Editor’s note: Health inequities have long been an issue for people in the LGBTQ+ community, and our colleagues in the Corporate Learning department at Harvard Medical School are excited to share a post highlighting solutions that health care leaders can drive.
Healthcare business professionals can improve patient outcomes and reduce health care inequities by advocating for the health care needs of lesbian, gay, bisexual, transgender, queer and/or questioning, intersex, asexual, and two-spirit (LGBTQIA2+) communities. These issues are key priorities for health care professionals not only during Pride Month but all year round.
Research shows that the LGBTQIA2+ community faces disproportionate health challenges due to health disparities. It is important that those working in the healthcare industry recognize the challenges the LGBTQIA2+ community faces and make systemic changes to improve health outcomes.
The LGBTQIA2+ community is less likely to trust the health care system, but it’s a growing segment of the population: A 2022 national Gallup Poll found that at least 20% of Gen Zers identify as LGBTQIA2+. This includes coworkers, customers, and clients, says Dr. Alex Keuroglian, a psychiatrist at Massachusetts General Hospital and LGBT and advocate advisor at Harvard Medical School (LAHMS).
“LGBTQIA2+ people experience pervasive stigma, discrimination, and numerous adverse social determinants of health, all of which negatively impact health outcomes,” said Dr. Keuroghlian. “Health professionals, organizations, and government agencies must be intentional about delivering clinical care and designing health systems and policies in ways that are culturally sensitive and improve the health outcomes of LGBTQIA2+ people.”
Because these issues have been politicized, health care providers around the world, including in some states in the U.S., face restrictions and backlash when offering gender-affirming care. In some places, “legal restrictions on access to gender-affirming care make it difficult for clinicians to provide this care and for transgender and gender diverse people to receive care safely,” Dr. Kewrogliane said.
All healthcare stakeholders, including healthcare business professionals, can work to improve health outcomes and reduce inequities. “It is important for all businesses to provide welcoming, inclusive and affirming work environments and services for LGBTQIA2+ people,” said Dr. Keuroghlian.
LGBTQIA2+ health support starts at work
Through thoughtful action, healthcare business professionals can contribute to improving health equity for underserved populations, including:
1. Take an active interest in better understanding the needs and perspectives of the LGBTQIA2+ community.
Conducting research, such as surveys or consumer focus groups, is a good way to help better understand their specific health needs and priorities. “This community has historically been excluded from surveys and studies that would be so helpful in understanding their needs and challenges,” says Enrique Caballero, PhD, an endocrinologist at Brigham and Women’s Hospital and director of the International Innovation Program in the HMS Office of External Education. “We need to get to know this population better.”
2. Prioritize inclusive language.
Whether you’re directly involved in providing care or in other aspects of healthcare, be mindful of the language you use with both customers and employees. In job ads, informational and marketing materials, and even everyday conversations, gendered language can be offensive. This represents a missed opportunity for your organization and LGBTQIA2+ individuals. A conscious effort, like making small changes to your language or adding pronouns to your email signature, can go a long way.
3. Train your staff to be community allies.
Becoming aware of unconscious bias and changing everyday language isn’t something that can be done overnight, and companies in the healthcare industry can help their staff become better allies to the LGBTQIA2+ community by providing access to workshops run by members of the community.
“No one becomes fully competent after one conversation, lecture, or video,” Dr. Caballero says. “This is a lifelong process in which we all learn how to be more respectful, inclusive, and accepting of diversity.”
4. Support businesses and community organizations that focus on LGBTQIA2+ health.
Let your actions speak for you, not your words. Funding organizations that are already on the ground and working with this population shows that you’re not just interested in profits — you’re serious about helping LGBTQ+ people access quality health care.
5. Hire LGBTQIA2+ staff.
The best way to ensure that companies are prioritizing health equity is to include diverse groups at the table. It’s important to hire employees who represent the diversity of your customer base. Not just diversity of gender expression and sexual orientation, but also diversity of race, ethnicity, age, ability, etc. should be considered.
“Part of our obligation is to really open our doors to everyone,” Dr. Caballero says. “Talent is not exclusive to any particular group, and I think it’s important that we embrace that as an organization.”
6. Include LGBTQIA2+ representation in all communications.
Representation of diversity is key: Make a focus on including same-sex couples, non-traditional family structures, and transgender and non-binary individuals in all communications and daily activities.
7. Admit failure.
At an organizational level, corporate awareness can go a long way in helping companies rebuild trust with the LGBTQIA2+ community. Within an organization, it is important to encourage ongoing communication about company culture.
“All organizations should have systems in place where people can give feedback on how things are going or report things they want to bring to the attention of their leadership team,” Dr. Caballero says. “Having systems in place that really listen to members of the organization and ensure that follow-up steps are taken is really important.”
8. Be consistent in your actions beyond Pride Month.
Consistently and enthusiastically embracing the LGBTQIA2+ community throughout the year “really is an opportunity for everyone,” Dr. Caballero says. “It’s not just good for members of the community, but for everyone who works in a workplace that embraces diversity, equity, and inclusion.”
Industry professionals turn to HMS for custom corporate learning programs that leave a lasting impact on participants, including topics such as LGBTQIA2+ health. To deliver these programs, HMS leverages the expertise of faculty across the School and the Harvard community and shares it with health teams. To learn more about HMS corporate learning custom programs, read about our approach or hear from our clients themselves.