Line managers

LGBT+ people make up between 2-5% of the population of the UK but are still experiencing high levels of discrimination in the workplace and significant inequalities, especially around mental health and wellbeing.
Working with Pride combines insights from two of BITC’s flagship studies (Mental Health at Work and Equal Lives) produced in partnership with Mercer Marsh and Santander, to shine a light on the issues facing LGBT+ people in the workplace. The report finds that:
Nearly three-quarters of LGBT+ people said that they had experienced mental health problems relating to work (74%)
Experience of mental health issues was a third higher among LGBT+ employees
Younger LGBT+ employees were found to be particularly vulnerable
Gay & bi+ employees are not accessing carers’ support as much as their colleagues
Based on the findings in this report we have made three core recommendations for businesses to act upon: Recognise, Respond and Role Model.
DWP’s (Department for Work and Pensions) innovative wellbeing strategy, Working Well Together, has been an integral part of our culture change, from one driven by Key Performance Indicators and performance-targets to one that's customer-focused, centred around high performing teams and healthy, inclusive environments.  

Talk: Break the culture of silence that surrounds mental health by taking the Time to Change Employers Pledge 
Train: Invest in basic mental health literacy for all employees 
Take action:  Close the gap by asking all staff their experiences to identify the disconnects that exist in the organisation

We undertook a national survey to understand the reality of how mental health is experienced at work.  The survey results tell us that progress is being made but there is a need for greater organisational awareness of the support required for better mental health at work. Significant and potentially damaging disconnects exist that demand an urgent response from business.
Employers need to recognise the scale of poor mental health in the workplace and take significant steps to reduce the risk of their workplace being a contributor.  Employers have a duty of care to their employees to respond to mental ill health just as theywould to a physical illness.  Organisations should equip their managers with the tools, support and organisational culture they need to do their job well, which must include managing employees with mental health issues. It makes good business sense to foster a culture of openness that supports employees with a mental health issue to work and stay in work.
Mental ill-health is one of the biggest public health challenges facing society. It is one of the leading causes of sickness absence in the workplace and can cause immense suffering to those experiencing it – as well as those closest to them. There is an overwhelming business and moral case for employers to address this challenge.

Mental ill-health is one of the leading causes of sickness absence in the UK It is estimated to cost UK employers £25bn each year More managers are experiencing stress-related ill-health and symptoms of psychological ill-health Three in five managers are concerned about the impact of longer working hours on their stress levelsOver half of managers are concerned about the impact of longer working hours on their psychological health63% of parents who are managers are worried about the impact their working hours have on relationships with their childrenThe average manager works an extra 46 days each year

Line managers play a crucial role in promoting positive employee wellbeing. As the workplace continues to evolve at a rapid pace, there is increasing pressure on line managers to deliver business objectives at the same time as supporting the wellbeing of employees. It is vital that line managers receive the best possible support to help them manage these responsibilities effectively. This report highlights the evidence for empowering line managers to make a greater positive impact on employee wellbeing. It contains insight from industry experts, advice on how organisations can take action and features the voices of line managers themselves as well as case studies of effective support programmes.
The futureIt is time that we provide line managers with the wellbeing support they deserve and take the necessary steps to empower them to promote wellbeing within their teams.Businesses in the Community is calling on businesses to make Mental Health First Aid training available to line managers to ensure that they are able and confident in supporting employees who may be experiencing mental health issues in the workplace. Mental Health First Aid training is available through various providers, and is one of the benefits of Business in the Community wellbeing membership

Key Findings