Support Behavioral Health Equity For LGBTQIA+ Professionals

As an employer, you can foster inclusion and strive for mental health equity among your employees with workplace health policies and benefits that make it easier for your employees to find the care and support they need. Your organization benefits by harnessing the perspectives and talents of your diverse workforce, increasing employee satisfaction and retention, and enhancing your reputation as an employer of choice.

Recognize Unique LGBTQIA+ Health Risk Factors And Challenges

Over 1 in 3 LGBTQIA+ adults surveyed reported facing some sort of discrimination in the past year, with increasing frequency for people of color and people with disabilities. That same percentage of LGTBQIA+ adults feel so uncomfortable with the discrimination they have faced pursuing treatment, they postpone medical care. Over half of LGBTQIA+ adults feel that recent state rulings have limited their rights to the point of affecting their mental health.

Given this increased risk of experiencing hostility, members of the LGBTQIA+ community are known to be at a higher risk for behavioral and physical health conditions, including a higher incidence of trauma and suicide. A powerful starting point in trying to mitigate this risk and reinforce health equity may come from directly addressing how this community is less likely to pursue the regular preventive care and behavioral healthcare needed for their overall well-being.

Offer Inclusive, Whole-Health Benefits

Building a welcoming and inclusive workplace culture starts with nondiscrimination policies that protect your employees regardless of their sexual orientation or gender identity. Inclusive health coverage is an essential next step in opening the door to health equity. The following workplace offerings can empower your employees to get the whole-health care they need:

1. Provide Clear Access To Behavioral Health Support. Robust behavioral health benefits help your LGBTQIA+ employees protect their whole-person health. Along with higher susceptibility for mental health conditions, substance use rates are higher among sexual minorities (people who don’t identify as heterosexual). Coverage for substance use services and counseling supports your employees with access to the right care when they need it most.

2. Highlight The Convenience And Ease Of Virtual Care. Telehealth in counseling and virtual primary care has continued to help alleviate major barriers to care access, including issues with transportation, child care, or time off work. Additionally, many LGBTQIA+ people may feel more comfortable with virtual appointments, as they eliminate some concerns of discrimination and mistreatment people may face in person. 

Virtual care also opens more possibilities for your employees to connect with doctors or counselors with expertise in LGBTQIA+ mental health issues who may not practice nearby, which is particularly beneficial in rural and historically marginalized communities. Anthem’s  Sydney^SM Health app is one resource employees have to access virtual visits with a doctor or a licensed therapist from home, or anywhere with privacy and an internet connection.

3. Demonstrate How Employee Assistance Programs (EAPs) Lend A Hand Through Life’s Challenges. Showcase exactly how an EAP can help employees balance the demands of daily work and life challenges through resources such as legal counseling, financial guidance, child care consultation, and 24/7 access to behavioral health professionals. Specifically calling out these resources can help employees see how to fit an EAP into their day-to-day life.

Your EAP may also help guide and support a more positive and inclusive workplace culture through tools like communication skills training for managers or supervisors and other related resources.

4. Choose Inclusive Care To Highlight Your Health Equity Commitment. An innovative care solution like Anthem ’s Inclusive Care for LGBTQIA+ members connects people to support tailored to their unique challenges and concerns. As part of this program, health guides receive special clinical training in LGBTQIA+ concerns and can recommend medical providers and behavioral health professionals who specialize in working with this community. Your employees can comfortably get the care they need, knowing they will be seen and heard.

Encourage LGBTQIA+ Employees To Use Their Benefits

Although the conversations around mental health have been evolving, the stigma surrounding behavioral care remains as another potential barrier to care.

Creating an inclusive employee culture that prioritizes workplace mental health can support your LGBTQIA+ employees to seek the help they need. Make sure employees understand all the benefits available to them, with regular reminders highlighting primary and preventive care benefits to make sure they remain readily accessible. Share information about the services provided by your company’s EAP and guide employees on accessing these services, focusing on flexibility and convenience to encourage employee engagement.

Your LGBTQIA+ employees face unique experiences that can affect their workplace mental health and performance. Providing solutions through your health plan can meet them with support and streamline access to care at all stages of their health — which is just another way you can retain a happier, healthier, and more productive workforce

Sydney Health is offered through an arrangement with Carelon Digital Platforms, a separate company offering mobile application services on behalf of your health plan. ©2023 The Virtual Primary Care experience is offered through an arrangement with Hydrogen Health.