Wellbeing

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.
Unipart Group has increased employee engagement, reduced absence, and built their reputation for safety through its new strategic Wellbeing programme, Unipart Workwell.
North Star Housing Group dramatically increased employee wellbeing, engagement and business surplus by introducing new ways of working and giving staff a greater say in how the company is run.
Joint venture BmJV used its Health, Safety and Wellbeing programme to deliver a number of initiatives, including free health checks, briefings, and safety incentives to improve the health and wellbeing of their workers and made savings through reduced absence.
Marks & Spencer started a conversation with its colleagues about mental wellbeing to help create a workplace culture in which people can be themselves and to raise awareness of the support available.