Curious about how to better support your LGBTQ+ colleagues at work? You’re not alone. Many well-meaning professionals want to be good allies, but sometimes worry about saying the wrong thing or aren’t sure where to begin. The desire is there; the roadmap, less so.
While company policies and diversity initiatives can help lay the foundation for an inclusive culture, true allyship extends beyond what is written in a handbook. It requires ongoing learning, intentional actions, and everyday support from colleagues at all levels. Understanding what allyship looks like in action is key to building a workplace where LGBTQ+ employees feel safe, valued, and empowered to thrive.
Understanding LGBTQ+ Allyship in the Modern Workplace
Allyship goes beyond simply being “LGBTQ+ friendly.” True workplace allyship involves using your privilege, influence, and voice to support LGBTQ+ colleagues actively. Recent research shows that effective allyship has three core components: acceptance, action, and humility.
Unlike passive support, allyship requires intentional effort to understand the unique challenges LGBTQ+ individuals face and to take concrete steps to address them. This becomes even more critical as workplace studies reveal that 46% of LGBTQ+ workers remain closeted at work, and 20% actively search for new jobs due to unwelcoming environments.
The Current State of LGBTQ+ Workplace Experiences
For many LGBTQ+ professionals, navigating the workplace still presents unique challenges. Despite progress in corporate policies and public attitudes, day-to-day experiences often tell a different story.
Recent research shows that 47% of LGBTQ+ workers have faced discrimination or harassment in the workplace, and 55% of transgender and non-binary individuals report encountering similar forms of bias or exclusion.
These numbers underscore an urgent need for workplace cultures where authenticity is welcomed and protected. Allies play a vital role in creating these environments through both individual actions and collective efforts, fostering psychological safety and inclusion.
The impact extends beyond individual well-being. When LGBTQ+ employees don’t feel safe being authentic at work, organizations lose out on valuable perspectives, innovation, and talent. Building a culture of allyship isn’t just a moral imperative—it’s a business imperative. For organizations in healthcare and other human-centered fields, this becomes even more critical, as trauma-informed approaches recognize the compounding impact of workplace discrimination on overall mental health.
What Does Allyship Look Like in the Workplace?
Effective allyship manifests in three key ways:
1. Demonstrating Acceptance
Acceptance forms the foundation of good allyship. This means:
- Validating identities: Use correct pronouns and names, even when the person isn’t present
- Creating safety: Ensure LGBTQ+ colleagues feel comfortable expressing their authentic selves
- Showing genuine care: Demonstrate that you value fair treatment and equal rights for everyone
- Avoiding assumptions: Don’t assume someone’s sexual orientation or gender identity
Acceptance isn’t just about tolerance—it’s about celebration and validation of LGBTQ+ identities as valuable parts of workplace diversity.
2. Taking Meaningful Action
Research indicates that taking action is the most impactful component of allyship in improving the well-being of LGBTQ+ individuals. Action-oriented allyship includes:
Personal Development
- Educating yourself about LGBTQ+ issues and experiences
- Attending diversity training and LGBTQ+ awareness sessions
- Learning about the specific challenges different groups within the LGBTQ+ community face
Speaking Up
- Interrupting discriminatory comments or “jokes”
- Addressing microaggressions when you witness them
- Advocating for inclusive policies and practices
Amplifying Voices
- Sharing opportunities with LGBTQ+ colleagues
- Recommending qualified LGBTQ+ team members for promotions or high-visibility projects
- Ensuring diverse representation in meetings and decision-making process.
3. Practicing Humility
Humility in professional organizations to support allyship entails:
- Listening more than speaking during discussions about LGBTQ+ issues
- Centering LGBTQ+ voices rather than making yourself the focus
- Being open to feedback and willing to learn from mistakes
- Recognizing your limitations and deferring to LGBTQ+ individuals’ expertise on their own experiences
Humility can be harder to self-assess, so consider asking trusted colleagues for honest feedback about your approach to allyship.
How to Be an LGBTQ+ Ally in the Workplace
Becoming an effective LGBTQ+ ally requires intentional effort and ongoing commitment. The journey begins with honest self-assessment and extends to taking concrete actions that create meaningful change in your workplace culture.
1. Start with Self-Reflection
Before taking action, examine your own biases and assumptions. Consider:
- What stereotypes might you unconsciously hold about LGBTQ+ individuals?
- How might your privilege affect your perspective on workplace inclusion?
- What gaps exist in your understanding of LGBTQ+ experiences?
2. Build Genuine Relationships
Effective allyship stems from authentic connections. Engage with LGBTQ+ colleagues as whole people, not just as representatives of their identities. Participate in Employee Resource Groups (ERGs) when appropriate and welcome, but remember that your presence should support, not center, these spaces.
3. Advocate Strategically
Use your influence thoughtfully:
- In meetings: Ensure LGBTQ+ voices are heard and credited for their contributions
- In hiring: Advocate for inclusive recruiting practices and diverse interview panels
- In policy discussions: Push for comprehensive non-discrimination policies and inclusive benefits
4. Address Systemic Issues
Move beyond individual interactions to challenge organizational structures:
- Question policies that may inadvertently exclude LGBTQ+ employees
- Advocate for inclusive healthcare benefits, including gender-affirming care
- Push for leadership accountability on diversity and inclusion metrics
How to Make the Workplace LGBT Friendly
Creating an LGBTQ-friendly workplace requires both systematic organizational changes and individual commitment to inclusive practices. Success comes from addressing policies, culture, and environment simultaneously.
Organizational Strategies
Policy Development
- Sudden blood pressure drops that can cause fainting or loss of consciousness
- Severe headaches from blood vessel dilation in the brain
- Dizziness and lightheadedness that can impair coordination and judgment
- Nausea and vomiting in some users
- Chemical burns if the liquid contacts skin directly
Cultural Initiatives
- Cardiac risks including irregular heart rhythms that can result in sudden cardiac death, even for first-time users
- Vision problems including permanent vision loss from retinal damage (popper maculopathy)
- Methemoglobinemia – a blood disorder where red blood cells lose their ability to carry oxygen effectively
- Respiratory issues from inhaling chemical vapors
Environmental Changes
Poppers can have life-threatening interactions with:
- Erectile dysfunction medications (Viagra, Cialis) – This combination can cause dangerous drops in blood pressure leading to stroke, heart attack, or death
- Blood pressure medications – Can compound hypotensive effects
- Other recreational drugs – Particularly concerning when combined with stimulants or alcohol
Individual Contributions
Every employee can contribute to an LGBT-friendly workplace:
- Use inclusive language in everyday conversations
- Avoid assumptions about relationships or family structures
- Respect privacy while being open to sharing when appropriate
- Model inclusive behavior for others to follow
Which of the Following is an Important Aspect of Being an LGBTQ+ Ally in the Workplace?
All three components—acceptance, action, and humility—are crucial for effective allyship. However, research indicates that taking action has the most significant impact on LGBTQ+ individuals’ well-being and workplace experience.
While acceptance provides the foundation and humility ensures authenticity, it’s the willingness to speak up, advocate, and take concrete steps that truly makes a difference. This might involve:
- Challenging discriminatory behavior when you witness it
- Advocating for inclusive policies in leadership meetings
- Mentoring LGBTQ+ colleagues and sharing opportunities
- Continuously educating yourself about LGBTQ+ issues
The Intersection of Allyship and Mental Health
The connection between workplace allyship and mental health outcomes cannot be overstated. When LGBTQ+ employees feel supported by their colleagues, their overall well-being and job satisfaction improve significantly.
LGBTQ+ individuals face unique stressors in the workplace, including:
- Minority stress from navigating discrimination and prejudice
- Identity concealment due to unsafe work environments
- Intersectional challenges when holding multiple marginalized identities
- Historical trauma from systemic oppression and exclusion
Effective allyship can significantly reduce these stressors by creating environments where LGBTQ+ employees feel safe, valued, and supported. When allies take action to address discrimination and create inclusive cultures, they directly contribute to their LGBTQ+ colleagues’ mental health and overall well-being. Understanding these unique challenges is essential for creating identity-affirming care environments in all workplace settings.
Supporting LGBTQ+ Colleagues in Healthcare and Behavioral Health Settings
Healthcare and behavioral health workplaces present unique opportunities and challenges for LGBTQ+ allyship. As professionals dedicated to healing and wellness, those in these fields have both the responsibility and the expertise to create exceptionally supportive environments for LGBTQ+ colleagues.
Understanding the Healthcare Context
LGBTQ+ individuals working in healthcare settings often face additional layers of complexity. They may encounter patients with discriminatory attitudes, navigate institutional policies that haven’t caught up with best practices, or witness colleagues providing substandard care to LGBTQ+ patients. This creates a particularly challenging environment where professional values of “do no harm” can conflict with workplace realities.
Healthcare allies can make a significant impact by:
Advocating for Inclusive Patient Care
- Supporting the development of LGBTQ+-affirming treatment protocols
- Ensuring patient intake forms use inclusive language
- Advocating for staff training on LGBTQ+ health disparities and cultural competency
- Speaking up when witnessing discriminatory treatment of LGBTQ+ patients
Creating Professional Safety
- Addressing colleagues who make discriminatory comments about LGBTQ+ patients or staff
- Supporting LGBTQ+ colleagues who may face unique stresses when treating patients from their own community
- Advocating for workplace policies that protect against discrimination based on sexual orientation and gender identity
Promoting Trauma-Informed Approaches
Healthcare allies should recognize that many LGBTQ+ individuals have experienced medical trauma from discriminatory or incompetent care. LGBTQ+ healthcare workers may carry this historical trauma while also witnessing ongoing discrimination in their workplace. Creating psychologically safe environments becomes even more critical in these settings, especially for those providing specialized LGBTQ+ mental health treatment.
Supporting Professional Development
- Nominating qualified LGBTQ+ colleagues for leadership positions and speaking opportunities
- Ensuring diverse representation on committees and in decision-making roles
- Mentoring LGBTQ+ colleagues who may face unique career challenges
- Advocating for continuing education opportunities focused on LGBTQ+ health
The healthcare field’s commitment to evidence-based practice provides a strong foundation for allyship. Research consistently demonstrates that inclusive, affirming care yields better health outcomes for LGBTQ+ patients and enhances workplace satisfaction for LGBTQ+ staff. This creates a compelling case for allyship that aligns with professional values and organizational goals.
Building Long-Term Allyship
Sustainable allyship extends far beyond initial good intentions or one-time gestures. It requires developing a mindset of continuous learning and growth that adapts to evolving understanding and needs.
True allyship is an ongoing commitment, not a one-time effort. It requires:
- Consistency in your support, regardless of who’s watching
- Accountability for your mistakes and commitment to improvement
- Sustainability through continued learning and growth
- Collaboration with LGBTQ+ individuals to understand their needs
Remember that allyship is not about perfection—it’s about progress. The willingness to learn, grow, and take action matters more than getting everything right from the start.
Moving Forward Together
The path to workplace inclusion requires both individual commitment and collective action. When personal allyship combines with organizational support, the impact creates lasting change that benefits everyone.
Creating truly inclusive workplaces requires collective effort. While individual allyship is crucial, it must be supported by organizational commitment to diversity, equity, and inclusion. When companies combine strong policies with a culture of active allyship, they create environments where all employees can bring their authentic selves to work.
The journey toward workplace inclusion is ongoing, but with dedicated allies at every level, we can build workplaces where LGBTQ+ individuals don’t just survive—they thrive. This is particularly important in healthcare settings where both providers and patients benefit from comprehensive LGBTQ+ services that prioritize identity-affirming care.
If you or someone you know is struggling with workplace stress, discrimination, or mental health challenges related to LGBTQ+ identity, specialized support is available. Contact Element Q Healing today to learn more about identity-affirming mental health treatment designed explicitly for the LGBTQ+ community in San Diego.
Ready to Learn More?
If you’re interested in learning more about our LGBTQIA+-affirming treatment programs or need support navigating mental health concerns for your self or a loved one, contact Element Q Healing Center today. Our compassionate team understands the unique challenges facing our community and is here to provide the specialized care you deserve.
Contact us to schedule a consultation and learn how our Partial Hospitalization Program (PHP), Intensive Outpatient Program (IOP) can support your journey toward wellness.
“Inclusive and identity-based healthcare is a right, not a privilege.”
References
- Chen, J. M., & Joel, S. (2023, April 12). Research: How to be a better ally to the LGBTQ+ community. Harvard Business Review. https://hbr.org/2023/04/research-how-to-be-a-better-ally-to-the-lgbtq-community
- Sears, B., & Mallory, C. (2011). Documented evidence of employment discrimination & its effects on LGBT people. The Williams Institute. https://williamsinstitute.law.ucla.edu/publications/lgbt-workplace-discrimination/
- Perales, F. (2022). Improving the wellbeing of LGBTQ+ employees: Do workplace diversity training and ally networks make a difference? Preventive Medicine, 161, 107113. https://doi.org/10.1016/j.ypmed.2022.107113
- Chan, Lawrence & Reece, Adrian. (2021). Positive Cultural Humility in Organizations. 10.1002/9781118977415.ch6.
- Human Rights Campaign Foundation. (2023). Corporate Equality Index 2023: Rating workplaces on lesbian, gay, bisexual, transgender and queer equality. https://reports.hrc.org/corporate-equality-index-2023
- Association for Talent Development. (n.d.). Promote allyship and amplification in the workplace. TD Magazine. https://www.td.org/content/td-magazine/promote-allyship-and-amplification-in-the-workplace
- Yu, H., Ancheta, A. J., Flores, D. D., Bonett, S., Meanley, S., Choi, S. K., & Bauermeister, J. A. (2024). Nurse leaders’ recommendations for implementing LGBTQ+ inclusive practices in health systems: A qualitative descriptive study. International journal of nursing studies advances, 7, 100262. https://doi.org/10.1016/j.ijnsa.2024.100262
Frequently Asked Questions
1. Are poppers legal?
Poppers exist in a legal gray area in the United States. While they’re not illegal to purchase, they are illegal for human consumption and are not regulated by the FDA. They’re typically sold as household products like “room deodorizers” or “leather cleaners” to circumvent regulations, but everyone understands their actual intended use.
2. Can you overdose on poppers?
Yes, it’s possible to overdose on poppers, though fatal overdoses are rare. Overdose symptoms can include severe drops in blood pressure leading to fainting, difficulty breathing, irregular heart rhythms, and loss of consciousness. The risk increases significantly when poppers are combined with other substances, especially erectile dysfunction medications.
3. Are poppers addictive?
Poppers are not considered physically addictive in the traditional sense, as they don’t cause the brain to release high levels of dopamine associated with dependency. However, psychological dependency can develop, particularly when poppers become a regular part of social or sexual routines. Some people may find it difficult to enjoy these experiences without them.
4. Why are poppers so popular in the LGBTQIA+ community?
Poppers became popular in LGBTQIA+ culture during the 1970s for several reasons: their muscle-relaxing properties can facilitate anal intercourse, they create euphoric effects that enhance social and sexual experiences, and they became embedded in gay club and party culture. Research shows LGBTQIA+ individuals are more than twice as likely to use poppers compared to the general population.
4. What should I do if I experience side effects from poppers?
If you experience mild side effects like headaches or dizziness, stop using immediately and get fresh air. For severe symptoms like chest pain, difficulty breathing, loss of consciousness, or if you’ve combined poppers with erectile dysfunction medications, seek emergency medical attention immediately by calling 911. Chemical burns from skin contact should also receive prompt medical care.
