Pride, the law and mental wellbeing

In this edition, Suneet Sharma looks at the experiences of LGBTQ+ professionals in the legal sector, exploring how their identities intersect with workplace dynamics, mental health, and societal challenges. Suneet calls for meaningful, sustained efforts from employers and communities to champion LGBTQ+ rights and inclusivity beyond Pride month. Through candid reflections and practical recommendations, this spotlight offers insights into fostering acceptance, addressing microaggressions, and promoting mental wellbeing.

As an LGBTQ+ professional it is tacit that I sometimes approach things differently given my lived experience. Conversations, whether about weekend plans or opinions on recent challenges and the politicization of trans rights, can present both opportunities and difficulties.

The question arises- to what extent, if at all, do I acknowledge my LGBTQ+ status? For some this is, understandably, a private matter whereas for others it’s a matter which they feel can be disclosed, and there are invariably shades of responses in-between.

One recent report that puts these matters under the spotlight is the 2021 Pride in the law report by the Law Society which attracted 617 responses, with 62% of respondents identifying as LGBTQ+. The most pressing issues identified by respondents were the lack of LGBTQ+ role models in the workplace, coming out to clients and microaggressions. It must be acknowledged that these issues intersect and lend towards difficulties against LGBTQ+ acceptance and can negatively impact mental health.

According to Mental Health UK LGBTQ+ people are 1.5 times more likely to develop depression and anxiety compared to the rest of the population . Law firms and in house organisations have a responsibility, indeed a duty of care, towards their LGBTQ+ employees to tackle these issues and help foster accepting, inclusive and equitable workplaces conducive to supporting LGBTQ+ individuals wellbeing. Doing so can ensure that, for those such as myself, who have faced difficulty in finding acceptance and support, due to being LGBTQ+ in other areas of their life. It maybe for others that this is an ongoing difficulty.

Whilst Pride gives us the opportunity to shine a light on these matters, it should always be remembered, being LGBTQ+ is not confined to a month in the year. This is said a lot, but often not felt enough by support of the LGBTQ+ community, particularly those who are trans. For example, an increase in hate crimes against trans people by 11% in a year, and by 186% in the last five years, was highlighted in an Office for National Statistics survey . There is a reason that Trans Pride is a march.

A recent move by Pride in London requires companies who sign up to the parade this year to join a year-round LGBTQ+ Inclusion Programme, “Pride in the City”, with a membership fee of ￡7,000 for larger companies, quite simply demands employers put their money, and time, where their mouth is. ?

From participating in LGBTQ+ advocacy across the past five years and experiencing a number of workplaces for close to ten, I have seen some common themes emerge, for things that LGBTQ+ individuals ask from their employers:

For me an employers’ key goal should always be the same: create a safe space to work for LGBTQ+ individuals where they can flourish. Whether they be employees, visitors or clients, whoever engages you in the workplace should be free to do so in a way which is sensitive to and mindful of their needs and experiences.

For LGBTQ+ individuals, this may be from, to make a few suggestions:

• The use of rainbow lanyards to indicate allyship (despite difficulties with the politicisation of this, it makes it all the more important to do this!).
• Implementing programmes and events which give LGBTQ+ people and allies opportunities and amplify their voices.
• Establishing and funding employee-led groups allowing a forum for debate, running of events and expression.
• Mentoring and reverse-mentoring can educate individuals across the organisation and challenge barriers to progression.
• Implementing inclusivity training to tackle and reduce microaggressions.
• Conducting diversity data gathering and applying measures to make positive change given the results gathered.
• Having an executive sponsor for LGBTQ+ and EDI more broadly.

As an LGBTQ+ person, I ask that this Pride Month and onwards please supports us by making concerted, consistent, meaningful and informed efforts as an employer and workplace.

If you would like to learn more about supporting LGBTQ+ initiatives this Pride Month and all year round do reach out to me at [email protected] ?