Unsurprisingly, LGBTQ+ staff more likely to leave the NHS after Tory ‘gender ideology’ crackdown
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LGBTQ+ NHS workers are facing increased challenges and discrimination within the health organization, leading to higher rates of staff turnover. Recent data from the NHS Confederation revealed that while one in every 20 staff members at the National Health Service identify as LGBTQ+, a significant number of gay, lesbian, bisexual, and transgender staff members are considering leaving their positions.
The data, collected from an NHS staff survey in 2023, showed that lesbian or gay staff members make up 2.6% of the workforce, with 2.3% identifying as bisexual, 0.4% as transgender, and 6% choosing not to self-identify. Despite these numbers, LGBTQ+ NHS workers are more likely to experience workplace bullying, harassment, discrimination, and unwanted sexual behavior compared to their heterosexual colleagues. This disparity is especially pronounced for transgender and non-binary staff members.
The experiences of LGBTQ+ staff have led to a decrease in their likelihood to recommend the NHS as a place to work. Only 58% of gay and lesbian staff and 56% of transgender staff members would recommend the NHS, compared to 63% of heterosexual staff. These findings highlight a concerning trend within the organization, particularly as the NHS is reportedly considering removing inclusive language from its documents.
Additionally, recent government proposals have further exacerbated the challenges faced by LGBTQ+ NHS workers. The UK government has suggested that trans women should not be allowed on single-sex women’s NHS wards, a stance supported by Labour leader Keir Starmer. Furthermore, transgender youth are facing obstacles in accessing gender-affirming healthcare, as NHS England gender identity clinics will no longer prescribe puberty blockers to trans children. Leaked plans have also raised concerns that trans children could be pressured to medically de-transition or risk safeguarding referrals.
These developments have created a hostile environment for LGBTQ+ staff within the NHS, contributing to higher rates of staff turnover and dissatisfaction. The lack of support and inclusivity within the organization is driving talented individuals away, impacting both the quality of care provided to patients and the well-being of healthcare professionals.
In light of these challenges, it is essential for the NHS to prioritize the well-being and inclusion of LGBTQ+ staff members. By fostering a supportive and inclusive work environment, the organization can retain valuable talent and ensure that all employees feel respected and valued. Addressing discrimination and implementing policies that promote diversity and inclusion are crucial steps towards creating a more equitable and welcoming healthcare system for all individuals.
If you have been affected by the issues raised in this article, please reach out to Galop for support. They can be contacted at 0800 999 5428 Monday–Thursday, 10 am to 8 pm, Friday 10 am to 4 pm, or via email at [email protected] at any time.
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