Healthcare professionals have a responsibility to create an inclusive and equitable work environment for all, regardless of sexual orientation, gender identity, or gender expression. Studies show that LGBTQIA+ individuals often face discrimination, harassment, and barriers to career advancement in the healthcare industry.
According to the August 2024 report of the LGBTQ People’s Experiences of Workplace Discrimination and Harassment by the UCLA School of Law William Institute, 42% of LGBTQIA+ employees reported experiencing discrimination or harassment at work. This can have a devastating impact on their mental health, job satisfaction, and overall well-being.
In this article, we will explore what LGBTQIA+ inclusion entails, why it is important, and provide practical tips on creating a truly inclusive workplace in the healthcare industry.
LGBTQIA+ inclusion in the workplace means creating an environment where lesbian, gay, bisexual, transgender, queer, intersex, and asexual (LGBTQIA+) employees feel safe, respected, and able to bring their authentic selves to work. This involves:
It’s important to understand that LGBTQIA+ inclusion is not about creating special privileges or advantages for LGBTQIA+ individuals. Rather, it’s about ensuring that they have the same opportunities, rights, and protections as their cisgender and heterosexual colleagues.
LGBTQIA+ inclusion is also not about forcing individuals to disclose their sexual orientation or gender identity if they are not comfortable doing so. It’s about creating an environment where everyone feels safe and empowered to be their authentic selves.
Unfortunately, LGBTQIA+ healthcare workers still face various forms of discrimination and harassment in the workplace. Some common examples include:
Creating an LGBTQIA+ inclusive workplace in healthcare is not just the right thing to do–it also has tangible benefits for both employees and patients. Here are some of the key reasons why LGBTQIA+ inclusion should be a priority:
LGBTQIA+ individuals, especially younger generations, are increasingly seeking out employers that prioritize diversity, equity, and inclusion. By fostering an LGBTQIA+-friendly work environment, healthcare organizations can attract and retain top talent, giving them a competitive edge.
By implementing comprehensive LGBTQIA+ inclusion policies, providing LGBTQIA+-inclusive benefits, and creating a culture of allyship and support, healthcare organizations can position themselves as employers of choice for top LGBTQIA+ talent.
When employees feel respected, valued, and able to be their authentic selves, they are more engaged, motivated, and productive. This can lead to improved patient outcomes and overall organizational success.
LGBTQIA+ employees who can be open about their identity at work are more likely to be satisfied with their job and more likely to be engaged. They are also more likely to go “above and beyond” in their work and to be innovative. In contrast, concealing their identity for fear of career setbacks or losing patients can harm their mental well-being, resulting in lower productivity and burnout in the long term.
By fostering an LGBTQIA+-inclusive work environment, healthcare organizations can tap into the full potential of their LGBTQIA+ employees, leading to better patient care, higher employee satisfaction, and improved overall performance.
LGBTQIA+ patients often face significant barriers to accessing high-quality, culturally competent healthcare. By having a diverse, LGBTQIA+-inclusive workforce, healthcare organizations can better understand and meet the unique needs of LGBTQIA+ patients, leading to improved health outcomes.
LGBTQIA+ patients often find themselves hesitant to seek healthcare services for fear of discrimination and mistreatment in hospital settings. Having LGBTQIA+-affirming providers can allow these patients better access to care and can help improve their health-seeking behaviour.
This is because these patients are more likely to disclose their sexual orientation or gender identity, leading to a better understanding of their healthcare needs. Additionally, LGBTQIA+ patients who feel comfortable and respected by their healthcare providers are more likely to engage in preventive care and adhere to treatment plans.
By creating an LGBTQIA+-inclusive environment and promoting LGBTQIA+ representation among healthcare staff, organizations can foster a culture of trust and understanding, ultimately improving the quality of care for all patients, regardless of their sexual orientation or gender identity.
Healthcare leaders are encouraged to take action and build a more inclusive healthcare workplace that celebrates and supports their LGBTQIA+ colleagues and patients. This is achievable through a comprehensive, multi-faceted approach. Here are some key strategies to consider to successfully foster an LGBTQIA+-inclusive workplace in healthcare:
Develop clear, comprehensive non-discrimination and anti-harassment policies that specifically protect LGBTQIA+ employees. These policies should:
Similarly, ensure that these policies are consistently enforced and that all employees understand the consequences of violating them. This involves:
Make sure to also commit to regularly reviewing and updating non-discrimination policies. Regular reviews ensure that policies remain effective and relevant as societal understanding of LGBTQIA+ issues evolves.
Provide regular training and education to all staff on LGBTQIA+ inclusion and allyship. This should include:
Make sure to also provide these educational materials and resources on LGBTQIA+ health topics for your patients, making them readily accessible in key locations in the healthcare facility. Promote and support LGBTQIA+ employee resource groups or affinity groups as well.
A more inclusive workplace culture goes beyond compliance and creates a truly welcoming environment that LGBTQIA+ employees can consider as their safe space and where they can thrive. Beyond policies and training sessions, foster an inclusive organizational culture that celebrates diversity through some of these ideas:
Gender-neutral language promotes inclusivity and avoids assumptions about gender, making all individuals feel respected and acknowledged. It’s thus recommended to implement gender-neutral language in all internal and external communications, including:
It’s also highly suggested to develop and distribute inclusive language guidelines. This is because clear guidelines help employees understand and consistently use inclusive language, reducing unintentional exclusion or offense. Some steps to achieve this include:
A comprehensive network ensures that LGBTQIA+ patients receive specialized, culturally competent care tailored to their unique health needs. Establish and maintain a robust network of LGBTQIA+-affirming healthcare providers and services:
Other steps to empower LGBTQIA+ colleagues and improve patient perception through proactive referrals and promotion include actively promoting the achievements and contributions of LGBTQIA+ employees to help build a culture of visibility and representation and ensuring that LGBTQIA+ employees have equal opportunities for career advancement and leadership roles.
An equitable policy acknowledges diverse family structures and promotes equality in childcare responsibilities. Make sure to create a parental leave policy that is inclusive of all family structures and parental roles:
By implementing these strategies and continuously working to create a more inclusive and equitable environment at work, healthcare organizations can foster a culture that celebrates and supports their LGBTQIA+ employees and patients.
Creating an LGBTQIA+ inclusive workplace in healthcare is not only the right thing to do, but it also has tangible benefits for both employees and patients. By implementing comprehensive policies, providing LGBTQIA+-specific resources, and promoting a culture of allyship and representation, healthcare organizations can attract and retain top talent, boost productivity, and improve the quality of care for all patients.
At Caring Support, we’re committed to creating a positive and welcoming healthcare environment for all, including individuals who are members of underrepresented groups. Our advocacy goes beyond improved recruitment and retention to help support a more robust healthcare system in Canada, but to also extends to creation of a positive and welcoming environment for all.
Partner with Caring Support today and together, let’s promote an inclusive approach to healthcare.
Holmberg, M. H., Martin, S. G., & Lunn, M. R. (2022). Supporting sexual and gender minority health-care workers. Nature Reviews Nephrology, 18(6), 339–340. https://doi.org/10.1038/s41581-022-00573-0
Lee, H. (2024, July 15). Empowering LGBTQIA+ Employees through Inclusive Workplace Policies. Imagine | Johns Hopkins University. https://imagine.jhu.edu/blog/2023/06/08/empowering-lgbtqia-employees-through-inclusive-workplace-policies/
Schroeder, J. (2022, August 23). Discrimination prevents LGBTQ people from accessing health care. Center for American Progress. https://www.americanprogress.org/article/discrimination-prevents-lgbtq-people-accessing-health-care/
The Williams Institute at UCLA School of Law. (2024, September 6). LGBTQ People’s Experiences of workplace Discrimination and Harassment - Williams Institute. Williams Institute. https://williamsinstitute.law.ucla.edu/publications/lgbt-workplace-discrimination/
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