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Content warning: References to LGBTQIA+ discrimination
Within work, every employee deserves the right to feel accepted, valued, and respected. So, why are LGBTQIA+ people still fighting for inclusivity at work?
Discrimination within the workplace means an unsafe workplace. Deloitte recently found that only half of LGBTQIA+ people feel comfortable being out at work, citing harassment, personal safety, and exclusion (1).
The threat of discrimination and severe underrepresentation can be emotionally isolating. Employees can become socially alienated, disengaged from work, and experience extreme anxiety and depression (2).
Organisations must ensure a safe and truly inclusive workplace for all employees.
Creating an Employee Resource Group (ERG) is vital in advocating for LGBTQIA+ employees and championing full equality within organisations.ERGs are voluntary, employee-led groups within organisations that aim to “Foster a diverse, inclusive workplace aligned with the organisations they serve” (3).
“It is not a special interest club, but a community where people who have a shared identity can support each other and be supported by allies in the workplace.”- Jeremiah Lee
We all need connection in the workplace. ERGs give marginalised employees a psychologically safe environment to connect. LGBTQIA+ employees have a space to be themselves, relieving stress, fostering community spirit, increasing job satisfaction and commitment (4).
We are better off when we can bring our whole selves to work.
By bringing together diversity and inclusion with employee health and wellbeing, employers can drive positive transformation in workplace mental health and engagement.
My Whole Self is MHFA England®’s campaign for workplace culture change; We want organisations to empower employees to bring their whole self to work.
Our My Whole Self tools and activities are free to download for organisations to start changing their workplace culture and empower their employees to bring their whole selves to work.
Download free My Whole Self resources
LGBTQIA+ ERGs are also useful for employees and employers. They provide professional development and support equality whilst bridging the gap between employees and the organisation.
Members, allies, and leadership can work together to:
It is our collective responsibility to create and sustain an inclusive environment. MHFA England strives to be a leading diverse, inclusive employer ; We want to empower our people to bring their authentic selves to work.
MHFA England’s Pride ERG was created to help support LGBTQIA+ staff and empower them “to reach their full potential”.
The voices of LGBTQIA+ employees are amplified and focused on creating a truly equal workplace.
Kieran Peppett, co-chair of MHFA England’s Pride ERG, emphasises the importance of championing LGBTQIA+ staff:
“The Pride ERG at MHFA England is crucial for fostering a diverse and inclusive environment. We want our LBGTQIA+ colleagues to feel supported and valued; we want them to bring their whole authentic selves to work without fear of judgement.
“By being visible and active within the organisation, the Pride ERG is vital for the wellbeing of our colleagues because it offers access to a support network which could benefit their mental and emotional health.
“We want to use this group as a platform to educate others and promote workplace acceptance. We believe it is important for all colleagues to remain educated on the issues still affecting the LGBTQIA+ community today and how we can overcome them.”
Stonewall UK has created a guide on how you can create an LGBT+ ERG/network group within your workplace. A few key tips to consider are:
1. Align the ERG’s mission with the organisation's goalERGs can be more effective when part of a larger DEI strategy. Working directly with the organisation will have a larger impact and benefit all LGBTQIA employees and workplace culture.
2. Seek executive sponsorshipSupport from senior leadership can help your ERG have a voice amongst key decision-makers, whether as a member of the LGBTQIA+ community or an ally.
3.Outline the ERG’s purposeEstablishing a mission statement with short-term and long-term goals for the ERG will help inform your strategic planning and budget, and is essential for effective change.
4. Encourage open membershipSupporting intersectionality is vital for making sure all LGBTQIA+ voices are heard. Plus, encouraging allyship from those not identifying as LGBTQIA+ within the ERG unifies all employees through a common goal.
Learn more about our mental health knowledge, awareness, and skills training
Sources:
(1) Deloitte Global 2023: LGBT+ inclusion at work
(2) TUC: Being LGBT+ at Work, 2023
(3) Great Place to Work: What are What Are Employee Resource Groups (ERGs), 2020
(4) Workplace Pride: LGBTIQ+ Employee Resource Groups, what does the science say, 2021
Originally published: July 2023
Stats updated: June 2024