Two minimalist office desks in the white painted room a with a blurry man passing by in the background. — In October of 2021, our co-founder Emily Johnson briefly covered LGBTQIA+ workplace discrimination and its effects on mental health in The Workplace: A Call for Action. Today, we will examine this topic again, but with new research, insights, and in-depth personal takes!

LGBTQIA+ Workplace

I have been increasingly curious about the circumstances of minority groups in the workplace. This issue continues to be a key consideration when looking at new discriminatory laws. For example, the recent SCOTUS Roe V. Wade ruling has ignited concerns over companies funding travel expenses for out-of-state legal abortions.

Worries over privacy and discretion have also surfaced. It rings to a similar tune to the concerns LGBTQIA+ people have had for a long time. Many people choose to stay in the closet at work, even if they are out in their social lives. Fear of discrimination, harassment, and, although technically unlawful, being fired causes LGBTQIA+ workers to hide their identities, sparking anxiety and depression in many.

On paper, these worries look unfounded. According to the US Chamber, 93% of Fortune 500 companies include sexual orientation in their anti-discrimination policies. Also significant is the 91% of Fortune 500 companies that include gender identity in their non-discrimination policies.

For these businesses, the impact expands beyond the well-being of their employees. Recent research has found that when companies include LGBTQIA+ in their non-discrimination policies, their stocks see a 6.5 percent point increase. That means more money and value for companies. That leaves us wondering if adding LGBTQIA+ identities to these policies is done only to protect the bottom line.

I do not want to look at the gift horse in its mouth. But the practice of these policies can tend to point in the direction of that suggestion.

Brown judge gavel laying on its side. — Legal action taken against companies that fail to uphold non-discrimination policies is inconsistent at best. It does not help that many minority groups do not have the financial resources or flexibility to take large enterprises to court. There are also no federal laws protecting LGBTQIA+ from workplace discrimination. State laws vary as well.

Without proper legal enforcement, the decision to follow their policy is almost always up to the company. That is why LGBTQIA+ job seekers should research the track history of a prospective employer within the community.

Another issue is that many people choose not to disclose their orientation or gender identity at work. If the company is unaware that someone is LGBTQIA+, they cannot take proper action to provide them with benefits or protections. You might be wondering why that is. If being out means benefitting from non-discrimination policies, should people not just do so? Are they not hurting themselves?

The short answer is yes. They are hurting only themselves and missing out on possible benefits or protections. The long answer is...it is not that simple. To some, missing out on those things is worth avoiding harassment and bullying in a work environment. They may doubt the company's dedication to its policy and fear there will be no consequences for violations.

Sadly, such concerns are worth their salt. One study shows that "forty percent of LGBT employees report being bullied at work, and 41% of LGBT employees have left a job because they have felt bullied.” Transgender individuals take the brunt of it, as 90% reported facing harassment while working.

LGBTQ+ women are another group that has it worse off than others. Sexual minority females and trans women face **1.4 times** the amount of sexual harassment as straight women and **1.9 times** the amount of LGBTQ+ men. LGBTQIA+ people may also choose not to come out to protect their career prospects, relationships with co-workers, and reputation.

Lastly, one concern that can get glossed over is safety. Hate crimes against LGBTQIA+ people in the United States happen every day and have continued to increase every year since 2014. Out of all the hate crimes reported in the NCVS, 26% were motivated by sexuality and 28% by gender. Last year was the deadliest year for transgender individuals since records started getting kept. So, a fear held by an LGBTQIA+ worker could be landing in the sight of the wrong co-worker and becoming a victim of a hate crime.

That is the long but real answer to why workers stay in the closet. However, as valid as their concerns are, they only serve to exacerbate the problem. Co-workers and employers will think that their treatment of LGBTQIA+ people is not an issue and, therefore, will not seek compromises. Where there is no problem, there is no solution.

That is why LGBTQIA+ workers have to stand up for themselves. They fear punishment and pushback, but the reality is they face those consequences whether or not they are out of the closet. The consequences only manifest differently.

Mental Health Outcomes

By concealing your true self at work, you place extreme mental pressure on yourself. Chronic stress, depression, anxiety, and isolation are common repercussions. As many as 31% of LGBTQIA+ people report being depressed because of their job environment. These negative mental health outcomes can cause severe physical health issues, poor social life, low productivity, and poor relationships.

For example, constantly trying to conceal your gender identity at work, whether conforming to a stereotype, being deadnamed or putting up with incorrect pronouns, is extremely stressful. High stress can provoke dangerous blood pressure levels that can “eventually take a toll on [the] heart and set the stage for a heart attack or heart failure.”

Man looks out of the window of his home while working at a table. — In their social lives, toxic and affirming work environments can lead to after-hours spillover. If you are consistently experiencing discrimination, job insecurity, or denial of earned opportunities, chances are your upset is not limited to the hours between nine and five. These experiences can impact how you interact with your family and friends in a phenomenon commonly referred to as negative work-family spillover. This spillover has been associated with the presence of depression, distress, and anxiety disorders. These mental health conditions can make you feel isolated and exhausted, causing harm to your social life and relationships.

The intertwinement of work stressors, socialization issues, physical illness, and poor mental health equals devastating impacts on the entire LGBTQIA+ community. In severe cases, these factors may combine and become so overwhelming that a person may contemplate, attempt, or complete suicide. While these factors can occur within anyone regardless of their sexuality or gender, the risk of mental health impacts and suicide is more common in LGBTQIA+ people.

Indeed, a 2020 study showed that “LGBQ people were 92% more likely to think about suicide.” Solutions The ways you can get involved vary depending on who you are. For now, I will address three groups: employees, employers, and advocates.

Employers can begin supporting LGBTQIA+ mental health by implementing DEI training and strictly adhering to their non-discrimination policies. You should have a zero-tolerance rule for harassment and punish offenders rather than disempower victims. Employers can also openly promote equality and inclusion outside of the office by participating in fundraisers, attending PRIDE events, or encouraging employees to volunteer with LGBTQ+ non-profit organizations.

Most importantly, employers need to showcase mental health resources to employees. Make your workplace a safe environment to discuss mental health so struggling employees can speak up.

The best thing employees can do is be kind to everyone. No, I do not mean you must go out for lunch with Bob if he makes homophobic comments. By all means, feel free not to invite Bob to the Popeyes run if that is the case. What I mean is, be civil and considerate. You never know what anyone else is struggling with in life. Even Bob might be battling internalized homophobia. Perhaps he takes out his troubles on you. Maybe he will come out one day, revealing that his self-hate made him act poorly. You would be surprised at the number of people I have known who are like Bob.

Another way employees can help is by speaking up. The phrase “see something, say something” is not popular because it rolls off the tongue (although it certainly does not hurt). If you are an advocate, you can start supporting LGBTQIA+ mental health in the workplace by volunteering with us! We are looking for more advocates to join us as bloggers, podcast guests, social media specialists, and support team members.

You can also spread awareness by sharing this blog on social media. Lastly, petitioning and asking your representatives to endorse laws that protect LGBTQIA+ workers is a must.