3 ways HR can do more to support LGBTQ+ employees

Any HR pro passionate about DEI efforts knows that making LGBTQ+ employees feel safe and included in the workplace is essential. Making the push for inclusion may look like using inclusive language, providing education to non-LGBTQ+ employees and ensuring a psychologically safe environment. 

However, to truly support LGBTQ+ employees, inclusivity is only one piece of the puzzle. For true inclusivity, DEI resources should be put into logistical parts of the employee experience as well. 

LGBTQ+ employees aren’t satisfied with benefits

To truly support LGBTQ+ employees, it’s important to include benefits and paid leave. However, many LGBTQ+ employees aren’t satisfied with these elements, according to research from the Workplace Wellness Survey 2022.

The survey, conducted by Employee Benefit Research Institute (EBRI) and Greenwald Research, found that LGBTQ+ employees were less likely to be satisfied with benefits such as financial wellness and paid leave, as well as lower satisfaction with their job overall. Despite enrolling in benefits programs at the same rate as non-LGBTQ+ employees, they were less likely to be eligible for benefits programs.

They also reported that paying monthly bills and repaying student loan debt are major concerns. Some of these differences may be due to the generational gap between LGBTQ+ and non-LGBTQ+ workers.

“Interestingly, many of the differences observed by LGBTQ status appear driven by demographic
differences,” says Paul Fronstin, director of Health Benefits Research at EBRI. “Nearly one-half of LGBTQ workers are under age 35 compared with 24% among non-LGBTQ workers. This could account for why LGBTQ workers have lower incomes and less education than non-LGBTQ workers. It could also affect the lower marriage rates and the fact that LGBTQ workers are less likely to have dependent children.”

Benefits that can support LGBTQ+ employees

Supporting employees needs to happen in all areas of business. To support LGBTQ+ employees and provide true inclusion, consider offering some benefits beyond workplace safety and inclusive language.

Supply gender-affirming care. Although LGBTQ+ employees were as satisfied as non-LGBTQ+ employees with their health benefits, it’s still a good idea to ensure that your benefits package has gender-affirming care when possible. That may include a range of in-network doctors to help employees avoid biases in their healthcare or provide resources for transgender employees who are transitioning.

Offer financial education and wellness. Since LGBTQ+ employees indicated that they are not happy with their financial wellness programs, combined with the fact that they worry about monthly finances and debt repayment, revamp your financial wellness program to give workers access to resources to manage finances.

Prioritize wellness. Wellness can include a range of things, but a robust wellness program may give employees access to mental health resources, counseling or covering psychiatric treatment, which is especially important for LGBTQ+ employees who struggle with their gender identity or are transitioning.