A recent, large-scale study conducted by myGwork, the world’s leading LGBTQ+ professional network, examined the mental health challenges faced by LGBTQ+ professionals across 65 countries. The study revealed concerning statistics, emphasizing the need for enhanced wellbeing resources in both societal and workplace settings. The key findings include increased rates of depression, limited authenticity, and inadequate support.

The first finding was that 44.6% of LGBTQ+ professionals reported experiencing depression, with even higher rates among transgender and non-binary individuals (53.3%) and bi+ individuals. This indicates a significant mental health crisis within these communities. Furthermore, only 13.7% of respondents felt comfortable expressing their authentic selves at work or in social environments, highlighting a significant issue of self-censorship and fear. This discomfort is contrasted by the relative ease respondents felt among friends (72%), although it was notably lower among family members (36%). The final finding was that 75% of respondents indicated their employers lack comprehensive training and policies to support LGBTQ+ mental health and wellbeing.

In response to such staggering findings, the study calls for a comprehensive approach: a transformation of workplace environments. Workplaces need to move beyond being merely diverse, equitable, and inclusive to actively supporting LGBTQ+ employees. Diversity refers to the variety of different perspectives represented within a team. While it encompasses issues of race and social justice, diversity also includes a broad range of experiences such as gender, sexual orientation, socioeconomic background, upbringing, religion, education, gender identity, ethnicity, neurodiversity, and life experience. From a business standpoint, diverse perspectives can directly influence product development—how it’s made, who it serves, and how it functions—leading to better products. People from different backgrounds bring unique insights that help refine and enhance processes and products. Therefore, the more diverse the voices, the better the outcomes.

Equity is the process of ensuring that practices and programs are impartial and fair and provide equal possible outcomes for every individual. In the context of the workplace, equity delves deeper than simply ensuring fair treatment. It acknowledges that individuals come from diverse backgrounds and may face different obstacles to success. An equitable workplace actively identifies and dismantles these barriers. The key distinction between equity and equality lies in their approach. Equality implies treating everyone the same, regardless of their circumstances. Equity, on the other hand, recognizes that some individuals may require additional support to achieve equal outcomes. Thus, organizations that establish equitable environments not only support diverse workforces but also incentivize employees to invest more energy and passion into their positions. Equity is why we go to work; we want to be compensated fairly, be challenged, learn, and contribute. These desires essentially boil down to equity.

Inclusion transcends mere diversity. It cultivates a workplace environment where employees feel a sense of belonging by being comfortable expressing their true selves. This means valuing and integrating the unique contributions, perspectives, and identities of all individuals. When employees feel the need to “code-switch” or hide aspects of themselves, a sense of inauthenticity sets in. Inclusion fosters an atmosphere where everyone can walk through the door and contribute fully, without the fear of needing to change who they are. This sense of belonging is crucial for retaining a diverse workforce. Without inclusion, talented individuals will inevitably feel isolated and seek opportunities elsewhere. Imagine a team of diverse musicians, each with their own instrument—inclusion is the conductor who unites them, allowing them to play in harmony and create a truly impactful symphony.

To guarantee that there’s diversity, equity, and inclusion in the workplace and to retain LGBTQ+ professionals so they feel a sense of belonging, it’s paramount to take a holistic approach. This approach should incorporate training, allyship, mental health resources, and policy reviews. First and foremost, organizations need to invest heavily in training their staff. Training can cover topics such as LGBTQ+ terminology, history, unconscious bias, culture, and rights to create a respectful and inclusive work environment. Training can also address common myths and stereotypes about the LGBTQ+ community and how to challenge them. Such training should be mandatory for all employees. By equipping employees with knowledge and tools, organizations can foster a sense of belonging and pride among LGBTQ+ employees and allies.

Secondly, organizations need to create an allyship program that promotes a culture of respect. Allies need to demonstrate behaviors that accept and validate LGBTQ+ professionals. This includes equipping allies with strategies to intervene and challenge both interpersonal biases (e.g., microaggressions) and systemic biases embedded in policies or procedures. Emphasizing the importance of humility encourages allies to actively listen and learn from LGBTQ+ colleagues, seeking genuine understanding rather than performative allyship. Promoting self-reflection helps employees to consider putting themselves in someone else’s shoes.

Thirdly, organizations need to create a mental health program that offers resources to employees to cope with mental health questions. While workplace wellness programs have been widely adopted with the intent of improving mental health, only a holistic program that encapsulates physical, mental, social, and financial wellness proves to be efficient. It’s also necessary to have a sort of ambassadors’ program with mental health agents who can work on the spot supporting their teams and colleagues.

Fourthly, organizations need to regularly update and review their policies to ensure inclusivity for LGBTQ+ employees. This includes implementing non-discrimination policies that explicitly prohibit discrimination and harassment based on sexual orientation and gender identity, offering parental leave that caters to diverse family structures and extends beyond traditional spouses, providing access to gender-affirming healthcare, and having dress codes that allow employees to be their authentic selves at work. Benchmarking against what other organizations are doing can help ensure the best and most up-to-date policies are provided to employees.

Implementing these recommendations is a significant step forward. However, true success hinges on collaborating with the LGBTQ+ community and allies in this process. By actively seeking their input and not just inviting them to the table, organizations can create a truly thriving environment for all employees. The benefits are multifaceted. A more inclusive workplace leads to increased respect, belonging, engagement, productivity, retention, overall wellbeing, and positive mental health. Ultimately, this cultivates a more just and successful organization for everyone.