By Dr. Joti Samra, CEO & Founder of the Psychological Health & Safety (PH&S) Clinic and MyWorkplaceHealth Supporting LGBTQ+ People in the Workplace
LGBTQ+ individuals experience discrimination and harassment in the workplace. This directly and negatively impacts LGBTQ+ individuals’ mental health. So, when talking about workplace mental health, we need to pay special attention to groups, like the LGBTQ+ community, to actively work against this treatment to create psychologically safe spaces for all individuals. Facts About LGBTQ+ Workers The LGBTQ+ community has higher rates of unemployment, with rates spiking even higher for trans and nonbinary people. But unemployment is not the only issue. A U.K. report, one of the first of its kind, found that 7 in 10 LGBTQ+ people have been sexually harassed at work and two-thirds did not report it to their employer. The Williams Institute on Sexual Orientation Law and Public Policy found 15% to 43% of gay and transgender workers faced some sort of workplace discrimination in the U.S.. Though it is important to note that the experience of discrimination and harassment is not consistent across the queer community:
Many organizations have come to understand the experiences that LGBTQ+ individuals face in the workplace and have created specific policies to be more inclusive. Some of these include; healthcare coverage for same-sex spouses, protocols for gender transition, and paid parental leave for same-sex couples and adoptive parents. Inclusive Workspaces – Supporting LGBTQ+ People in the WorkplaceThough creating inclusive workplace policies is a great first step, it’s just that – a first step. Workplace policies are not enough on their own to create safe and inclusive workplace environments and culture. So, what can companies and colleagues do to create a safe and inviting workplace for members of the LGBTQ+ community?
Supporting LGBTQ+ Co-workers Oftentimes when we find out a co-worker is part of the LGBTQ+ community, we want to show our support but don’t know the best way to do so. What are some (potentially well-meaning) things that shouldn’t be done in the workplace when it comes to LGBTQ+ co-workers?
As we learn about the queer community and the diversity of people within the community, it’s natural to want to know more. The number of recognized identities is growing and it can seem intimidating and complicated to those who are not part of the LGBTQ+ community. It’s a great thing to be eager and willing to learn, and education is an important part of creating a more safe and inclusive environment for everyone. You might know someone who identifies within the LGBTQ+ community and figure they’re the best person to ask those burning questions. They might be, but they also may not. So, let’s talk about asking questions as this in an important part of supporting LGBTQ+ people in the workplace. What To Consider Before Asking Questions Before asking questions consider a few things:
Get Consent First It’s important to not only be cautious of who you’re asking, but also the questions you ask. It’s equally as important to ask for consent before asking a question. Asking for consent can be as simple as “can I ask you a question about X?” and waiting for an answer. It’s also important to be prepared to hear and respect the answer ‘no’. Questions Not to ask your LGBTQ+ Co-workers Here is a list of things to consider, as well as explanations as to why questions can be challenging to receive for those in the LGBTQ+ community.
Final Thoughts Supporting LGBTQ+ people in the workplace doesn’t have to be challenging. Start with good intentions on fostering an inclusive space, educate yourself on the LGBTQ+ community and the issues they face in the workplace, and do want you can to create that safe space. Ensure policies are updated and followed, lead by example and train and workers within your organization. If you’re motivated to learn more about the LGBTQ+ community consider checking out sites like TheSafeZoneProject for terminology, PFLAG a website for families and friends of LGBTQ+ people, or GLAAD, an organization devoted to shaping conversations about LGBTQ+ folks. By Dr. Joti Samra, CEO & Founder of the Psychological Health & Safety (PH&S) Clinic and MyWorkplaceHealth Is someone you care about working themselves so hard it may be damaging to their health? Maybe they aren’t just exhausted, but are starting to isolate themselves? Or they’re tired enough that they’re putting themselves at risk every time they drive home – many people don’t consider the fact that tiredness at the point of exhaustion is the same as impaired driving. Or, they may be engaging in unhealthy behaviours such as excessive drinking or overeating as a way to self-soothe or self-medicate.
When putting in a few too many hours becomes a problem With overworking there are two major issues: The person’s decision to work an inordinate number of hours, and the resultant impacts on their health. Keep in mind that the person’s decision to work the number of hours they are working may not be completely voluntary. There are a number of reasons a person may need to – or feel they need to – work these hours, some of which may include: high living expenses or debts, significant changes to life circumstances, working following a period of unemployment or preparing for retirement. Have empathy & be kind Whatever their reason, try to understand where they are coming from. It can feel awful to be in a position where you are uncertain about your future, particularly as we age. They are probably worried about the future, as well as frustrated or even angry at themselves, or their past circumstances. The reality is that they may need to be working at the level they are to pay the bills or have the future they once imagined. Starting a conversation First, ensure the conversation takes place during a time when you are both feeling relaxed. Remember to keep the conversation light and supportive, and be mindful that they probably will have a lot of pride around these issues. Start with a conversation about their future and talk generally about what their hopes and dreams are. This may help you get a picture of what they’re working toward. Gently inquire about whether the means they are currently adopting (in other words, the hours worked) are necessary to achieve those goals. If appropriate, offer to help them with planning – you may suggest that they could find it helpful to sit down with a financial advisor who can map out plans in more detail. Key messages to communicate After you’ve had the opportunity to talk with your loved one about the future and gained some insight into their goals and underlying values associated with work, then, in a separate conversation, you can express your concerns about their health. Here are some suggestions about how to approach this topic:
Unfortunately, you can’t magically get your loved one to value their health more than work, but you can guide them toward possible solutions that improve the situation. Visit MyWorkplaceHealth.com for more workplace resources. Editor’s Note: This post was originally published as part of a Globe and Mail “Ask the Psychologist” column authored by Dr. Samra, and has been edited and updated. |
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