Physical health

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.
Aim: Help employees shift their view of health benefits, engage in preventative care, and be inspired to adopt new healthier behaviours that benefit individuals and their families
Activity: Development of American Express Services Europe Healthy Living Programme
 Aim: To enable employees to support charitable causes through volunteering, matched fundraising and regular giving opportunities
Activity: As part of Barclays 5 Million Young Futures ambition, the company works alongside leading charity and NGO partners to help disadvantaged young people develop the enterprise, employability and financial skills they need to fulfil their potential. 
Aim: To provide employees with access to psychological services and support managers to detect early signs of stress in their colleagues to prevent psychological and physical ill health and promote good mental health and resilience
Activity: Introduction of Employee Support Programme
Presenteeism means reduced productivity when employees come to work and are not fully engaged or perform at lower levels as a result of ill health. Why manage it? Centre for Mental Health calculated that presenteeism from mental ill health alone costs the UK economy £15.1 billion per annum, while absenteeism costs £8.4 billion. Research shows that presenteeism is hugely costly to employers, but all too often ignored. Managing it well not only saves money in both the short and longer term, but also contributes to the development of an engaged and productive workforce. This paper discusses ways in which employers might be able to respond to presenteeism based on research and experience, as exemplified in the BITC Workwell Model (see above) for creating the conditions in which people can flourish. We hope it will stimulate further debate and more evidence of how to manage presenteeism in practice.
Presenteeism means reduced productivity when employees come to work and are not fully engaged or perform at lower levels as a result of ill health.