this could prevent people from accessing help when they most need it. Not all employee benefits may meet the needs of the LGBTQ+ community but many will, whilst also offering comprehensive support to the wider employee community too.
“Employers need to be selective about which employee benefits providers they choose to partner with and should raise the issue of support for different minority communities when looking at who to work with.”
Diversity & Inclusion policy
Three out of five (60 per cent) employers say their organisation’s diversity and inclusion policy makes reference to the specific employee benefits that it offers for minority groups, which shows that many employers are thinking about ways to integrate and embed support into day-to-day operations.
Dr Pore continued: “It’s great to see that organisations are joining the dots between their policies for minority groups and the benefits that they offer – this is really switched-on thinking and shows that an increasing number of employers are embedding D & I into the fabric of their organisations.”
Fertility support for LGBTQ+
One of the matters on which the LGBTQ+ community can feel very isolated is that of fertility. Deciding to start a family can involve complex fertility treatments including donor sperm, donor eggs, surrogacy or adoption and is often a tremendous strain financially, legally and emotionally.
While these areas can also be an issue for heterosexual couples, there are additional complications for LGBTQ+ people, thus it is important for employers to be aware of the challenges this group faces and ensure that they offer relevant support. Bespoke support from specialist clinical experts is a great benefit and confidentiality is a must.
Dr Pore remarked: “It’s vitally important that employers select benefits that are appropriate for everyone but with sufficient breadth and depth to meet the needs of every individual.”
A second opinion
I also sat down with Jess Sandham, head of research, design and transformation at Birmingham based training provider RightTrack Learning, to discuss the experience of LGBTQ+ people in the workplace, and what companies can do to improve the wellbeing of their staff.
Jess cited research which revealed that more than a third of LGBTQ+ employees have hidden their identity at work for fear of discrimination. Additionally, a second report found that LGBTQ+ employees are more likely to experience workplace conflict and harassment than their heterosexual, cisgender counterparts.
Jess said: “The sad fact is that many employers aren’t aware of these incidents – this could be down to poor reporting structures and processes, lack of trust, fear of repercussions or simply a bad company culture. So what can they do about it?
“Employers have a responsibility to prevent discrimination and harassment, and to improve their organisation’s capacity and capability to handle conflict when it arises. Employers need to better understand the specific experiences and needs of their LGBTQ+ employees.”
Although change starts from the top, Jess suggested that employees need to be on board and educated on key issues. Additionally, it was said that managers should have regular training and channels should be found that “make people feel safe to report discrimination or harassment, with the option to do this anonymously”.
Perhaps the most crucial need, Jess remarked, is for both employers and employees to be honest about where improvements are needed and transparent when instigating change - discussions and case studies should be visible and developing new policies such as LGBTQ+ fertility support should be a consultative process.
Jess concluded: “At RightTrack Learning, we offer bespoke learning and development interventions covering topics including unconscious bias, equality, diversity, and inclusion, management, and leadership.
“We work with employers to tailor these solutions to address specific needs in their organisations, with the aim of improving the world of work for everyone.”
Ultimately, as Jess pointed out, change starts from the top. However, it would stand to benefit so many if everyone, regardless of their position within any given organisation, were to educate themselves and maintain a sympathetic attitude regarding their LGBTQ+ colleagues.
Furthermore, businesses who are willing to embrace diversity and champion inclusion in this way whilst also respecting the privacy of their employees stand to benefit from a supported and content workforce which, in turn, increases productivity and loyalty.
Finally, companies stand to benefit from investing in the prevention of harassment faced by members of the LGBTQ+ community, as a marked reduction in workplace friction naturally leads to greater productivity and more synergy between team members.
