Are your mental health resources LGBTQ+ inclusive?
, to further drive conversations around mental health for the LGBTQ+ community. For example, VMware’s mental health ERG organized an “Intersectionality of Neurodiversity and LGBTQIA+” panel where three employees shared their own lived experiences on the topic. “Hundreds of employees attended the event, with the feedback being completely positive,” said Dexter Arver, an organizer of the event. As one attendee shared after: “It really helps to know I am not ‘alone’ out there.
Similarly, the conservation organization World Wildlife Fund ’s mental/physical wellness ERG and LGBTQ+ ERG co-sponsored a Pride Month talk with Dior Vargas, a queer, Latina mental health activist, to discuss mental health for LGBTQ+ colleagues and colleagues of color. “The community established by these ERGs gives colleagues the opportunity to connect in a deeper way,” said Jon Cass, co-chair of WWF’s Whole Beings ERG.
Of course, cultivating inclusion must be accompanied by intentional, strategic equity work to tackle the larger, systemic issues around hiring, promotion, and executive representation for LGBTQ+ employees. Combined with formal programs and small, everyday signaling, a top-down and bottom-up approach creates consistent, organization-wide messaging of inclusion and equality for LGBTQ+ employees.
One option is storytelling, which can serve as a powerful catalyst in normalizing mental health and empowering individuals across the organization to join the conversation. For example, we worked with global investment management firm PGIM’s Mental Health Champion peer network to help volunteers share their personal mental health stories.
While storytelling can be powerful, it must coincide with intentional shifts in participating employees’ schedules and work to create time to lead these initiatives, or even compensation and other ways to recognize their involvement, vulnerability, and leadership.
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