LGBTQ+ employees are three times more likely to experience depression and anxiety than non-LGBTQ+ peers (NHS/Stonewall 2023). The gap narrows significantly in genuinely inclusive workplaces. Inclusive employers see lower absenteeism, higher engagement, and stronger retention.
These challenges are not inherent to LGBTQ+ identity. They are the product of minority stress: the cumulative psychological burden of experiencing discrimination, concealing identity, and navigating heteronormative environments. Change the environment and the mental health outcomes change with it.
Provide LGBTQ+-affirming EAP access. When selecting an EAP, ask providers specifically about: training for counsellors in LGBTQ+ issues; availability of LGBTQ+-identifying counsellors; and track record of affirming practice rather than conversion-oriented approaches.
Train managers in LGBTQ+ mental health awareness. Managers should understand that an LGBTQ+ employee disclosing mental health difficulties may be doing so in the context of identity-related stress. Responses that pathologise LGBTQ+ identity are actively harmful.
Build psychological safety. The single most effective mental health intervention for LGBTQ+ employees is creating an environment in which they can be themselves.
Find LGBTQ+ inclusive careers on myGwork
Partner with myGwork to attract, retain, and develop LGBTQ+ talent. Access specialist DEI guidance, verified employer profiles, and a community of over one million LGBTQ+ professionals.
Explore myGwork employer memberships |
WorkPride — for LGBTQ+ professionals, allies & employers |
WorkFair careers fair |
Employer memberships