Supporting your LGBTQ+ workforce 

Here are some suggestions for practices which will them help to create a culture that welcomes LGBTQ+ staff

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

A report by the CIPD revealed that LGBT+ staff are more likely to experience conflict and harassment at work than their heterosexual and cisgender colleagues. Furthermore, the 2020 NHS staff survey found that 13.7% of gay or lesbian staff reported discrimination from patients or the public, and 11.8% from their colleagues.

The NHS Confederation has created a network for lesbian, gay, bisexual, transgender and queer (LGBTQ+) leaders and allies from a diverse range of roles and backgrounds across health and care. This network has produced a series of resources including blogs, written by the network members and co-chairs on a range of topical subjects. In addition, they have devised practical recommendations to support NHS trusts in their work on addressing LGBTQ+ challenges and health inequalities. These recommendations suggest that healthcare leaders and workplaces should:

• create visible leadership and confident staff;
• create a strong knowledge base;
• be non-heteronormative and non-cisnormative in everything they do;
• take responsibility for collecting and reporting data;
• listen to service users;
• proactively seek out partners to co-deliver services.

Visit the Health and Care LGBTQ+ Leaders Network to find out more information. and to join.