Well at Work, Well as Yourself: Closing the LGBTQ+ Wellbeing Gap at Work

Most organisations now invest in employee wellbeing – but not everyone experiences that support in the same way. For many LGBTQ+ employees, the everyday reality of work still comes with an extra layer of strain: deciding what to share, navigating intrusive questions, correcting pronouns, or choosing whether to hide who they are altogether.

This quiet, constant pressure – often called “minority stress” – shows up in mental health, engagement and retention. Research shows that LGBTQ+ employees are more likely to report depression, to hide their identity at work, and to experience non‑inclusive behaviours. Every hour spent managing disclosure is an hour of energy that isn’t available for their work, their team or their own recovery.

The good news: this is one of the most actionable gaps in workplace wellbeing. Many of the drivers are directly within an employer’s control. That’s why myGwork has created “Well at Work. Well as Yourself.” – a practical, downloadable guide for HR teams, DEI leads and ERG leaders who want to move from good intentions to measurable change.

What the guide covers

The guide walks you step‑by‑step through the key levers of LGBTQ+ wellbeing at work:

• Understanding the wellbeing gap
  Explore where everyday strain comes from – covering and disclosure fatigue, healthcare that doesn’t fit, isolation, micro‑exclusions and intersectional experiences – and how to see these patterns in your own data.
• Inclusive health and benefits
  A five‑point audit to run with your total‑reward and benefits teams, covering healthcare and insurance, family‑forming and parental leave, mental health provision, transition support and global consistency across markets.
• Psychological safety and culture
  Practical actions for line managers and leaders: shutting down non‑inclusive “banter”, making language more inclusive, improving incident reporting and ensuring visibility is always opt‑in. Plus, five quick language wins you can roll out immediately.
• Maximising your LGBTQ+ ERG
  How to treat your ERG as a core wellbeing asset rather than unpaid labour – with guidance on resourcing, sponsorship, governance, burnout watch‑outs and questions to ask at your next executive‑sponsor meeting.
• A 90‑day action plan
  A simple roadmap that turns insight into impact, with clear actions for days 1–30 (seeing the gap), 31–60 (fixing fundamentals) and 61–90 (building a sustainable rhythm with HR, leaders and ERGs).
• Further resources
  Signposts to community support, research and myGwork’s wider learning, events and partnerships so you can continue to build LGBTQ+ inclusion beyond the guide.

Who it’s for

This guide is designed for:

• HR and People teams reviewing benefits, policies and wellbeing strategy
• DEI leaders building or refreshing their LGBTQ+ inclusion roadmap
• LGBTQ+ and ally ERG leaders seeking structure, language and leverage
• Senior leaders who want a concise briefing on why this matters – and what to do next

If you’re ready to move beyond awareness days and rainbow logos towards tangible, sustained LGBTQ+ wellbeing, this guide will help you see the gaps clearly and close them with confidence.

Download “Well at Work. Well as Yourself.” below to start turning your LGBTQ+ inclusion commitments into everyday reality for your people.