MORE than four out of five LGBT+ people have experienced a mental health issue compared with 61 per cent of the general workforce.

That’s according to new analysis by Business in the Community in partnership with Mercer and Santander, “Working with Pride”.

Just under half of LGBT+ people have been formally diagnosed with a mental health condition compared with 32 per cent of the national workforce.

This is significantly more pronounced in younger people with 69 per cent of 18-29-year-old LGBT+ employees having had a formal diagnosis compared with 37 per cent of the total workforce of the same age.

Some 70 per cent of LGBT+ people said that their mental health and wellbeing is affected by their personal job security, with the cost of living affecting the mental health of 82 per cent of LGBT+.

Anxiety relating to the uncertainty around Brexit was also found to be higher among LGBT+ staff than those in the general workforce.

Louise Aston, wellbeing director, Business in the Community, said: “There has been slow incremental improvement of overall mental health at work over the past three years.

“But the figures for LGBT+ people are shocking and point to just a couple of the contributory reasons why LGBT+ employees may have an increased likelihood of mental health issues.

“Businesses must play a role in supporting LGBT+ people and collective and urgent action by employers is needed to build momentum quickly.

“They must take a ‘whole person’ approach to physical, mental, financial and social health and wellbeing.

“Our analysis has highlighted differences between the experiences and perceptions of lesbian women, bi+ women and bi+ men and gay men.

“This reinforces the need to think about the LGBT+ workforce as many identities rather than one group with identical needs.

“We’re looking for employers to make sure that they really recognise the needs of the LGBT+ staff they have working for them, that they respond to those needs in an engaging and inclusive way, and finally that they do everything possible to celebrate and role-model the diversity that is strengthening their organisations.”

Recognise, respond and role model are three key areas.