LGBTQ+ staff experiences: Insights from the NHS staff survey

Understanding the nuances of LGBTQ+ staff experiences within the NHS, as revealed by the Staff Survey, is crucial for practice managers to foster an inclusive and supportive workplace environment. By gaining insights into challenges and recommendations, practice managers can implement strategies to ensure the well-being and retention of all staff members

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

Delving into the survey data, it becomes evident that LGBTQ+ staff form a significant proportion of the NHS workforce, with individuals identifying as lesbian, gay, bisexual, transgender, or opting not to disclose their sexual orientation or gender identity. The survey reveals a nuanced picture of their experiences, highlighting both improvements and persistent challenges.

While overall staff experience has shown signs of improvement, the gap between the experiences of LGBTQ+ staff and their heterosexual and cisgender counterparts is widening. Despite incremental improvements in certain areas, such as confidence in fair treatment by employers, LGBTQ+ staff members continue to face disproportionately higher levels of bullying, harassment, and discrimination.

Trends and concerns: Rising challenges

The past year has witnessed heightened rhetoric surrounding sexual orientation and gender identity in politics and media, coupled with a surge in hate crimes against transgender individuals nationally. Against this backdrop, the NHS Staff Survey paints a sobering picture of stagnant progress in addressing bullying and harassment of LGBTQ+ staff, alongside a decline in their willingness to recommend the NHS as an employer.

Challenges to inclusion persist within the NHS, with LGBTQ+ staff reporting experiences of homophobia, biphobia, and transphobia in the workplace. These barriers, compounded by systemic prejudice and discrimination, pose significant obstacles to LGBTQ+ individuals seeking to access healthcare within the NHS and contribute to a culture of exclusion.

Supporting LGBTQ+ staff: Fostering inclusivity

In light of these findings, fostering a culture of inclusivity and support for LGBTQ+ staff is paramount. Initiatives aimed at promoting diversity, equity, and inclusion must be prioritised, alongside targeted interventions to address the specific needs of LGBTQ+ employees and create a safe and affirming workplace environment.

The growing gap in staff experiences poses a retention risk for the NHS, with LGBTQ+ staff more likely to consider leaving and less inclined to recommend the NHS as an employer. To mitigate these challenges, NHS leaders must take proactive measures to address the root causes of disparities, prioritise staff wellbeing, and cultivate a workplace culture that values and celebrates diversity.

As the NHS strives to uphold its commitment to diversity and inclusion, addressing the experiences of LGBTQ+ staff emerges as a critical imperative. By championing inclusivity, fostering allyship, and creating environments where all staff feel valued and respected, the NHS can realise its vision of being an employer of choice for LGBTQ+ individuals and uphold its promise of delivering equitable healthcare for all.