An Intersectional Approach to LGBTQ+ Mental Health in the APAC Workplace

Mental health, sexual orientation, and gender identity have long been taboo subjects across the Asia-Pacific (APAC) region – especially so in conservative societies where queerness is still viewed as a mental disorder. While conversations about these topics have increased and certain countries have adopted a more progressive stance, some stigma still remains. Plus, where these concepts intersect, they can create unique challenges for the LGBTQ+ community – both personally and professionally. For instance, discrimination against LGBTQ+ individuals – from subtle microaggressions to outright bullying – still persists in the Asian workplace. Many queer employees feel inclined to hide their sexuality from their colleagues. In turn, this can negatively impact their productivity and job satisfaction, not to mention their mental wellbeing.

Ultimately, employees are a company’s most important asset. Their wellbeing has an impact on the bottom line. An inclusive workplace fosters a culture of trust and mutual respect, which, in turn, boosts employee productivity. It can also help companies to attract and retain talent; according to a study conducted by the Chinese University in Hong Kong, more than 80% of individuals who self-identify as non-heterosexual said that they are more likely to work in an inclusive organization.

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Bloomberg is committed to fostering a culture of inclusion around the globe. As such, we recently co-sponsored a research paper, “LGBT+ Mental Health in the Workplace in Asia”, which was spearheaded by our partner Community Business – a Hong Kong-based non-profit that seeks to advance responsible and inclusive business practices in the region. It includes insights from 22 LGBTQ+ employees (three of whom work at Bloomberg) across four key markets – China, Hong Kong, India and Singapore. While the paper chiefly focuses on the intersection between mental health and the LGBTQ+ lived experience in the workplace and society, it is important to note that other factors, like religion, also often come into play, further complicating the taboo surrounding the LGBTQ+ community.

When creating a more inclusive workplace, it is critical to take an intersectional approach that fully considers the additional burden of stigma that LGBTQ+ employees face. Based on insights from the Community Business research, we highlight seven things that employers can do:

1. Educate employees about LGBTQ+ inclusion and mental health

First and foremost, companies should educate all employees about LGBTQ+ inclusion and mental health in order to establish a baseline understanding of these subjects. Those helping to hire talent, such as recruiters, should be trained on inclusive language and practices to ensure that any LGBTQ+ individuals they interact with are treated with sensitivity and respect. In addition, HR staff should be coached on the importance of inclusive hiring standards and workplace wellbeing programs. Also promote allyship by encouraging employees to advocate for their LGBTQ+ colleagues – be it by participating in activities that foster greater understanding of and support for the LGBTQ+ community, or by speaking out against discriminatory behavior in the workplace. This will help LGBTQ+ employees feel more supported and included.

2. Create a safe space for listening and sharing

Employee-led LGBTQ+ networks provide opportunities for individuals to build connections and support one another. Employers should provide such networks with visible executive backing and a dedicated budget, while also ensuring that agendas are aligned with business objectives.

3. Embed LGBTQ+ inclusion into the entire employee lifecycle

This begins with removing binary gender identification on job applications. After all, some candidates may have identity documents that do not match the gender they present. Once employees are on board, ensure they have equal access to workplace benefits, such as health insurance and mental health resources, regardless of their gender or sexual orientation.

4. Develop LGBTQ+ inclusive policies and practices

Employers need to go beyond reacting when situations arise and focus on proactively designing LGBTQ+ inclusive policies and practices. For example, after developing comprehensive anti-discrimination and anti-harassment policies (if they do not already exist), implement a dispute resolution system to handle gender-related discrimination and harassment in the workplace. Review such policies regularly through an LGBTQ+ lens and refrain from using binary language and messaging to avoid unintentionally alienating employees. The person or team that oversees your company’s D&I efforts must also be ready to successfully recruit and retain LGBTQ+ employees and ensure they are empowered within the workplace.

5. Encourage employees to utilize mental health resources

Provide employees with a list of local-language, LGBTQ+-friendly mental health professionals, social services, organizations and other resources. Communicate the accessibility of these services regularly to encourage employees to seek help. LGBTQ+ employees, in particular, may fear the repercussions of disclosing their mental health issues, so provide them with the option to remain anonymous whenever possible.

6. Localize D&I initiatives

Global D&I initiatives are typically grounded in the Western experience, which often fails to consider the unique challenges that LGBTQ+ employees face in Asia. To remedy this, employers should tailor their D&I policies to fit the local context and develop resources in the local language where possible.

7. Get involved with the local LGBTQ+ community

Also consider championing local role models who represent the full spectrum of the LGBTQ+ community. Also, explore collaborating with community groups through sponsorships, partnerships, and employee volunteer opportunities. Finally, partner with smaller local businesses to help them improve their inclusivity policies. These efforts will help your organization boost its visibility as an inclusive employer and demonstrate its commitment to creating a lasting change.