The workplace is a great place to start, and everyone has a job to do:

Employers. As the Out & Equal report makes clear, the well-being of LGBTQ+ employees is essential for a healthy workforce and healthy businesses. Tap into employee resource groups (ERGs) to ensure that LGBTQ+ employees are aware of the full range of health benefits and support available to them. Virtual care and clinical navigation services, for instance, can be a lifeline for employees who can't find — or don't feel comfortable reaching out to — mental health professionals in their community.
Health plans. If you provide virtual care and mental health benefits, take advantage of Mental Health Month and Pride campaigns to remind plan members who identify as LGBTQ+ what those benefits are and how to access them. Then, read the research showing that investing in mental health reduces the total cost of care.
Family members. If you get health insurance through work, ask your HR rep about mental health and LGBTQ+ benefits and share the info with your loved ones. Post-pandemic, many companies now provide low- or no-cost virtual mental health care for dependents as well as employees. Medicare and most Medicaid plans offer virtual care as well.
Individuals. If you or a loved one needs mental health support, talk to trusted peers (including ERGs) or HR and get connected to the care you need. It's out there, and readily available virtually — but you may need to ask and advocate for it.

Most importantly, if you or someone you know is in crisis, don't wait: Dial 988 to speak with a counselor now.

Instant Insights /

LGBTQ+ mental health: Time to stop dropping the ball