LGBTQ+ Community and Well-being

Happy Pride! As we celebrate with the LGBTQ+ community this June, it’s a great time to consider if your holistic well-being program is striving to be fully inclusive and promotes all individuals bringing their full selves to work. Some points to consider that are often overlooked for each aspect of holistic well-being are noted below. Need help reviewing your benefits and identifying opportunities to better support your employees? Contact Centurion At Work today!

• Physical Health

  • Ensure your health plans offer access to in-network doctors who are LGBTQ+ affirming. According to the Kaiser Family Foundation’s (KFF) 2023 Racism, Discrimination, and Health Survey, 33% of LGBT adults reported experiencing unfair, disrespectful treatment by a health care provider. Most insurance providers have added an option for providers to identify their office as “LGBTQ+ friendly” with many requiring they complete information to verify their office supports a minimum standard of care for the LGBTQ+ community, including providing training to all staff to foster safe and inclusive health care.

  • If you require pre-employment physicals, mental health, and/or drug screenings (in accordance with ADA and legal requirements), partner with providers who are LGBTQ+ friendly. This is also critical to consider if you have an on site or near site clinic, as well as any clinicians providing occupational therapy on behalf of the company.

  • Highlight the importance of preventive visits for all employees. According to the National Institutes of Health and research collected from 2019 to 2022, health disparities have been identified showing a higher risk to the LGBTQ+ population for 7 different types of cancer (anal, breast, cervical, colorectal, lung, prostate, uterine), and a higher prevalence of heart disease or other cardiovascular complications, with the American Heart Association reporting that individuals identifying as LGBTQ+ are 36% less likely to have normal cardiovascular health. It is likely the higher rates are due to the fact that the LGBTQ+ community are 25% less likely to receive regular cancer screenings and 39% less likely to seek regular health care.

• Mental Health

  • Communicate all mental health resources available through your company Employee Assistance Program (EAP), medical plans and/or supplemental mental health benefits, including support available to families. According to the 2022 United States Census, individuals in the LGBTQ+ community reported significantly higher rates of anxiety and depression than their non-LGBTQ+ counterparts. Symptoms of anxiety reported were greatest for LGBTQ+ adults between the ages of 18-29 at 60.8%, as well as symptoms of depression at 50%. Census results for adults 30-44 indicated that 49.7% experienced symptoms of anxiety, while 39.3% experienced symptoms of depression. For adults over the age of 45, respondents reported symptoms of anxiety and/or depression more in line with non-LGBTQ+ adults, though still slightly higher. The Trevor Project’s 2022 National Survey on LGBTQ Youth Mental Health reported 45% of respondents seriously considered suicide in the year prior. 60% of youth who indicated they desired mental health care indicated they did not have access to care. Many studies also indicate an increased risk for substance abuse and eating disorders across all age groups within the LGBTQ+ community.

    Many employees are not aware that EAP benefits renew every year and typically allow 3-6 visits per year, per event. Many individuals who already receive care from a mental health professional assume they are not eligible for the EAP mental health services which is not true. It is important they contact the EAP provider to identify if their provider qualifies under the plan for up to 6 visits at no cost to the employee. In addition, EAP typically provides services for any member of a household, regardless of being covered under the medical benefit.

• Financial Health

  • Ensure employees have access to information regarding financial services available to them through your EAP. If your company offers access to 401(k), one-on-one financial sessions are typically available annually to review their full financial wellness, including budgeting and retirement planning.

    According to a 2024 Financial Literacy study released by the Human Rights Campaign Foundation (HRCF), in partnership with Community Marketing & Insights, 48.15% of LGBTQ+ adults reported being financially unwell, compared to 25.7% of the general public. 30.8% of responders indicated they have experienced discrimination while accessing financial services. The 2022 Retirement Confidence Survey conducted by the Employee Benefit Research Institute (EBRI) identified LGBTQ+ Americans across all income groups are less confident they will have enough funds to live comfortably through retirement than non-LGBTQ+ Americans

• Social/Emotional Health

  • Promote a fully inclusive workplace with no tolerance for discrimination of any kind. Most non-LGBTQ+ employees assume they work in a psychologically safe environment until they see otherwise, while most individuals who identify with the LGBTQ+ community assume they work in a psychologically unsafe environment until proven otherwise. The Center for American Progress (CAP) found that half of LGBTQ+ responders to their 2022 survey reported experiencing some form of workplace discrimination or harassment in the prior year.

    Build anti-discrimination guidelines as a core part of new hire orientation and onboarding with frequent messaging from leadership. Empower employees to hold each other accountable at all times to stop the use of LGBTQ+ slurs and provide employees an anonymous way to report any violations. (Note: some states require this to be in place in accordance with state legislation and the US Equal Employment Opportunity Commission (EEOC) requires employers post Workplace Discrimination Rights notices. Employers should do this because it’s right, not because it’s required.)

  • Consider offering fertility and/or adoption benefits. The International Foundation of Employee Benefit Plans (IFEBP) found that 40% of employers responding to their 2022 Benefits Survey offer fertility benefits (increasing from 30% in 2020). 19% of employers reported offering financial assistance for adoption. Fertility and adoption benefits are a great way to create a more inclusive workforce. The cost of adding these benefits can be significant to the employer and seem out of reach for smaller companies. Consider cost sharing options with employees or adding benefits as an additional buy-up to plans already being offered to make offering these greatly desired benefits more attainable. Your existing EAP benefits may already provide limited services that may assist with legal fees and referrals.

  • Partner with your LGBTQ+ Employee Resource Group (ERG). The prevalence of ERGs (also referred to as Business Resource Groups (BRG), Affinity Groups, Diversity and Inclusion Councils, or Employee Networks) are increasing across the world to help employees feel a sense of belonging and promote inclusion in the workplace. Odds are your company is one of the 80% (and growing) of US companies supporting ERGs. LGBTQ+ ERGs can provide a wealth of knowledge regarding where benefits are lacking within your company to better support the LGBTQ population within your company. It’s likely the suggestions provided will also be beneficial to all employees. In addition, partnering with the ERG is a great way to effectively communicate benefits available in an individualized manner and provide resources for ERG leaders for members who are less comfortable approaching your talent management team.