Marking Australia’s LGBTIQ+ celebrations — mental health and workplace inclusion

A total of 651,800 Australians (3.6% of males and 3.4% of females) identified as LGBTQ+ in 2016, an increase of 52,300 compared to 2011. While the 2021 census did not extrapolate this data, there is a general consensus that the number of LGBTQ+ people in Australia is on the rise.

Despite this growing representation, the LGBTQ+ community still suffers at the hand of discrimination and hate, resulting in high numbers of mental health issues, substance abuse and suicides. This month – along with LGBTQ+ History Month and pride parades throughout the year –  is a time to raise awareness of this fact and encourage a more inclusive society.

The LGBTQ+ community and mental health

Anyone can experience a mental health problem. But those who identify as LGBTIQ+ are more likely to develop problems like:

1. Low self-esteem — How we value and perceive ourselves. It’s based on our opinions and beliefs about ourselves, which can sometimes feel really difficult to change.
2. Depression — A low mood that lasts for a long time, and affects your everyday life. In its mildest form, depression can mean just being in low spirits. At its most severe, depression can be life-threatening because it can make you feel suicidal.
3. Anxiety and social anxiety — What we feel when we are worried, tense or afraid – particularly about things that are about to happen, or which we think could happen in the future.
4. Eating problems and disorders — Not just how much you eat, but also the way you eat, and how you think about food.
5. Drugs and alcohol addiction — A dependence on a drug as a way to ‘cope’ with your feelings.
6. Suicidal feelings (ideation) — This can mean having abstract thoughts about ending your life or feeling that people would be better off without you. It can also mean thinking about methods of suicide or making clear plans to take your own life.
7. Other mental health problems — These can include anger issues, panic attacks, bipolar disorder and personality disorders.

Being LGBTIQ+ does not cause these problems. The reasons why those who identify as LGBTIQ+ are more likely to suffer from them are complicated and individual. But it is usually to do with experiencing things like homophobia, biphobia and transphobia, social stigma and/or discrimination, difficult experiences coming out, and social isolation, exclusion and rejection from family and the community.

There’s also internalised homophobia, biphobia and transphobia, where people are exposed to years of rhetoric, stereotypes and myths, which they internalise over time. Ultimately, consciously or subconsciously, they then believe the negativity to be true. One study conducted in the US found that gay men, on average, strongly agreed with all nine of the following statements:

1. I have tried to stop being attracted to men in general.
2. If someone offered me the chance to be completely heterosexual, I would accept the chance.
3. I wish I was not gay.
4. I feel being gay is a personal shortcoming for me.
5. I would like to receive professional help to change my sexual orientation from gay to straight.
6. I have tried to become more sexually attracted to women.
7. I often feel it is best to avoid personal or social involvement with other men.
8. I feel alienated from myself because of being gay.
9. I wish I could develop more erotic feelings about women.

The role of the workplace

Although we’ve come a long way in establishing LGBTQ+ rights and inclusion, we still have a long way to go to abolish ignorance, harassment and discrimination in society. The workplace is a place we spend most of our adult lives and, as a result, it plays a key role in creating equality and a more inclusive world for LGBTQ+ people.

Here are a few ways employees and employers can achieve an inclusive workplace:

1. If you are unfamiliar or uncomfortable with this world, educate yourself on the LGBTQ+ population, rather than leaning on what you’ve learnt from bathroom jokes, religious condemnations or media stereotypes.
2. Raise awareness among employees that June is LGBTQ Pride Month by displaying posters, sending memos or making announcements.
3. Be sensitive and respectful to all gender orientations and identities and don’t make assumptions. It’s easy and commonplace to assume a coworker or a client is your same sexual orientation, marital status or religious persuasion. For example, if asking a female colleague: “Who will drive you home?” And the answer is: “my partner”, don’t assume the partner is a “he” by asking “What’s his name?” This common assumption continues to be made by people in the workplace and puts LGBTQ clients and workers in the awkward position of having to correct you for your assumption, and making you feel bad for making the assumption.
4. Gender pronouns (such as ‘he/him/his’ or ‘she/her/hers’) are the way that we constantly refer to one another’s gender identity – except we often do not think a whole lot about them. However, our inference as to that person’s gender identity may not be correct. Everyone deserves to have their chosen name and pronouns respected in the workplace. Some employees may opt to use gender-expansive pronouns such as ‘they’, ‘them’ and ‘theirs’ instead of, or as well as, ‘he’, ‘him’ and ‘his’ or ‘she, ‘her and ‘hers’. Although you may feel it personally unnecessary to do so, and it may even make you feel a little uncomfortable at first, sharing your pronouns helps raise awareness and acceptance of different gender identities, including non-binary.
5. Speak out if a co-worker uses offensive verbal language, jokes about an LGBTQ person, or displays any other homophobic behaviour towards an employee in your workplace. It’s important to let the person know that such behaviour is inappropriate.
6. Make sure your employee policies are up to date and that your company specifically references sexual orientation and includes all chosen genders and pronouns in anti-discrimination and anti-harassment policies.
7. If your company has a public-facing space, consider including a welcoming sign at the entrance of your organisation that welcomes people of difference and diversity.

Mental health support

Dealing with mental health issues as a member of the LGBTQ+ can be personal and require specialised support. That is why we offer our customers a specialist LGBTQ+ helpline that provides clients with specialist consultants providing support across issues specific to the LGBTQI+ community. We have consultants who have lived experience and who identify as part of the LGBTQI+ community. Call one of our friendly team on 1300 687 327 to learn more or get in contact with a mental health professional.

Other national services include:  

• Qlife — Australia-wide anonymous and free LGBTI peer support for people wanting to talk about sexuality, identity, gender, bodies, feelings or relationships. Call 1800 184 527 or webchat 3pm-12am AEST.
• Minus 18 — Resources help and guidance for Australia’s LGBTIQ youth.
• LGBTIQ+ Health Australia — The national peak health organisation in Australia for organisations and individuals that provide health-related programs, services and research focused on LGBTIQ+ people and communities.
• Black Rainbow — Australia’s leading Indigenous suicide prevention and mental health support source for LGBTQ+ people.

For urgent help:

• Lifeline — 13 11 14
• Kids Helpline — 1800 551 800
• Emergency — 000