How to Navigate an Employee Coming Out as LGBTQ+ in the Workplace
In 2021, it was reported by the Office of National Statistics (ONS) that over 1.5 million people in England and Wales identified with one of the letters in the LGBTQ+ acronym.
With such a huge majority of the UK identifying in some way, it wouldn’t be an unlikely scenario for one of your employees to be part of the LGBT+ community. The question is what can you do to support these employees as an employer?
LGBTQ+
LGBTQ+ stands for lesbian, gay, bi-sexual, transgender and queer or questioning with the + representing all other gender identities and sexual orientations including people who identify as asexual, intersexual and more.
People can feel they need to repress their sexual identity or gender for numerous reasons, but this can be difficult and can cause people to struggle emotionally – this can lead to mental health issues such as depression and anxiety developing.
That’s part of the reason why it’s imperative that people find a supportive network.
How to support your employees
You can’t support anyone who doesn’t want the support, so if an employee comes out to you or you are aware that they identify as part of the LGBT+ community, make sure you don’t force your opinions or beliefs onto them.
Only offer support to those who want it.
If an employee does come to you asking for help, here’s a few ways that you can support them:
Make diversity part of your company ethos: there’s no point in being a company that says they promote diversity, and then turn around to the LGBTQ+ members of your workforce and say that diversity can’t be a part of the company ethos. You need to be willing to promote diversity into the public sphere as well as the internal one.
Offer support to those struggling: if an employee comes out as transgender, for example, then they may choose to undergo gender reassignment surgery. For this, your employee may need additional time off or support in transitioning. This support could be given through private healthcare schemes or using their correct pronouns and names.
Create a safe space: the LGBTQ+ community can be subject to stigma, to create a supportive space allows them to grow and flourish into their true selves. Educate your staff on LGBTQ+ rights and everyday transgressions they experience. Include a diverse perspective of employees on work projects, and ensure LGBTQ+ employees are part of the conversation on how to create a better work environment.
There are plenty of ways to support your LGBTQ+ employees, these suggestions only touch on a few ways of achieving that. Ultimately, you want to ensure your employees are part of any conversation you have about improving the workplace.