Creating a Safer Workplace for LGBTQ+ Employees

In February, the Health and Care LGBTQ+ Leaders Network conducted its largest-ever survey to better understand the experiences of LGBTQ+ staff

CREDIT: This is an edited version of an article that originally appeared in NHS Employers

Over 540 members responded, with 78% identifying as LGBTQ+ and the remaining 22% as allies. The survey sought to gather insights into the prevalence of discrimination and the impact it has on employees. The findings highlight the extent of both direct and indirect discrimination faced by LGBTQ+ staff and suggest that more can be done to create a safer, more inclusive work environment. Here’s what the report revealed:

Direct or Indirect Abuse

The survey revealed concerning levels of discrimination, with 25% of LGBTQ+ respondents reporting having experienced direct or indirect homophobia in the past year. This rate is nearly double the one reported in the NHS Staff Survey, which highlights a broader issue within the healthcare system. Additionally, 31% of LGBTQ+ staff reported witnessing discrimination against LGBTQ+ colleagues, a figure nearly three times the average level of discrimination observed in the NHS Staff Survey (12.5% for both staff and patient-related incidents). These statistics suggest that LGBTQ+ discrimination is more prevalent in the workplace than may have been previously recognised.

Transgender staff reported even higher rates of discrimination, with 20% of LGBTQ+ staff experiencing direct or indirect transphobia within the last 12 months, and 44% witnessing transphobic behaviour. This is more than double the transphobia witnessed in the NHS Staff Survey, which reports an average of 18%.

Impact on Sense of Safety

Research consistently demonstrates the profound impact that experiencing or witnessing discrimination has on employees’ well-being, their sense of safety and their ability to perform their roles effectively. Discrimination can undermine staff confidence and prevent individuals from thriving in their workplace. Therefore, it is critical that organisations take these findings seriously and take action to address these issues head-on.

Discrimination can often be subtle, making it difficult for allies to identify and address, but its effects are far-reaching. This gap in awareness can further perpetuate an environment where LGBTQ+ staff feel unsupported or unsafe.

Addressing Awareness Gaps

To address these issues, practice managers and leadership teams must take active steps to create a safer, more inclusive workplace for LGBTQ+ employees. Practice managers can begin by fostering an environment where all forms of discrimination, including homophobia and transphobia, are addressed openly and without fear of retaliation.

Regular training and workshops on diversity and inclusion, including specific content on LGBTQ+ issues, should be implemented to raise awareness and provide staff with the tools to handle incidents of discrimination. Additionally, practice managers can implement clear, accessible reporting mechanisms for discrimination, ensuring that staff feel confident in reporting incidents without fear of retribution. This process should be accompanied by a transparent, supportive follow-up system that provides staff with reassurance that their concerns are taken seriously and addressed appropriately.

Finally, promoting visible support for LGBTQ+ staff through leadership statements and LGBTQ+ resource groups can help to create an environment where LGBTQ+ staff feel valued and included.

In conclusion, the prevalence of LGBTQ+ discrimination in the NHS may be underestimated, and organisational responses may not be as effective as they should be. To foster a workplace where all staff can thrive, practice managers must take proactive steps to address discrimination, increase awareness and create a supportive, inclusive environment.